2023

Employee
Guide
CONTENTS
ABOUT THIS GUIDE 5 Corporate Information Technology and Data Security 17

Mobile Devices 18

ESSILORLUXOTTICA: SEE MORE, BE MORE Use of Company Name/Trademark 19

AND LIVE LIFE TO ITS FULLEST 6
Group Corporate Communications Policy 20
Diversity, Equity, & Inclusion 6
Social Media 20
Help the World See Together With the OneSight
EssilorLuxottica Foundation 6 Solicitation And Distribution 21

Workplace Searches and Monitoring 21

HIRING & WORK PRACTICES 7

Employment-at-will EMPLOYMENT RELATIONSHIP 22

(United States Only, excluding Puerto Rico) 7
Employment Status 22
Discrimination, Harassment and Retaliation Prevention 7
Wage Payment 22
Open Door Policy 8
Pay Transparency Non-Discrimination 22
Accommodations 9
Non-Exempt /Hourly Employees 22
Conflicts Of Interest And Workplace Relationships 10
Expense Reimbursement 23
Immigration Law Compliance
(United States Only, including Puerto Rico) 12 Exempt/Salaried Employees 23

Drug and Alcohol Free Workplace 12 Payroll Deductions * 24

Visitors 13 Reporting Payroll Errors and Questions 24

Workplace Violence and Weapons 13 Electronic Payments 24

Domestic Violence 14 Work Schedules 25

Smoking and Tobacco Use 14 Attendance 25

Dress Code 14 Attendance and Pay during Emergency Closings 25

Meal Periods and Rest Breaks 25

PERSONAL DATA PROTECTION 14 Transfers 26

Access to Personal Data and Security Precautions 15 Performance Management 26

Health Insurance Portability and Termination of Employment 28

Accountability Act (HIPAA) 16
Resignation 28
Reporting 16
Return of Property, Final Pay and
Post-Employment Benefits 28

PROTECTION OF COMPANY ASSETS 16 Personnel Files 28

Asset Protection 16 Employment Verification and References 28

Management of Business Records 16

Brand Integrity/Product Distribution 16

Use of Company Property 17

EssilorLuxottica Employee Guide 2

CONTENTS
WORK ENVIRONMENT 29 OPERATIONS ADDENDUM 42

Safety, Health and Environmental 29 Visitors 42

Occupational Incidents, Injuries and Illnesses 29 Food and Drink 42

Dress Code 42

LEAVES OF ABSENCE 29 Visitor/Contractor Compliance 42

Family Medical Leave Act (FMLA) 29 Employee Badges 42

Paid Family Leave 31 Work Floor Phones 43

Military Leave 32 Photography, Video and Recordings 43

Company Medical Leave 32 Pre-Shift and Post-Shift Work Activities 43

Personal Leave 33 Overtime Work 44

Bereavement Leave 33 Leaving EssilorLuxottica Operations

Premises during Work Times 44
Jury Duty Leave 34
Reporting Pay 44
Crime Victim Leave 34
Attendance And Pay During Emergency
Time Off to Vote 35 Closings And Inclement Weather 44

Additional Leaves of Absence not listed in This Guide 35 Meal Periods and Rest Breaks 45

Transfers 45

EMPLOYEE BENEFITS 35 Safety, Health and Environmental 45

Paid Time Off (PTO) 35

Flexible PTO 37 CALIFORNIA ADDENDUM 47

Holidays 39 Equal Employment Opportunity 47

Health & Welfare Benefits 39 California Meal Periods and Rest Breaks 47

Short Term Disability 39 Reporting Time Pay 48

Employee Assistance Program (EAP) 39 California Family and Medical Leave 48

Retirement 40 California Pregnancy Disability Leave 49

Additional Benefits and Extra Perks 40

Crisis Assistance Programs 41 PUERTO RICO ADDENDUM 51

Members Trust Federal Credit Union 41 Probationary Employment Period 51

Professional Development and Career Growth 41 Overtime 51

Meal Periods 51

Non Occupational Disability Insurance (SINOT) 51

Jury Duty Leave 51

Time off to Testify as a Witness 52

Maternity and Adoption Leave 52

EssilorLuxottica Employee Guide 3

CONTENTS
Breastfeeding 53 Health & Welfare Benefits 62

Special Leave for Employees with a Serious Medical, Dental and Disability Insurance Benefits 62
Catastrophic Illness 53
Medical and Dental 62
Vacation Time 53
Provincial Health Insurance 62
Sick Time 53
Short-Term Disability 62
Caregiver Leave 54
Long-Term Disability 62

Employee Assistance Program (EAP) 63

CANADA ADDENDUM 55
Retirement Program 63
90 Day Probationary Period 55

Immigration Law Compliance 55

ESSILORLUXOTTICA EMPLOYEE AGREEMENTS 64
Primary Languages 55
Confidential Information and
Personal Information Protection and Non-Solicitation Agreement 65
Electronic Documents Act (PIPEDA) 55
Inventions Agreement 68
Employment Status 56
Release For Use Of Likeness, Voice
Overtime 56 and Name Agreement 68

Meal Periods 56 Dispute Resolution Agreement 69

Eligibility for Rehire 56 Electronic Protected Health

Information (Ephi) Agreement 74
Return of Property, Final Pay, and
Post-Employment Benefits 56 Essilorluxottica Employee Guide
Acknowledgement and Agreement
Employment Verification and References 57 For United States Employees 75

Leaves of Absence 57 Essilorluxottica Employee Guide

Acknowledgement and Agreement
Reservist Leave 57 For Canada Employees 76
Sick Leave 57 Essilorluxottica Employee Guide
Acknowledgement and Agreement
Medical Leave of Absence 57 For Puerto Rico Employees 77
Personal Emergency Leave 58

Personal Leave 58

Employee Benefits 59

Vacation Pay Calculations 61

Payment of Vacation Pay 61

Casual Part Time Employees 61

Carry Over 61

Vacation Rules Applied at Anniversary

Date of Employment 61

Vacation Pay upon Termination 61

Holidays 61

EssilorLuxottica Employee Guide 4

 hours or working conditions, or any other conduct
ABOUT protected by Section 7 of the National Labor
Relations Act. Furthermore, nothing in this Guide

THIS GUIDE prohibits an employee from reporting concerns

to, filing a charge or complaint with, making lawful
disclosures to, providing documents or other
The Employee Guide (“Guide”) is intended to information to or participating in an investigation
help employees understand the expectations, or hearing conducted by the Equal Employment
work environment, and policies that apply to all Opportunity Commission (“EEOC”), National Labor
employees of EssilorLuxottica in North America. It Relations Board (“NLRB”), Securities and Exchange
also describes many of the benefits and perks our Commission (“SEC”) or any other federal, state or
employees enjoy. local agency charged with the enforcement of any
laws.
The Employee Guide applies to all employees
of integrated EssilorLuxottica companies and All employees are expected to familiarize themselves
affiliates in the United States, the Commonwealth with the policies in this Guide and any other policies
of Puerto Rico, the Caribbean and Canada, as well and procedures that may apply to them. Employees
as any other employer that becomes a part of the are expected to abide by Company policies and
integrated EssilorLuxottica group of companies procedures at all times. Questions regarding what
(collectively, “the Company,” “we,” “our” or “us”). policies apply to an employee’s position should
For purposes of this Guide, all EssilorLuxottica be referred to a manager or Human Resources.
employees working in Manufacturing, Rx Operations For purposes of this Guide and the subsequent
and Distribution Centers are collectively referred Employee Agreements, Human Resources includes
to as “EssilorLuxottica Operations.” This Guide your local Human Resources Representative, Human
replaces and supersedes all prior Guide versions. Resources Business Partner and Employee Relations.
You can contact Employee Relations by selecting the
For those employees working in EssilorLuxottica HR Solutions icon on mypersonaldeskna.luxottica.
Operations or in certain geographies (e.g. California, com. All other questions can be directed to the
Canada, Puerto Rico and the Caribbean), certain Luxottica Human Resources Service Center at 1-866-
provisions of the Employee Guide will either not 431-8484 or your HR Business Partner.
apply due to local law or will be supplemented
by additional provisions in the Addendums to this Employees who violate the letter or spirit of the
Guide. Company’s policies may be subject to corrective
action, up to and including termination of
For those employees working in a location subject employment (collectively referred to as “Corrective
to a Collective Bargaining Agreement, certain Action” for remainder of this Guide).
provisions of the Employee Guide will not apply.
Employees working in a host store environment must For all locations except Puerto Rico: Other
adhere to the policies of the host store location at than the Employee Agreements at the end of
all times in addition to the policies outlined in this this Guide, nothing in this Guide is contractual in
Guide. nature and nothing in it creates any contractual
obligations by the Company. This Guide is not a
This Guide may be interpreted, applied, or modified contract of employment and does not obligate the
at the Company’s sole discretion and without prior Company to act in specific ways or to maintain any
notice to employees. In addition to the policies in specific level or type of benefit.
this Guide, the Company may issue other policies
and procedures. Like the policies in this Guide, these Paper copies of this Guide may be ordered in
other policies and procedures are not contractually Central Purchasing or by contacting Human
enforceable, with the exception of Puerto Rico, Resources. Electronic copies of this Guide are
but are intended to inform employees of expected available to view or print via the HR Solutions icon
behaviors. on mypersonaldeskna.luxottica.com, or your group’s
specific online communications channel.
Nothing in this Guide is intended to violate any
federal, state, provincial or local law. Nothing
in this Guide is intended to limit any concerted
activities by employees relating to their wages,

EssilorLuxottica Employee Guide 5

ESSILORLUXOTTICA: SEE MORE, BE The OneSight EssilorLuxottica Foundation operates
globally and pulls together the passion and skills of
MORE AND LIVE LIFE TO ITS FULLEST employees, partners, customers, and supporters to bring
this mission to life. With regional departments in eight
At EssilorLuxottica our mission is to help people see more, countries, we work alongside governments, NGOs, and
be more and live life to its fullest. Our groundbreaking like-minded private organizations to help people see
products correct, protect and frame the beauty of our clearly. We provide free eye exams and glasses for the
most precious sensory organ – our eyes. By combining our people most in need, we fund local vision care programs,
expertise in lens technology and eyewear manufacturing, we raise awareness of poor vision among communities
a portfolio of brands that consumers love and global and policy makers, and we couldn’t do this without the
distribution capabilities, we enable people everywhere to support of EssilorLuxottica and its employees, partners,
learn, to work, to express themselves and to fulfill their and customers.
potential.
All employees are encouraged to use their passion and
Lack of awareness and access have led to a global vision skills to contribute to the cause in ways that are personally
crisis with severe social and economic consequences for meaningful and accessible. Here are some steps you can
billions of people. EssilorLuxottica exists to give vision a take right now to support the company’s mission:
voice and respond to the world’s growing vision needs
by meeting the changing lifestyles of existing consumers • Sign up for workplace giving via regular payroll
and inventing new ways to reach the 2.5 billion people deductions when you make your benefit selections.
who suffer from uncorrected poor vision and the 6 billion With your donation, you will truly make an impact by
people who do not protect their eyes from harmful rays. providing glasses to those in need!
• Visit our Company training platform and search
We will be powerful advocates for the vision cause, for content about the OneSight EssilorLuxottica
passionate campaigners for greater awareness, and Foundation.
pioneering eyewear innovators with solutions and styles • Watch out for regular Foundation updates and
that bring ever greater improvements so that everybody, opportunities to volunteer through your normal
everywhere can enjoy the life-changing benefits of good brand/business unit communication channels.
vision. • Follow the OneSight EssilorLuxottica Foundation
on social media and use your voice and platforms to
share our message

DIVERSITY, EQUITY, & INCLUSION We hope you are as excited as we are to work together to
We believe in the power of our people. Our employees help people see more and be more. We are truly grateful
have been, and always will be, our greatest asset. They’ve for your passion for EssilorLuxottica’s mission, for your
helped shape our success in the past. That’s why we’ll commitment to the cause, and for all the good you are
continue to develop and nurture them. So they can keep going to do for those in need around the world.
their gaze firmly fixed on our future success – as well as
our planet.

EssilorLuxottica is firmly committed to guaranteeing equal

opportunities for every employee - at every level. No
matter what your race, gender, age, nationality, religion,
sexual or political orientation, marital status, union
affiliation or disability, we pay our employees the same for
the same work.

HELP THE WORLD SEE TOGETHER WITH

THE ONESIGHT ESSILORLUXOTTICA
FOUNDATION
You are part of a Company with an important mission
to help everyone in the world see more and be more,
and a big goal is to eliminate uncorrected poor vision
in a generation. Uncorrected poor vision affects 1 in 3
people around the world - that’s more than 2.7 billion
people. Ninety percent of these people live in developing
communities where there is limited access to vision care
and awareness of vision issues. EssilorLuxottica is working
towards a brighter future where everyone in the world has
access to sustainable vision care.

EssilorLuxottica Employee Guide 6

HIRING & WORK PRACTICES Equal Employment Opportunity
For the California Equal Employment Opportunity
Employment-at-will (United States Only, excluding policy, please see the California Addendum
Puerto Rico)
It is the policy of the Company to ensure Equal
For employees in the United States, with the exception Employment Opportunity (EEO) for all persons regardless
of Puerto Rico, employment with the Company is on an of race, color, gender, national origin, social origin,
at-will basis, meaning that either the employee or the social condition, being perceived as a victim of domestic
Company can terminate employment at any time, for any violence, sexual aggression or stalking, religion, age,
reason or for no reason. Nothing contained in this Guide disability, sexual orientation, gender identity or expression,
alters this at-will employment status. No Company officer, citizenship, ancestry, veteran or military status, marital
manager or employee has authority to change or vary the status, pregnancy (including unlawful discrimination on the
At-Will Policy, other than through an individual contract basis of a legally protected pregnancy or maternity leave),
of employment, specifically so providing, and signed by genetic information or any other characteristics protected
both the employee and a legally authorized representative by state, local, or provincial law (collectively referred to as
of EssilorLuxottica, as determined by EssilorLuxottica’s “legally protected characteristics”).
Legal Department, or by an otherwise enforceable written
agreement. The Company ensures non-discriminatory practices
in all matters relating to recruiting, hiring, training,
compensation, benefits, promotions, transfers, and all
DISCRIMINATION, HARASSMENT AND other terms and conditions of employment. As part of
the Company’s Equal Employment Opportunity Policy,
RETALIATION PREVENTION EssilorLuxottica will also take affirmative action, as called
EssilorLuxottica is committed to equal employment for by applicable laws and Executive Orders, to employ
opportunity and providing a workplace free of harassment and advance in employment qualified minorities, females,
and bullying, as identified in the policies below. This individuals with disabilities, and protected veterans.
commitment applies to all persons involved in our
operations, including employees, managers, volunteers, The Company strives to create a culture in which no person
interns, customers, contractors, vendor personnel and will be advantaged or disadvantaged because of any factor
temporary staff. These policies prohibit inappropriate unrelated to job performance. The Company is committed
conduct based on protected characteristics while on to creating a positive, healthy environment in which
Company property, at Company-sponsored activities and employees can bring their diversity to the organization
programs, on business-related trips and anywhere else and provide insight that culminates in better business
Company business is conducted. decisions.

Everyone at the Company is expected to respect the rights Harassment Free Workplace
of customers, co-workers and others in the workplace
by refusing to participate in conversations or activities The Company is committed to providing a professional
that violate these policies. Employees who encounter work environment where all employees can work together
or observe conduct that they believe violates the comfortably and productively. It is the Company’s policy
Company’s Equal Employment Opportunity, Harassment to maintain a workplace free from any form of harassment
Free Workplace, or Workplace Bullying Policies should based on legally protected characteristics, including sexual
immediately bring it to the attention of the Company. harassment, and to promptly take remedial action where
Managers are responsible for taking appropriate action to appropriate.
address such conduct, including reporting the complaint to
Human Resources. See “How to Report Violations” of the In addition to the Company’s prohibition against any such
EEO, Harassment or Bullying Policies” in the Open Door harassment in the workplace, it may also be a violation
policy below. of federal, state, provincial or local laws. The Company
prohibits such behavior even if it is not so severe that it
The Company prohibits any form of retaliation against would be considered illegal harassment and even if the
any employee for filing a bona fide complaint under offending person did not intend to offend or believed his/
these policies or for assisting in a complaint investigation, her comments or conduct were welcome.
or as set forth under applicable law. However, if, after
investigating any complaint of unlawful discrimination, With respect to sexual harassment, the Company
harassment, or bullying, the Company determines that prohibits the following:
the complaint is not bona fide and was not made in
good faith or that an employee knowingly has provided 1. Unwelcome sexual advances; requests for sexual
false or intentionally misleading information regarding favors; and all other verbal or physical conduct of a
the complaint, the employee who filed the complaint or sexual or otherwise offensive nature, especially where:
who gave the knowingly false or intentionally misleading • Submission to such conduct is made either explicitly
information may be subject to Corrective Action. or implicitly a term or condition of employment;
• Submission to or rejection of such conduct is used
as the basis for decisions affecting an individual’s

EssilorLuxottica Employee Guide 7

 employment; or of retaliation. In many cases, the employee’s immediate
• Such conduct has the purpose or effect of creating manager is the person best qualified to address a concern
an intimidating, hostile, or offensive working or answer a question. Managers to whom a concern is
environment. reported through the Open Door Policy are expected
to respond, as well as report the complaint to Human
Resources.
2. Offensive comments, jokes, innuendos, and other
sexually oriented statements. Examples of conduct If an employee is not comfortable reporting a concern to
expressly prohibited by this policy include, but are not his/her manager, for example because the concern involves
limited to, the following: the employee’s manager, the employee may report his/her
• Offensive or derogatory comments, jokes, epithets concern directly to the next higher manager, or elevate to
or slurs based upon any protected characteristic. Human Resources. Where necessary, Human Resources
will work with the employee and the manager, review
• Acts or threats of violence, and physical details, conduct an investigation where appropriate, and
intimidation. attempt to resolve the concern.
• Negative stereotyping.
While the Company provides employees with this
• Repeated requests for dates.
opportunity to communicate their views, not every
• Requesting sexual favors or suggesting that sexual complaint may be resolved to the employee’s satisfaction.
favors will gain employment benefits. Even so, the Company believes that open communication
• Unwelcome touching. is essential to a successful work environment and all
employees should feel free to raise issues of concern
• Any physical interference with the employee’s without fear of retaliation.
normal work or movement.
• Written or graphic material placed on walls, bulletin While the Company will endeavor to maintain the
boards, emails or elsewhere on the Company’s confidentiality of a concern reported by an employee,
premises or circulated in the workplace that mocks, it may not be possible for the Company to do so in
denigrates, or shows hostility towards an individual every circumstance. For example, in order to resolve a
or group, or that otherwise could be offensive to concern it may be necessary for the Company to conduct
coworkers or a potential recipient, based on any a workplace investigation during which the details of
protected characteristic. the particular concern may need to be disclosed to the
affected/implicated workplace parties or witnesses.
• Sending or receiving email, instant messaging, or
In addition, employees may be requested to maintain
text messaging that is sexually explicit, patently
confidentiality where critically necessary to protect a
offensive or pornographic.
witness, avoid tampering/destruction of evidence, or to
• Coercive behavior that amounts to bullying. prevent a cover-up.

Employees can use the Open Door Policy without fear of

Workplace Bullying retaliation. Any person who attempts to deter or deters
Workplace bullying includes any inappropriate conduct an employee’s attempt to escalate a concern, or who
or comment by an employee towards another worker retaliates against an employee in any way for using the
that the employee knows or reasonably ought to have Open Door Policy, will be subject to Corrective Action.
known would cause that worker to be humiliated or
intimidated, but does not include any reasonable action Employees subject to the Dispute Resolution Agreement
taken by the Company, manager, or supervisor relating to are not required to use the Open Door Policy prior to
the management and direction of workers at the place of initiating arbitration but are encouraged to do so.
employment.
Business Abuse, Ethics, and Compliance Helpline
Examples of conduct or comments which may constitute If the issue is one involving a claim of discrimination,
workplace bullying are: verbal aggression or insults; harassment, retaliation, or failure to accommodate, then
calling a person derogatory names; vandalizing personal the employee should follow the reporting mechanism
belongings or work equipment; physical assaults or defined below in “How to Report Violations of the EEO,
threats; making aggressive or threatening gestures; Harassment, or Bullying Policies.”
spreading malicious rumors; sabotaging a person’s work;
or targeting a person for social isolation or humiliation. If there are issues or concerns involving illegal or dishonest
fraudulent activity or compliance with laws, regulations,
or Company policies, including the Company’s Code
OPEN DOOR POLICY of Ethics, then employees and others are encouraged
to report these to the Company Business Abuse
The Company encourages employees to feel comfortable and Compliance Helpline at Luxottica EthicsPoint, at
expressing job-related concerns and is committed to 1-888-88-SEE-IT (1-888-887-3348) or luxotticaspeakup.
listening and responding to such concerns. The Open Door com or Essilor EthicsPoint, at 1-866-556-0316 or Essilor.
Policy provides an Open Door Process for an employee to ethicspoint.com.
bring a concern to management’s attention without fear

EssilorLuxottica Employee Guide 8

Employees who contact EthicsPoint may do so Employees have a duty to cooperate in the Company’s
anonymously, and all information received through investigation of alleged inappropriate conduct, except
EthicsPoint will be kept confidential to the extent possible. where a Company investigator informs you that
However, disclosure may be necessary where required your cooperation is voluntary. Failing to cooperate,
by law or where needed to investigate and adequately intentionally withholding material information or
respond to a complaint, concern or allegation. The deliberately providing false information during an
Company will not retaliate against any employee who investigation violates this policy and may subject an
makes the Company aware of concerns the employee employee to Corrective Action.
may have about unlawful activity, activities contrary to
Company policy or activities which otherwise amount When deemed necessary, employees or other involved
to improper conduct. This includes, but is not limited parties may be separated during the investigation, and
to, protection from retaliation in the form of an adverse an alleged harasser (or other persons) may be suspended
employment action such as termination, compensation pending the outcome of the investigation. If the alleged
decreases, poor work assignments, and threats of any harasser is a vendor representative or a temporary staff
type. person, the Company may request his/her temporary
removal from the assignment pending the outcome of the
How to Report Violations of the EEO, Harassment, or investigation.
Bullying Policies
It is essential that anyone who observes or is the subject If the Company determines that an employee has violated
of inappropriate conduct report the conduct so that the this policy, he/she will be subject to Corrective Action.
Company can respond. Options are available to employees If a vendor representative or temporary staff person
who may have concerns about inappropriate workplace violates this policy, the individual may be prohibited from
behavior. If the employee is comfortable doing so, he/she performing future services for the Company.
may ask the harasser to stop the offending behavior. The
offender may not realize the behavior is offensive. Often, Employees with questions or concerns about the process,
merely telling the offender will stop the conduct. or about an ongoing or completed investigation, should
contact Human Resources.
If the conduct does not stop after confronting the
offender, or the employee is not comfortable addressing Employees who use the above reporting mechanisms are
that person, the employee should immediately report his/ expected not to abuse them. False reporting is strictly
her concerns to any of the following resources: prohibited. Any employee who intentionally makes false
or misleading allegations will be in violation of Company
policy and may be subject to Corrective Action.
• Employees may report the conduct to their manager
or, if not comfortable doing so, to the next higher
manager.
ACCOMMODATIONS
• Employees may report the conduct to Human
Resources in person or through the HR Solutions Where required by law, the Company will provide
icon on mypersonaldeskna.luxottica.com. reasonable accommodation(s) for employees and
applicants for employment with disabilities, as well as
• Employees may report the conduct to the employees who require reasonable accommodation(s)
EthicsPoint hotline at Luxottica EthicsPoint, for pregnancy, childbirth, breastfeeding/lactation, or
at 1-888-88-SEE-IT (1-888-887-3348) or related medical conditions in compliance with applicable
luxotticaspeakup.com or Essilor EthicsPoint, at state, provincial or local laws. Similarly, reasonable
1-866-556-0316 or Essilor.ethicspoint.com. accommodation(s) may also be provided for employees
with sincerely held religious beliefs or who are victims of
Employees who contact EthicsPoint may do so domestic violence in compliance with applicable state,
anonymously, and all information received through provincial or local law.
EthicsPoint will be kept confidential to the extent possible.
However, disclosure may be necessary where required Questions about or requests for reasonable
by law or where needed to investigate and adequately accommodation(s) should be directed to Human
respond to a complaint, concern or allegation. The Resources. Managers who receive questions or requests
Company will not retaliate against any employee who for a reasonable accommodation should also contact
makes the Company aware of concerns the employee Human Resources for further guidance. Employees who
may have about unlawful activity, activities contrary to wish to report a potential violation of this policy should
Company policy or activities which otherwise amount follow the reporting procedure in the Open Door Policy
to improper conduct. This includes, but is not limited defined above.
to, protection from retaliation in the form of an adverse
employment action such as termination, compensation Lactation Accommodation
decreases, poor work assignments, and threats of any
type. The Company will provide a reasonable amount of break
time to accommodate an employee desiring to express
Employees may be asked to provide a written description breast milk for the employee’s infant child each time
that includes details of any incident(s), names of individuals the employee has need to express milk. If possible,
involved, and names of any witnesses. the lactation break time should run concurrently with

EssilorLuxottica Employee Guide 9

scheduled meal and rest breaks already provided to duty of loyalty to any unit or affiliate of EssilorLuxottica is
the employee. If the lactation break time cannot run biased by actual or potential benefit from another source.
concurrently with meal and rest breaks already provided or Employees should refrain from entering into transactions
additional time is needed, the lactation break time will be or establishing relationships with others if the employee’s
unpaid for nonexempt/hourly employees. duty of loyalty to EssilorLuxottica is or may be impaired.
Conflicts of interest may include, but are not limited to:
Employees will be relieved of all work-related duties during
any unpaid break. When unpaid breaks or additional time
1. Starting a company that provides services similar to
are required, employees should work with their supervisor
EssilorLuxottica
or Human Resources regarding scheduling and reporting
the extra break time. 2. Failing to disclose that you are a relative or cohabitor
(as defined at the end of this policy) of a job candidate
The Company will provide employees with the use of a the Company is considering hiring
room or other location to express milk in private. The 3. Making arrangements to work for a vendor or client
lactation room or other location will not be a bathroom at a future date while continuing to do business with
and will be safe, clean, free from hazardous materials, in them
close proximity to the employee’s work area, shielded
from view and free from intrusion by co-workers and/ 4. Offering paid services on your time off to a Company
or the public. This location may be the place where the customer or supplier
employee normally works, if applicable. Where required, 5. Working at a Company that sells a competing product
the lactation room or other location will include a surface or service as EssilorLuxottica in a capacity that violates
on which to place a breast pump or other personal items, the Company’s Competitive Employment Policy
a place to sit and electricity or alternative devices (e.g.,
6. Accepting payment from another Company for
an extension cord or charging station) needed to operate
information about EssilorLuxottica
an electric or battery-powered breast pump. Lactating
employees who pump breastmilk will also have access to 7. Failing to investigate a subordinate or coworker’s
a sink with running water and a refrigerator or alternative wrongdoing because they are a friend
cooling device suitable for storing milk in close proximity 8. Sharing confidential information about your employer
to their workspace. outside the Company
A room or other location identified for lactation may 9. Making a purchase or business choice to boost a
also be used for other purposes. However, during times business that you have a stake in
when an employee is using the location for lactation 10. Accepting an inappropriate favor or a gift from a
purposes, that use will take precedence over all other Company customer or supplier
uses. Employees who have questions or concerns related
to lactation room scheduling conflicts should contact their 11. Owning part of a business that sells goods or services
supervisor or Human Resources. Any non-exempt/hourly to your employer
employee who is not provided with a break as requested 12. Reporting to a supervisor who is also a close friend or
to express milk, should immediately contact Human a relative or cohabitor (as defined at the end of this
Resources. policy)
13. Doing business or work for a competitor
Employees who wish to request lactation accommodation
should contact Human Resources. The Company will not 14. Sharing confidential information in an interview about
discriminate or retaliate against an employee who requests the Company’s activities or plans
or uses a lactation accommodation in accordance with this 15. Taking advantage of confidential information learned
policy or other federal, state, provincial or local law. on the job for your own benefit

