The Company expects all Employees to be at their assigned work area, clocked in, and ready to begin work at their scheduled time. Beginning and completing assigned shifts on time is critical to our business.  Payroll hours are carefully planned to accommodate customers and work.

Unscheduled absences and tardiness place an unfair burden on the business and co-workers. Excessive absenteeism and/or tardiness may lead to corrective action up to and including termination of employment.

Employee Call-In Procedure

It is the Employee’s responsibility to contact their supervisor as soon as possible if they are going to miss or be late for a scheduled shift.

  • The Employee must personally contact his/her immediate supervisor by phone, or the Manager in charge, to report an absence or tardy.  A relative or friend may only call in emergency situations.
  • The report of an absence or tardy must be made at least one hour prior to the Employee’s scheduled start time.
  • Reporting an absence or tardy to any Non-Management Employee is not acceptable.  If a store does not open on time due to the absence or tardy, corrective action may be taken.
  • Please note that text messaging is not an acceptable form of communication.
  • Failure to follow the Employee Call-In Procedures may result in corrective action up to and including termination.

Absences Defined

  1. Scheduled-Excused Absence
  • Pre-approved PTO
  • Pre-approved schedule changes
  • Leave of Absence (LOA) and Intermittent LOA, which may include: FMLA, Military, Company Medical, Personal, Bereavement, Jury Duty, approved reasonable accommodations as outlined in the Luxottica Employee Guide, or other approved leaves under applicable state law.
  1. Unscheduled-Excused Absence - An unscheduled absence that results in an approved Leave of Absence is considered unscheduled and excused. Employees will not be disciplined for excused absences.
  2. Unscheduled-Unexcused Absence - Not reporting for your scheduled shift. This includes missing scheduled meetings and conference calls.

Consecutive absences will be counted as one absence if they are for the Employee’s personal illness.  Documentation from a health care provider will be required for this to apply.  If the documentation is not provided, the actual number of days that the Employee was out will be counted as separate absences.

Leaves of Absence

If an Employee is out more than three consecutive shifts, the Manager should refer to the Employee Guide and Manager’s Guide to Human Resources Policies and Procedure for related Leave of Absence policies and procedures.  Any questions related to FMLA or any other approved Leaves of Absence should be referred to Employee Relations e-Service.

Tardiness Defined

Employees are considered tardy if they arrive at the work area five minutes or more past their scheduled start time or take extended lunch or break periods.

Excessive Absences (U.S. only)

Three unscheduled unexcused absences in the previous 90 days may result in a Corrective Action.

  • Additional unscheduled unexcused absences may result in additional Corrective Action.
  • Eight unscheduled-unexcused absences in a 52 week period may result in termination.  Ex. If an Employee has 2 unscheduled-unexcused absences in May, then 1 in June, 2 in July, 2 in October and 1 in December, this may result in termination.

Excessive Tardiness (U.S. Only)

  • Three incidents of tardiness in a 30-day period may result in Corrective Action.
  • Additional incidents of tardiness may result in additional Corrective Action.
  • Eight or more incidents of tardiness in a 52-week period may result in termination.

Late Store Opening (U.S. only)

  • Employees who do not open the store on time as a result of being tardy or absent may receive a Corrective Action.
  • A second incident of late store opening as a result of being tardy and/or absent may result in termination.

Excessive Unscheduled-Unexcused Absences and Tardies Combined (U.S. only)

  • Three incidents of tardiness and/or unscheduled-unexcused absence in a 30 day period may result in Corrective Action.
  • Additional incidents of tardiness and/or unscheduled-unexcused absence may result in additional Corrective Action.
  • Eight or more incidents of tardiness and/or unscheduled-unexcused absences in a 52-week period may result in termination.

Canada:

  • Any incidents of excessive tardiness and unexcused absences may result in disciplinary action up to and including termination. Managers are to submit a case via Employee Relations e-Service to address concerns appropriately.

Job Abandonment Policy

If at any time the Employee fails to report to work for two consecutive shifts without notifying management, it will be assumed that he/she has decided to voluntarily terminate employment with the Company. If at any time the Employee walks off the job during his/her scheduled shift without approval from management, it will be assumed that he/she has decided to voluntarily terminate employment with the Company. Personnel records will indicate that the Employee quit without notice and will be ineligible for rehire.

Manager’s Responsibilities

Full-time Employees are required to use PTO for unscheduled absences and scheduled absences (other than a shift change). All full day absences must be deducted from the employee’s PTO and must be documented on the Attendance Record.

An Attendance Record must be maintained for each Employee.  The Attendance Record is used to track attendance for a 12-month period using the Employee’s hire date as the initial starting point. Keep current records together in a confidential binder, which is accessible to management. Do not keep the current year’s Attendance Record in the Employee’s individual personnel file. At the end of the Employee’s anniversary year, Sunglass Hut stores must send them to HR Records to be placed in the Employee’s Personnel File.

The Store Manager is responsible for administering this policy consistently to all employees. If the manager has a question about the policy they should submit the relevant question via Employee Relations e-Service. Please refer here to determine if Employee Relations support is required before proceeding.