Where required by law, the Company will provide reasonable accommodation(s) for employees and applicants for employment with disabilities, as well as employees who require reasonable accommodation(s) for pregnancy, childbirth, breastfeeding, or related medical conditions. Similarly, reasonable accommodation(s) may also be provided for employees with sincerely held religious beliefs or who are victims of domestic violence in compliance with applicable state, provincial or local law. A reasonable accommodation includes any change to the work environment, and may include:
Providing qualified readers or interpreters
Making facilities accessible
Job restructuring
Part-time or modified work schedules
Modifying/purchasing equipment
Modifying policies
Reassigning non-essential job functions
Reassignment to a permanent vacant position
If an employee requests an accommodation due to medical disability, pregnancy, breastfeeding or religion, please contact Employee Relations via e-Service located on My Personal Desk through the Employee Relations Icon.
Employee Relations will partner with you to discuss the details of the employee’s accommodation request. In cases involving disability, pregnancy, or breastfeeding, the HR business partner (or Employee Relations, for retail store locations) will work with the employee and Benefits Department to obtain additional information from the employee, which may include medical documentation verifying the need and/or reason for the accommodation request.
Managers do not have the authority to grant or deny accommodation requests. Once additional information is obtained, Employee Relations will work with you to determine whether a reasonable accommodation exists, whether a reasonable accommodation will be provided, and how to communicate the decision to the employee. If the employee is provided an accommodation for disability or pregnancy, Employee Relations may periodically request updated medical information from the employee to monitor his/her condition and evaluate the continuing effectiveness of the accommodation.
Requesting a COVID-19 Vaccination Accommodation
Understanding Workplace Accommodations Job Aid
If an employee requests an accommodation due to medical disability, pregnancy, breastfeeding or religion, please contact Employee Relations via e-Service located on My Personal Desk through the Employee Relations Icon.
Employee Relations will partner with you to discuss the details of the employee’s accommodation request. In cases involving disability, pregnancy, or breastfeeding, the HR business partner (or Employee Relations, for retail store locations) will work with the employee and Benefits Department to obtain additional information from the employee, which may include medical documentation verifying the need and/or reason for the accommodation request.
Managers do not have the authority to grant or deny accommodation requests. Once additional information is obtained, Employee Relations will work with you to determine whether a reasonable accommodation exists, whether a reasonable accommodation will be provided, and how to communicate the decision to the employee. If the employee is provided an accommodation for disability or pregnancy, Employee Relations may periodically request updated medical information from the employee to monitor his/her condition and evaluate the continuing effectiveness of the accommodation.
Requesting a COVID-19 Vaccination Accommodation
Understanding Workplace Accommodations Job Aid
Attendance Overview
Brand/Site-Specific Attendance Standards
Calling in an Absence or Tardiness
Coverage for Absences
Emergency Store Closings
Employee Absences Due to Medical Illness
Employee Absences Due to Natural Emergency
Request Off During Blackout Period
Scheduling & Best Practices
Timekeeping/Payroll Processing
FAQs
Brand/Site-Specific Attendance Standards
Calling in an Absence or Tardiness
Coverage for Absences
Emergency Store Closings
Employee Absences Due to Medical Illness
Employee Absences Due to Natural Emergency
Request Off During Blackout Period
Scheduling & Best Practices
Timekeeping/Payroll Processing
FAQs
Compensation Philosophy & Differentials
Direct Deposit
Final Pay
Meal Periods & Rest Breaks
Minimum Hours Reporting Pay
Overtime Pay
Payroll Calendar
Payroll Issues
Paystubs
Proof of Employment and Wage Verification
Timekeeping/Payroll Processing
Timesheet Correction Form
Travel & Expense
Work Hours Reduction
FAQs
Direct Deposit
Final Pay
Meal Periods & Rest Breaks
Minimum Hours Reporting Pay
Overtime Pay
Payroll Calendar
Payroll Issues
Paystubs
Proof of Employment and Wage Verification
Timekeeping/Payroll Processing
Timesheet Correction Form
Travel & Expense
Work Hours Reduction
FAQs
COVID-19 Response & Reporting
Decision Trees for Exposure, Symptoms, and Positive Tests
Benefits, Pay & Sick Leave
Vaccination General Information
Testing Information
Travel Advisories
Mask Requirements
Other Resources
Still have questions? Visit www.cdc.gov or contact your manager.