All employees are under an obligation to disclose actual or

potential conflicts of interest. If EssilorLuxotica determines
CONFLICTS OF INTEREST AND WORKPLACE that a conflict of interest or appearance of such conflict
RELATIONSHIPS exists, an employee may be subject corrective action,
Professional relationships are key to successful and up to and including termination of employment. This
productive workplaces. To establish and maintain includes situations where an employee actually engages
workplace professionalism, the following expectations in conduct which constitutes a conflict of interest or fails
apply to all employees of EssilorLuxottica and its affiliates. to promptly disclose an actual or potential conflict of
interest. Employees should report conflicts of interest to
Conflicts of Interest their manager, Human Resources, the local Compliance
Officer, or the EthicsPoint hotline at Luxottica EthicsPoint
Employees must separate their professional activities at 1-888-88-SEE-IT (1-888-887-3348) or luxotticaspeakup.
from their personal commitments in order to avoid com, Essilor EthicsPoint at 1-866-556-0316 or Essilor.
situations and/or activities that may give rise to an actual ethicspoint.com. For additional information on conflicts of
or perceived conflict of interest or which may otherwise interest, please see the EssilorLuxottica Group Conflicts of
interfere with a recipient’s capacity to make impartial Interest Policy or the EssilorLuxottica Code of Ethics.
decisions. A conflict of interest exists when an employee’s

EssilorLuxottica Employee Guide 10

Competitive Employment • Team leaders and above may not date anyone in
In order to protect the competitive advantage our their group or department
Company enjoys and to protect the job security of our
employees, the following policy must be strictly followed. Further, Romantic Relationships in the workplace at any
level are not encouraged. Employees who elect to engage
Employees cannot, under any circumstances, work for in a Romantic Relationship with other employees do so
an optical competitor while employed in any capacity with the understanding that the relationship may be
by the Company, or otherwise work in a manner that is subject to review by the Company. If any negative impact
inconsistent with EssilorLuxottica’s Code of Ethics. An on the workplace occurs, including actual or perceived
optical competitor is defined as any individual, group of favoritism, distraction, fighting or other inappropriate
individuals, company or any organization that provides behavior, the Company will treat such conduct as a
retail optical products and/or services at 10 or more performance issue.
locations that is not owned by EssilorLuxottica. In remote
market locations, the Company reserves the right to The Company reserves the right to prohibit dating and
determine the definition of a competitor based on product other relationships in situations where the Company
specifics and the impact to isolated Company stores. Such determines that a relationship may be detrimental to the
an arrangement would constitute a conflict of interest and Company’s business interests.
is grounds for dismissal. This requirement may be waived
by Director level managers or above to allow optometrists The Company further reserves the right to transfer
and opticians who work for the Company and another employees, make alterations to their duties and
optical retailer. Any such waiver must be in writing. responsibilities, place one of the employees outside the
Waiver of this requirement does not waive the employee’s reporting relationship, or where the foregoing is not
responsibility to comply with all other Company policies feasible, terminate the employment relationship in order
and procedures. Any other potential or unusual conflict to address work performance issues, actual or perceived
should be reviewed by Human Resources and the Legal favoritism, actual or perceived conflicts of interest, or
Department. any other bona fide operational or business concern that
stems from romantic and other relationships between
Employment by Pearle Vision Franchise Stores employees. The Company will evaluate any given situation
on a case-by-case basis to determine whether any of the
The Company does not control the operation of Pearle above-noted concerns are triggered and, if so, what the
Vision franchise stores. Except as provided in this policy, appropriate course of action may be.
employees may not work for a Pearle Vision franchise
store while employed by the Company. This policy may be If a Romantic Relationship between a Leadership
waived in limited circumstances where: (1) the employee’s Employee and subordinate exists or develops, the
place of employment with the Company and the Pearle participants are required to report their relationship to the
Vision franchise store are more than five miles (eight Leadership Employee’s manager and Human Resources.
kilometers) apart, and (2) the Pearle Vision Brand General If an employee knows that he/she is being considered
Manager or his/her designee has specifically provided for a job change such as a promotion or transfer or has
approval in writing of the employee’s employment by both requested a job change, he/she must disclose whether
the Company and the Pearle Vision franchise store. the proposed change would result in a violation of this
policy. The Company may decline to authorize a job
Relationships at Work change to prevent a violation of this policy. Managers and
The Company expects managers, supervisors (including subordinates who misrepresent, hide, or fail to promptly
assistant supervisors) and team leaders (collectively disclose any such Romantic Relationship may be subject to
referred to as a “Leadership Employees”) to maintain Corrective Action.
professional working relationships with their subordinates.
Accordingly, dating, romantic and/or marital relationships Employment of Relatives/Cohabitation
(collectively referred to as “Romantic Relationships”) The Company recognizes the natural desire of employees
between Leadership Employees and subordinates are to assist their relatives, as well as others with whom they
prohibited, and Leadership Employees are encouraged have cohabitating relationships, to seek careers with
to refrain from excessive non-work related socialization the Company. This policy is established to protect the
(even non-romantic in nature) with subordinates due Company and its employees from problems that might
to the negative impact it may have on the workplace. arise where it employs employees who share these types
The Company treats all Romantic Relationships equally, of relationships, such as actual or perceived conflicts of
regardless of sex, sexual orientation and/or gender interest and favoritism.
identity.
With respect to employment of relatives and individuals
Examples of prohibited Romantic Relationships include: with whom employees have a cohabiting relationship,
• Store level managers and supervisors may not date candidates will be considered for employment with the
anyone who works at their store location(s). Company based on their qualifications, but may not be
hired if to do so would:
• Field managers may not date anyone who works in
their zone or region. 1. Result in a direct reporting relationship between
relatives or cohabiting employees;

EssilorLuxottica Employee Guide 11

2. Adversely impact the ability of the employee or his DRUG AND ALCOHOL FREE WORKPLACE
or her relative or cohabitator to perform his or her
assigned duties and responsibilities; or The Company is committed to providing a safe and
3. Create either an actual or perceived conflict of productive workplace for our employees and customers.
interest.
The following is prohibited while on Company property,
This policy applies equally to situations that arise during Company time (including meal periods and rest breaks), or
the hiring process as it does to situations that while representing the Company:
exist or develop in the future through promotion, transfer,
marriage, housing changes or other actions. As such, 1. Use, abuse or being impaired by or under the
all employees have an ongoing obligation to advise influence of:
management promptly of any changes in these relationship • Illegal drugs.
statuses with another employee. The Company will
• Illegal chemicals.
evaluate any given situation on a case-by-case basis to
determine whether any of the above-noted concerns are • Marijuana or THC-based marijuana products.
triggered and, if so, what the appropriate course of action • Legal chemicals used other than as intended by the
may be. manufacturer.

The Company reserves the right to transfer employees, • Prescription drugs, for any purpose other than is
make alterations to their duties and responsibilities, place prescribed or by anyone other than the person to
one of the employees outside the reporting relationship, whom it is prescribed.
or where the foregoing is not feasible, terminate the • Alcohol (except as authorized at certain designated
employment relationship, in order to address work Company events).
performance issues, actual or perceived favoritism, actual
or perceived conflicts of interest, or any other bona
2. The purchase, sale, transfer, possession, manufacture
fide operational or business concern that stems from a
or distribution of illegal drugs, marijuana or THC-
relationship existing between related or cohabitating
based marijuana products, prescription drugs (other
employees.
than legal purchase or possession by the person
to whom it is prescribed), illegal chemicals or legal
For purposes of this policy, the term “relative” shall apply
chemicals for use other than as intended by the
to the following relationships whether they are established
manufacturer.
by blood, marriage (“in-law” or “step” relationship) or
other action: father, mother, son, daughter, brother, sister,
grandparent, grandchild, aunt, uncle, niece, nephew, If the Company determines that an employee engaged
cousin, spouse, domestic partner or similar relationship. in these prohibited behaviors, he/she may be subject to
The term “cohabitator” or applies to anyone with whom a Corrective Action.
residence is shared.
This policy applies to employees as well as applicants
for employment with the Company. It is an employee’s
responsibility to notify management when taking any
IMMIGRATION LAW COMPLIANCE (UNITED prescription medication that might affect safe job
STATES ONLY, INCLUDING PUERTO RICO) performance. The employee is to inform his/her manager
For the Canadian policy regarding Immigration Law of the possible effects of the medication; however, he/she
Compliance, please see the Canada Addendum found should not disclose any diagnosis or underlying medical
in this Guide. condition.

The Company is committed to full compliance with The Company will accommodate medical marijuana users
applicable federal and state immigration laws. These laws where and to the extent required by law, but otherwise
require that all applicants and employees establish and will not permit the use or possession of marijuana or THC-
maintain proof of their legal right to work in the United based marijuana products at work. Medical marijuana
States as condition of employment. Every employee must patients must not come to work impaired.
provide satisfactory evidence of his or her identity and
legal authority to work in the United States no later than Known Violations
three business days after he or she begins work, and upon If an employee knows of another employee’s violation
the expiration of any work authorization document (if of this Policy, it is the employee’s responsibility to
applicable). If an employee’s immigration status changes immediately notify his/her manager, the manager on duty
during the course of employment, the employee must or Human Resources.
notify his/her manager prior to the change, and complete
all necessary documentation to demonstrate continued
authorization to work in the United States for the
Company.

EssilorLuxottica Employee Guide 12

Drug and Alcohol Testing while carrying out Company business or on
Company property, except for the transportation
Excluding Canada and Puerto Rico, the Company reserves
or storage of lawfully possessed firearms or
the right to test applicants for employment, and in certain
ammunition inside locked, privately-owned vehicles
situations, test employees for evidence of illegal drug
located in Company parking lots or other parking
and/or alcohol use. A positive test, or refusal to test, may
areas provided by the Company, as permitted by
result in withdrawal of a candidate’s contingent offer of
state or local law in the United States. Where
employment, or Corrective Action for employees.
permitted, such lawfully possessed firearms and
ammunition must be stored in a place hidden from
ordinary observation when an employee is in the
VISITORS vehicle or locked in the vehicle’s trunk, glove box
or interior, or in a container securely affixed to the
To ensure a safe work environment, all visitors must vehicle, if an employee is not in the vehicle. Further,
comply with applicable Company policies. Visitors include the firearms or ammunition may not be removed
family members, friends, customers, vendors, and other from the employees’ personal vehicle or displayed
non-employees. to others.

Retail
For the purposes of this policy, Company property includes
Visitors are not permitted in the retail location/store all places where Company business occurs including
before or after hours. Further, visitors are never allowed Company buildings and surrounding perimeters like
in the stockroom or office areas regardless of operational parking lots, sidewalks and driveways, Company vehicles,
hours. as well as off-site locations where business occurs.

Non-Retail Every person on Company property is responsible for

All visitors must enter through the main lobby doors and acting in compliance with this policy. Employees should
be issued a visitor identification badge (if utilized at the immediately report any real or imminent violence, threats
location) upon arrival. Visitor identification badges must of violence, intimidation against themselves or others
be worn and visible at all times. Foothill Ranch employees (including threats to harm oneself), and weapons concerns
wishing to bring a visitor to the Employee Purchase store to a manager, Human Resources or Asset Protection by
must enter through the security entrance located on the calling 866-Lux-Help or 866-589-4357 (select option 6, then
side of the building. option 1).

In addition, all employees should be aware of their

right to Avoid, Deny and Defend any time their safety
WORKPLACE VIOLENCE AND WEAPONS is threatened with a weapon, including an in an active
The Company values the health and safety of its shooter situation:
employees and expects that its workplace(s) will be
free of workplace violence. The Company will not tolerate • Avoid: If it is safe, everyone should exit the facility
incidents of workplace violence perpetrated against or immediately to AVOID the threat.
by any employee, customer, vendor, contractor, visitor or
• Deny: If unable to exit safely, lock everyone in their
any other person at a Company workplace or involved in
current location and block the entrance to DENY
Company business.
the person’s access.
Workplace violence includes but is not limited to: • Defend: If you are unable to AVOID or DENY the
threat, you may DEFEND yourself using whatever
• The use of physical force against or by an employee means are available.
that causes or could cause physical injury such
as punching, hitting, kicking, pushing, damaging
property, or throwing objects; A full investigation and appropriate course of action
will follow any good faith reports of violence, threats of
• The attempted use of physical force against or by violence, or weapons in the workplace. With respect to
an employee that could have caused physical injury, workplace violence, as defined in this policy, the Company
including blocking or obstructing an employee’s may, where appropriate:
ability to exit or access a location;
• An action or statement (or series of actions or • Remove the perpetrator from Company property by
statements), including written statements, occurring security or the police;
on or off Company property that is reasonably • Take Corrective Action against an employee, and/or
believed to be a threat or veiled threat of physical report the conduct to the police; and
harm against or by an employee, or reasonably
believed to be a threat to safety or security in the • Report the conduct of any other person to their
workplace; and employer, supervisor and/or principal and/or to the
police.
• The possession, storage and use (actual, attempted
or threatened) of firearms, ammunition and other
dangerous items that may be considered a weapon Workplace violence and this policy are serious matters.

EssilorLuxottica Employee Guide 13

This policy prohibits retaliation against employees who DRESS CODE
have made good faith complaints or provided information
regarding a complaint or incident of workplace violence. For the Operations policy regarding Dress Code, please
Employees who engage in retaliation or threats of see the Operations Addendum found in this Guide.
retaliation may be subject to Corrective Action.
Professional relationships with customers, coworkers
and vendors are vital to the Company’s business. An
employee’s appearance plays an important part of
DOMESTIC VIOLENCE building that relationship. Dress code requirements will
The Company will make all efforts necessary to support vary depending on the particular requirements of an
employees who are victims of domestic violence, stalking, employee’s job and workplace; however, all employees are
sexual assault and/or sexual abuse (collectively referred to expected to be well-groomed, practice good hygiene and
as “domestic violence”), regardless of legally protected project a professional image.
characteristics.
Employees who violate the dress code applicable to their
Any employee experiencing domestic violence outside work location may be sent home and/or may be subject to
of the workplace that may create a risk of danger to him/ Corrective Action. Questions and requests for dress code
herself or others in the workplace is encouraged to report accommodations, including to reasonably accommodate
such violence to management or Human Resources so an employee’s sincerely held religious beliefs, should be
that the Company can take reasonable preventive steps. directed to the employee’s immediate manager or Human
Further, managers and employees should also bring to Resources.
their next-level managers’ and Human Resources’ attention
any concerns they may have about an employee’s potential Store Locations
involvement in a domestic violence situation. Human Employees must follow the dress code guidelines
Resources will work with the appropriate manager to applicable to their position and brand, which may change
conduct a thorough investigation and determine what from time to time.
type of support or reasonable accommodation that the
employee may need, in compliance with applicable state, Corporate Locations
provincial or local law.
Employees should dress for their day. When representing
the Company in meetings with external parties, business
Depending on your location, state, provincial or local law
formal or business casual attire is required. On other days,
may provide additional paid or unpaid leave to employees
smart casual attire (e.g. dress/polo shirts and fashionable
and/or their children who are victims of domestic violence.
jeans) is acceptable, with the exception of Oakley Foothill
Where applicable, the Company may not in any manner
Ranch, where employee attire may also align with the
discriminate or retaliate against an employee who is
brand’s position as a leading provider of optics and
a victim of domestic violence for taking time off from
apparel within the sports performance industry.
work for themselves or their children as outlined in the
Company’s Crime Victim Leave policy found in this guide.

PERSONAL DATA PROTECTION

SMOKING AND TOBACCO USE It is essential that employees protect the confidentiality
The Company is dedicated to providing a healthy, of personal information of customers and employees, and
comfortable and productive environment for our safeguard such information contained in Company records
employees. EssilorLuxottica is a non-smoking organization. or other data. The information provided in this Guide is
Smoking (including the use of e-cigarettes and similar a summary of the Company’s policies and procedures
vapor devices) and the use of tobacco products is regarding the protection of personal information
prohibited in all stores, field locations, buildings, Company belonging to employees, applicants and customers.
sponsored meetings and events, and in Company vehicles Employees are expected to understand and comply with
that are occupied by more than one person. All employees, all applicable legislation, and the Company’s privacy and
customers and visitors are expected to comply with this security policies and procedures found on the Company’s
policy. intranet, or other Company communications portals.

Smoking and tobacco are only permitted in designated Our privacy and security commitment includes ensuring
outdoor areas where receptacles are located. Smoking is the confidentiality, availability, integrity, and security
prohibited on the loading dock and near entrances to the of personal information and allowing our customers,
building. employees and applicants to request access to, and
correction of, their personal information, all in compliance
Employees are allowed rest breaks during the course of with applicable federal, state and provincial privacy law.
the day, based on the number of hours they are scheduled
to work. Smoke breaks should be taken during, and not in “Personal Data” means information relating to employees,
addition to, an employee’s rest breaks. clients or customers or that otherwise identifies, relates
to, describes, is reasonably capable of being associated
with, or could reasonably be linked, directly or indirectly,
with a particular natural person or household. Personal

EssilorLuxottica Employee Guide 14

Data should only be used for EssilorLuxottica’s operational not be printed on any card required for the individual to
purposes or in a way compatible with the notice provided access Company products or services. They also may not
at the point of collection. The use of Personal Data be required to be transmitted over the internet without
should be reasonably necessary and proportionate to appropriate encryption, required to access a Company
the operational purpose for which the Personal Data was website, or printed on any materials to be mailed to an
collected or processed. individual, unless required by provincial, state or federal
law. A Social Security/Insurance number may, however,
Personal information covered by this policy includes, but be included in applications and forms sent by mail as part
is not limited to the following types of information, that of an application or enrollment process, as long as the
may or may not be used in conjunction with identifiable number is not visible from the outside of an envelope.
information such as individual’s name, or first initial and
last name: Employees should follow proper procedures to ensure that
only the minimum amount of Protected Health Information
• Social Security/Insurance Number (PHI) necessary to accomplish the specific purpose of a use
• Driver’s License Number or state/province-issued or disclosure is actually used or disclosed.
identification card number
This policy does not prohibit non-supervisory and
• Home address non-managerial employees in the United States from
• Non-Company telephone numbers, fax numbers, communicating about their employment conditions
and email addresses or sharing information for the purpose of engaging in
activities protected by the National Labor Relations Act.
• Internet Protocol (IP) address numbers
• Web universal resource locators (URLs)
• Certificate/License numbers ACCESS TO PERSONAL DATA AND SECURITY
• Vehicle identifiers and serial numbers, including PRECAUTIONS
license plate numbers Access to personal information, as defined above, is
• Date of birth limited to those employees who require such access to
perform their job duties. Employees who have access
• Financial account numbers to personal data are expected to ensure, to the extent
• Credit or debit card numbers or related security practicable, the confidentiality and security of that
codes information and to take reasonable security measures
to protect the information from unauthorized access,
• Passport number
destruction, use, modification or disclosure.
• Medical information (including that governed by the
Health Insurance Portability and Accountability Act Despite the close working relationship between employees
(HIPAA) and subleasing optometrists or ophthalmologists, no retail
• Accommodation requests and related information employee should handle a subleasing doctor’s patient
file or data unless it is with the specific permission of and
• EssilorLuxottica identification, including under the direction of the doctor or pursuant to a Business
EssilorLuxottica ID Employee Agreement and in the course of treatment.
• EssilorLuxottica passwords
Unauthorized access, destruction, use, modification to, or
• Alarm codes
disclosure of personal information regarding any current or
• Beneficiary or emergency contact information former customer, applicant or employee of the Company
• Maiden name for any improper, unlawful or non-business purpose is
strictly prohibited. As used herein, unauthorized access
• Mother’s maiden name means any intentional effort to discover, review or obtain
• Results of background or criminal history checks personal data for any improper, unlawful or non-business
purpose.
• Payroll and salary information
• Biometric data (such as fingerprint, voice print, full Unauthorized disclosure means publishing or providing
face photographic and comparable images, retina or personal data to any person or entity for any improper,
iris images) unlawful purpose or any purpose not related to the
Company’s business.
• Digital or other electronic signature files
• Any other unique identifying number, characteristic, Examples of reasonable security precautions that should
or code be taken with respect to personal information covered by
this policy include, without limitation:
Social Security/Insurance numbers must be given particular
protection. No employee or customer Social Security/ • Taking reasonable steps to destroy records
Insurance number may be publicly posted or displayed containing covered personal information once
in any way that communicates or makes the number the record is no longer required to be retained by
publicly available. Social Security/Insurance numbers may shredding or erasing the record, or by any other

EssilorLuxottica Employee Guide 15

 means which makes the information unreadable or For additional Canadian Personal Data Protection
undecipherable, in accordance with federal, state, policies, please see the Canada Addendum found in
provincial, and local record retention requirements this Guide.
(where applicable).
• Storing documents containing personal data in
locked file cabinets. PROTECTION OF COMPANY ASSETS
• Ensuring that computers containing personal data ASSET PROTECTION
are password protected and locked when not in use.
Asset protection is everyone’s responsibility. As an
• Ensuring documents containing personal data are employee, it is your duty to prevent, identify and report
not left unattended. known or suspected asset protection concerns such as
• Verifying that persons requesting personal data are theft, shoplifting or shrinkage.
entitled to receive the information.
For general Asset Protection questions, contact your
• When computer equipment or electronic media
manager or your locations’ assigned Asset Protection
that contain personal data are to be discarded,
representative. To report Asset Protection concerns,
contacting the IT Department for disposal
contact the appropriate Asset Protection Manager, Human
assistance.
Resources, and/or contact the Luxottica EthicsPoint at
• Any personal information disclosed pursuant to 1-888-88-SEE-IT (1-888-887-3348) or luxotticaspeakup.
a contractual arrangement with a third party, and com or Essilor EthicsPoint, at 1-866-556-0316 or Essilor.
after consultation with the Legal Department, ethicspoint.com.
must require the third party to agree contractually
to implement and maintain reasonable security Never jeopardize your safety or the safety of other
practices and procedures to protect the personal employees and customers by pursuing, apprehending or
information from unauthorized access, destruction, detaining a shoplifter. Stores should refer to the 3 Rs of
use, modification or disclosure. Shoplifting Prevention Policy for additional information.
Failure to follow this policy may result in Corrective Action.

HEALTH INSURANCE PORTABILITY AND MANAGEMENT OF BUSINESS RECORDS

ACCOUNTABILITY ACT (HIPAA)
All Company records must be managed in accordance with
Employees are expected to be knowledgeable of and applicable EssilorLuxottica record retention schedules and
comply with all Company Health Insurance Portability and policies, which are available on Company intranets or your
Accountability Act (“HIPAA”) policies and procedures. group’s online communications portal.
Additional information about the Company’s policy
on electronic information protected by HIPAA may be
found in the Electronic Protected Health Information
(“ePHI”) Agreement contained in this Guide and the BRAND INTEGRITY/PRODUCT DISTRIBUTION
Company’s HIPAA policies and trainings located on It is vital employees across all EssilorLuxottica brands and
Luxottica or Essilor’s intranet, or your brand-specific divisions follow policies in place so EssilorLuxottica can
online communications channel. If an employee does not maintain its reputation, its image is not diminished, and
have access to Luxottica or Essilor’s intranet or brand Company initiatives are not negatively impacted. To this
communications channels, he/she may request a copy of end, EssilorLuxottica Wholesale is authorized to conduct
the policy from his/her manager. business with retail channels. Similarly, retail stores
are authorized to conduct business solely with direct
consumers. At no point should one channel cross to the
other.
REPORTING
All employees are expected to immediately report any Retail stores may not authorize the sale of products,
instances of identity theft, or any instance of individually or in bulk, to consumers who intend to resell
unauthorized access, destruction, use, modification or EssilorLuxottica products. Wholesale may not sell product
disclosure of covered personal information, including to retail stores who are knowingly intending to resell/
any security breach of an electronic system that contains divert EssilorLuxottica products outside of intended or
covered personal information. Employees should authorized channels. In addition, EssilorLuxottica products
immediately report known or suspected conduct to should not be sold in either channel knowing the product
their manager, the next higher manager, or contact will be sold in an unauthorized market.
the EthicsPoint hotline at Luxottica EthicsPoint, at
1-888-88-SEE-IT (1-888-887-3348) or luxotticaspeakup. Employees should contact their manager to determine
com or Essilor EthicsPoint, at 1-866-556-0316 or Essilor. if their brand has specific guidelines on how to handle
ethicspoint.com. Failure to report any such instances may bulk purchases. If so, these guidelines must be strictly
result in Corrective Action. followed.

EssilorLuxottica Employee Guide 16

All channels of distribution, including employees at Harassment Free Workplace and Workplace Bullying
distribution centers, may not take EssilorLuxottica policies.
products without authorization for themselves or to sell in • Access or transmit links to sites that contain
unauthorized channels. profane, pornographic, violent or other patently
offensive material.

USE OF COMPANY PROPERTY (Footnote)*

Items furnished by the Company for use by employees For United States and Puerto Rico employees only, in this
remain the property of EssilorLuxottica and/or third party guide Proprietary Information does not include information
vendor with a lease agreement for that property with lawfully acquired by a non-management employee of
EssilorLuxottica. Limited use of such property for personal the Company about wages, hours or other terms and
use is permitted, but any further misuse is prohibited, and conditions of employment when used for purposes
may result in Corrective Action. Examples of misusing protected by §7 of the National Labor Relations Act
such property include: personal use of copiers, Federal such as joining or forming a union, engaging in collective
Express, UPS, postage, long distance telephone calls, bargaining, or engaging in other concerted activity for
excessive personal use of Company cell phones and mutual aid or protection of laborers. Moreover, nothing
mobile devices (see Mobile Devices in this Guide for more herein will be construed to prohibit a disclosure that is
information), and defacing Company property. required by law or to prohibit an employee from making a
report to a duly authorized law enforcement agency that
is protected by law; provided, however, that to the extent
permitted by law the employee will give EssilorLuxottica
CORPORATE INFORMATION TECHNOLOGY as much advance notice as is possible before such a
AND DATA SECURITY disclosure (presumably five business days or more) so
that EssilorLuxottica may take legally permitted steps to
Technology is an essential component of our business
protect the Proprietary Information.
operations. As we continue to utilize technology
and communicate electronically, it is imperative
The Company requires the appropriate use of all Company
that employees’ use of technology and electronic
assets, including CTR and electronic files.
communication systems complies with Company
Electronic files (including email and web pages accessed
expectations and standards. All Company Technology
on the internet) are considered Company
Resources (CTR), including but not limited to
records, and may be regarded as legally equivalent to
EssilorLuxottica provided computers, electronic devices,
Company files and records in paper form.
systems, networks and other hardware/software
applications (including those that allow you to connect
Protection of Company assets, confidential Company
to EssilorLuxottica networks or access data from a
information, and safeguarding CTR against viruses and
personal device) are Company resources which are to
intruders, are critical. For these reasons, employees and
be used for direct, business-related and management-
others who are granted access to CTR must comply with
approved activities. Acceptable activities relate to each
the following:
employee’s unique job duties and responsibilities. Limited
non-business use of CTR is permitted, subject to the
• Email messages that contain confidential Company
requirements set forth below.
information must be encrypted before transmission.
The Company will provide authorized encryption
All current and future EssilorLuxottica policies, as well as
tools, as employees are never authorized to employ
state, provincial and federal law, apply to the use of CTR.
their own encryption methods or key outside the
These include, but are not limited to, EssilorLuxottica’s
control of IT Security.
Harassment Free Workplace, Workplace Violence and
Weapons, Personal Data Protection, Social Media, and • Use only Company internet and email services
Solicitation and Distribution policies, as well as the Code of provided by the IT Department when conducting
Ethics. At no time may employees or others who use CTR: Company business.
• Do not download or install software including,
• Abuse or use of defamatory, vulgar, menacing or but not limited to, browsers, plug-ins, file-sharing
physically threatening language toward customers, software, FTP clients or any other software package
vendors, other employees or any other person or or software upgrade without prior authorization
entity. from your local IT Service Desk or IT Security.
• Make discriminatory statements, including • Always use software and hardware in accordance
disparagement of others based on legally protected with applicable license or lease agreements. No
characteristics. software or related documentation licensed to the
• Make statements regarding or otherwise disclose Company may be copied or shared with anyone else
trade secrets, confidential information or other unless explicitly authorized in writing by the licensor.
proprietary information.* In cases involving multiple uses of CTR, employees
are to use the software only in accordance with the
• Make statements that might constitute sexual or
license agreement.
other harassment or bullying under the Company’s
• Do not install or connect unauthorized software,

EssilorLuxottica Employee Guide 17

 hardware, personal devices (including, but not that the Company reserves the right, at any time, to (a)
limited to, laptops, smartphones, iPads, MP3 inspect; (b) remove Company information, and (c) analyze
players, and similar devices not issued by the files, data, and data storage media that may be within, or
Company for business use) or other devices to any connectable to, such devices. All passwords or security
part of the Company’s communications networks, codes needed to access information stored on these
computers, terminals or lines. Contact IT Security to devices must be made available to the Company upon
determine if a device is authorized. request. Failure to comply may result in Corrective Action.
• Limit non-business use of CTR to non-working time
(e.g., meal periods and rest breaks) and ensure such The Company’s not exercising its rights with respect to
use does not preempt business needs. See below certain communications or files in no way modifies or
for monitoring and privacy considerations that apply waives the Company’s right to monitor other electronic
to non-business use of Company technology. communications or files.

