• Accrued and unused PTO hours will be paid out to an employee upon termination or a change from full-time status to part-time or casual part-time status for retail store employees.
  • For hourly employees, the PTO payout is based upon the PTO balance reflected on the last paycheck stub in which the employee was consistently working full time hours.
  • For exempt employees (not eligible for Flexible PTO), the PTO payout is based upon the accrued and unused PTO balance reflected on the most recent record of PTO. The manager must send request for PTO payout(s) via email to InternalHRCentral@Luxotticaretail.com with Employee’s name, EssilorLuxottica ID, dates impacted, and the amount of PTO payout requested.
  • Flexible PTO is not a form of additional wages for services performed, is not earned, and does not accrue. Rather, it is part of the Company’s goal to provide a flexible work schedule, which includes eligible employees’ ability to decide when and how much time to take off within the guidelines of this Policy. Accordingly, there is no pay out of Flexible PTO upon voluntary or involuntary termination unless otherwise required by law.

Please refer to the Final Pay section in this guide for PTO payout information.

Change of Status

Any hourly employee who moves into an eligible exempt role will begin transitioning to the Flexible PTO Policy immediately. PTO accruals will cease as of the role transition date, with the expectation that the eligible employee will transition to the Flexible PTO Policy within six (6) months of that date, unless otherwise specified by the Company.

At the end of the established transition period, any unused, accrued PTO will be forfeited unless otherwise required by law. In such cases where it cannot be forfeited, the Company will determine how such unused, accrued PTO will be exhausted or paid to the employee within the legal requirements.

Rehires

Employees who terminate employment and are rehired within 90 days, and full-time employees who transition to an employment status of part-time or below and transition back to full-time within 90 days will have benefits and PTO eligibility reinstated as of the first day of rehire in accordance with applicable company policies in effect at the time of rehire.

  • These changes do not impact PTO payout at the time of termination (i.e., if PTO paid out at termination, rehires (not eligible for Flexible PTO) will start at 0 hours PTO balance, or a negative PTO balance if a negative balance existed at the time of termination)
  • Employees who had their PTO paid out at the time of transition from a full-time to part-time or below status will start at a balance of 0 PTO hours, or a negative PTO balance if a negative balance existed at the time of status change.
  • If an employee moved their PTO to sick leave at the time of transition from a full-time to part-time or below status, the employee’s regional manager or HRBP will need to submit an HDA ticket to have the sick leave moved back to the employee’s PTO balance.

QUESTIONS?  For questions pertaining to the application of this policy, please contact your HR Business Partner.