Decision Trees for Exposure, Symptoms, and Positive Tests
Benefits, Pay & Sick Leave
Vaccination General Information
Testing Information
Travel Advisories
Mask Requirements
Other Resources
Still have questions? Visit www.cdc.gov or contact your manager.
How to request a Leave of Absence:
Call: 1-866-431-8484 (Prompt: 1,2,1 for U.S. ; Prompt: 1,2,2 for Canada)
or
Login: My Personal Desk select the My Leave icon
Leave type and leave approvals will be managed by third-party group Sedgwick in coordination with the EssilorLuxottica Benefits Department.
Employee Responsibilities for LOA
Manager Responsibilities for LOA
LOA Policy Overview
LOA Action Items Job Aid
LOA Pay Code Job Aid
Return to Work
Call: 1-866-431-8484 (Prompt: 1,2,1 for U.S. ; Prompt: 1,2,2 for Canada)
or
Login: My Personal Desk select the My Leave icon
Leave type and leave approvals will be managed by third-party group Sedgwick in coordination with the EssilorLuxottica Benefits Department.
Employee Responsibilities for LOA
Manager Responsibilities for LOA
LOA Policy Overview
LOA Action Items Job Aid
LOA Pay Code Job Aid
Return to Work
Organizational Effectiveness measures how efficient organizations are in reaching their goals by evaluating two key areas: Leadership & Team Effectiveness. Increasing effectiveness in these two helps us become more resilient, agile, and high performing as an organization. This toolkit provides activities and resources to aid you in assessing, understanding, and proactively elevating your leadership and team effectiveness through education resources, self-assessments, and activities.
Organizational Effectiveness Resource Guide
Organizational Effectiveness Resource Guide
Asset Protection
Brand/Site-Specific Attendance Standards
Code of Ethics
Disconnect from Work Policy - Ontario, CA
Dress Code
Employee Discount Policy Updates - Dec. 2021
Government Inspection & Legal Documents
EssilorLuxottica Employee Guide
Record Organization & Retention
Social Media and Media Policy
Solicitation & Distribution
Travel & Expense Policy
Wireless Policy
Worker Compensation
Brand/Site-Specific Attendance Standards
Code of Ethics
Disconnect from Work Policy - Ontario, CA
Dress Code
Employee Discount Policy Updates - Dec. 2021
Government Inspection & Legal Documents
EssilorLuxottica Employee Guide
Record Organization & Retention
Social Media and Media Policy
Solicitation & Distribution
Travel & Expense Policy
Wireless Policy
Worker Compensation
Expressing your full potential is a crucial part of our mission as Human Resources. As an organization, it is critical to our business that we know our talent and ensure they have the bench necessary to sustain and grow our business now and in the future.
In this section you will find Talent Tools to support employees and managers with a clear definition of what success looks like at EssilorLuxottica:
- Career Path Tool - For Stores
- Competency Model (see job aid for additional information)
And coming soon:
- Internal Mobility
In this section you will find Talent Tools to support employees and managers with a clear definition of what success looks like at EssilorLuxottica:
- Career Path Tool - For Stores
- Competency Model (see job aid for additional information)
And coming soon:
- Internal Mobility
Use this Link to navigate to the Retail Environmental Health & Safety homepage.
HR Solutions strives to encourage employees to use their skills and knowledge to improve the well-being of others. This community is designed to assist you in answering many of the HR questions you may have to make this possible. It is the central location for Employee Relations and other HR topics, documents, and resources that will empower you to resolve employee questions/concerns and deliver positive business results.
It is organized to help you efficiently navigate through your subject of interest, specific to where you work. We also offer Employee Relations e-Service and a contact list for you to access and reach out to a subject matter expert.