• Employees are prohibited from using CTR to Employees and managers are responsible for ensuring
solicit, distribute or engage in other activities on compliance with the Company’s Corporate Information
behalf of any outside business ventures, political Technology and Data Security policy, as well as other
campaign, charity, religious group, or membership applicable IT Security and Data Privacy policies. Copies
organization, except to the extent permitted by the of these policies may be obtained from your manager or
Solicitation and Distribution policy. on Luxottica’s or Essilor’s intranet, or your brand-specific
online communications channel. Email, chat and internet
Use of Company technology, whether for business, non- usage statistics will be made available to managers,
business, or personal purposes, is not private. including but not limited to with whom employees send
and receive email and chat messages, time spent on the
Specifically: Internet, and websites accessed. In addition, the Company
periodically reviews email communications, including but
• The Company will, in its discretion, delete any non- not limited to, message content and size.
business information, including files, images, video
and music, stored on its systems. Employees who Questions regarding this policy can be directed to the
wish to avoid permanent deletion of such materials Chief Information Security Officer at
should not store them on Company systems. [email protected], or Information.Security@
essilor.com.
• Email accessed from or transmitted through a
personal email account using the Company’s
communication systems may be stored on Company
systems. The Company may review such emails, MOBILE DEVICES
and block any external email services or cloud Employees may use Company issued and/or personal
service (non-business email, file sharing, etc.), at its mobile devices to conduct Company business, provided
discretion at any time. they follow the restrictions listed below. These devices,
• Employee email and chat messages and internet known as Personal Mobile Devices (PMD) and or Company
activity may be accessed, intercepted, monitored or Mobile Devices (CMD) include, but are not limited to,
reviewed by the Company at its discretion, including cell phones, smart phones, tablets, and other electronic
but not limited to suspected violations of this policy devices. Approved Company security controls must be
or other policies, conducting Company business, enabled on the PMD or CMD in order to be allowed to
or maintaining employee records. Only designated connect to the Company network. These controls include
employees may monitor, auto forward or journal but are not limited to encryption of stored data, passwords
another employee’s email or chat messages or or PINs to restrict access to the phone and the ability of
monitor internet usage. the Company to wipe the device. Non-exempt (hourly)
employees using either device for business purposes must
• Employees who use Company provided email report the time to their manager to ensure they are paid
accounts, instant messaging/chat accounts, internet for their work time.
accounts, and systems consent to the possibility
that their messages and attachments, internet sites Unless using hands-free equipment, use of CMD or PMD
accessed, and information (in any form) downloaded to conduct Company business while operating a motor
or uploaded may be intercepted or monitored. vehicle is prohibited. Employees who are charged with
All email communications on the Company’s email traffic violations resulting from the use of CMD or PMD will
system remain the property of the Company. be solely responsible for all liabilities that result from such
Employees should maintain no expectation of actions.
privacy in the Company’s computer systems or any
information transmitted through, or stored on, such Employees are expected to follow Company policies
systems or other CTR. and applicable law regarding the use of mobile devices.
Employees who violate or abuse the Mobile Devices Policy
Connecting a personal electronic device or storage device may be subject to a withholding of CMD and/or Corrective
to CTR is prohibited, and employees who do so may be Action.
subject to Corrective Action. Employees are advised

EssilorLuxottica Employee Guide 18

Company Mobile Devices as well as all other applicable Company IT policies
CMD are tools which are issued to individual employees and security protocols.
and work locations for business purposes. Lost or missing • Do not save user names and passwords used to
CMD must be reported immediately to your manager and/ access Company email portals, internal websites,
or Asset Protection, and no later than one business day systems and databases in PMD.
from the day it is lost or missing.
• Employees are solely responsible for any damage,
loss and/or other liabilities sustained to PMD
The following restrictions apply to CMD:
brought into the workplace or used outside of the
workplace.
• Excessive use of CMD for personal, non- business
needs and connection to the internet (including • Do not enter or save sensitive Company or
sending or receiving pictures or video, and customer information in PMD.
downloading any items that violate Company policy) • Employees issued CMD will not be reimbursed for
is prohibited; however, occasional short, personal expenses incurred in connection with the use of
calls/text messaging and connection to the internet is equivalent PMD. For additional details, please refer
permissible. to the North America Wireless Policy.
• Employees who use CMD for personal purposes • The Company does not support PMD hardware or
are responsible for any liability that may arise from software issues.
such use, including any violation of law, regulation or
policy resulting from such use.
Connecting PMD to Company information systems and
• The Company does not pay for family plan costs.
networks without authorization or approved Company
• Porting of cell phone numbers from a PMD to security controls is prohibited, and employees who do
CMD, or from CMD to a PMD is prohibited, unless so may be subject to Corrective Action. Employees are
expressly authorized by the Chief Information advised that the Company reserves the right, at any time,
Security Officer. to (a) inspect; (b) remove Company information; and (c)
• CMD issued and intended for store use only, such as analyze files and data found within PMD connected, or
iPads, may not be borrowed or removed from store attempting to connect, to the Company’s information
locations. systems.
• Employees must provide any saved passwords
Further, employees who use PMD to conduct Company
used to access the CMD upon termination or at the
business or violate any Company policy must, upon
request of the Company.
request by the Company, (a) provide the Company with
access to information stored on the PMD and/or, where
Personal Mobile Devices applicable, (b) provide written consent for the PMD
Unless otherwise required by the Company, employees service provider to disclose to the Company transactional
who elect to use PMD for business purposes, whether information and the content of stored communications
during or outside of work hours, do so voluntarily. Such related to the Company’s business or a suspected policy
use must comply with the following: violation. Refusal to comply with such requests may result
in Corrective Action.
• PMD are prohibited on the retail sales floor, in
retail labs, on the work floor in EssilorLuxottica Questions regarding this policy can be directed to the
Operations facilities, and in restricted access areas, Chief Information Security Officer at
unless being used for business purposes, or as [email protected] or Information.Security@
authorized by the employee’s manager. essilorusa.com.

• Do not connect PMD to Company wireless Internet

networks that are not intended for guest use.
Facility and Store networks are to be used solely for USE OF COMPANY NAME/TRADEMARK
operational purposes using CMD. Do not unlawfully infringe on Company trademarks, service
• The Company will not reimburse for data or internet marks and logos. This does not prevent non- managerial
charges where an employee voluntarily chooses and non-supervisory employees from using Company
to use a PMD instead of an accessible, non-mobile trademarks, service marks and logos to communicate
alternative that is available at no additional charge about their working conditions.
to the employee. In cases where an employee
is required to use a PMD to conduct Company As ambassadors of EssilorLuxottica, it is important to
business, he/she must report the use to their remember the name of our company should not be
manager to coordinate reimbursement for any costs abbreviated or separated either internally or externally.
incurred in connection with the performance of his/
her work. Questions regarding the proper protocol for use of
Company trademarks, service marks, logos or the like may
• Use of PMD to access third party applications or be directed to Corporate Communications at corporate.
websites must comply with Corporate Information [email protected].
Technology and Data Security Policy requirements,

EssilorLuxottica Employee Guide 19

GROUP CORPORATE of social media for personal purposes and understand
COMMUNICATIONS POLICY the potential impact of their use in the context of their
employment.
As we advance in the construction of EssilorLuxottica, it is
more important than ever that the Company is presented All employees, regardless of their managerial level,
in an accurate and consistent way to all audiences and department, or location, are requested to abide by the
stakeholders, across all geographies. To achieve this, and following principles in all social media activity:
to preserve and enhance the global image and reputation
of EssilorLuxottica and its brands, a Group Corporate • Responsibility. Employees are encouraged to speak
Communications Policy has been developed. about the organization and share public news and
information concerning the Company. However,
All employees of EssilorLuxottica, Essilor, Luxottica and only duly authorized and trained spokespeople may
their subsidiaries, regardless of their managerial level, speak on behalf of EssilorLuxottica.
department or location – including senior managers,
officers, directors, employees, trainees, part-time and • Transparency. Employees should be open and
fixed-term employees, casual and agency staff as well as honest about who they are and the role they
volunteers – are expected to abide by principles outlined play within the organization. They are personally
in the Group Corporate Communications Policy in all responsible for their statements on social media and
communications, both internally and externally. should always bear in mind that their social network
profile becomes their digital self, and that any
All employees are individually responsible for reading, content shared and any picture/video posted could
understanding, and complying with this document, and potentially become viral and leave a long-lasting
for acting in full accordance with the following guidelines. digital footprint, for better or for worse.
Every line manager is responsible for making sure each • Information protection. EssilorLuxottica
team member has access to this Policy. The following encourages employees to connect and share public
principles cover all forms of communication – verbal, news and contents on the organization but expects
written, electronic or print – and should be read in them to think carefully whether the information they
conjunction with the EssilorLuxottica Code of Ethics. are looking to disclose is considered as confidential
or privileged. Employees should exercise extreme
Subject to local applicable laws, breach of the Group care when publishing any kind of content about
Corporate Communications Policy may result in corrective EssilorLuxottica, Essilor, Luxottica and their
action up to and including termination of employment. subsidiaries or their brands (both proprietary
Employees may be required to remove Internet postings and licensed), colleagues, internal organization,
which are deemed to constitute a breach of this Policy. etc. They must not share confidential or sensitive
Failure to comply with such a request may result in business information about the Company.
corrective action.
• Respect of copyright and applicable privacy laws.
To avoid violating trademark, copyright or publicity
Subject to local applicable laws, EssilorLuxottica also
rights, employees are requested not to post images
reserves the right to monitor employees’ activities on
or any other content without the prior approval of
social media to ensure that rules are being complied with.
those who own or appear in the image or content.
Employees consent to such monitoring by their use of
Company resources and systems. In case of doubts, please
contact the Corporate Communications team. Promotions, Giveaways, Sweepstakes or Contests
Online promotions, giveaways, sweepstakes and contests
The full Group Corporate Communications Policy can be are subject to applicable laws, compliance with Company
found on EssilorLuxottica.com. For questions, please policies and all applicable rules and guidelines of social
contact [email protected]. media sites. All Company promotions must be reviewed in
advance by the Legal Department.

SOCIAL MEDIA Using Company Systems for Personal Use

EssilorLuxottica recognizes the vital importance of Employees should refrain from using social media while
contributing to the ongoing conversation on social media, on work time or on equipment provided by the Company,
including professional social networks. The Company unless it is work-related as authorized by your supervisor
encourages its employees to participate in the online or manager. Do not use Company email addresses to
conversation and is committed to ensuring that it is done register on social networks, blogs or other online tools
in the most appropriate way. utilized by personal use. Use should comply with all
The following guidelines have been developed to applicable IT policies and procedures.
empower employees of EssilorLuxottica, Essilor, Luxottica
and their subsidiaries in being part of the infinite and
changing opportunities available through social networks,
while protecting confidential business information and
personal data as well as preventing reputational damage
to themselves and the organization. This document will
help employees make appropriate choices about the use

EssilorLuxottica Employee Guide 20

Limitations communication systems (including bulletin boards, email,
Nothing in this Policy will be interpreted to limit or voicemail, text messages, mobile devices, facsimile
interfere with employees’ rights under Section 7 of the machines and personal computers) are Company property
National Labor Relations Act. For example, this policy designated for business purposes and should not be used
is not intended to prohibit employees from discussing in any way prohibited by this policy. In particular, bulletin
with other employees the terms and conditions of their boards are for the posting of Company information and
employment. notices only, and only persons designated by Human
Resources, Operations or field management may place
Please see the EssilorLuxottica Group Communications notices on or take down material from bulletin boards. The
Policy for more information about the Company Social unauthorized use of the communication systems or the
Media Policy. distribution or posting of notices, photographs or other
materials on any Company property is prohibited.

All managers and supervisors are responsible for

SOLICITATION AND DISTRIBUTION administering this policy and enforcing the
Individuals not employed by the Company are prohibited provisions. Employees should contact their manager/
from soliciting funds or signatures, conducting supervisor or Human Resources if they have questions
membership drives, distributing literature or gifts, offering about this policy.
to sell merchandise or services (except as previously
approved by the Company for philanthropic purposes), or Limitations
engaging in any other solicitation, distribution or similar This policy should not be construed or applied in a way
activity on Company premises at any time. that improperly interferes with employees’ rights under
the National Labor Relations Act or any other applicable
The Company may authorize a limited number of fund Canadian labor relations law.
drives by employees on behalf of charitable organizations,
such as the OneSight EssilorLuxottica Foundation, or
for employees in need. Employees are encouraged to
volunteer to assist in these drives, but their participation is WORKPLACE SEARCHES AND MONITORING
entirely voluntary. To safeguard employees, customers, and Company
property on our premises, the Company reserves the
Managers and supervisors are prohibited from engaging right to video monitor the workplace and to question and
in any solicitation or distribution of literature at any time, conduct personal searches of employees and all other
on Company premises. All other employees must comply persons entering and leaving Company premises, along
with the following requirements. For purposes of these with inspecting any packages, parcels, purses, handbags,
requirements, “working time” means the time when the briefcases, lunchboxes, or any other possessions or
person doing the soliciting or distributing, or the person articles carried to and from Company premises, subject
being solicited or receiving the distribution, is or should be to applicable laws. In addition, the Company reserves the
working. right to search an employee’s office, desk, locker, files,
or any other area or article on our premises. Reasonable
• Solicitation in retail sales and production areas is inspections may be conducted at any time at the discretion
prohibited at all times. of the Company.

• Solicitation in all other areas is prohibited during Employees working on, entering or leaving Company
the working time of either the employee making premises who refuse to cooperate in such an inspection,
the solicitation or the employee receiving the as well as employees who after the inspection are believed
solicitation. to be in possession of stolen property, may be subject to
• Distribution of literature or other material in sales Corrective Action.
and production areas and in all working areas,
is prohibited at all times. Distribution is also Lockers
prohibited in non-selling and non-working areas Employees will be issued lockers if the location in which
(e.g. a lunchroom or recognized break areas) during they work has lockers available. If the location provides
the working time of either the employee distributing Company locks, only those Company issued locks may
literature or the employee receiving the literature. be used. The Company will not be responsible for any
• Off-duty employees are not allowed to access the personal property losses that might occur. All lockers
interior or work areas of Company premises outside used by employees are Company property and subject to
of their scheduled work hours, except as a customer inspection at any time, with or without prior notice, and
of the Company or to attend a designated Company with or without the employee’s presence. Failure to agree
meeting or event outside of their scheduled work to such inspection may result in Corrective Action.
hours.

The Company maintains various communication systems

to communicate Company information to employees and
to disseminate or post notices required by law. These

EssilorLuxottica Employee Guide 21

EMPLOYMENT RELATIONSHIP The foregoing describes some of the basic rules
concerning the Company’s timekeeping and payroll
EMPLOYMENT STATUS procedures, as well as the steps employees should follow
For the Canadian Employment Status categories, please to ensure they are paid properly for all time worked.
see the Canada Addendum found in this Guide. Additional policies or procedures not stated in this Guide
may be obtained by contacting the employee’s manager or
An employee’s employment status is based on the Human Resources.
number of hours the employee is expected to work on a
regular basis. Employment status categories are used to
determine an employee’s eligibility for certain benefits, PAY TRANSPARENCY NON-DISCRIMINATION
among other things. An employee’s scheduled hours, and
EssilorLuxottica will not discharge or in any other manner
thus employment status, may change during the course
discriminate against employees or applicants because they
of his/her employment as a result of personal and/or
have inquired about, discussed, or disclosed their own pay
business-related circumstances, and nothing in this Guide
or the pay of another employee or applicant. However,
guarantees any employee a certain schedule or number of
employees who have access to the compensation
hours worked.
information of other employees or applicants as part of
their essential job functions cannot disclose the pay of
• Full-Time: Normally and consistently scheduled to
other employees or applicants to individuals who do not
work 30 or more hours per week.
otherwise have access to compensation information, unless
• Part-Time: Normally and consistently scheduled to the disclosure is (a) in response to a formal complaint or
work 20 – 29 hours per week. charge, (b) in furtherance of an investigation, proceeding,
• Casual Part-Time: Scheduled to work fewer than hearing, or action, including an investigation conducted by
20 hours per week. This includes employees the employer, or (c) consistent with EssilorLuxottica’s legal
who normally work a few hours each week and duty to furnish information.
employees who only work occasionally.
• Temporary/Seasonal: Hired for a short and defined
period of time, regardless of the number of hours NON-EXEMPT /HOURLY EMPLOYEES
scheduled or worked. Reporting Hours Worked
It is the policy of the Company to ensure that employees
Regardless of employment status (which may be country are timely and correctly paid. Non-exempt/Hourly
specific), positions are also classified as either exempt/ employees must accurately record the time they work each
salaried or non-exempt/hourly based on job duties. day. This includes accurately recording an employee’s
arrival, departure, meal period times, and time for all work
• Non-Exempt/Hourly: Employees are generally paid that the employee performs before or after a scheduled
on an hourly basis, are eligible to receive overtime shift, in the timekeeping system used at the work location
pay, and are required to report all hours worked. and/or facility.
• Exempt/Salaried: Employees are paid a pre-
determined weekly or bi-weekly base salary, Off-the-clock work is not permitted. Non-exempt/
regardless of hours scheduled or worked, and are Hourly employees should not start work early, finish work
not eligible to receive overtime pay. late, work during a meal break, or perform any extra or
overtime work, including sending and receiving work
related email and text messages (including on personal
devices), unless authorized in advance to perform such
WAGE PAYMENT work by their manager. However, all hours worked must
be recorded, regardless of (1) when and where the work
It is the policy of the Company to:
was performed; (2) the reason the work was performed; (3)
whether or not the time was authorized by the manager;
• Pay employees all compensation to which they are
and/ or (4) whether or not the hours were captured in a
entitled for work performed, in compliance with
schedule or timekeeping system. For more information
applicable laws;
pertaining to Luxottica Operations, see Pre- Shift and
• Provide employees all meal and rest breaks required Post-Shift Work Activities in the Operations Addendum
by law; and found in this Guide.
• Respond to employee complaints regarding
payment of wages, time reporting, breaks, etc. in a
timely manner. In doing so, the Company prohibits
any form of retaliation against employees who bring
such concerns to its attention.

EssilorLuxottica Employee Guide 22

Misreporting time worked (by either a manager or non- for any time during which the employee is performing work.
management employee) is considered a serious integrity Normal commute time is not paid time. However,
issue for which Corrective Action may be issued. This additional time spent commuting to a different job site,
includes, but is not limited to, incorrectly reporting or or traveling between job sites during the workday, is paid
failing to report hours worked, instructing or encouraging time. Likewise, time spent doing Company business before
a non-exempt employee to work “off the clock”, or after the employee’s shift is also paid time.
improperly altering another employee’s time records, or Certain states and provinces may have travel or
instructing or encouraging an employee to do any of the commuting pay laws that are different from this policy,
above. and so employees are encouraged to contact Human
Resources with questions regarding the variations.
All known or suspected incidents of such conduct
should be reported to a manager, Human Resources, For additional information, please see the full Travel and
or anonymously to the Luxottica EthicsPoint hotline Expense Policy found on the Company’s intranet.
1-888-88-SEE-IT (1-888-887-3348) or luxotticaspeakup.
com or Essilor EthicsPoint, at 1-866-556-0316 or Essilor.
ethicspoint.com.
EXPENSE REIMBURSEMENT
When an employee receives his/her paycheck, it is his/her All employees (non-exempt/hourly and exempt/salaried)
responsibility to verify immediately that his/her working are entitled to reimbursement for expenses they incur
time was recorded accurately and that he/she was paid while conducting Company business, even if the employee
correctly for all hours worked. Employees, who forget to is not traveling during the time of the expenditure. As long
clock in/out, inaccurately record their time, or discover as the expenditure is for the benefit of the Company, the
paycheck errors are expected to notify their manager employee will be reimbursed. Expenses may include, but
immediately. are not limited to, cost of cell phone calls, text messaging,
and mileage when traveling locally for business, and office
Overtime supplies purchased for the business location.
For the Canadian Overtime policy, please see the
For additional information, please see the full Travel and
Canada Addendum found in this Guide.
Expense Policy found on the Company’s intranet.
For the Puerto Rico Overtime policy, please see the
Puerto Rico Addendum found in this Guide.
EXEMPT/SALARIED EMPLOYEES
Non-exempt employees are entitled to be paid overtime Exempt/Salaried employees generally receive a
pay at one and a half times their regular rate of pay for predetermined weekly or bi-weekly base salary as
all time worked over 40 hours in a work week, unless compensation for all hours worked in a workweek,
state law requires otherwise. For purposes of overtime regardless of how many hours they actually work.
pay calculations, the regular rate of pay includes shift Depending on the employee’s position, he/she may
differentials and incentive pay (e.g., non-discretionary also be eligible for additional compensation. An exempt
bonuses, commissions and spiffs). employee’s base salary will be established at the time
of hire or when the employee becomes classified as an
Overtime pay is based on the number of actual hours exempt employee. Base salaries are subject to review
worked. Other hours paid but not worked such as Paid and may be changed from time to time, at the Company’s
Time Off (PTO), reporting time, holidays, bereavement, discretion.
short-term disability, paid volunteer time, military duty
or jury duty are not considered “hours worked” when The weekly base salary of an exempt employee will not
calculating the hours that will result in overtime. be reduced for any week in which the employee performs
work, subject to the following exceptions:
Managers must authorize all overtime hours before an
employee begins working them. While employees will be • Full-day absences for personal reasons, sickness or
paid for all overtime hours worked, regardless of whether disability;
it was previously approved, working overtime hours
without prior management approval will be considered a • Unpaid disciplinary suspensions of one or more full
performance issue and may result in Corrective Action. days for violations of a safety or workplace conduct
rule;
For the Operations overtime requirements, please see • Partial or full day leaves of absence taken pursuant
the Operations Addendum found in this Guide. to the Family and Medical Leave Act;
• To offset amounts received as payment for jury and
Travel and Commuting Pay
witness fees or military pay;
When the Company requires a non-exempt/hourly
• Time not worked during the first and last weeks of
employee to travel for Company business the travel time
employment;
will generally be considered paid time. Any paid travel
time will be considered hours worked for the purpose of • Any full workweek in which the employee did not
calculating a non-exempt/hourly employee’s overtime. perform any work.
While traveling, a non-exempt/hourly employee will be paid

EssilorLuxottica Employee Guide 23

Additional exceptions may apply based on state, provincial Colorado and North Carolina employees only: employees
or local law. in these states may revoke this agreement at any time by
contacting Human Resources.
Full day absences for personal reasons, sickness or
disability will be charged against an exempt employee’s *This section does not apply to employees working in AK,
PTO, vacation or sick time bank, where applicable, unless CA, CT, IL, IN, MD, MI, MN, NH, NV, NY, OK, ON, OR, PA,
that bank is exhausted or the exempt employee requests PR, RI, VA, WA, WI, or WV.
otherwise.
**#7 does not apply to employees working in AB, AR, BC,
An employee’s salary may also be reduced for certain DC, DE, HI, IA, KS, KY, MA, MB, ME, MT, ND, NJ, OH, UT,
types of deductions such as an employee’s portion of or VT.
health, dental or life insurance premiums; state, federal or
local taxes; Social Security; or voluntary contributions to a
retirement plan.
REPORTING PAYROLL ERRORS AND
QUESTION
PAYROLL DEDUCTIONS * The Company works hard to ensure that all employees
are paid correctly, but mistakes can happen. When the
To the extent such deductions are permitted by federal, Company learns of mistakes, it will promptly make any
state and provincial law, by signing the Employee Guide corrections necessary. Please review each paycheck and
Acknowledgment found at the end of this Guide, you pay stub received to make sure your pay is correct. If an
hereby authorize EssilorLuxottica, or its designated third employee believes that his/her pay does not accurately
party payroll administrator, to deduct money from your reflect hours worked, or contains any improper deductions,
wages, including your final paycheck upon termination, for or if the employee has any questions about his/her
any of the following reasons: paycheck or pay stub, the employee should promptly
report the matter to his/her manager or Human Resources.
1. Your share of the premiums for EssilorLuxottica’s He/she can also contact the Luxottica EthicsPoint hotline
group medical/dental plan; at 1-888-88-SEE-IT (1-888-887-3348) or luxotticaspeakup.
2. Any contributions you may make into a retirement or com or Essilor EthicsPoint, at 1-866-556-0316 or Essilor.
pension plan sponsored, controlled, or managed by ethicspoint.com.
EssilorLuxottica;
Every report of improper pay will be investigated, and the
3. Any overpayment of wages or expenses for any Company will ensure that an employee
reason; promptly receives the pay to which he/she is entitled.
4. Any loans or wage advances given to you by The Company will not permit any form of retaliation
EssilorLuxottica; against individuals who make good faith reports of
alleged violations of this policy, or who cooperate in
5. Any balance on your Company Card which remains
the Company’s investigation of such reports, even if the
unpaid for more than 30 days;
reports do not reveal any errors or wrongdoing. Any
6. Repayment of tuition paid by EssilorLuxottica if you form of retaliation in violation of this policy will result in
voluntarily separate from the Company before the end Corrective Action.
of the time period stipulated in your tuition repayment
agreement;
7. The cost of repairing or replacing any Company ELECTRONIC PAYMENTS
supplies, materials, equipment, money, or other
Employees may elect to have some or all of their wages
property that you may damage (other than normal
paid electronically, either by direct deposit or pay card.
wear and tear), lose, fail to return, or take without
Where permissible, the use of electronic payments by
appropriate authorization from EssilorLuxottica during
the Company may be required. Please see instructions
your employment**;
provided at time of hire for information on how to elect
8. Administrative fees in connection with court-ordered your method of payment.
garnishments or legally-required wage attachments of
your pay, limited in extent to the amount or amounts
allowed under applicable laws;
9. The value of any PTO or vacation that you use before
it is accrued, upon either a change to part-time status
or your termination of employment; and
10. Any deductions or withholdings required by law.

You agree to remain bound by this authorization for the

duration of your employment.

