PTO Waiting Period

  • The first week of leave is unpaid and is referred to as the “waiting period” (i.e. 5 working days/7 calendar days).  During this time employees may substitute accrued and unused PTO/Sick to maintain pay. In the case of maternity leave, if an employee elects to continue leave after STD ends (referred to as the “bonding period”), accrued and unused PTO can be used to maintain pay.
  • The manager is responsible for entering the PTO/sick hours into Kronos for all employees prior to the pay period end date for payment on the next pay date.

Policy

Employees may use accrued, but unused PTO, while on an approved leave of absence. Employees on a leave of absence are not permitted to use PTO hours that they have not yet accrued (e.g., negative PTO).

  • Hourly employees do not accrue PTO while on a leave of absence, unless provided otherwise by State law.
  • Salary employees continue to accrue PTO while on leave of absence.
  • Flexible PTO will run concurrently with the approved leave of absence, and will not extend the leave’s qualifying start or end dates.  The maximum of two (2) weeks of Flexible PTO at one time applies.
  • Time off in excess of two weeks of Flexible PTO will be unpaid, unless the eligible employee qualifies for a third-party benefit program such as short or long-term disability insurance, state disability insurance, workers’ compensation, or as otherwise required by law.

To learn more about the use of PTO during an approved leave of absence, please refer to the EssilorLuxottica Employee Guide.