EssilorLuxottica Employee Guide 24

WORK SCHEDULES ATTENDANCE AND PAY DURING
The Company schedules employee work time in EMERGENCY CLOSINGS
accordance with operational needs. Although employee For the Luxottica Operations Attendance and Pay
preferences may be considered when feasible, operational during Emergency Closings policy, please see the
needs will always take precedence, unless otherwise Operations Addendum found in this Guide.
required by law. At times, business needs and operational
requirements may require last-minute scheduling If an employee’s workplace cannot open for business and/
adjustments, subject to applicable laws. or is unable to provide work to the employee because
of an emergency that causes a temporary store, kiosk or
• The workweek begins each Sunday at 12am facility closing, employees will receive full pay for the hours
(midnight) and ends each Saturday at 11:59pm. they were scheduled to work, at the employee’s regular
• Employees are responsible for obtaining and hourly rate, if one of the following conditions is met:
adhering to their work schedules.
1. The employee reported to work at their scheduled
• Managers will give advance notice of a change
starting time.
in the employee’s work schedule, in accordance
with applicable state, provincial or local law, unless 2. The Company was unable to provide the employee
unforeseeable circumstances prevent him/her from with at least 12 hours advance notice prior to the
doing so. store/facility’s closing. Notice of 12 hours or more
• Managers have the right to require an employee to constitutes a “schedule change” and no pay is due,
clock out earlier than scheduled depending upon even if the employee reported to work, unless
the needs of the business, subject to applicable otherwise required by law.
state, provincial or local law.
• Employees will generally be provided at least eight If an employee’s workplace closes during the day, any
hours off between shifts, unless state, provincial or employee working at the time of closure will be paid for
local law requires otherwise. scheduled hours. If the workplace is open for business,
but the employee is unable to report to work because
of a natural emergency (a natural emergency is defined
as an Act of God, out of control of the employee or the
ATTENDANCE Company), the employee can elect to do one of the
Employees are expected to be at their assigned work area, following:
clocked in, and ready to begin work at their scheduled
time. This includes the start of their scheduled shift, 1. Deduct the time missed from vacation or PTO, if
return from meal or rest breaks, and mandatory meetings. available.
Unscheduled absences and tardiness place an unfair 2. Take the time as an unpaid excused absence, as
burden on the business and co-workers. Managers will long as the employee followed proper notice and
track absenteeism and/or tardiness according to your call-in procedures. Failure to call in may result in an
brand/location’s attendance policy and issue Corrective unexcused absence.
Action where appropriate, including any absence or
tardiness that results in a late store opening for retail store
employees. For questions and guidance on attendance The Company will comply with all applicable state,
related issues, refer to your brand or location’s attendance provincial and local laws pertaining to emergency closings
policy. You can also contact Human Resources for and scheduling. To the extent this policy conflicts with
assistance. any state, provincial or local law, such law will supersede
this policy. Contact Human Resources with any further
If an employee knows he/she cannot make it in to work questions.
or will be late, the employee must call his/her manager,
or the manager on duty, as soon as possible, but at least
one hour prior to his/her scheduled start time, unless MEAL PERIODS AND REST BREAKS
local policy requires otherwise. The call must come from
the employee, unless emergency circumstances prevent For the California Meal Periods and Rest Breaks policy,
the employee from doing so. Text messaging is not an please see the California Addendum found in this Guide.
acceptable form of communication to the manager, nor is a
call to anyone but the employee’s manager or the manager For the Operations Meal Periods and Rest Breaks policy,
on duty. Failure to notify management in accordance with please see the Operations Addendum found in this
this policy may be considered an unscheduled absence or Guide.
tardiness and may result in Corrective Action.
All employees are expected to take scheduled meal
Paid Time Off (PTO), sick leave or vacation time may be periods and rest breaks.
deducted for absenteeism or tardiness at the discretion of
the employee and the employee’s manager. Only scheduled Scheduling of meal periods and rest breaks is somewhat
and pre-approved PTO, sick leave and vacation time and flexible; however, meal periods cannot be combined with
absences that qualify as a reasonable accommodation or other paid breaks. Additionally, meal periods and rest
Leave of Absence (LOA) will be regarded as excused. breaks should be scheduled no sooner than one hour after

EssilorLuxottica Employee Guide 25

the start and no later than one hour before the end of a TRANSFERS
scheduled shift, and should not be scheduled back-to-
back. Employees must remember to notify their manager To be eligible for a voluntary transfer (i.e. employee
and/or another authorized employee before leaving the initiates transfer request) between work locations or
workplace for meal periods and rest breaks. Employees departments, employees must meet all of the following
working in a location with single coverage staffing may be criteria:
permitted to take their meal periods and rest breaks as
paid, on-duty breaks in the store. • Have been in his/her position for a minimum of 12
months.
Meal period and rest break policies vary under state, • Meet the minimum requirements of the position as
provincial and local laws and by facility/brand. The indicated on the job description.
following guidelines apply to the employee’s work
• Have no Corrective Action on file for the preceding
location, unless a state, provincial or local law governing
12 months of employment.
the employee’s work location is more generous or a
meal waiver is permissible. For information and guidance • In positions where applicable, received a “Meets
regarding state/provincial specific meal period and rest Expectations” or higher rating on the most recent
break requirements, contact your manager or Human performance review.
Resources. • Business needs allow for transfer.

Meal Periods
Exceptions may be made on a case-by-case basis based
For the Canada Meal Periods policy, please see the on operational needs. The Company reserves the right
Canada Addendum found in this Guide. to involuntarily transfer employees based on operational
needs.
For the Puerto Rico Meal Periods policy, please see the
Puerto Rico Addendum found in this Guide. For the Operations Transfers policy, please see the
Operations Addendum found in this Guide.
Employees who work six or more hours will receive
one 30-minute, unpaid meal period (unless state,
provincial, and/or local law mandates a more generous
meal period or permits a meal waiver when applicable). PERFORMANCE MANAGEMENT
Employees must clock out at the beginning of their meal Ongoing performance feedback is an important element
period, and clock in when they return. Meal periods in assisting employees to improve their performance,
should be taken away from customer service areas develop their careers and achieve success with the
(i.e., in a store break room or off premises), although Company. Managers should regularly provide direction to
exceptions may apply for single coverage locations. employees in order to help them meet the performance
and behavior expectations of the Company. This may
Rest Breaks involve positive and constructive feedback, as well as
Unless state, provincial, and/or local law mandates more discussions that provide the employee with specific actions
generous rest breaks, the following rest break guidelines the employee is expected to take, in order to improve
apply: performance or correct unacceptable behavior.

• Employees who work fewer than four hours are not As part of ongoing performance management, managers
entitled to a rest break. may, at times, utilize the Company’s Corrective Action
Process. The Corrective Action Process is designed to
• Employees who work four or more hours, but fewer
accomplish three objectives:
than eight hours, should take one 15-minute paid
rest break.
1. Hold employees accountable for unacceptable
• Employees who work eight hours, but fewer than 10 behavior/performance;
hours, should take two 15-minute paid rest breaks.
2. Change unacceptable behavior/performance; and
• Employees who work 10 or more hours should take
3. Provide documentation on behavior/ performance
three 15-minute paid rest breaks.
issues for reference.

There are several tools that a manager may use to address

unacceptable behavior or performance. These tools are
intended to be flexible and used by management as
deemed appropriate to the circumstances. They are not
intended to be a rigid set of steps that must be followed
in every situation or in any particular order. It is up to
management to determine how and when these tools will
be used.

EssilorLuxottica Employee Guide 26

Corrective Action may include: facility, secured areas of a store or kiosk.
• Abuse, misuse, or destruction of Company, co-
• Informal coaching (verbal or written).
worker or customer property.
• Corrective action discussion/Record of Discussion,
• Theft, unauthorized removal, or unauthorized use of
documented in the employee’s file.
Company, co-worker or customer property.
• Performance Improvement and/or Action Plans,
• Divulging confidential Company, employee, or
which provide detailed guidance on areas in
customer information, without proper authorization.
which an employee must improve performance or
behavior. • Possession, storage, and use of firearms,
ammunition, and other dangerous items that may be
• Corrective Action Record (CAR)/Corrective
considered a weapon on Company property (unless
Counselling /Written warning, which is a written
a state/provincial law exception applies).
document that outlines unacceptable performance,
policy violations, and/or behavioral issues and the • Possession, using, or being under the influence of
expectations of the employee going forward. any illegal substance or alcohol while on Company
property (limited consumption of alcohol at
• Final Written Warning, which is a written document
designated Company sponsored events excluded).
that outlines unacceptable behavioral issues and/
or policy violation and warn/notify the employee • Recording (by audio or video) of the workplace,
that next progressive corrective action will be including but not limited to Proprietary Information
termination. (see prior footnote defining Proprietary
Information), employees, or customers, unless
• Termination of employment.
authorized by Corporate Communications.
• Solicitation during working times or, where
The Company may use whatever Corrective Action
appropriate, in sales areas, in production areas or
method it believes will effectively address the particular
distribution of literature in sales or working areas, in
performance and/or behavior issue or policy violation.
violation of Company policy.
Some behaviors, actions or violations are of such intensity
and seriousness that may warrant immediate termination • Sleeping on the job.
of employment without any prior coaching or formal • Failure to meet brand or department quality
discipline. standards.

The following are examples of the types of conduct • Unauthorized application of sales discounts.
(“Principles of Conduct”) that may warrant immediate • Unauthorized distribution of Company assets.
termination, though the list is not all-inclusive:
• Resale of Company product that was either
purchased by the employee, with or without
• Violation of the Code of Ethics or any violation of
Company discount, or received as a gift or a prize
Company policy or procedure.
from the Company or Company vendor.
• Sexual or other harassment or discrimination of
• Failure to cooperate with an investigation, except
co-workers, customers or others in violation of
where a Company investigator informs you that
Company policy.
your cooperation is voluntary.
• Acts of retaliation in violation of the law or
• Clocking in/out for another employee or signing
Company policies.
another employee’s time card/documents Failure to
• Off-duty conduct that is illegal or discredits the observe safety or security rules.
Company, except as prohibited by law.
• Failure to disclose an actual or potential Conflict of
• Fighting, actual or attempted bodily injury, Interest.
menacing or threatening language or actions,
• Paying or receiving bribes or kickbacks.
profanity, or patently offensive, immoral or indecent
conduct. • Continued poor performance.
• Insubordination, including defiance of a superior • Any other conduct deemed unacceptable by the
or intentional failure to perform assigned work or Company.
follow work rules.
• Falsification or unauthorized alteration of Company Managers and supervisors may be disciplined for any
records or documents. conduct deemed inappropriate or unacceptable by the
Company.
• Dishonesty.
• Failure to properly record working time, including This policy will not be construed or applied in a manner
but not limited to, falsely reporting time as worked. that improperly interferes with employees’ rights under
• Abuse of meal periods or rest breaks. any applicable federal, state or provincial labor legislation,
including the National Labor Relations Act.
• Working unauthorized overtime.
• Allowing non-employees unauthorized entry into a

EssilorLuxottica Employee Guide 27

TERMINATION OF EMPLOYMENT On or before the associate’s last day of work, all Company
owned and leased property in the employee’s possession
Termination of employment may be either must be returned to the Company. This includes, but is
voluntary or involuntary: not limited to: employee ID cards, keys, laptop computers
and accompanying equipment (i.e., power cords, mice, and
Voluntary Termination: docking stations), mobile devices, and any other Company
property.
• An employee may terminate employment by
resigning, by retiring, or through job abandonment.
Employees should consult their manager regarding final
• Job Abandonment occurs when an employee pay arrangements and the termination of
does not appear for work for two consecutively the employee’s benefits. The Company will send all
scheduled workdays without notification or applicable paperwork to the employee’s last
acceptable justification for failing to provide current address on file, approximately two to three
notification or leaves the work site prior to the weeks after his/her last day of work. Final pay will be
end of the scheduled workday without manager paid on the next scheduled payday following termination,
approval. In both instances, the employee will be except where otherwise required by law. Any accrued
ineligible for rehire. but unused Paid Time Off (PTO) or vacation time will be
paid out to terminated employees in their final paycheck
Involuntary Termination: or in a separate paycheck following their final paycheck,
depending on the state where the employee works.
• The Company may terminate an employee’s
employment, with or without cause, for
unsatisfactory performance, violation(s) of the PERSONNEL FILES
Principles of Conduct, violation(s) of other
Company policy and/or procedure, lack of work, Personnel files are the property of the Company and
job eliminations or for any other reason it deems are maintained confidentially, with access permitted
appropriate, in compliance with applicable state, only to those with a business need. Current and
local, or provincial law. former employees who wish to review their personnel
file will be granted access where required and in
Severance pay and benefits may be available to employees accordance with applicable law. To request access to
whose employment is terminated as a result of certain job your personnel file, please submit a written request to
eliminations or layoffs, or as otherwise required by law in [email protected] or consult
accordance with Company severance plan documents. your local HR representative.

Eligibility for Rehire

For the Canadian Eligibility for Rehire policy, please see EMPLOYMENT VERIFICATION
the Canada Addendum found in this Guide. AND REFERENCES
For the Canadian Employment Verification and
Employees who terminate employment voluntarily or
References Policy, please see the Canada
involuntarily may be ineligible for rehire
Addendum found in this Guide.
depending on the reason(s) and/or circumstances
surrounding their termination. Questions about rehire
The Company utilizes third-party automated services that
eligibility may be directed to Human Resources.
provide current and former employees with the ability
to provide proof of their employment (position held and
Employees rehired within 90 days of termination will have
dates of employment) or income.
benefits and PTO eligibility reinstated as of the first day of
rehire.
United States and Puerto Rico employees should visit
www.Thomas-and-Company.com or 1-800-791-8943 and
use Code LUX122 to obtain proof of employment or
RESIGNATION income.
If an employee resigns, he/she is expected to give the
Any manager who receives a request for a reference,
Company two weeks’ advance written notice. Failure to
including online requests via LinkedIn or any other
provide two weeks’ advance notice of resignation may
social or professional networking website, or any other
result in ineligibility for rehire in the future.
request for employment or income verification should
direct the individual to website or phone number listed
above. Under no circumstances should managers provide
RETURN OF PROPERTY, FINAL PAY AND positive or negative comments about an employee’s past
POST-EMPLOYMENT BENEFITS performance or reason for leaving.
For the Canadian Return of Property, Final Pay and
Post-Employment Benefits policy, please see the Canada
Addendum found in this Guide.

EssilorLuxottica Employee Guide 28

WORK ENVIRONMENT scheduled return, or who have not received an approved
extension of leave, will be considered to have voluntarily
SAFETY, HEALTH AND ENVIRONMENTAL resigned from their employment.
For the Operations Safety, Health and Environmental
policy, please see the Operations Addendum found in Employees with questions about leave and use of PTO,
this Guide. vacation or sick time while on leave should contact the
EssilorLuxottica Leave and Disability Service Center at
The Company is committed to providing a safe, healthy, 1-866-431-8484
and environmentally responsible workplace. To help the
Company accomplish that goal, all employees are required
to learn and adhere to established health and safety FAMILY MEDICAL LEAVE ACT (FMLA)
policies, procedures and guidelines. Potential workplace
To be eligible for FMLA leave, employees must have
hazards must be reported to management immediately.
worked for the Company for at least 12 months and have
All work-related incidents, injuries, and illnesses must be
worked at least 1,250 hours in the 12 months prior to
reported promptly and accurately.
taking FMLA leave.

Previous periods of employment with the Company within

OCCUPATIONAL INCIDENTS, INJURIES AND the seven years prior to taking FMLA leave can be counted
ILLNESSES to meet the 12-month service requirement.
The Company takes work-related incidents, injuries and
illnesses seriously. Regardless of the severity, all work- FMLA Covered Events
related incidents, including “near misses”, injuries and The FMLA provides up to 12 weeks of unpaid, job-
illnesses, must be reported immediately to the supervisor protected leave during a single 12-month period to eligible
or manager. This is for both the employee’s protection employees for the following reasons:
and for the purpose of complying with applicable laws
and Company policies. Employees must obtain from • for the birth and care of a newborn child of the
their manager or Human Resources and complete an employee;
Occupational Incident/Injury/Illness form immediately
• for placement with the employee of a son or daughter
following any work- related incident. It is imperative to
for adoption or foster care;
report any such incident, injury, or illness immediately,
and no later than 24 hours of its occurrence. Employees • to care for a spouse, domestic partner, son, daughter,
who fail to report, or who do not promptly report work- or parent with a serious health condition;
related incidents, injuries, or illnesses, may be subject to • to take medical leave when the employee is unable to
Corrective Action. work because of a serious health condition; or
If an employee will be missing work for a certain number • for qualifying exigencies arising out of the fact that the
of days or will be under restrictions or modified duty due employee’s spouse, domestic partner, son, daughter,
to an occupational incident, injury or illness, the employee or parent is a service member on federal active duty,
must provide a written statement from a healthcare or has been called to federal active duty status, and
provider prior to returning to work. In the United States, has been deployed to a foreign country (applies to
the healthcare provider must be approved through National Guard, Reserves, and Regular Armed Forces).
workers’ compensation.
Exigencies that qualify for leave include:
• Military events and related activities;
LEAVES OF ABSENCE
• Childcare and school activities;
For the Canada Leaves of Absence policy, please see the
Canada Addendum found in this Guide. • Financial and legal arrangements;
• Counseling;
A leave of absence is defined as an approved absence
• Post-deployment activities;
from work for the reasons specified in the policies below.
See each of those policies below for a more complete • Additional activities related to the active duty or call
definition of each type of leave of absence and the to active duty when agreed to by the Company;
eligibility for each leave. • Deployment with a short notice; or

Certain states and local jurisdictions may provide • Rest and recuperation.
additional types of leave that are not included
in this Guide. The Company complies with all applicable The FMLA also provides up to 26 weeks of unpaid, job
leave laws. PTO, vacation or sick time, as defined in this protected leave during a single 12- month period to
Guide, may not be used immediately prior to or after a eligible employees to care for a covered service member
leave of absence to extend an employee’s leave. or veteran who is the employee’s spouse, domestic
partner, son, daughter, parent, or next of kin with a serious
Employees who do not return to work upon their illness or injury incurred in the line of duty as a member of

EssilorLuxottica Employee Guide 29

the Armed Forces (including National Guard and Reserves) by contacting the EssilorLuxottica Leave and Disability
and the service member or veteran: Service Center at 1-866-431-8484 or by clicking on the “My
Leave” tab on MyPersonalDesk (https://mypersonaldesk.
• undergoing medical treatment, recuperation, or luxottica.com/).
therapy;
• an outpatient at a military medical treatment facility; Employees who request FMLA leave are required to
submit the appropriate Department of Labor Certification
• assigned to a unit established for the purpose form(s) that correlates with the type of leave requested.
of providing command and control of members Forms may be obtained by contacting the EssilorLuxottica
of the Armed Forces’ receiving medical care as Leave and Disability Service Center . Failure to provide
outpatients; or the proper FMLA Certification Form back to the
• on the temporary disability retired list. EssilorLuxottica Leave and Disability Service Center in a
timely manner, not more than 15 days from a Company
request for certification, may result in the delay or denial
Definition of Serious Health Condition of leave and/or benefits, denial of reinstatement, or
A “serious health condition” is an illness, injury, impairment termination of employment for unauthorized absence.
or physical or mental condition that involves either:
The Company reserves the right to request periodic
• An overnight stay in a medical care facility; recertification and/or a second or third medical opinion to
determine the necessity of the leave, as permitted by law.
• Continuing treatment by a health care provider for
a condition that either prevents an employee from
Employer Responsibilities
performing the functions of their job or prevents the
qualified family member from participating in school The EssilorLuxottica Leave and Disability Service Center
or other daily activities. will inform employees requesting leave whether they
are eligible for leave under the FMLA. If the employee
is eligible, the notice will specify any additional
Subject to certain conditions, the continuing treatment
information required as well as the employee’s rights and
requirement may be met by:
responsibilities. If the employee is not eligible, Leave
Administration will provide a reason for the ineligibility.
• A period of incapacity of more than three
consecutive calendar days combined with either:
If leave will be designated as FMLA-protected, the
o Two visits to a health care provider employee will be informed of the designation and
within 30 days of incapacity; or the amount of leave that will be counted against the
o One visit to a health care provider that employee’s leave entitlement. If it is determined that
results in a regimen of continuing treatment; the leave is not FMLA- protected, the employee will be
notified.
• Incapacity due to pregnancy or for prenatal care;
• Incapacity due to a chronic condition; Scheduling FMLA Leave
• Incapacity due to a permanent or long-term Employees must make reasonable efforts to schedule leave
condition; or for planned medical treatment so as not to unduly disrupt
the Company’s operations. An employee is not required
• Absences to receive multiple treatments for
to take FMLA leave in one block. Leave may be taken
restorative surgery or a condition that would likely
intermittently or on a reduced schedule when medically
result in a period of incapacity in the absence of
necessary and properly documented. The Company
medical treatment.
reserves the right to temporarily transfer employees on
intermittent or reduced schedule leave to positions that
Definition of 12-Month Period permit them to take such leave with limited disruptions to
In order to calculate the amount of FMLA leave to which operations.
an employee may be entitled during a 12-month period,
the Company will review the amount of FMLA leave, if If an employee on intermittent or reduced schedule
any, taken by the employee in the 12 months immediately leave is unable to work mandatory overtime because of
preceding the first date of the FMLA leave. the leave, the missed mandatory overtime hours may be
counted against the employee’s FMLA leave entitlement.
Requesting FMLA Leave Missed voluntary overtime hours will not be counted
against the employee’s leave entitlement.
Employees must provide 30 days advance notice to their
manager and the EssilorLuxottica Leave and Disability Pay and Benefits During FMLA Leave
Service Center of the need to take FMLA leave when the
need is foreseeable. When 30 days’ notice is not possible, FMLA leave is an unpaid leave. However, employees may
the employee must provide notice as soon as practicable be eligible to receive benefits through State-sponsored or
and must comply with normal call-in procedures. Company-sponsored wage-replacement benefit programs.
Employees must also inform the Company if the requested Employees may also choose to use their accrued, unused
leave is for a reason for which FMLA leave was previously PTO, vacation or sick time where applicable, while taking
taken or certified. Employees should request FMLA leave FMLA leave. In order to use PTO, vacation or sick time

EssilorLuxottica Employee Guide 30

while on FMLA leave, employees must comply with PAID FAMILY LEAVE
Company PTO, vacation and sick time policies. Any PTO,
vacation or sick time used during an FMLA leave runs EssilorLuxottica recognizes the need for paid time off
concurrently with the FMLA leave and cannot be used to to allow employees to achieve work/life balance. This
extend the FMLA leave’s qualifying start or end dates. policy provides paid leave for family-related absences and
Employees with questions about use of PTO, vacation is intended as a wage replacement benefit. This policy
and sick time while on FMLA leave should contact the supersedes all other Company paid family leaves.
EssilorLuxottica Leave and Disability Service Center at
1-866-431-8484. Eligibility
All permanent full-time employees who have worked for
During FMLA leave, an employee’s health coverage EssilorLuxottica for at least 12 months prior to the leave
under any group health plan will be maintained under the starting are eligible for paid family leave.
same terms as if the employee had continued to work.
Employees must pay their share of insurance premiums Reasons for Leave
while on FMLA leave and will be notified of how and when
EssilorLuxottica provides 6 weeks of paid leave during a
to make those payments. If an employee is eligible for
single 12-month period at 100% of the employee’s base
and receiving short-term disability pay, the employee’s
pay for the following purposes:
insurance premiums will be deducted from this pay. If an
employee is not eligible for or not receiving short-term
disability pay, he/she will receive an invoice for their • Newborn bonding.
portion of the insurance premiums. This invoice must be • Placement of a child with the employee for
paid in order for benefits to continue. adoption or foster care.

Use of FMLA leave will not result in the loss of any • To care for the employee’s spouse, domestic
employment benefit that accrued prior to the start of an partner, child or parent who has a serious health
employee’s leave. condition.
• Any qualifying exigency due to an employee’s
Return from FMLA Leave spouse, domestic partner, child or parent being on
covered active duty (or having been notified of an
Prior to returning to work, employees on FMLA leave must
impending call or order to covered active duty) in
provide a release to return to work from their health care
the armed forces.
provider supporting the employee’s ability to return to
work, including the ability to perform their essential job • To care for an ill or injured service member who is
functions with or without a reasonable accommodation. the employee’s spouse, domestic partner, child,
Under most circumstances, employees who return to parent or next of kin.
work following FMLA leave will be reinstated to the
same position held at the time of the leave or to an
equivalent position with equivalent pay, benefits, and Use of Paid Family Leave, Rate of Pay, and Benefits
other employment terms and conditions. However, While on Leave
employees have no greater right to reinstatement than The amount of paid family leave available to an employee
if they had been continuously employed (rather than on is calculated using a “rolling” 12-month period. Available
leave). For example, if an employee would have been laid leave is determined by subtracting the number of weeks of
off had he/she not gone on leave, or if his/her position paid family leave taken during this 12-month “look back”
has been eliminated during the leave, then he/she will period from the 6-week total allowed. For example, an
not be entitled to reinstatement. Further, certain “key” employee requests family medical leave to care for an
employees of the Company might not be reinstated to eligible family member with a serious health condition.
their former position. “Key” employees will be notified of During the past 12 months, the employee previously used
their status in writing when they apply for FMLA leave. 3 weeks of paid family leave following the birth of the
employee’s child. Accordingly, the employee would only
Employees who do not return to work upon their be eligible for 3 weeks of paid family leave to care for their
scheduled return from FMLA, or who have not received an eligible family member with a serious health condition.
approved extension of leave, will be considered to have
voluntarily resigned from their employment. Leave will be paid at 100% of an employee’s regular, base
pay based on a 40-hour workweek for full-time employees.
Paid parental leave will be paid on regularly scheduled pay
dates in accordance with the Company’s standard payroll
practices.

Where applicable, the 6 weeks of paid family leave will

commence at the conclusion of any short-term disability
leave/benefit provided to the employee for the employee’s
own disability. If the reason for paid family leave is also
covered by a state or local paid family leave benefit, the
employee may use paid family leave to supplement the

EssilorLuxottica Employee Guide 31

pay so that the employee receives 100 percent wage military necessity prevents the giving of notice, or the
replacement (combination of state or local plan and giving of notice is otherwise impossible or unreasonable.
Company plan) during the period of leave.
Unless otherwise required by law, an employee’s benefits
In order to be eligible for paid family leave, an employee’s will be continued for a maximum of 30 days from the
leave of absence must be taken on a continuous basis and employee’s first day of leave. Thereafter, employees shall
cannot be taken intermittently. To the extent applicable, be offered the opportunity to elect to continue their
paid family leave will run concurrently with leave provided benefit coverage up to 24 months at their own expense
under the Family and Medical Leave Act (FMLA) and/or pursuant to COBRA.
any leave provided under state, or local law. Please refer
to the FMLA Policy for additional information regarding Paid Leave Up To 15 Days
the FMLA.
In addition, all hourly and salaried full-time and regular
part-time employees who are absent from work due to
Any paid family leave taken for the birth/adoption/foster
service in the military are also eligible for up to 15 calendar
care placement of a child must be completed within one
days of paid military leave each calendar year. Unless
year after the date of birth or placement.
otherwise specified by local policy, full-time employees
shall receive eight hours of pay for each day and part-time
Upon termination of employment, employees will not be
employees shall receive four hours of pay for each day.
paid for any unused paid family leave for which he or she
Any military leave of absence beyond these 15 calendar
was eligible.
days will be unpaid, unless otherwise required by law.
During the period of approved paid family leave, active
To be placed on paid military leave, an employee must
elected benefits coverage will be maintained under the
provide his/her manager and the EssilorLuxottica Leave
same terms and conditions that would apply had the
and Disability Service Center with a written request along
leave not been taken, and payment of any applicable
with the official military orders with the beginning and
premiums will be deducted as a regular payroll deduction
end date of active duty. An employee’s health benefits will
in accordance with standard Company payroll processes.
remain the same during the leave of absence and his/her
portion of benefit costs will continue to be deducted from
Requesting Paid Family Leave
the employee’s paychecks.
An employee must request Paid Family Leave by
contacting the EssilorLuxottica Leave and Disability Service Upon return from approved paid military leave, employees
Center at 1-866-431-8484 or by clicking on the “My Leave” must present a copy of their military release papers. Any
tab on MyPersonalDesk (https://mypersonaldesk.luxottica. pay received by the employee from the government
com/)and provide his or her supervisor 30 days’ notice of for military service employed with the first 15 days of
the requested leave (or as much notice as practicable if military leave shall be reimbursed to the Company unless
the leave is not foreseeable). Failure to timely provide any prohibited by state law.
supporting documentation or other information requested
in connection with a leave request may result in delay or
denial of paid leave.
COMPANY MEDICAL LEAVE
Prohibitions In some instances, employees may have a need for a
leave of absence that is related to their own serious
Any employee who engages in fraud, misrepresentation,
medical condition. In addition to whether an employee
or provides false information in connection with the use of
is eligible for medical leave under FMLA, as a reasonable
Paid Family Leave may be subject to corrective action, up
accommodation under the Americans with Disabilities Act
to and including termination.
(ADA), and/or any other applicable state or federal law, he
or she may qualify for an unpaid leave of absence pursuant
to the Company’s Medical Leave policy.
MILITARY LEAVE
Company Medical Leave is available for qualified
The Company recognizes that some of its employees may
employees whose own serious medical conditions
choose, or be asked, to serve their country by joining the
prohibit them from performing the essential functions of
uniformed services. These employees deserve appreciation
their job. Company Medical Leave may not be taken on
and respect from their co- workers and management when
an intermittent basis or in the form of a reduced work
they depart for service and when they resume their civilian
schedule.
careers.
Unless otherwise required by federal, state or local law,
Employees who are absent from work due to service in
the leave is not job protected, and depending on business
the uniformed services will be granted military leaves of
operations, the associate may not be reinstated to the
absence as, and to the extent required by the Uniformed
same position he/she held when the leave commenced. In
Services Employment and Reemployment Rights Act
such cases, the Company will make reasonable efforts to
(“USERRA”) and any other applicable state law. To obtain
place the employee in another vacant position, which, in
such military leave, employees must notify their manager
the judgment of the Company, he or she has appropriate
and the EssilorLuxottica Leave and Disability Service
skills and abilities. If no such vacancy exists, or is not
Center of their need for leave verbally or in writing unless

EssilorLuxottica Employee Guide 32

anticipated to become available in the near future, the absence, or to secure an approved extension of the leave
associate’s employment with the Company may be in advance, will be considered a voluntary resignation of
terminated. employment. The Company further reserves the right to
cancel a leave of absence before the expected return date,
Employees must submit a request for Company Medical unless otherwise required by law.
Leave at least 30 days before the leave, or if the leave
is unforeseeable, as soon as practicable under the
circumstances. To request Company Medical Leave,
PERSONAL LEAVE
employees must notify their manager and also contact
the EssilorLuxottica Leave and Disability Service Center at Personal leave may be granted at the discretion of
1-866-431-8484 or by clicking on the “My Leave” tab on the Company to employees who have completed six
MyPersonalDesk (https://mypersonaldesk.luxottica.com/). consecutive months of service. Personal leaves are unpaid;
Upon notification, employees must provide adequate however, the employee must use any available PTO,
medical certification to the EssilorLuxottica Leave and vacation or sick time concurrently with their approved
Disability Service Center to determine if the leave personal leave. A personal leave may be granted:
qualifies for Company Medical Leave and to indicate the
anticipated timing and duration of the leave. Failure to do • For emergencies or extreme personal hardships
so may result in all further absences being subject to the on the employee provided the absence does not
applicable Company attendance policy, up to and including conflict with departmental/store/facility workload;
termination of employment. or
• When an employee needs to relocate to another
If approved, employees may take up to a maximum of store or location with the Company.
90 days, which will run concurrent with FMLA and/or
any other applicable state or local law. Employees must
report periodically to their manager, at least every 30 days, Personal leave of absence requests may be made by
regarding the status of their medical condition and their contacting the Luxottica Leave and Disability Service at
intent to return to work. 1-866-431-8484 or by clicking on the “My Leave” tab on
MyPersonalDesk (https://mypersonaldesk.luxottica.com/)..
If additional leave past 90 days is required, employees A personal leave of absence will not be granted to attend
must request an extension from the EssilorLuxottica Leave school or to extend another type of leave of absence,
and Disability Service Center and provide any necessary unless otherwise authorized by the Company.
medical documentation from their health care provider Generally, an unpaid personal leave of absence may be
to support the continued leave. An extension of up to a granted for a period of up to 30 days. Extensions will be
maximum of 90 days may be granted at the discretion approved only in exceptional circumstances in increments
of the Company. Further extensions will be granted of 15 days, up to a maximum of 90 days. Neither PTO,
only when required by law. Reasonable accommodation, vacation or sick time may be used to extend a personal
if appropriate will be explored before termination. leave beyond 90 days. The Company reserves the right to
Misrepresentation of facts to obtain a leave of absence or cancel a personal leave of absence before an employee’s
to secure an extension of a leave will result in termination expected return date.
of employment.
If an employee fails to obtain an approved extension of
During Company Medical Leave, the employee’s health a personal leave of absence before the approved leave
coverage under any “group health plan” will be maintained period has lapsed, the Company will assume that the
under the same terms as if the employee had continued employee has voluntarily terminated his/her employment
to work without leave. The employee will receive if the employee does not return to work within two days
information from the Third-Party Benefits vendor on how following the end of an approved leave.
to pay their benefit premiums for the duration of their
leave time. It will be the employee’s responsibility to pay
these premiums in order to continue with their company BEREAVEMENT LEAVE
sponsored benefits.
Full-time and part-time employees are entitled to paid
Unless specifically authorized in writing by the Company, bereavement leave for the death of an immediate or
an employee who engages in employment elsewhere while non-immediate family member as defined below. Unless
on a medical leave of absence will be deemed to have otherwise specified by local policy, full-time employees
voluntarily terminated his or her employment with the receive eight hours of pay for each day off and part-time
Company. Employees must contact their direct manager to employees receive four hours of pay for each day off. The
receive such written Company authorization. Company reserves the right to require documentation of
the need for bereavement leave.
Prior to returning to work, employees must submit a
return-to-work form completed by their health care An employee will receive up to three consecutive days
provider indicating their ability to return to work and of time off with pay for the death of an immediate
complete the essential functions of their position, with family member, which includes the employee’s spouse
or without a reasonable accommodation. Failure of an or domestic partner, children, parents, grandparents,
employee to return to work at the termination of a leave of grandchildren and the employee’s siblings. The term
immediate family member applies to the employee’s

EssilorLuxottica Employee Guide 33

relationships, whether they are established by blood or “Relief” includes, but is not limited to, a temporary
marriage (e.g., in-law, step relationships). restraining order, restraining order or other injunctive
relief. “Immediate family member” includes the
An employee will also receive up to one day of paid time employee’s:
off for the death of a non-immediate family member,
which includes the employee’s aunt, uncle, cousin, niece • Child, regardless of age (including a biological,
or nephew. The term non-immediate family member adopted, step-, or foster child; legal ward; child of
applies to the employee’s relationships, whether they a domestic partner; child to whom the employee
are established by blood or marriage (e.g., in-law, step stands in loco parentis; or person to whom the
relationships), and includes second or third relatives and employee stood in loco parentis when the person
“great” relatives. was a minor);
• Parent (including a biological, adoptive, step-, foster
If a close relationship exists other than those listed, an parent or legal guardian of the employee or the
employee may request PTO or vacation in order to attend employee’s spouse or domestic partner or a person
a funeral, memorial service, wake, etc. Approval of such who stood in loco parentis when the employee or
requests is within the discretion of the Company. employee’s spouse or domestic partner was a minor
child);
In conjunction with this policy, the Company will
comply with all other applicable state, provincial and • Sibling (including a biological, foster, step-, half- or
local bereavement leave laws where its worksites and adoptive sibling);
employees are located. • Spouse or registered domestic partner; or
• Any other individual whose close association with
the employee is the equivalent of such family
JURY DUTY LEAVE relationships.
For the Puerto Rico Jury Duty Leave policy, please see
the Puerto Rico Addendum found in this Guide. Any employee against whom any crime has been
committed will also be permitted time off to appear in
Full-time and part-time employees may be eligible for court to comply with a subpoena or other court order as a
paid jury duty leave. When an employee receives a court- witness in a judicial proceeding. The Company will comply
ordered summons, he/she must notify his/her manager with all applicable laws regarding time off to testify as a
immediately and give him/her a copy of the jury duty witness.
summons. This will help the manager make the proper
work and pay arrangements for an affected employee. Employees should give the Company reasonable notice of
the need for leave, unless advance notice is not feasible.
Unless otherwise specified by local policy, full-time When an unscheduled absence occurs, the Company may
employees receive eight hours of pay for each day off and require the employee to provide written certification of the
part-time employees receive four hours of pay for each day need for time off, unless otherwise prohibited by law. Any
off, up to a maximum of two 10 days (80 hours). If a full of the following will be considered sufficient certification: a
day of jury duty is not served, the employee must report police report indicating the employee was a victim; a court
back to work. When an employee receives a government order protecting or separating the employee from the
check as reimbursement for jury duty, the check must perpetrator of the crime or abuse, or other evidence from
be endorsed over to the Company and forwarded the court or prosecuting attorney that the employee has
immediately to the Treasury Department, unless prohibited appeared in court; documentation from a licensed medical
by local law. professional, domestic violence counselor, sexual assault
counselor, victim advocate, licensed health care provider
The Company will comply with all applicable jury duty or counselor that the employee was undergoing treatment
leave laws. or receiving services for physical or mental injuries or
abuse resulting in victimization from the crime or abuse; or
any other form of documentation that reasonably verifies
CRIME VICTIM LEAVE that the crime or abuse occurred, including but not limited
to, a written statement signed by the employee, or an
EssilorLuxottica will provide unpaid time off to any individual acting on the employee’s behalf, certifying that
employee who is a victim, as that term is defined in this the absence is for an authorized purpose.
policy, so that the employee may obtain or attempt to
obtain relief and to help ensure the health, safety or Additionally, an employee who is a victim may take time
welfare of the employee or the employee’s child. For off for any of the following reasons:
purposes of this policy, “victim” includes a victim of
stalking, domestic violence, or sexual assault; a victim of • to seek medical attention for injuries caused by the
a crime that caused physical injury or that caused mental crime or abuse;
injury and a threat of physical injury; or a person whose
immediate family member is deceased as the direct result • to obtain services from a domestic violence shelter,
of a crime. program, rape crisis center or victim services
organization or agency as a result of the crime or
abuse;

EssilorLuxottica Employee Guide 34

 • to obtain psychological counseling or mental health ADDITIONAL LEAVES OF ABSENCE NOT
services related to an experience of crime or abuse; LISTED IN THIS GUIDE
and
As laws and Company policies are enacted or amended,
• to participate in safety planning and take other additional types of leaves may be available to an
actions to increase safety from future crime employee. Please check with the Luxottica Leave and
or abuse, including temporary or permanent Disability Service at 1-866-431-8484 for any additional
relocation. leave type(s) that may be available for your particular need
for leave.
If the reason for the leave is also covered by the federal
Family and Medical Leave Act (FMLA) and/or other
state, provincial or local leave, the leave pursuant to this
policy will run concurrently. Additionally, the length of EMPLOYEE BENEFITS
leave under this policy is limited to that provided under For Canada Employee Benefits policies, please see the
the FMLA. For example, an employee is not entitled to Canada Addendum found in this Guide.
time off due to reasons in this policy if they have already
exhausted the maximum 12 weeks of leave under the This section provides an overview of the Company’s
FMLA. comprehensive and competitive benefit offerings for
employees in the United States. For additional information
Employees may use accrued PTO or other paid leave on benefit plans and eligibility or to access Summary Plan
or wage replacement to receive compensation during Descriptions (SPD), log onto benefits.essilorluxottica.com
the leave of absence. Employees may also be entitled or call the Luxottica Human Resources Services Center
to a reasonable accommodation under the Company’s at 1-866-431-8484. If there is any conflict between the
Domestic Violence policy or additional protected leaves statements in this Employee Guide and the current SPD,
of absence. For additional information, contact Human the SPD shall govern in all cases.
Resources and/or the EssilorLuxottica Leave and Disability
Service Center at 1-866-431-8484. The Company reserves the right to modify or terminate
any benefit plan or policy at any time in its sole discretion.
The Company will keep all information submitted
in connection with an employee’s request for leave
confidential to the extent permissible by law. If the law
requires disclosure of information, the Company will notify PAIDTIME OFF (PTO)
the employee before any information is released. For Puerto Rico Vacation and Sick Time policies, please
see the Puerto Rico Addendum found in this Guide.
The Company will not discriminate or retaliate against any
employee because of the employee’s status as a victim of Rather than separate vacation time, personal time and sick
crime or abuse, if the employee provides the Company time, the Company combines each of these benefits into
notice of such status, the Company has actual knowledge a single category called Paid Time Off (PTO). PTO gives
of such status, or the employee takes or requests leave in employees more flexibility to use paid days off from work
accordance with this policy. as the employee chooses. Accrued PTO is available to all
U.S. non-exempt/hourly full-time employees, non-retail
store part-time employees, and exempt/salaried retail
store employees.
TIME OFF TO VOTE
Employees generally should attempt to coordinate voting PTO Accrual and Use
time either before or after their regular work schedule. If
PTO is accrued each pay period based on all hours
an employee is unable to vote in an election during his/
paid. With the exception of Luxottica Wholesale, PTO
her non-working hours through reasonable diligence, the
is calculated according to an employee’s PTO service or
Company may grant up to two hours of unpaid time off to
anniversary date (the most recent start date of full- time
vote or additional time if required by law. Employees must
employment). In the alternative, Luxottica Wholesale
request time off to vote from their manager at least two
calculates their PTO on a calendar year basis, from January
working days prior to the day of the election. Employees
1 – December 31 each year. Employees begin to accrue
must demonstrate why they cannot vote during non-
and use PTO on the first day of employment and continue
working hours. If time off is granted, the Company shall
to accrue PTO every week that they are active and
determine in its sole discretion the hour(s) designated
working. Non-exempt/hourly employees do not accrue
as time off to vote. The Company will comply with all
PTO while on a Leave of Absence (LOA). PTO is accrued
applicable voting leave laws.
as follows, except where state or local laws require a more
favorable accrual rate:
For additional California Leave of Absence policies,
please see the California Addendum found in this Guide.

For additional Puerto Rico Leave of Absence policies,

please see the Puerto Rico Addendum found in this
Guide.

EssilorLuxottica Employee Guide 35

 Retail Stores Accrual Schedule:

Length of Service Accrual Rate Annual Maximum

0 to 1 year 0.0192 hours per hour paid 40 hours

1 year to 5 years 0.0576 hours per hour paid 120 hours

6 years to 10 years 0.0769 hours per hour paid 160 hours

11 years or more 0.0962 hours per hour paid 200 hours

Operations Accrual Schedule:

Length of Service* Accrual Rate Annual Maximum

0 to 1 year 0.0384 hours per hour paid 80 hours

1 year to 5 years 0.0576 hours per hour paid 120 hours

6 years to 10 years 0.0769 hours per hour paid 160 hours

11 years or more 0.0962 hours per hour paid 200 hours

*Employees in work locations with greater PTO eligibility are grandfathered accordingly.

Field Management, Employed Optometrists, Corporate Offices and

Oakley Foothill Ranch Accrual Schedule:

Length of Service* Accrual Rate Annual Maximum

0 to 5 years 0.0576 hours per hour paid 120 hours

6 years to 10 years 0.0769 hours per hour paid 160 hours

11 years or more 0.0962 hours per hour paid 200 hours

*Employees in work locations with greater PTO eligibility are grandfathered accordingly.

Wholesale Accrual Schedule:

Length of Service* Accrual Rate Annual Maximum**

0 to 5 years 0.0576 hours per hour paid 105/120 hours

6 years to 10 years 0.0769 hours per hour paid 140/160 hours

11 years or more 0.0962 hours per hour paid 175/200 hours

*Employees with greater PTO eligibility prior to January 1, 2008 are grandfathered accordingly.
** Annual maximum accrual is based on either a seven or eight hour work day.

EssilorLuxottica Employee Guide 36

For time off of one (1) week or longer, PTO requests
should be submitted one (1) month in advance to the Length of Service Annual Maximum
employee’s immediate supervisor in the timekeeping
system, where applicable. For all other requests, 1 to 5 years 210 hours
employees must request approval in the timekeeping
system, where applicable, at least two (2) weeks in 6 years to 10 years 280 hours
advance. When such advance notice is not feasible,
employees should provide notice as soon as possible
11 years or more 350 hours
to lessen any disruption to the business. PTO will be
approved in consideration of business operations. Failure
to notify management when missing work constitutes an
unexcused absence and may result in Corrective Action
even if an employee has PTO available and whether or not If an employee with unlimited carryover transfers to
PTO is used to cover the absence. another state that does not provide unlimited carryover,
the employee will bring over any accrued but unused PTO
PTO is tracked in the timekeeping system for all reflected on the employee’s paycheck stub. The employee
employees. PTO balances can be viewed in the must work with the employee’s new manager to use any
timekeeping system and on each pay stub. As with hours PTO over 40 hours by the employee’s anniversary date.
worked, it is the employee’s responsibility to ensure PTO Accrued and unused PTO hours will be paid out to all
taken is accurately reported. employees upon either termination or a change from full-
time status to part-time or casual part-time status for retail
Borrowed PTO store employees.
Unless an employee is on a LOA, which includes
intermittent and reduced-schedule FMLA, he or she
may be permitted to borrow PTO before it has been FLEXIBLE PTO
accrued, creating a negative PTO balance. Employees This policy applies to all exempt employees not working
may borrow up to a maximum of 40 hours of PTO at one in a retail store (collectively referred to as “eligible
time, provided they do not borrow more PTO than they employees”). Non-exempt/hourly employees and exempt
are eligible to earn annually under the applicable accrual retail store employees are not eligible for Flexible PTO
schedule above. If by chance, an employee’s negative and will accrue PTO under the existing PTO Policy for U.S.
PTO balance exceeds the maximum negative balance Employees (see above).
allowed, he or she will not be eligible to take PTO until the
balance falls below the maximum threshold. Employees’ Flexible PTO allows eligible employees to take time off as
PTO balances are expected to return to a zero or positive needed, for any reason, as business allows. This includes
balance by the first day of their next PTO year. If an time spent away from work for vacation, relaxation,
employee terminates Luxottica with a borrowed PTO sickness, personal, or family reasons. Flexible PTO is
balance, Luxottica will withhold the borrowed PTO from not earned or accrued at any time. There is no limit on
the employee’s final paycheck, where permitted by law. If the overall amount of time that can be taken, as long
not deducted from final pay, the Company will maintain a as time off is planned in advance with the employee’s
negative PTO balance on the employee’s record, which will supervisor and direct reports so that business continues
be re-activated at the time of any subsequent rehire with uninterrupted during the absence. A reasonable limit
the Company. of two (2) consecutive weeks, however, is the maximum
amount of Flexible PTO that can be taken at one time
PTO Carryover and Payout under this policy. Flexible PTO is paid at the eligible
Unused PTO hours will automatically carryover to the new employee’s regular base salary.
anniversary year, up to a maximum of 40 hours. Any hours
over 40 will be forfeited, unless otherwise required by law Scheduling Flexible PTO
and set forth below. Eligible employees are expected to schedule Flexible
PTO in advance and ensure that it does not adversely
Employees working in California, Montana and Colorado, impact the business or co-workers, whenever possible.
and full-time Luxottica employees working in Illinois Employees should coordinate their Flexible PTO with their
who were hired prior to January 1, 2015, are eligible for supervisor, direct reports and co-workers and provide at
unlimited carryover, subject to the maximum balance limit. least two (2) weeks advance notice when they plan to be
If an employee reaches the set maximum balance limit, out, when possible. When advance notice is not feasible,
they will stop accruing PTO until they take time off. The eligible employees should provide notice as soon as
PTO maximums are as follows: possible to lessen any disruption on the business.

EssilorLuxottica Employee Guide 37

Management Review Eligible employees are required to apply for and integrate
The use of Flexible PTO must be approved by an state disability and short-term disability insurance benefits
immediate supervisor. Flexible PTO is required to be with their Flexible PTO. Similarly, eligible employees
recorded in the employee’s applicable timekeeping system are encouraged to apply for a leave of absence when
for tracking purposes. Supervisors are responsible for applicable, so that the Company may fully evaluate
ensuring that the use of Flexible PTO is reasonable, does the request under Company policy and/or applicable
not adversely impact other co-workers or the business, and law; otherwise, their request for Flexible PTO may be
does not impact the job performance of the employee. denied. For more information regarding EssilorLuxottica’s
The Company retains the right to deny requested Flexible leaves of absence, short or long-term disability plans,
PTO based on business needs, the productivity of the or state disability insurance programs, please contact
employee, or any other business reason. Repeated failure EssilorLuxottica’s Leave and Disability Service Center.
to schedule or obtain approval for Flexible PTO in advance
Change of Status
may result in review with Human Resources or subject an
eligible employee to corrective action. Any hourly employee who moves into an eligible exempt
role will begin transitioning to the Flexible PTO Policy
It is expected that supervisors will approve Flexible PTO immediately. PTO accruals will cease as of the role
requests in a fair and consistent manner. If supervisors transition date, with the expectation that the eligible
have questions on the reasonableness of a request, or employee will transition to the Flexible PTO Policy within
the potential interaction with an accommodation or job six (6) months of that date, unless otherwise specified by
protected leave of absence as explained below, they the Company. At the end of the established transition
should consult with Human Resources. period, any unused, accrued PTO will be forfeited unless
otherwise required by law. In such cases where it cannot
Leaves of Absence and Third-Party Benefit Programs be forfeited, the Company will determine how such
unused, accrued PTO will be exhausted or paid to the
At times, employees may be eligible for time off work
employee within the legal requirements.
under applicable federal, state and local laws, and/or one
of EssilorLuxottica’s leave of absence policies. Eligible
Termination of Employment
employees may use Flexible PTO for pay during such time
off work, just as they can for any other approved reason. Flexible PTO is not a form of additional wages for services
In doing so, Flexible PTO will run concurrently with an performed, is not earned, and does not accrue. Rather,
approved leave of absence and will not extend the leave’s it is part of the Company’s goal to provide a flexible
qualifying start or end dates. work schedule, which includes eligible employees’ ability
to decide when and how much time to take off within
Eligible employees may designate when during the the guidelines of this Policy. Accordingly, there is no
approved leave of absence they wish to take their Flexible pay out of Flexible PTO upon voluntary or involuntary
PTO. Time off in excess of two weeks of Flexible PTO termination unless otherwise required by law. Any PTO
will be unpaid, unless the eligible employee qualifies for hours that were accrued under a previous PTO policy,
a third-party benefit program such as short or long-term and not exhausted prior to the employee’s termination of
disability insurance, state disability insurance, workers’ employment, will be handled in accordance with the PTO
compensation, or as otherwise required by law. If a policy under which the PTO hours were originally accrued.
third-party benefit does apply, the amount of Flexible
PTO an employee receives is offset by any payments Additional PTO Benefits
received under the third-party program, and benefits are Company policy and/or state or local laws may provide
coordinated. additional PTO benefits including paid sick leave and
safe time leave. For questions and more specific details
However, any Flexible PTO used during an unpaid short- regarding these and other PTO benefits, please refer
term disability insurance elimination period, if applicable, to the Company’s intranet, your brand-specific online
will not count toward the employee’s two week maximum communications channel or contact Human Resources.
for that continuous leave of period, should the employee’s
paid benefits exhaust before the employee returns
to work. For example, an employee who goes out on
maternity leave may use one week of Flexible PTO to
cover her elimination period prior to the start of her
short-term disability leave, and then use another two
weeks of Flexible PTO during her unpaid baby bonding
leave. Similarly, an employee with a long-term illness may
use one week of Flexible PTO to cover his elimination
period before starting short-term disability leave insurance
benefits, and then use another two weeks of Flexible PTO
after his short-term disability leave has exhausted.

EssilorLuxottica Employee Guide 38

HOLIDAYS For full-time benefit details refer to the Benefits Summary
Plan Description, which can be found at benefits.
For the Canadian Holiday Policy, please see the Canada essilorluxottica.com or contact the EssilorLuxottica Human
Addendum in this Guide. Resource Service Center at 1-866-431-8484.
Once eligible for Company benefits, full-time and part-time Part-Time and Casual Part-Time Employees
employees are entitled to paid holidays. Holiday and
Diversity Day entitlements, if applicable, vary based on The Company is committed to providing eligible part-
an employee’s brand/location and years of service. Please time and casual part-time employees and their eligible
refer to your brand/location’s Annual Holiday Schedule for dependents with comprehensive and quality benefits
details. Casual part-time and seasonal employees are not programs that best meet their needs.
eligible for holiday pay or Diversity Days.
To be eligible for timely coverage, enrollment must be
Holidays are paid at the regular hourly wage or salary completed within 30 days of being hired as a part-time
rate, unless otherwise required by state and/or local or casual part-time employee, moving from full-time to
laws. Unless otherwise specified by local policy, full-time part-time or casual part-time, or experiencing a Qualified
employees receive a day off work with eight hours of pay Status Change Event.
and part-time employees receive a day off work with four
hours pay. Failure to complete or provide all required enrollment
information in a timely manner may delay or impair the
To receive holiday pay, employees must work their employee’s eligibility for benefits.
scheduled day before and after the scheduled holiday
subject to individual facility policy and discretion. For an For part-time and casual part-time benefit details refer
absence due to illness on one or both of these scheduled to the Benefits Summary Plan Description, which can
days, a doctor’s note must be provided to maintain be found benefits.essilorluxottica.com or contact the
eligibility for holiday pay. Employees are not eligible for EssilorLuxottica Human Resource Service Center at 1-866-
holiday pay while on a leave of absence. 431-8484.

Employees who work on a holiday may be able take their

paid holiday on an alternate day before or after the actual SHORT TERM DISABILITY
holiday with supervisor approval. Refer to your brand/
location’s Annual Holiday Schedule for additional details. Short Term Disability (STD) benefits provide an eligible
full-time employee the ability to receive a portion of
Unless otherwise prohibited by state law, employees may his/her pay if the employee needs time away from
not sell back holiday hours, and will not be paid out any work for his/her own certified medical condition. The
unused holiday hours upon the employee’s separation of Company provides STD benefits at no cost to employees.
employment from the Company. Employees in some states and Puerto Rico must apply
for state disability benefits through the state, in addition
to applying for short term disability benefits offered
through the Company. In addition, employees in Puerto
HEALTH & WELFARE BENEFITS Rico should refer to the SINOT policy in the Puerto Rico
Medical, Dental & Other Benefits Addendum found in this guide.
Full-Time Employees Employees should contact the EssilorLuxottica Leave
The Company is committed to providing eligible full- and Disability Service Center to apply for STD benefits.
time employees and their eligible dependents with A representative from our disability carrier will work with
comprehensive and quality benefits programs that best the employee to determine if he/she is eligible for STD
meet their needs. The Company’s goal is to keep the benefits and/or any applicable state disability benefits.
employee share of medical premiums as low as possible,
while maintaining quality benefits. In fact, it is our priority An employee’s health care provider will be required
to ensure that EssilorLuxottica’s benefits are competitive to submit separate medical documentation to support
with the companies with whom we compete for talent. their application for STD benefits. Employees are not
eligible to concurrently receive STD benefits and workers’
To receive coverage, eligible employees must complete compensation benefits. For further details on the Short
enrollment before the date specified on the employee’s Term Disability Plan, employees should refer to the
benefits website home page at benefits.essilorluxottica. Summary Plan Description at benefits.essilorluxottica.com.
com. Employees who need to enroll in or change benefits
selections due to a Qualified Status Change Event (birth,
adoption, marriage, etc.) must complete enrollment within EMPLOYEE ASSISTANCE PROGRAM (EAP)
30 days of the date of the Qualified Status Change Event.
The Company offers access to an Employee Assistance
Failure to complete or provide all required enrollment Program (EAP) as part of our commitment
information in a timely manner may delay or impair the to provide comprehensive, quality benefits. This benefit is
employee’s eligibility for benefits. provided to all employees, regardless or status, and at no
cost to employees.

EssilorLuxottica Employee Guide 39

EAP is a confidential support and referral service with dependent at the time of redemption. Milestone eyewear
resources to help employees maximize productivity while certificates may be redeemed by the employee or any
balancing life’s realities and challenges, such as child care individual of the employee’s choice.
and parenting, aging parents, financial and legal concerns,
work, career, emotional well-being, addiction and recovery Proper identification is required when redeeming the
and more. annual eyewear certificate. Certificates cannot be sold.
Eyewear redeemed with the eyewear certificate is not
To access the EAP, please contact the Anthem EAP for resale under any circumstances. Refer to the eyewear
at 833-914-0267or www.AnthemEAP.com (enter certificate and related documents for additional usage
“EssilorLuxottica” to log in). information, including redemption restrictions.

Employee Discount
RETIREMENT The EssilorLuxottica Employee Discount entitles
EssilorLuxottica 401(k) Retirement Savings Plan employees to receive the Company’s best discounts at
Luxottica stores when purchasing prescription or non-
Employees are eligible to participate in one of prescription eyewear, sun wear, and other items.
EssilorLuxottica’s 401(k) Retirement Savings Plans based on
their date of hire and employee group. EssilorLuxottica Use of the employee discount is subject to the following
offers competitive retirement savings plans to help restrictions:
employees save for retirement. For additional information,
go to benefits.essilorluxottica.com.
• The discount may be used to purchase eyewear,
Luxottica Pension Plan apparel, or product for yourself, immediate
family members, or gifts for which you receive
Certain Legacy Luxottica employees hired or rehired no reimbursement. For purposes of this benefit,
prior to January 1, 2014 and who have worked one year “immediate family” means family members who
with at least 1,000 hours and are 21 years old or older are allowed as a federal tax exemption by the
are eligible for the Luxottica Group Pension Plan (certain employee.
vesting requirements apply before an employee can
receive benefits). This plan provides certain benefits to • Reimbursement in any form cannot be accepted for
an employee upon retirement from the Company. The purchases made with your discount.
benefits an employee receives are based on length of • Items purchased using the discount may not be
service. Enrollment in the plan is automatic once you meet resold for profit.
the eligibility criteria. For details, refer to the Luxottica
Group Pension Summary Plan Description, which can be • Employees may not process or tender their own
found at benefits.essilorluxottica.com. transaction or the transactions of an immediate
family member.
Additional Benefits and Extra Perks • Employees must be present and personally pay for
Full-time part-time, and casual part-time employees are products and/or services.
eligible to receive voluntary benefits and extra perks • It is the employee’s responsibility to know when
as thanks for their hard work and commitment to the limits, restrictions and/or exclusions may apply,
Company. These additional benefits and perks end the last including any annual spending cap set by the
day of the pay period in which an employee terminates. Company.
• This discount cannot be applied with any other
Annual and Milestone Eyewear Certificates
offers or promotions.
Each year on their EssilorLuxottica service anniversary,
employees receive an eyewear certificate which entitles Employees who violate the discount policy may be subject
them to a free pair of eyewear from a Luxottica store. to Corrective Action.
Eyewear certificates are valid for one year from the
employee’s service anniversary date. In addition, at each Online Discount Marketplace
five-year milestone service anniversary (5, 10, 15, 20,
The online discount marketplace features easy access to
25, etc. years), employees receive a second eyewear
significant savings with top national brands. It features
certificate.
more than 500 top vendors of goods & services in apparel,
automotive, beauty and more!
If an employee does not receive his/her certificate(s) by
the 15th of their anniversary month, he/she should notify
Go online to the Benefit Hub tile on benefits.
his/her Regional Manager/Department Leader, who should
essilorluxottica.com for information about employee
notify [email protected] to request a replacement
discounts at Luxottica stores and other merchants and
certificate.
service providers nationwide.
Only an employee or the employee’s eligible dependent,
as defined by the EssilorLuxottica Group Benefit Plan, may
redeem an annual eyewear certificate. If redeemed by an
employee’s dependent, the employee must accompany the

EssilorLuxottica Employee Guide 40

CRISIS ASSISTANCE PROGRAMS PROFESSIONAL DEVELOPMENT
As we work together every day, co-workers can become AND CAREER GROWTH
close friends. While we are a large organization, we are The Company provides employees with many
fortunate to have a culture of caring employees who often opportunities for professional growth and development
become part of our extended family. Over and over our to help each employee take charge of his or her career
employees demonstrate generosity and compassion in path. This includes online training offered to all employees
how we treat each other every day and how we support through Leonardo, EssilorLuxottica’s online university,
each other in life’s most joyful and most difficult moments. as well as tuition reimbursement and optician licensing.
The Company created the Guardian Angel and Give A Day Other sources range from a Company lending library to
Programs so employees can help co-workers by donating classroom training and annual leadership conferences.
money or paid time off when they experience a crisis. EssilorLuxottica also offers external development
assistance.
Give a Day Program
This program is designed to allow full-time employees not Tuition Reimbursement
covered by the Flexible PTO policy to help a co-worker EssilorLuxottica’s Tuition Reimbursement Program
with the gift of paid time off. Full- time employees can provides financial assistance to eligible full-time employees
donate an unlimited amount of their own unused, accrued who seek to improve their job-related knowledge and
PTO or vacation time to another full-time employee who skills through outside coursework. For eligibility criteria
needs time away from work. Employees may receive a and more information, please visit benefits.essilorluxottica.
maximum of 160 hours (20 days) per anniversary year of com.
donated PTO.
Optician Reimbursement
To donate PTO or vacation to Give A Day, please contact
the HR Service Portal (via My Personal Desk) and select the EssilorLuxottica offers full and partial reimbursement of
Give a Day option. For additional information or questions optician expenses for certain optician exams,
contact Human Resources. development courses, continuing education, and licensing/
renewal fees for employees who meet
Guardian Angel Fund eligibility criteria. For more information on the Optician
Reimbursement Program, please visit benefits.
A Guardian Angel Fund can be established to help an essilorluxottica.com.
employee in need of monetary support as a result of a
crisis. Employees may volunteer to participate as they
wish, including through anonymous donations.

To financially assist a co-worker in times of crisis,

employees should let their manager know they’d like
to set up an account for donations for a co-worker and
complete the Guardian Angel Program Request Form for
approval by their manager.

For more information or questions on the Guardian

Angel Fund program, contact the Benefits Department at
[email protected].

MEMBERS TRUST FEDERAL CREDIT UNION

Members Trust Federal Credit Union is a full-service
financial institution that is available to all employees and
their family members (spouse, children, parents, etc.) in the
United States. A full range of deposit products is offered
including savings accounts, free checking, and certificates
of deposits, IRA and more. Members Trust also offers
a complete lending solution, which includes overdraft
protection loans, auto, home, home equity and three VISA
card options.

For details call Members Trust at 1-800-769- 8934 or visit

www.memberstrust.org.

EssilorLuxottica Employee Guide 41

 Operations Addendum

OPERATIONS ADDENDUM (toes or heel), sandals, snow boots, and high top
boots are only permitted in the office and non-
This Addendum applies to all Manufacturing, Rx production areas.
Operations and Distribution Center employees • Hair that is shoulder length or longer must be off
(collectively referred to as “Operations.”) This Addendum the shoulders when working with any equipment
supplements and should be read in conjunction with the and/or while working on the production floor.
main content found in the Employee Guide, in addition
• Headgear is permitted, but may be subject to
to any other applicable geographic Addendums. To the
workplace searches.
extent a policy in the Employee Guide conflicts with a
policy in this Addendum, Operations employees should What Not to Wear
follow the policy in this Addendum, unless a policy in a
geographic Addendum applies (e.g., California, Canada • Loose-fitting, torn or ragged clothing, or long,
and Puerto Rico). dangling jewelry that can become entangled in
equipment.
• Tight fitting, see-through or revealing attire such as:
VISITORS short dresses or miniskirts, sleeveless sundresses,
low-rise jeans, shorts more than four inches above
To ensure a safe work environment, all visitors must the knee, midriff tops, halter- tops, spaghetti-strap
comply with applicable Company policies. Visitors include tops, or tank tops.
family members, friends, customers, vendors, and other
non-employees. All visitors must enter through the main • Flip-flops and other beach-related footwear are not
lobby doors and be issued a visitor identification badge permitted on the work floor or in the office.
upon arrival, where applicable. Where provided, visitor • Clothing that is in disrepair or is unkempt.
identification badges must be worn and visible at all times.
Foothill Ranch employees wishing to bring a visitor to the • Clothing, hats or baseball caps with offensive,
Employee Purchase store must enter through the security political, religious or sexual messages are
entrance located on the side of the building. Visitors prohibited.
are only permitted in employee break rooms with prior
supervisor approval. Additionally, Smoking, Dress Code Management reserves the right to restrict clothing, hair
and Photography, Video and Recordings policies apply to and personal appearance that detracts from a safe and
all visitors. productive work environment. Facilities may also use
discretion to allow certain attire in their location, provided
the attire does not violate safety standards. Questions
about the appropriateness of a particular fashion or
FOOD AND DRINK
appearance issue and dress code accommodation
The Occupational Safety and Health Administration requests, including to accommodate an employee’s
(OSHA) prohibits food and drink in certain areas. This sincerely held religious beliefs, should be directed to the
includes the work floor, where food and non-approved employee’s manager or Human Resources before the
beverage containers (e.g., water bottles and cups without article is worn.
lids) are prohibited, unless otherwise approved by Human
Resources or Facility Leader. For additional restrictions, Employees who violate this policy may be asked to clock
refer to facility specific policies regarding food and drink. out and return home to change and/or may be subject to
Corrective Action. Work time missed to leave to change
clothing will count as an absence/occurrence in accordance
DRESS CODE with the Attendance Policy.
EssilorLuxottica Operations strives to maintain a safe and
productive work environment, and the dress standards
of the Company are an important aspect of this VISITOR/CONTRACTOR COMPLIANCE
objective. Employees are expected to be well-groomed, The dress code policy applies to visitors and contractors
practice good hygiene, and project a professional anytime they are working in or are traveling through
image. In general, the following guidelines apply to all the facility. The facility contact person is responsible
EssilorLuxottica Operations employees: for reviewing the dress code policy with the visitor or
contractor.
• Employees should wear clean, casual garments that
fit properly and are in good condition.
• Where lab coats are required, employees should EMPLOYEE BADGES
wear clean, fitted lab coats during working hours. To ensure a safe work environment, all visitors and
It is the employee’s responsibility to maintain the employees must wear identification badges, where
cleanliness and appearance of his/her lab coat. issued. Badges issued are the property of EssilorLuxottica
• Employees should wear clean, closed heel and Operations and should be worn and visible above the
closed toe shoes, sneakers or work boots (lace, waist at all times while on EssilorLuxottica Operations
ankle high) on the work floor (applies to production, property.
distribution, or maintenance floors). Open shoes

EssilorLuxottica Employee Guide 42

 Operations Addendum

Where issued, it is the responsibility of each employee to PRE-SHIFT AND POST-SHIFT WORK ACTIVITIES
have their badge on hand to clock in and out, to ensure
that their time is recorded for payroll. Failure to do so may Non-exempt/hourly employees are permitted, but not
result in pay adjustments not being processed in a timely required, to clock in or out using the timekeeping system
manner. according to the guidelines below, but they must not
engage in any work activities before the start of their
Violations of the Employee Badge Policy that may subject scheduled shift or after they have clocked out at the end
an employee to Corrective Action include, but are not of their scheduled shift.
limited to:
• Rx Operations and Distribution Centers (excluding
• Three instances of an employee forgetting his/ Essilor California and Gentex locations): May clock
her badge, failing to clock in/out for the workday, in up to seven (7) minutes prior to the start of their
breaks, or taking shortened meal breaks without scheduled shift
manager authorization, within a rolling three month • Oakley (Foothill Ranch): May clock in up to three
period. (3) minutes prior to the start of their scheduled shift
• Use of an employee badge to falsify Company
records, such as clocking jobs in or out early. Examples of work activities that must not take place
before the start of an employee’s scheduled shift, or after
• Use of another employee’s badge to clock in/out or they have clocked out at the end of their scheduled shift
alter time clock records on their behalf or permitting include, but are not limited to:
another employee to use his/her badge to do so.
• Engaging in the activities which the employee is
Whenever an employee enters an area which requires employed to perform
card access, each employee must enter the card reader
individually before entering the area. Lost badges will be • Donning and doffing personal protective equipment
replaced by the Company; however, the cost to employee (e.g., goggles)
will depend on facility policy. Employees should notify • Attending shift briefings, business meetings or
their manager to replace a lost badge. Company training programs
• Picking up keys or other equipment to be used by
the employee in the performance of his or her work
WORK FLOOR PHONES activities
Telephones located on the work floor are for authorized • Exchanging or returning equipment
business purposes only. Use of work floor telephones for
personal calls is prohibited. • Picking up or delivering mail
• Providing or receiving instruction or briefing about
matters that are relevant to the performance of the
PHOTOGRAPHY, VIDEO AND RECORDINGS employee’s work activities
The Company routinely documents its business and events • Completing incident reports or other job-related
through videos and photography. All employees approve paperwork
the use of their image for Company related purposes as a • Turning on/off or booting up/down computer
condition of employment.
For purposes of this policy, the following are not considered
Unless it is part of their job responsibilities, employees, work activities, to the extent they are performed before the
visitors, vendors, and contractors may not take and/ start of an employee’s scheduled shift:
or post photos, audio/video recordings (including
conversations) of customers, management, their work • Walking to the time clock
environment, or Company events without prior consent
and approval from Corporate Communications. Employees • Waiting to clock in at the time clock
may also not take and/or post photos or audio/video • Walking from the time clock to the place where the
recordings of other employees without prior consent and employee will first perform any of the above work
approval from each of those employees. activities
• Waiting to perform the first work activity of the
This policy is consistent with other Company policies
work day
related to protecting Company proprietary and
confidential business information and respecting individual
After clocking in according to the guidelines listed above
privacy.
prior to the start of their scheduled shift, employees are
expected to be at their designated work location at the
beginning of their scheduled shift. Employees should not
perform any work activity until the actual start of their
scheduled shift.

EssilorLuxottica Employee Guide 43

 Operations Addendum

At the end of their scheduled shift, employees must clock at the employee’s straight time hourly rate, if four hours
out using the timekeeping system as soon as practicable of regular or alternative work is not offered or available,
following the conclusion of their scheduled shift work unless otherwise required by law.
activities. Employees must not perform any work activities
after they have clocked out at the end of their scheduled
shift.
ATTENDANCE AND PAY DURING EMERGENCY
If an employee performs any work activities before or CLOSINGS AND INCLEMENT WEATHER
after a scheduled shift, he/she must promptly report the Inclement weather refers to hazardous natural conditions
work time to his/her manager and/or Human Resources to such as excessive snow and/or ice, tornado warnings,
ensure he/she is compensated for this work time. and severe thunderstorms which may cause travel to
and from work and business operations to be less safe.
Where operating schedules are impacted by employee
OVERTIME WORK absences or EssilorLuxottica Operations closings during
inclement weather or other emergencies, EssilorLuxottica
When operating requirements or other business needs
Operations reserves the right to schedule additional hours
cannot be met during regular working hours, overtime
or days of work to make up for lost production time. If an
work by hourly employees may be needed. Employees
employee misses scheduled make-up time, normal PTO
performing overtime work will be subject to applicable
and attendance rules apply.
attendance policies and may be subject to unexcused
absences and/or occurrences for failing to fulfill their
Requests to Leave Early, Arrive Late, or Cancel
scheduled overtime work obligations.
Scheduled Shifts Due to Inclement Weather
To ensure that all employees with the required skill sets EssilorLuxottica Operations understands that during
have an opportunity to volunteer for such overtime, inclement weather employees may feel unsafe traveling
supervisors/managers will communicate the available to and from work. If an employee reasonably feels that
hours and required skill sets through sign-up sheets or in travel during inclement weather would threaten his/her
department meetings. safety, the employee must notify his/her supervisor of
his/her intention to leave early, arrive late, or not work a
The Company’s policies, procedures, and requirements scheduled work shift. Subject to facility discretion and/
concerning overtime and hours worked comply with or local attendance policy, the employee may or may
national, state and local laws. not receive an attendance occurrence, and the following
guidelines will apply to the missed work time:
The Company reserves the right to deny any overtime that
does not meet business needs. • Employee may (but is not required) to take PTO if
PTO is available.
• If employee does not have PTO or chooses not to
LEAVING ESSILORLUXOTTICA OPERATIONS take available PTO, any work time missed will be
PREMISES DURING WORK TIMES unpaid.
Each employee is assigned a work schedule, which outlines Changes in Operating Schedules
his/her working hours. If an employee has an appropriate Due to Inclement Weather
reason for leaving the workplace during work hours, other
than during an unpaid meal break, he/she must notify and EssilorLuxottica Operations may, on rare occasions, decide
receive approval from his/her manager. At the time of to close or delay operations due to inclement weather
leaving, the employee must clock out and leave through or other emergency situations. Changes to operating
designated doors. Violations of this policy may subject an schedules will be announced on the facility inclement
employee to Corrective Action. weather hotline. It is the employee’s responsibility to call
the facility inclement weather hotline. EssilorLuxottica
Operations will comply with applicable state and local laws
REPORTING PAY pertaining to emergency closings and, to the extent this
policy conflicts with any state or local law, such law will
For the California Reporting Pay policy, please see the supersede this policy.
California Addendum found in this Guide.
If an employee’s facility cannot open for business and/
Employees, who report for a scheduled shift, or at or is unable to provide work for the employee because
EssilorLuxottica Operations’ request, will be provided a of an emergency that causes a temporary facility closing,
minimum of four hours of work. employees will receive four hours of pay at the employee’s
If four hours of work in the employee’s regular position regular hourly rate, if the employee reported to work at
is not available, EssilorLuxottica Operations may provide the start of his/her scheduled shift, unless local policy
alternative work to meet the four hour minimum. If the provides otherwise.
employee chooses to decline this alternative work, he/she
will be ineligible for reporting pay. With the exception of California and/or local Essilor
attendance policies, this policy will not apply if the
Management may also choose to pay up to four hours, Company provides the employee with at least 2 hours

EssilorLuxottica Employee Guide 44

 Operations Addendum

advance notice prior to the start of his/her shift of the Expectations” or higher rating on the most recent
facility closing. In such cases, the notice of 2 hours or more performance review.
classifies the situation as a “schedule change” and no pay
• Business needs allow for transfer.
is due.
Exceptions may be made on a case-by-case basis based
Abuse of the Emergency Closings and Inclement Weather
on operational needs. The Company reserves the right
Policy may subject an employee to an occurrence and/or
to involuntarily transfer employees based on operational
Corrective Action.
needs.

MEAL PERIODS AND REST BREAKS SAFETY, HEALTH AND ENVIRONMENTAL

For the California Meal Periods and Rest Breaks policy, All employees share the responsibility of maintaining a
please see the California Addendum found in this Guide. safe and compliant workplace, and must adhere to all
applicable laws, policies, procedures, and guidelines for
Meal Periods behavior as part of an overall Environmental, Health and
For the Canadian Meal Periods policy, please see the Safety program.
Canada Addendum found in this Guide.
The following safety rules are the minimum standards for
For the Puerto Rico Meal Periods policy, please see the all EssilorLuxottica Operations facilities. Please check with
Puerto Rico Addendum found in this Guide. your local Environmental, Health & Safety department
(EH&S) for any site-specific safety rules. Failure to follow
Employees who work six or more hours will receive these rules may result in Corrective Action.
one 30-minute, unpaid meal period (unless state law
mandates a more generous meal period or a meal waiver • All injuries to yourself or others must be reported
is permissible). Meal periods cannot be combined with as soon as possible but no later than the end of
other paid breaks. Depending on the employee’s shift and your shift to your supervisor, another member of
facility location, the meal period may be paid or unpaid. EssilorLuxottica Operations management or the
Where the meal period is unpaid, employees must clock EH&S Department. Complete an incident report
out at the beginning of the meal period and clock in when with your supervisor regarding each such incident or
they return. Once the employee has clocked out, he/she is injury and participate in the required investigation.
permitted to leave the facility premises for the duration of • Report all conditions and practices that you
the meal period. If the employee remains on the premises, believe to be unsafe to any supervisor, the EH&S
meal periods must be taken away from the work floor Department or Human Resources.
within designated areas.
• Wear all personal protective equipment (PPE) as
Rest Breaks required and directed.
Unless state law mandates more generous rest breaks, the • No employee shall be allowed to consume or store
following rest break guidelines apply: food or beverages in a toilet room nor in any area
where toxic or hazardous materials are used or
stored.
• Employees who work less than four hours are not
entitled to a rest break. • Throwing of objects for any reason, horseplay,
scuffling, and any other acts which tend to
• Employees who work four or more hours are endanger the safety or well-being of employees are
entitled to rest breaks in accordance with the prohibited.
facility’s rest break policy.
• Employees may only operate machines and
equipment for which they have received training
and are qualified and authorized to operate.
TRANSFERS
• Equipment and tools must be used only for their
To be eligible for a promotion or voluntary transfer (i.e., designated and intended purposes.
employee initiates transfer request) between Luxottica
Operations facilities, or within a Luxottica Operations • Do not wear loose or frayed clothing, dangling
facility, employees must, subject to the Company’s items, long hair, etc. around conveyors, moving
discretion, meet all of the following criteria: machinery or other sources of entanglement.
Shoulder length or longer hair must be tied back or
• Have been in his/her position for a minimum of 6 otherwise contained, loose clothing must be tucked
months. in, and dangling jewelry removed to prevent being
trapped by machinery.
• Have met the minimum requirements of the position
as indicated on the job description. • Never lean on or reach into moving conveyors,
equipment or parts.
• Have no Corrective Action on file for the preceding
12 months of employment. • Do not walk on, crawl under, or climb over or into
conveyors, shelving, machinery, or equipment.
• In positions where applicable, received a “Meets

EssilorLuxottica Employee Guide 45

 Operations Addendum

• Use and maintain safety devices, guards and footwear of any kind are prohibited in these areas.
protective equipment made available for the
• Compressed air shall not be directed at one’s
performance of the job. Return all devices and
person or used to clean off clothes.
guards to their original condition if removed for
maintenance activities. Report all deficiencies and • Read and follow all emergency, safety and warning
missing guards promptly to your supervisor. signs and bulletins.
• Never operate defective tools or equipment. • Speeding or driving recklessly in the parking lot is
Report all tool and equipment defects to your prohibited. Employees are to use care and be aware
supervisor immediately. of their surroundings whenever traveling through
parking lots and common areas.
• Review and be familiar with the facility’s emergency
action plan and know the location of emergency • Employees should park only in designated areas.
exits. Report fires and spills or other emergencies • Follow all Company policies and procedures
immediately to your supervisor. regarding safe work practices, techniques and
• All aisles and stairways must be kept clear and open procedures. All work activities (lifting, cutting, etc.)
for traffic. All employees are responsible for general must be performed in accordance with training and
housekeeping at the facility. instructions and in a safe manner.
• Keep your work area clean at all times. • When transporting carts or carrying stacks of trays,
never transport a stack higher than allows you to
• Access to all fire extinguishers, fire hoses, sprinkler
have clear view over the stack.
valves, electrical panel box boxes, exit routes, and
exits must be kept clear at all times. Do not use • Only authorized and licensed employees may
these areas for storage. Report any blockage to operate a powered industrial vehicle (forklifts, high-
your supervisor. riser, Waves, pallet jacks, etc.) An operator’s license
will be issued to all Luxottica Operations employees
• Report defective, damaged or missing fire
who operate a powered industrial vehicle.
protection equipment to your supervisor.
• Empty pallets may be accumulated and stacked in
• Keep hazardous liquids only in properly labeled
designated areas only, in heights not to exceed six
containers and in designated storage areas.
(6) feet, and not to be left standing in an upright
• All spills of any type of liquid are to be cleaned up position. Broken pallets should be disposed of. Do
and/or reported immediately to your supervisor. Do not walk on pallets.
not touch a liquid if you do not know what it is; seek
• Employees should travel through the facility using
instruction from your supervisor.
designated aisles and passageways only. Employees
• Do not dispose of any hazardous material down the should remain alert to industrial vehicle traffic and
drain or in the regular trash. If you are uncertain designated industrial vehicle travel in aisles and
of proper disposal procedures, contact the EH&S passageways.
Department.
• Smoking is only allowed in designated areas.
• Use proper signage and warning of wet floor danger
• In addition to the rules listed above, employees
whenever such hazard is present.
are expected to be aware of and comply with all
• All employees shall follow the Company’s policies facility-specific and departmental safety rules and
and procedures regarding the “Locking Out” and procedures.
“Tagging Out” of equipment. In general, machines
and powered equipment must be de-energized and Personal Items on the Work Floor
“Locked Out” and/or “Tagged Out” while being
The following personal items are not permitted on the
serviced, repaired, or adjusted as appropriate. Only
work floor:
authorized employees are to perform this work.
• Sunglasses
• Do not use equipment that has been locked and/
or tagged out until repairs, service, or adjustments • Jackets/Coats
have been completed, the equipment cleared of • Bags (including handbags, purses, backpacks, and
lock out/tag out devices, and permission to use the other types of carrying bags)
equipment has been given by authorized personnel.
• Only authorized and qualified employees may Use of Designated Entrance/Exit
service electrical equipment and its employees Employees must use designated entry ways when entering
components including changing fuses, opening and exiting a Luxottica Operations facility. This includes
electrical boxes, voltage testing and electrical reporting to work, breaks, leaving the facility and walking
component repair. All electrical cabinets and to the parking lot. In cases of emergency, however,
electrical control panels are closed and latched at all the nearest emergency exit door may be used by all
times, unless required to be open during authorized employees.
service and repair.
• Open-toe and open-heel footwear is prohibited
in manufacturing/lab and distribution areas. High
heels, platforms, wedges, slip-ons, and open toe

EssilorLuxottica Employee Guide 46

 California Addendum

CALIFORNIA ADDENDUM CALIFORNIA MEAL PERIODS AND

REST BREAKS
This Addendum applies to all EssilorLuxottica employees California law provides for employee meal periods and
in California. This Addendum supplements and should rest breaks. EssilorLuxottica complies with these laws and
be read in conjunction with the main content found in the expects its California managers to manage and enforce
Employee Guide. To the extent a policy in the Employee compliance.
Guide conflicts with a policy in this Addendum, California
employees should follow the policy in this Addendum. Employees must be completely relieved of all work and
allowed to leave their work location during meal periods
and rest breaks. Employees may voluntarily choose
EQUAL EMPLOYMENT OPPORTUNITY to stay in the location for their meal or rest break, but
managers cannot require or encourage them to do so.
EssilorLuxottica is an equal opportunity employer. In Should they choose to leave the location, retail employees
accordance with applicable law, we prohibit discrimination must remember to notify their manager and/or another
and harassment against employees, applicants for authorized employee before leaving the workplace for
employment, individuals providing services in the meal periods and rest breaks.
workplace pursuant to a contract, unpaid interns and
volunteers based on their actual or perceived: race Meal Periods
(including traits historically associated with race, such as
While working for EssilorLuxottica, employees may
hair texture and protective hairstyles), religious creed,
not work a period of more than five hours per day
color, national origin, citizenship status, ancestry, physical
without being provided with the opportunity to take an
or mental disability, medical condition, genetic information,
uninterrupted, duty-free meal period of not less than
marital status (including registered domestic partnership
30-minutes, except that if the total work period per day of
status), sex and gender (including pregnancy, childbirth,
the employee is no more than six hours, the meal period
lactation and related medical conditions), gender identity
may be waived by mutual consent of both EssilorLuxottica
and gender expression (including transgender individuals
and the employee through signing a voluntary waiver or
who are transitioning, have transitioned, or are perceived
attestation form designated by EssilorLuxottica. Employees
to be transitioning to the gender with which they identify),
shall be provided with the opportunity to take this first
age (40 and over), sexual orientation, Civil Air Patrol status,
meal period so that the meal period begins before the end
military and veteran status and any other consideration
of the fifth hour worked (for example, an employee who
protected by federal, state or local law (collectively
begins work at 9am shall be provided with the opportunity
referred to as “protected characteristics”).
to take his/her meal period by no later than 1:59pm).
For purposes of this policy, discrimination on the basis
Further, employees may not work a period of more than 10
of “national origin” also includes discrimination against
hours per day without being provided with the opportunity
an individual because that person holds or presents the
to take a second uninterrupted, duty-free meal period of
California driver’s license issued to those who cannot
not less than 30-minutes, except if the total hours worked
document their lawful presence in the United States, as
is no more than 12 hours, the second meal period may
well as discrimination based upon any of the following: an
be waived by mutual consent of EssilorLuxottica and the
individual’s or individual’s ancestors’ actual or perceived
employee only if the first meal period was not waived, and
physical, cultural or linguistic characteristics associated
through signing of a voluntary waiver form designated
with a national origin group; marriage to or association
by EssilorLuxottica. Employees shall be provided with
with individuals of a national origin group; tribal affiliation;
the opportunity to take this second meal period so that
membership in or association with an organization
the meal period begins before the end of the tenth hour
identified with or seeking to promote the interests of
worked.
a national origin group; attendance or participation in
schools, churches, temples, mosques or other religious
Rest Breaks
institutions generally used by persons of a national origin
group; or a name that is associated with a national origin Hourly employees are authorized and permitted to take
group. An employee’s or applicant for employment’s one paid rest break of 10 minutes (or 15-minutes in
immigration status will not be considered for any accordance with Company policy) for every four hours
employment purpose except as necessary to comply with worked, or major fraction thereof. If an employee’s total
federal, state or local law. daily work time is less than three and one half hours,
however, no rest break is required. Rest breaks should
The federal Equal Employment Opportunity Commission occur as close to the middle of each work period as
(EEOC) and the California Department of Fair Employment practical. Rest breaks may not be combined with or added
and Housing (DFEH) will accept and investigate charges of to meal periods to create one longer break time, even at
unlawful discrimination or harassment at no charge to the the employee’s request. Hourly employees do not clock
complaining party. Information may be located by visiting out/in for rest breaks or otherwise record their rest breaks
the agency website at www.eeoc.gov or www.dfeh.ca.gov. in the Company’s timekeeping system.

EssilorLuxottica Employee Guide 47

 California Addendum

Rest breaks are authorized and permitted as follows: In addition to the requirements and benefits set forth
in the Company FMLA policy, California employees are
entitled to certain additional leave benefits under the
California Family Rights Act (CFRA). This Addendum
Hours Worked Rest Break(s)
highlights these additional benefits. Any leave taken under
the CFRA will run concurrently with leave taken under the
0 to 3.5 0 federal FMLA, except where not permitted by law (e.g.,
during pregnancy disability leave).
3.5 to 5 1
Reasons for Leave
More than 6 and up to and In California, FMLA/CFRA leave may be used for one of
2
including 10 the following reasons:

More than 10 but up to and 1. The birth, adoption, or foster care of an employee’s
including 14
3 child within 12 months following birth or placement of
the child;
2. An employee’s own serious health condition;
Consequences of Non-Compliance 3. To care for an employee’s immediate family member
(spouse, registered domestic partner, child or parent)
Non-exempt/Hourly employees are entitled to be paid
with a serious health condition;
for all hours worked, to be provided with the opportunity
to take all required meal periods and authorized and 4. A “qualifying exigency,” * as defined under the FMLA,
permitted to take all required rest breaks. Therefore, it for military operations arising out of a spouse’s,
is critical that all hourly employees (including managers) child’s, or parent’s active duty or call to active duty as
strictly comply with this policy. Employees who are not a member of the military reserves or National Guard in
provided with the opportunity to take meal periods in support of a “contingency operation” declared by the
accordance with this policy and/or who are not authorized U.S. Secretary of Defense, President or Congress, as
and permitted to take rest breaks in accordance with this required by law (“Military Emergency Leave”); or
policy should notify management and/or Human Resources 5. To care for a spouse, child, parent or next of kin
so that the matter can be remedied. If an employee fails to (nearest blood relative-who is an Armed Forces
comply with the meal period and rest break policy, he/she member (including the military reserves and National
may be subject to Corrective Action. Guard) undergoing medical treatment, recuperation,
or therapy, is otherwise in an outpatient status, or is
Questions and Complaints otherwise on the temporary disability retired list-with
Employees may bring any questions regarding their meal a serious injury or illness incurred in the line of duty
or rest period rights to the attention of their manager or, if while on active duty that may render the individual
they prefer, Human Resources. Store Managers, Regional medically unfit to perform his or her military duties
Managers, and Regional Vice Presidents DO NOT have (“Military Caregiver Leave”) **.
the authority to alter this policy. If an employee is told that
he/she is not entitled to meal periods or rest breaks as * (Footnote) Leave for a “qualifying exigency” in California
set forth under this policy, the employee should contact will only count as leave under the FMLA and will not count
Human Resources. as leave time under the CFRA.

** (Footnote) Military caregiver leave in California

REPORTING TIME PAY generally will only count as leave under the FMLA and will
For all hourly employees in California, EssilorLuxottica not count as leave time under the CFRA, unless the leave
pays reporting time pay in compliance with California independently meets the requirements of leave to care for
law, Industrial Welfare Commission Orders and local an ill family member under the CFRA.
ordinances. Employees should contact their manager or
Human Resources with questions regarding eligibility for Length of Leave
reporting time pay. The maximum amount of FMLA/CFRA leave will be 12
work weeks in any 12-month period when the leave is
taken for paragraphs one – four above. However, if both
CALIFORNIA FAMILY AND MEDICAL LEAVE parents work for the Company and are eligible for leave
under this policy, the parents will be limited to a total of 12
This policy supplements, and should be read in conjunction work weeks off between the two of them when the leave is
with, the Company Family Medical Leave Act (FMLA) for birth, adoption or foster care.
policy found in the Employee Guide. To the extent the
FMLA policy in the Employee Guide conflicts with a policy The maximum amount of FMLA leave for an employee
in this Addendum, California employees should follow the wishing to take Military Caregiver Leave, paragraph five
policy in the Addendum. above, will be a combined leave total of 26 work weeks
in a single 12-month period. However, only 12 out of the

EssilorLuxottica Employee Guide 48

 California Addendum

26 weeks will count as leave under CFRA assuming the Leave taken under the pregnancy disability leave policy
military caregiver leave also qualifies as CFRA. runs concurrently with Family and Medical Leave under
federal law (FMLA), but not with Family and Medical Leave
The Company designates the 12-month period during under California Law (CFRA).
which the employee may take FMLA/CFRA leave for
any qualifying reason by measuring a “rolling” 12-month Transfer to Less Strenuous Position
period backwards from the date the employee takes any The Company will transfer an employee “affected by
FMLA/CFRA leave. pregnancy” to a less strenuous or hazardous position or
duties if:
Under some circumstances, you may take FMLA/ CFRA
leave intermittently-which means taking leave in blocks • She requests a transfer;
of time, or by reducing your normal weekly or daily work • The request is based upon the certification of her
schedule. Leave taken intermittently may be taken in health care provider as “medically advisable;” and
increments of one hour, unless it is for Bonding Leave,
paragraph one above, which must be taken in a minimum • The transfer can be reasonably accommodated.
increment of two weeks. However, the Company will grant
a request for CFRA leave lasting less than two weeks’ You are “affected by pregnancy” if you are pregnant
twice during the 12-week period. Bonding Leave must be or have a related medical condition, and because of
concluded within one year of the birth or placement of the pregnancy, your health care provider has certified that it
child. is medically advisable for you to transfer. No additional
position will be created and the Company will not
CFRA and FMLA leaves will run concurrently to the extent discharge another employee, transfer another employee
allowed by law. In addition, should you exhaust CFRA and/ with more seniority or promote or transfer any employee
or FMLA and require additional time off, the company will who is not qualified to perform the new job.
consider requests for additional discretionary leave on a
case-by-case basis. Advance Notice and Medical Certification
As a condition of a pregnancy disability leave of absence
or a transfer, the employee must:
CALIFORNIA PREGNANCY DISABILITY LEAVE
Leave Entitlement • Provide 30 days advance notice before the leave
of absence or transfer is to begin, if the need for
Any employee who is “actually disabled” by pregnancy,
the leave of absence or transfer is foreseeable, or
childbirth, or a related medical condition is eligible for a
when 30 days’ notice is not foreseeable, as soon as
pregnancy disability leave of absence. There is no length of
practicable; and
service requirement.
• Provide a signed medical certification from your
For purposes of this policy, you are “actually disabled” health care provider, that states that you are
when, in the opinion of your healthcare provider, you disabled due to pregnancy or that it is medically
cannot work at all or are unable to perform any one or advisable for you to be transferred to a less
more of the essential functions of your job or to perform strenuous or hazardous position or to less strenuous
them without undue risk to yourself, the successful or hazardous duties.
completion of your pregnancy, or to other persons as
determined by a health care provider. The Company shall respond to requests for leave or
transfer within 10 days after receipt of such request. The
This term also applies to certain pregnancy-related Company may require you to provide a new certification if
conditions, such as severe morning sickness or if you need you request an extension of your leave of absence.
to take time off for prenatal or postnatal care, bed rest,
post-partum depression, and the loss or end of pregnancy Return to Work
(among other pregnancy-related conditions that are If you and the Company have agreed upon a definite date
considered to be disabling). of return from your leave of absence or transfer, you will
be reinstated on that date if you notify the Company that
Duration of the Leave of Absence you are able to return on that date.
A pregnancy disability leave of absence will last for the
duration of your pregnancy-related disability as certified If the length of the leave of absence or transfer has
by your health care provider for up to four months. The not been established, or if it differs from the original
four months is defined as the number of days (and hours) agreement, you will be returned to work within two
the employee would normally work within four calendar business days, where feasible, after you notify the
months or 17.33 workweeks. Leave is available for all Company of your readiness to return.
disabilities related to each pregnancy and does not
need to be taken in one continuous period of time. The Before you will be allowed to return to work following
maximum leave entitlement for part- time or alternative a leave of absence or transfer, you must provide your
scheduled employees will be prorated in accordance supervisor with a certification from your health care
with applicable law in the event the employee takes provider that you can perform safely all of the essential
intermittent leave. duties of your position, with or without reasonable

EssilorLuxottica Employee Guide 49

 California Addendum

accommodation. If you do not provide such a release

prior to or upon reporting for work, you will be sent home
until a release is provided. This time before the release is
provided will be unpaid.

Upon submitting an acceptable health care provider

release to return to work, you will be returned to the same
or a comparable position upon the conclusion of your
leave of absence or transfer. If the same position is not
available on your scheduled return date, the Company
will provide you a comparable position on your scheduled
return date or within 60 calendar days of that return date.
However, you will not be entitled to any greater right to
reinstatement than if you had not taken the leave. For
example, if you would have been laid off regardless of the
leave, or you would not have been offered a comparable
position, you will not be entitled to reinstatement.

Failure to return to work at the conclusion of the leave of

absence may result in termination of employment.

Integration with Other Benefits

Pregnancy disability leaves of absence are unpaid. You may
elect to use accrued Paid Time Off (PTO) benefits during
the unpaid leave of absence. PTO will not accrue for hourly
employees during any unpaid portion of the leave of
absence, and you will not receive pay for official holidays
that are observed during your leave of absence except
during those periods when you are substituting PTO for
unpaid leave.

Employees should apply for California State Disability

Insurance (SDI) benefits. SDI forms are available from the
Company or your health care provider. Any SDI for which
you are eligible may be integrated with accrued PTO or
other paid time off benefits so that you do not receive
more than 100% of your regular pay.

The Company will maintain an employee’s health insurance

benefits during the employee’s pregnancy disability leave
for a period of up to four months (as defined above) on
the same terms as they were provided prior to the leave
time. The employee will be required to continue to pay
all required premiums and must make these payments in
compliance with Company policy on a monthly basis during
leave time (except during any periods of time when the
employee is taking PTO). In some instances, the Company
may recover premiums it paid to maintain health insurance
benefits if you fail to return to work following a pregnancy
disability leave for reasons other than taking additional
leave afforded by law or Company policy or not returning
due to circumstances beyond your control.

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 Puerto Rico Addendum

PUERTO RICO ADDENDUM be entitled to a second meal period if they work more
than five consecutive hours after returning from their first
meal period, unless the total work period per day for the
This Addendum applies to all EssilorLuxottica employees
employee is no more than twelve hours, and as long as the
in Puerto Rico. This Addendum supplements and should
employee took their first meal period.
be read in conjunction with the main content found in the
Employee Guide. To the extent a policy in the Employee
Employees must clock out at the beginning of their meal
Guide conflicts with a policy in this Addendum, Puerto Rico
period, and clock in when they return. Meal periods should
employees should follow the policy in this Addendum.
be taken away from customer service areas (i.e., in a store
break room or off premises), although exceptions may
apply for single coverage locations. If an employee is
PROBATIONARY EMPLOYMENT PERIOD required or permitted to work during break meal period,
All new Puerto Rico employees are subject to a the employee will be entitled to a premium payment for
probationary period as established by local law. This that time worked. This penalty is independent of overtime
period may be extended for an additional 90 days. requirements.
During this period, the employee will be evaluated on
job performance of assigned areas and compliance with
Company policies and procedures for the Company NON OCCUPATIONAL DISABILITY
to determine if the employee meets the Company’s INSURANCE (SINOT)
expectations and continue their employment.
Eligible employees will be provided with a short-term
If an employee takes a leave of absence during the disability benefit plan, commonly known as SINOT, in
probationary period, the probationary period will be cases where employees are unable to work because
tolled and will resume once the employee returns to work. of a qualifying disability due to a non-work (or non-car
Probationary periods shorter than those provided by law accident) related injury or illness.
or in this policy must be in writing. After satisfactorily
completing the probationary period, the employee will SINOT provides up to a year-long job protected leave,
acquire the status of regular employee. with reinstatement rights, and certain insurance benefits to
eligible Employees.

Full-time salaried employees may be eligible for additional

OVERTIME benefits through the Company Disability Carrier.
Non-exempt employees are entitled to be paid overtime
pay at one and a half times their regular rate of pay for all
time worked in excess of eight hours in a calendar day, and JURY DUTY LEAVE
for all hours worked in excess of 40 hours per each work
week. Full-time and part-time employees may be eligible for
paid jury duty leave to serve in Puerto Rico Courts. When
an employee receives a court-ordered summons, he/she
Managers must approve all overtime hours before an must notify his/her manager immediately (at least five days
Employee performs the job. While employees will be paid prior to the date scheduled for commencement of his/her
for all overtime hours worked, regardless of whether it was service as juror; a shorter notice will only be acceptable
previously approved, working overtime hours without prior upon showing of good cause on behalf of the employee
management approval will be considered a performance to justify the short notice) and give him/her a copy of
issue and may result in Corrective Action. the jury duty summons. This will help the manager make
the proper work and pay arrangements for an affected
employee.

MEAL PERIODS Employees who are required to serve jury duty in Puerto
Non-exempt employees may not work a period of more Rico courts will be paid their full base salary for a maximum
than five consecutive hours without taking a one hour, of 15 days. Employees may also have a right to additional
uninterrupted, duty-free meal period, Management daily compensation for jury service paid by the local
must schedule meal periods so that they begin after the government.
completion of the employee’s third, but before the start
of the sixth, consecutive hour of work (for example, an If the employee is required to serve as a juror for a period
employee who begins work at 9:00 a.m. must begin his or of time longer than 15 days, then the person will have the
her meal period between the hours of 12:00 a.m. and 1:59 option to take vacation leave or receive from the local
p.m.). government the daily compensation established by the
Puerto Rico Bureau.
The meal break consists of one hour, unless the employee
signs an agreement to reduce his or her first and second
meal period, in which case such meal break cannot be
less than 30 minutes. Non-exempt/hourly employees
who work over ten consecutive hours in a day may also

EssilorLuxottica Employee Guide 51

 Puerto Rico Addendum

TIME OFF TO TESTIFY AS A WITNESS be taken. A medical certificate must be presented to

return to work two weeks after the childbirth. In this case,
Employees who are summoned to serve as witnesses in the employee is considered to have waived the remaining
criminal proceedings or who are summoned by subpoena leave to which she otherwise would have been entitled.
by the Department of Justice of Puerto Rico in regards to When birth occurs before the end of the four weeks of
any case or investigation are entitled to a paid leave for prenatal leave, the postpartum leave of four weeks shall
those purposes. The summoned employee must notify his/ be extended by the number of weeks of prenatal leave not
her supervisor with reasonable anticipation and at least enjoyed. If birth is delayed beyond the original expected
two business days prior to the appearance when possible delivery date, and the delay causes the employee prenatal
and, upon completion of the service, furnish a certificate leave to extend beyond four weeks, the prenatal leave
from the District Attorney of the Clerk’s Office which and pay must be extended until birth occurs. With respect
specifies the time spent on the appearance. to therapeutic or spontaneous abortions, the employee
may receive up to the maximum eight weeks of paid
maternity leave, provided that the abortion produced
MILITARY LEAVE the same physiological effects that regularly occur as a
consequence of childbirth and that the employee furnishes
Employees who are called to active duty in the U.S.
a medical certificate issued by the doctor that treated her
Armed Forces, with the U.S. Corps of Engineers and the
during the abortion stating the same and the amount of
National Medical System for Disasters, will be eligible
recommended leave.
for payment of the difference in net salary between the
income they receive while on active duty and the income
If the employee suffers any postnatal complication that
received as an EssilorLuxottica employee. The “U.S.
prevents her from working after the four-week rest period
Armed Forces” include the Army, the Navy, the Air Force,
from the date of childbirth, she may extend her rest period
the Marine Corps, The Coast Guard, the Corps of the
for a term which shall not exceed 12 additional weeks
National Oceanic and Atmospheric Administration (NOAA
without pay, provided the employee furnishes a medical
Corps), and the United States Public Health Service (PHS)
certificate before the expiration of the rest period.
Corps. Employees who are in their probationary period
and employees working under a temporary employment
The Company also provides maternity leave to adopting
contract are not eligible for this pay supplement.
mothers of pre-school minors or minors having five years
of age or less who are not enrolled in school, as well as
In order to receive payment for the difference in net salary
mothers who adopt children six years of age or older.
between the income received while on active duty and
Under such circumstances, an adopting mother is entitled
the income received as an employee of the Company,
to the same maternity leave benefits as a mother who
employees must present a certification to Human
gives birth.
Resources, indicating their net income while on active duty,
as well as the time period during which they will be on
To enjoy this leave, the adopting mother must give the
active duty. During this time period, the employee will be
Company a 30 day prior notice of her intention to adopt
receiving payments at the same intervals as if he/she were
a child, apply for the leave, and inform her plans for
working for the Company.
returning to work. She must also submit evidence of the
adoption process.
Employees must notify the Company as soon as possible
after receiving orders so arrangements can be made to
The adoption leave starts the date the minor joins the
cover their job responsibilities in their absence. Employees
family nucleus. The adopting mother may choose to return
must also provide the Company a copy of their military
to work at any time, waiving her right for the unused part
orders. Employees on military leave are responsible for
of the leave.
keeping the Company advised of the need for continuing
the leave of absence.

MATERNITY AND ADOPTION LEAVE

The Company will provide paid leave for expectant
mothers four weeks before the expected date of childbirth
and four weeks afterward. Employees are entitled to
receive full pay during this leave based on their average
rate of pay during the preceding six (6) months. The
payment will be made at the beginning of the leave.

Maternity leave may begin as late as one week before

the child is to be born, if a certificate from a physician is
presented authorizing work up to that time. A total leave
of eight weeks may be taken at the employee’s option,
or she may return to work before taking the full eight
weeks, if her doctor so authorizes by means of a medical
certificate. However, after birth, two weeks of leave must

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 Puerto Rico Addendum

BREASTFEEDING employees’ request, vacation may include non- working

days with pay.
A woman who returns from her maternity leave has the
right to breast feed her baby for one hour of each full • Hourly employees should use vacation time in the
working day. This hour with pay may be divided into year earned. If their vacation balance approaches
two 30- minute breaks, or three 20-minute break. The 240 hours, they will be required to use some
Company will provide a safe, private and clean/hygienic vacation time to reduce their balance. Managers
space with an electric outlet and ventilation to breastfeed will be notified when hourly employees’ vacation
or extract breastmilk. balance reaches 220 hours so they can schedule
vacation time for the employee.
For purposes of this breastfeeding break, a full working
day is defined as one in which the employee works four • Accrued vacation time that is not used in one year
hours or more. The breast feeding entitlement is for a may be carried over into the following year.
maximum period of one year as of the date on which the • If an employee has more than 80 hours of vacation
employee has returned to work from her maternity leave. time accrued, he/she may sell back up to ten
The employee must furnish a medical certification during accrued and unused vacation days, provided the
the infant’s fourth and eight month of age certifying that employee retains at least 80 hours of vacation time.
the employee has been breastfeeding the infant in order
to get approval to the breastfeeding leave.

SICK TIME
SPECIAL LEAVE FOR EMPLOYEES WITH A With the exclusion of salaried employees covered by the
SERIOUS CATASTROPHIC ILLNESS Company’s Flexible PTO policy, employees in Puerto Rico
will accrue sick time according to the guidelines below:
Employees who suffer from a “catastrophic illness”, as
defined by the Health Insurance Administration of Puerto • Retail Employees:
Rico Special Coverage (see https://www.ssspsg.com/ o 1 day (8 hours) of sick time for each month in
PSGPortal/beneficios/cubierta-especial/ for covered which the employee works a minimum of 115
illnesses), may be eligible to receive six additional paid hours, for a total of 12 days (96 hours) per year.
days off per year. To qualify for this leave, employees must
o 0.5 days (4 hours) of sick time for each month in
have worked for the Company more than twelve months
which the employee works between 80 and 114
and an average of at least 130 hours per month during
hours.
this period. This leave is to be used after an employee
exhaust all accrued sick leave. This additional paid time o Sick time not used in one year will be carried over
cannot be transferred or rolled over to the following year into following years, up to a maximum balance of
and will not be paid out upon termination of employment. 15 days (120 hours).
The Company reserves the right to require the employee • Operations Employees:
to obtain a medical certificate from a health professional
offering medical treatment for the catastrophic illness o Approximately three-quarters of a day (6.6 hours)
in order to certify that he/she is diagnosed with a of sick time for each month in which the employee
catastrophic illness and continues to receive medical works a minimum of 120 hours.
treatment for the same. o If an employee has more than 10 days (80 hours)
of sick time accrued as of November 30 of each
year, the employee may be eligible for a payout
VACATION TIME for all hours in excess of 10 days (80 hours), at the
With the exclusion of salaried employees covered by the employee’s current pay rate.
Company’s Flexible PTO policy, employees in Puerto Rico
will accrue vacation time as follows: The accrued sick leave allows the employee to receive pay
for absences due to his or her own illness (see exceptions
• 1.25 days (10 hours) of vacation time for each month for caregiver leave listed below). Except in cases of acts of
in which the employee works a minimum of 115 force majeure, the employee must notify his/her manager
hours, for a total of 15 days (120 hours) per year, about his/her illness as soon as possible and not later
unless otherwise provided by local policy. than the same day of his/her absence to work. Absences
due to illness for more than two days require a medical
• 0.5 days (4 hours) of vacation time for each month certification. The use of the leave will be concurrent with
in which the employee works between 80 and 114 the use of the Family Medical Leave.
hours.

Vacation begins accruing immediately upon hire; however,

employees are not entitled to use vacation time until they
have been employed for one year. The accrued vacation
time may be used in a consecutive or intermittent manner,
provided the employee is given the option to use at least
five (5) consecutive vacation days during the year. At the

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 Puerto Rico Addendum

CAREGIVER LEAVE
A non-exempt employee may take up to a maximum
of five days of his or her accrued sick leave to care for
certain relatives or dependents of the employee who are
ill, provided, the employee will have a balance of at least
five days of accrued sick leave after taking such leave
(hereinafter referred to as “caregiver leave”).

A relative or dependent is defined as:

• A child, spouse, mother or father of the employee;
or
• A person under the custody or legal guardianship
of the employee that is a minor (aged under 21), of
advanced age (aged 60 or above), or disabled.

If the caregiver’s leave exceeds two working days, the

employee will need to provide a medical certificate and to
provide periodic reports on the length of the illness of the
relative or dependent.

Caregiver’s leave is in addition to, and runs concurrently

with, the provisions of the federal Family and Medical
Leave Act.

EssilorLuxottica Employee Guide 54

 Canada Addendum

CANADA ADDENDUM PERSONAL INFORMATION PROTECTION AND

ELECTRONIC DOCUMENTS ACT (PIPEDA)
Unless otherwise directed to a local policy, this Addendum EssilorLuxottica is committed to ensuring the privacy and
applies to all EssilorLuxottica employees employed in security of personal information. Generally,
Canada. This Addendum supplements and should be under applicable privacy laws (including but not limited
read in conjunction with the main content found in the to PIPEDA), covered organizations must obtain the
Employee Guide. To the extent a policy in the Employee individual’s consent when using or disclosing
Guide conflicts with a policy in this Addendum, Canada personal information. Otherwise, a separate written
employees should follow the policy in this Addendum. authorization is required for disclosure. Below is a
summary of certain key provisions of the Company’s
PIPEDA Policies and Procedures. The complete
90 DAY PROBATIONARY PERIOD PIPEDA Policies and Procedures can be found on the
Every employee’s employment begins with a 90 day Company Intranet.
probationary period. The first 90 days of employment
enables the manager to determine how well the employee EssilorLuxottica will advise individuals about
is learning and progressing; how the employee fits in EssilorLuxottica privacy practices relating to use and
with the Company’s core values; and whether or not the disclosure of their personal information by making our
employee has the ability to do the job. It also allows an Notice of Privacy Practices available and seek consent for
employee to decide if they will be satisfied with their job, such use and disclosure. For any other use or disclosure,
and if Luxottica is the type of Company they want to work the Company will seek and obtain a written authorization
for. from the individual.

During the 90-day probationary period, an employee’s To support our commitment to customer confidentiality,
employment may be terminated immediately EssilorLuxottica will ensure that any personal
upon notice to the employee, subject to applicable information used or disclosed for marketing purposes will
legislation. comply fully with PIPEDA and other applicable federal,
provincial, and/or local laws and regulations.
In Manitoba only, the probationary period will be limited to
the first 30 days of employment. EssilorLuxottica may use or disclose personal information:

• For EssilorLuxottica’s own service, treatment,

payment, or business operations
IMMIGRATION LAW COMPLIANCE
• For the service, treatment, payment or business
The Company is committed to full compliance with
operations activities of another health care provider
applicable federal and provincial immigration laws. All
in a related transaction.
employees must therefore be lawfully permitted to work
in Canada and should be prepared to furnish verification
thereof if/when asked to do so. Continued employment Personal information will not be used for any purpose
with the Company is conditional upon each employee other than customer service, treatment, payment,
maintaining his or her legal status to work in Canada. If an or business related operations without the written
employee’s immigration status changes during the course authorization of the individual, except as otherwise
of employment, the employee must notify his/her manager permitted by law.
immediately.
EssilorLuxottica will apply appropriate sanctions pursuant
to its regular counseling and Corrective Action process
PRIMARY LANGUAGES to employees who fail to comply with Company policies
and procedures relating to the confidentiality of personal
It is the Company’s policy for all employees to information.
communicate verbally with each other in English
or French during business hours (excluding meals periods), EssilorLuxottica maintains an open-door policy at all
as these are our two official languages. The Company levels of management to encourage employees to report
believes that this requirement promotes team spirit and problems and concerns. Consistent with its standard non-
good work relations for our employees. Other languages retaliation policy, the Company will not retaliate against
may be used to serve our customers more effectively. any employee for reporting concerns related to the privacy
The ability to communicate with customers in a foreign of personal information.
language is truly one of the positive aspects of our
diversity.

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 Canada Addendum

The Company generally collects personal information it was previously approved, working overtime hours
about our employees in order to hire, manage, without prior management approval will be considered a
and terminate the employment relationship. The performance issue and may result in Corrective Action.
Company will collect, use and disclose employee personal
information in accordance with the applicable provincial For hourly Essilor Canada employees, please refer to the
and federal privacy legislation. Employees can direct any Essilor Canada Overtime Policy for more information.
complaints or concerns and obtain additional information
about the Company’s privacy policies and procedures
including PIPEDA by contacting the Company’s Privacy
Officer at: MEAL PERIODS
Employees who work more than five hours will receive one
Privacy Officer 30-minute, unpaid meal period and employees who work
Luxottica Retail more than 10 hours will receive a second 30 minute unpaid
4000 Luxottica Place meal period (unless provincial law or Company policy
Mason, Ohio 45040 provides for a more generous meal period). Employees
Or via email: [email protected]. must log out at the beginning of his/her meal period
and log in when he/she returns. Meals must be eaten
Legal Department away from the customer service or work areas in areas
Re: Privacy Policy designated for breaks or off premises.
EssilorLuxottica Canada Inc.
371, Deslauriers
St-Laurent, QC H4N 1W2 ELIGIBILITY FOR REHIRE
Or via email: [email protected].
Employees who terminate employment voluntarily or
involuntarily may be ineligible for rehire
based on the reason(s) for termination. At the Company’s
EMPLOYMENT STATUS discretion, an employee may not be eligible for re-hire
The following Luxottica employment status categories are until at least 91 days have elapsed since the last date the
used in Canada to determine an employee’s eligibility for employee was employed by the Company. Questions
certain benefits, among other things: about rehire eligibility may be directed to Human
Resources.
• Full-Time: Regularly scheduled to work 35 or more
hours per week.
RETURN OF PROPERTY, FINAL PAY, AND
• Regular Part-Time: Regularly scheduled to work a
minimum of 25 to a maximum of 34 hours per week. POST-EMPLOYMENT BENEFITS
• Casual Part-Time: Regularly scheduled to work 24 On or before the associate’s last day of work, all Company
hours or less each week. owned or leased property in the employee’s possession
must be returned to the Company. This includes, but is
• Temporary/Seasonal: Hired for a short and not limited to: employee ID cards, keys, laptop computers
defined period of time (usually not to exceed 90 and accompanying equipment (i.e., power cords, mice, and
days in length), regardless of the number of hours docking stations), mobile devices, and any other Company
scheduled or worked. property.

For Essilor Canada employees, please refer to the Employees should consult their manager and/or HR
Essilor Canada employment status definitions for more Business Partner regarding final pay arrangement and the
information. termination of the employee’s benefits. All final pay will be
deposited to the Employee’s account unless the Employee
is advised otherwise. Employee’s record of employment
OVERTIME (R.O.E.) will be sent electronically through Service Canada.
Any accrued but unused vacation pay will be included in
Hourly Luxottica employees receive overtime pay at time the Employee’s final pay. Where applicable, deductions
and a half for all hours worked in excess of 40 hours in a from the final payment of wages will include statutory
week, and for all hours worked over 8 in a day. A regular government and employee authorized deductions, any
workweek consists of working a maximum of five days in a third-party garnishee demands on file, and the employee’s
week. Any hours worked in a statutory holiday are paid at portion of Company benefit plans.
the rate of time and one half. If overtime hours occur on
a statutory holiday, overtime rates do not apply since the Essilor employees will receive a letter which confirms final
hours are already paid at the time and one half rate. All pay, benefits, return of equipment, and other information.
hours worked on a statutory holiday count as regular time
toward the total hours for weekly overtime.

Managers must approve all overtime hours before an

Employee begins working them. While employees will be
paid for all overtime hours worked, regardless of whether

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 Canada Addendum

EMPLOYMENT VERIFICATION AND RESERVIST LEAVE

REFERENCES The Company recognizes that some of our employees may
The Company utilizes internal resources to provide choose, or be asked, to serve their country by joining the
current and former Canadian employees with the ability Canadian Reserve Force. Luxottica is prepared to grant
to provide proof of their employment (position held and reservist leave to our Reservists to participate with the
dates of employment) or income. Luxottica employees Canadian Forces for the purpose of attending courses or
should submit an HDA ticket via the HR Service Portal training, participating in reservist exercises or deploying in
on mypersonaldeskna.luxottica.com to obtain proof a domestic or overseas operation.
of employment or income. Current and former Essilor
employees should contact [email protected]. Employees who are absent from work due to service in
the uniformed services will be granted reservist leaves of
Any manager who receives a request for a reference, absence to the extent required by law.
including online requests via LinkedIn or any other social
or professional networking website, or any other request
for employment or income verification should direct the SICK LEAVE
individual to Human Resources. Under no circumstances
Sick leave provides unscheduled time off for ordinary
should managers provide positive or negative comments
short-term illnesses so employees will not have to use
about an employee’s past performance or reason for
vacation time or forfeit pay for this purpose. Sick leave can
leaving.
be taken in full or half day increments.

All full-time and regular part-time employees may be

LEAVES OF ABSENCE eligible for paid sick leave after completion of the first 90
The below Leaves of Absence policies apply to Luxottica days of employment. Before the completion of the first
Canada employees only. Essilor employees should 90 days, all time taken for sick leave will be unpaid, unless
follow Essilor Canada leave policies. otherwise required by provincial law.

A leave of absence is defined as an unpaid approved • Full-time employees may be eligible to receive
absence from work for the reasons specified in the policies a maximum of 40 hours of paid sick leave each
below or for other reasons provided for under applicable calendar year (January 1st - December 31st).
provincial law. See each of the policies below for a more • Regular part-time employees may be eligible for
complete definition of each type of leave of absence and a maximum of three days not to exceed 24 hours
the eligibility for each leave. of paid sick leave each calendar year. (January 1st
-December 31st).
Employees who, without reasonable explanation, do not
return to work upon their scheduled date of return, or • Casual part-time and Seasonal/Temporary
who have not received an approved extension of leave, employees do not receive paid sick leave, except
will be considered to have voluntarily resigned from their where provided for by provincial law.
employment. • All sick leave hours are paid at the employee’s
straight time rate.
In certain limited circumstances specified below, an
• Sick leave may not be carried over from one
employee may be entitled to paid leave. Employment
calendar year to the next.
Standards legislation may provide for additional types
of leave not included in the policies below or with
leaves more generous than the leaves described in the The Company reserves the right to request medical
policies below. The Company complies with all applicable certification when sick leave is taken.
leave laws and nothing in this section interferes with an
employee’s right to leaves of absence provided for by
applicable provincial law. MEDICAL LEAVE OF ABSENCE
Employees may have a need for a leave of absence
The Company has the right to require the employee to
that is related to their own medical condition. For any
provide documentation in support of a request for leave of
absence due to medical reasons that will last for more
absence, to the extent allowed by provincial law.
than five consecutive work days, employees must request
a medical leave of absence unless otherwise specified by
Employees may be entitled to leaves of absences that
applicable provincial law. This request must be made in
are not listed in this addendum. Luxottica employees
writing and given to the employee’s immediate supervisor.
with questions about the leaves in their specific province,
This request must be accompanied by a medical doctor’s
should contact The Luxottica Leave and Disability Service
statement that includes the following information:
Center at 1-866-431-8484. Essilor employees should
contact their HR Business Partner or [email protected].
• Explanation of the employee’s medical restrictions,
if any;
• Anticipated date of the employee’s return to work;
and

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 Canada Addendum

• Date of a scheduled medical follow-up appointment, • Grandparent, step-grandparent, grandchild or

if any. step-grandchild of the employee or the employee’s
spouse.
The Company reserves the right to request additional • Son-in-law or daughter-in-law of the employee.
medical information where necessary to accommodate the • Brother or sister of the employee.
employee or where such information is necessary for the
Company to determine whether to grant the medical leave • A relative of the employee who is dependent on the
requested. employee for care or assistance.

The decision regarding whether or not an employee An employee who wishes to take Personal Emergency
qualifies for medical leave is at the discretion of the Leave must notify his or her manager of his or her
Company but will be based on the medical information intention to do so prior to commencing the leave or, where
provided by the requesting employee. not practicable to do so, as soon as possible after the
commencement of the leave.
Employees may be eligible for province-sponsored or
Company-sponsored wage-replacement benefit programs.
Employees must use available sick time and may choose
to use accrued vacation time to cover absences due to
PERSONAL LEAVE
medical leave. Employees with questions about use of sick The Company may, at its sole discretion, grant an unpaid
or vacation time while on medical leave should contact personal leave to an employee who has completed 90 days
Leave Administration at 1-866-431-8484. of consecutive service in the following circumstances:

Employees who have medical conditions that render • The Employee has a personal emergency or extreme
them temporarily unable to work their full job duties may personal hardship; or
be eligible for temporary modified work. All requests
for temporary modified work should be made to the • The Employee is preparing to relocate to another
employee’s manager and must be supported by proper store with the Company.
documentation from the employee’s health care provider.
Employees have an obligation to participate in their own Personal leave of absence requests may be made by
accommodation and accept modified work offered by the contacting the Luxottica Leave and Disability Service
Company that is within the employee’s medical capabilities at 1-866-431-8484. Personal leaves of absence will not
as outlined by the employee’s health care provider. be granted until the requesting employee has used all
available vacation time. Furthermore, a personal leave
of absence will not be granted to attend school or to
extend another type of leave of absence. All requests are
PERSONAL EMERGENCY LEAVE
examined on a case-by-case basis.
Where required by law, employees may be eligible to
receive up to two days (16 hours) of paid leave in each Generally, an unpaid personal leave of absence may be
calendar year because of personal illness, injury or medical granted for a period of up to 30 days. Extensions will be
emergency or because of the death, illness, injury, medical approved only in exceptional circumstances in increments
emergency or other urgent matter related to a Family of 30 days, up to a maximum of 90 days.
Member. Additional days of unpaid leave may be available
in your province. If an employee fails to obtain an approved extension of
the personal leave of absence before the approved leave
When taking Personal Emergency Leave, an employee period has lapsed, the Company will assume that the
taking time off for reason of illness or injury may be employee has voluntarily terminated his/her employment
asked, but not required, to provide a medical certificate if the employee does not return to work within two
from a physician confirming the employee was required days following the end of an approved leave, without
to be off of work due to illness or injury. Where Paid reasonable explanation.
Emergency Leave is taken for another reason, an employee
may be required to provide evidence reasonable in the Bereavement Leave
circumstances to verify the need for the Paid Emergency
Full-time and part-time employees who have completed 90
Leave.
days of service qualify for time off with pay, in the event
of the death of a relative. Eligible employees are entitled
For the purposes of Personal Emergency Leave, “Family
to be paid for missed scheduled days of work as the result
Member” means:
of a death of a relative. Full-time employees receive
eight hours of pay for each day off. Part-time employees
• The employee’s spouse (including a domestic receive four hours of pay for each day off. The Company
partner or same-sex spouse). reserves the right to require documentation of the need
• Parent, step-parent or foster parent of the for bereavement leave.
employee or the employee’s spouse.
• Child, step-child or foster child of the employee or
the employee’s spouse.

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 Canada Addendum

Employees may receive bereavement leave as follows: Time Off to Vote

Employees must make best efforts to vote in municipal,
• For the death of an immediate family member, provincial and federal elections (collectively “political
including spouse, children, parents, grandparents, elections”) at times that do not interfere with their
grandchildren, and siblings, you may receive up to attendance at regularly scheduled hours of work. If
three consecutive days of time off with pay. despite reasonable efforts to do so, an employee is
• For the death of a non-immediate family member unable to vote in a political election during his/ her non-
(e.g., aunt, uncle, cousin, niece, nephew), you may working hours due to scheduling by the Company, the
receive up to 1 day off with pay. Company will allow time off work and pay the employee
in compliance with all applicable provincial and local laws
pertaining to elections.
Relationships may be established through marriage or
common law (e.g., in-laws, step relationships). Employees must request time off to vote from their
Bereavement hours are paid at straight time at either manager at least two working days prior to the day of the
1/2 days of four hours or full days at eight hours unless election. Employees must demonstrate why they cannot
otherwise required by local policy. vote during non-working hours. If time off is granted, the
Company shall determine in its sole discretion the hour(s)
Jury Duty Leave designated as time off to vote.
Full-time and regular part-time employees may be eligible
for a leave of absence with pay to serve on a jury.
EMPLOYEE BENEFITS
For each day absent from regularly scheduled working
hours, full-time and regular part-time employees will This section provides an overview of the Company’s
receive the difference between regular pay lost and the comprehensive and competitive benefit offerings. For
amount of jury fee received. Regular pay is based on the details on benefit options and eligibility requirements,
employee’s average straight time earnings in the three refer to specific benefit materials and the current Benefit
months preceding the commencement of the jury duty Booklet. If there is any conflict between the statements in
leave. All jury duty hours are paid at straight time. this Employee Guide and the Benefit Booklet, the Benefit
Booklet shall govern in all cases.
To qualify for this leave of absence the employee must
provide the Company with a certificate of service signed The Company reserves the right to modify or terminate
by the Clerk of the Court showing the amount of any fee any benefit plan or policy at any time in its sole discretion.
received.
Vacation Leave and Pay
Employees must work regularly scheduled hours that For Essilor Canada employees, please refer to the
remain practical where jury duty is cancelled or Essilor Canada Vacation Policy for more information.
where, on a given day, jury duty commences after the
employee’s regularly scheduled start time or The following Luxottica vacation leave policy will apply
concludes prior to the end of the employee’s regularly unless it conflicts with applicable provincial employment
scheduled shift. The failure to report to work in these standards legislation in which case the provincial
circumstances may result in the employee forfeiting the employment standards legislation will apply.
right to paid jury duty leave.
All employees are eligible to use vacation leave upon the
Casual part-time and Seasonal/Temporary employees are completion of one year of service, using the first day of
not eligible for jury duty leave with pay. However, will employment as the anniversary date.
be provided with an unpaid leave of absence from work
in order to serve on a jury where required by applicable Employees must request approval to use vacation as
employment standards legislation. far in advance as possible. Vacation will be approved in
consideration of business operations. Failure to notify
Time Off To Testify as a Witness management when missing work without reasonable
Full-time and part-time employees may be granted unpaid cause constitutes an unexcused absence and may result
time off as needed to testify as a witness in proceedings in Corrective Action even if an employee has vacation
related to crimes committed against the employee. available and whether or not the vacation is used to cover
Employees must notify their manager as soon as possible the absence.
of the need for time off to attend a court proceeding. If an
employee needs additional time off as a result of a crime Employees must take their vacation within the number of
committed against him/her the employee should contact months of it being earned specified by provincial law. This
his/her Manager. is required for each year thereafter. As such, managers
in these provinces are required to ensure employees are
scheduled for vacation in this manner. These time periods
are as follows:

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 Canada Addendum

Time within which vacation entitlement must be used from time earned

Province Months

Alberta, British Columbia, Quebec, Saskatchewan 12 months

Manitoba, Newfoundland/Labrador, Nova Scotia,

10 months
Ontario
New Brunswick, Prince
10 months
Edward Island

Full-Time and Regular Part-Time Employees

• No vacation may be taken until the first anniversary of completed service has occurred.
• An employee is entitled to vacation leave after one year of completed service, using the first day of employment
(or rehire date) as the anniversary date. (For example, if an employee’s first day of employment is April 1, 2014, the
employee will be entitled to vacation one year later, April 1, 2015, and each year thereafter).
• Calculation of vacation pay is based on previous year’s earnings. (Refer to the following sections for specifics)
• Employees are entitled to:
o A percentage of the previous year’s earnings as vacation pay.
o A specified length of time away as vacation leave.

The following chart outlines the provisions:

Vacation Time Allowed in Vacation Pay as a percentage of

Completed Years of Service
Current year the previous year’s earnings

First year 0 weeks Accruing only

1–2 2 Weeks/80 Hours 4%

3–9 3 Weeks/120 Hours 6%

10 – 14 4 Weeks/160 Hours 8%

15+ 5 Weeks/200 Hours 10%

PLEASE NOTE: Saskatchewan employees accrue vacation @ 6% during the first two years of employment and three weeks of
vacation leave after the first and second years of completed service. After the second year, Saskatchewan employees accrue
vacation in accordance with the above chart.

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 Canada Addendum

VACATION PAY CALCULATIONS Unless otherwise required by applicable legislation, an

employee does not earn vacation pay during an unpaid
Vacation pay accrues as a percentage of earnings during leave of absence from work.
an employee’s previous year of employment. Each
paycheck, an employee earns a percentage of his/her An employee’s entitlement to vacation time is unaffected
wages as vacation pay. (For example, an employee might by an unpaid leave of absence. However, since no
earn $1,000 in wages for a bi-weekly pay period. If he/she vacation pay is earned during an unpaid leave of absence,
has worked for the Company less than two years, he/she an employee will either not receive vacation pay for
will earn 4% of the wages as vacation pay to be used for vacation time taken in the anniversary year following the
the following years’ time off. In this example, $40 is added anniversary year in which the unpaid leave was taken
to his/her accumulated vacation pay). (i.e., if the employee had no earnings in the previous
anniversary year) or their vacation pay will be reduced
Each paycheck, vacation pay is calculated as a percentage in accordance with their reduced earnings the previous
of the sum total of the following earnings: anniversary year.
• Wages
• Bonuses CARRY OVER
• Incentives Employees are required to use all vacation leave time in
• Commissions the entitled anniversary year. Except for the minimum
vacation time entitlement provided by applicable
• Statutory Holiday Pay employment standards legislation, all vacation time that is
• Overtime pay not used in the entitled anniversary year will be forfeited.
However, employees who forfeit their vacation time will
• Vacation pay receive any accrued unused vacation pay.
(Alberta, British Columbia, Newfoundland/Labrador,
Quebec & Saskatchewan only)
VACATION RULES APPLIED AT ANNIVERSARY
Vacation pay is not calculated on the following earnings: DATE OF EMPLOYMENT

• Vacation pay (except as noted above) • On employee’s anniversary, his/her status as a

fulltime or regular part-time will determine whether
• Disability benefits the employee receives paid vacation time or a pay
• Sick Pay out of all accrued vacation pay.
• If employee transfers from full-time or regular part-
time to casual part-time or seasonal, employee will
receive a pay out of unused vacation pay on their
PAYMENT OF VACATION PAY next paycheck. Any future time off will be unpaid,
At the end of each anniversary year, full-time and regular although accrued vacation pay will be paid each pay
part-time employees earn a vacation pay amount that is period as it is earned.
the sum of all accumulated accrued vacation pay from • If employee transfers from casual part-time to
the last anniversary year. The vacation pay per day an full-time or regular part-time, employee will not
employee will receive is determined by dividing the total receive paid time off until the next anniversary since
vacation pay amount by the number of hours that the employee would have received a pay each pay
employee is entitled to in the current year. Vacation pay is period as it is earned.
paid in minimum increments of one day (eight hours).

Example:
An employee who accumulates $1,200 of vacation pay VACATION PAY UPON TERMINATION
and is entitled to two weeks (80 hours) vacation leave will
receive $15/ hour or $120 for each 8-hour day of vacation All accrued vacation pay for the current year plus the value
he/she takes ($1,200 / 80 hours = $15/hour x 8 hours = of any unused vacation time (paid at the daily vacation rate
$120/ day). of pay) is paid out upon termination. This also applies to
employees who leave the Company during the first year of
employment.
CASUAL PART TIME EMPLOYEES
Casual part-time and seasonal employees will not accrue HOLIDAYS
vacation pay; however, they will receive their applicable
percent of vacation pay based on tenure, which will be All eligible employees will be entitled to the paid statutory/
paid out each pay period. public holidays recognized by the province in which they
are employed. A schedule of dates outlining the statutory/
public holidays in any given year will be posted at the store
and is available on the Company Intranet.

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 Canada Addendum

HEALTH & WELFARE BENEFITS PROVINCIAL HEALTH INSURANCE

This section provides an overview of the Company’s Where applicable, after you have completed 90 days of
comprehensive and competitive benefit offerings. For service Luxottica will pay 75% of the cost of your provincial
details on benefit options and eligibility requirements, health insurance premiums if you are regular part-time or
refer to specific benefit materials and the current Benefit full-time. Prior to 90 days of employment, employees will
Booklet. If there is any conflict between the statements in need to cover 100% of the cost of their provincial health
this Employee Guide and the Benefit Booklet, the Benefit insurance, including any arrears for the period prior to
Booklet shall govern in all cases. employment by Luxottica.

Moreover, eligibility to participate and entitlement under

any benefit plans or any issue concerning SHORT-TERM DISABILITY
benefits is subject to the specific provisions of the
insurance plans, policies or contracts. Any dispute Salaried employees are eligible to participate in the
over eligibility or payment of benefits under any such Company’s Short-Term Disability (STD) benefits program.
plans, policies or contracts must be adjusted
between the employee and the insurer concerned. The Employees not eligible to participate in the Company’s
Company reserves the right to modify or terminate any Short-Term Disability (“STD”) benefits program should
benefit plan or policy at any time in its sole discretion. apply for benefits through Employment Insurance.

Employees are eligible to apply for STD benefits after

being absent from work for eight days due
MEDICAL, DENTAL AND DISABILITY to illness or on the first day an employee is absent from
INSURANCE BENEFITS work due to accident or hospitalization. The
For Essilor Canada employees, please refer to your disability or illness must not be work-related. Income
benefit guide, or HR Business Partner for Essilor Canada replacement for work-related injuries or illnesses must
benefits information. be sought through the applicable provincial workers
compensation regime.
Full-time and regular part-time Luxottica employees may
be eligible to participate in medical, dental and disability Coverage begins on the eighth day of consecutive
insurance group benefit plans offered by the Company medical disability (first day of disability for accident/
after completing 90 days of employment. hospitalization). The first seven days (40 hours) of illness
must be covered using available sick days or can be unpaid
Casual part-time and temporary employees are not eligible if the employee has no available sick days. The employee’s
to participate in these group benefits. manager needs to be aware of any sick time or vacation
time used.

Short term disability paperwork will be sent from the

MEDICAL AND DENTAL
Company to the employee.
Medical and dental coverage is mandatory. If Full-Time and
regular Part-Time employees are single and Employee is required to pay for the portion of group
do not have coverage with a parent or common-law benefit premiums and provincial medical premiums (where
spouse, they may NOT opt out of coverage if they are applicable) by monthly cheque while on a medical/sick
eligible. Married or common-law employees may opt out leave of absence.
of the medical and dental coverage if they have coverage
under their spouse’s carrier. The employee would need
to provide a letter from their spouse’s insurer confirming LONG-TERM DISABILITY
coverage.
Should an illness or disability continue past 17 weeks, the
NOTE: Any employee who does not sign up for dependent employee may qualify for long term disability if:
coverage immediately upon hire and
wishes to add coverage for a spouse at a later date may • Appropriate medical documentation is provided to
apply to do so, however, a six month waiting period the Company.
from the date the Company is notified of the spousal • Employee is a qualified member of the benefit plan.
relationship will apply.
• The benefit carrier approves the claim.
A detailed Benefits Booklet that discusses the various
plans is available for review by employees.

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 Canada Addendum

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The Company offers access to an Employee Assistance
Program (EAP) as part of our commitment to provide
comprehensive, quality benefits. This benefit is available to
all employees, regardless of status, at no cost. Immediate
family members including an employee’s spouse and
eligible dependents also have access to these services.

EAP is a confidential support and referral service with

resources to help employees maximize productivity while
balancing life’s realities and challenges, such as childcare
and parenting, aging parents, financial and legal concerns,
work, career, emotional well-being, addiction and recovery
and more.

Use of the EAP is voluntary and completely confidential.

You can access this service by calling our
EAP provider – Anthem EAP at 1-877-847-4525 or by using
their website at www.anthem.com/eap/global.

RETIREMENT PROGRAM
Luxottica has a retirement program to help provide
employees with income during their retirement years.
Employees are eligible to make contributions at any
time and may be eligible for company contributions
after completion of one (1) year of service for full-time
employees and two (2) years of service for part-time
employees. Retirement program details will be mailed to
the employee from the plan administrator.

Should there be a question of interpretation about the

material in the package, the language of the
official plan document will prevail. For additional
information regarding the retirement program please refer
to the benefits summary.

REGISTERED RETIREMENT
SAVINGS PLAN (R.R.S.P.)
The R.R.S.P. is available to all employees upon hire. To
learn about the plan, go to www.manulife.ca/luxottica. You
also call Penmore Benefits at 1-866-229-2212 ext. 236, or
email [email protected]. You may also contact
Manulife at 1-844-285-0898.

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 ESSILORLUXOTTICA EMPLOYEE AGREEMENTS

IMPORTANT NOTE TO EMPLOYEES: GOVERNING LAW

This section contains the following agreements: These Employee Agreements are made and entered
into under the laws of the state, territory or province as
outlined below:
• Confidential Information and Non- Solicitation
Agreement
• Employees in the United States: These Employee
• Inventions Agreement
Agreements are made and entered into under the
• Release for Use of Likeness, Voice and Name laws of the State of Ohio.
Agreement
• Employees in Puerto Rico: These Employee
• Dispute Resolution Agreement (United States Only- Agreements are made and entered into under the
Does not apply to Puerto Rico and Canada) laws of Puerto Rico.
• Electronic Protected Health Information (ePHI) • Employees in Canada: These Employee
Agreement (United States and Puerto Rico Only - Agreements are made and entered into under
Does not apply to Canada) the laws of the Canadian province in which the
employee works.
These agreements (each of which is referred to herein as
an “Agreement”), unless otherwise specified, apply to These Agreements shall, in all respects, be interpreted,
all employees of integrated EssilorLuxottica companies enforced and governed under the laws of the state,
and affiliates in the United States, the Commonwealth of territory or province as defined above, without giving
Puerto Rico, the Caribbean and Canada, as well as any effect to conflicts of laws principles.
other employer that becomes a part of the integrated
EssilorLuxottica group of companies (collectively,
“the Company,” “we,” “our” or “us”). An Employee ESSILORLUXOTTICA EMPLOYEE GUIDE AC-
Acknowledgment and Agreement form is provided at the
end of this section. You should read these agreements KNOWLEDGEMENT AND AGREEMENT
carefully before signing the Acknowledgment and After reading the following agreements, all employees are
Agreement. Your employment with the Company, whether required to complete a “EssilorLuxottica Employee Guide
new or continuing, is in consideration of and is conditioned Acknowledgment and Agreement” that is applicable to
upon your acceptance of the terms of these agreements. their geographic location within three days of their hire
Your refusal to sign the Acknowledgment and Agreement date, as a condition of employment. The Company’s
will result in the withdrawal of our offer of employment preferred method of completion is electronically; however,
to you if you are an applicant and the termination of a paper completion option is available upon request
your employment if you are a current employee. Nothing by contacting your manager or Human Resources. For
in these agreements changes the at-will nature of purposes of these Agreements, Human Resources includes
employment for United States employees. Violation of your local Human Resources Representative, Human
any portion of the Agreements will subject the employee Resources Business Partner and Employee Relations. For
to corrective action, up to and including termination any questions regarding these Agreements, please contact
of employment (collectively referred to as “Corrective Employee Relations by selecting the HR Solutions icon on
Action” for remainder of these Agreements). mypersonaldeskna.luxottica.com. All other questions can
be directed to the Luxottica Human Resources Service
Center at 1-866- 431-8484.
SEVERABILITY
The applicable “EssilorLuxottica Employee Guide
If any provision (or any portion of any provision) of the Acknowledgment and Agreement” is located on the last
Employee Agreements is held by a court to be illegal, few pages of this Guide. Employees who complete a paper
invalid, or unenforceable in any respect, the Company version of this page, rather than electronic, should return
and the employee agree that such provision (or portion the completed applicable Acknowledgment page to their
of such provision) shall be deemed to be modified only manager or Human Resources for further processing.
as necessary to permit its enforcement to the maximum
extent permitted by applicable law (except that the
Company does not agree under any circumstances to a
modification of the Employee Agreements to permit a
class action, representative action, or collective action to
be adjudicated in an arbitration forum, where applicable).
In this event, the remainder of this Agreement shall not be
affected thereby.

EssilorLuxottica Employee Guide 64

 CONFIDENTIAL INFORMATION AND
NON-SOLICITATION AGREEMENT

In consideration of and as a condition of your new and during your employment with the Company, you shall
continuing employment, you agree as follows: comply with all of the Company’s policies, procedures,
regulations or directives relating to the protection
1. CONFIDENTIAL INFORMATION and confidentiality of Confidential Information. Upon
termination of your employment with the Company,
a) You understand that, during your employment with
the Company, you will acquire and be exposed a. you shall not use Confidential Information, or
to Confidential Information of the Company. disclose Confidential Information to anyone, for
“Confidential Information” includes all ideas, any purpose, unless expressly requested and
information and materials, tangible or intangible, authorized to do so in writing by an authorized
not generally known to the public, relating in representative of the Company
any manner to the business of the Company, its
b. you shall not retain or take with you any
products and services (including all trade secrets),
Confidential Information in a Tangible Form
its officers, directors, and contractors, its clients,
(defined below) (nor shall you retain any copies of
vendors and suppliers, and all others with whom it
Confidential Information), and
does business, its trade secrets, its pricing, margins,
and other financial information, that you learn or c. you shall immediately deliver to the Company
acquire during your employment with the Company. all Confidential Information in a Tangible Form
Confidential Information includes, but is not limited (or otherwise) that you may then or thereafter
to, manuals, documents, computer programs and hold or control, as well as all other property,
software used by the Company, all formulas or equipment, documents or things that you were
processes, users manuals, compilations of technical, issued or otherwise received or obtained during
financial, legal or other data, customer and client your employment with the Company. Without
or prospective customer and client lists, names of limiting the foregoing, to the extent you included
suppliers or vendors, client, supplier or vendor contact Confidential Information in your cellular or
information, customer and client contact information, personal telephones, smartphones, tablets,
customer health information, business referral personal computers or other electronic devices,
sources, specifications, designs, devices, inventions, including personal electronic mail accounts (such
processes, business or marketing plans or strategies, as investor, customer or vendor names and contact
pricing information, information regarding the identity information), immediately upon termination of
of the Company’s designs, mock-ups, prototypes, your employment, you shall delete and shall not
source code, passwords, and works in progress, retain the Company’s Confidential Information in
all other research and development information, any or all of your cellular or personal telephones,
forecasts, financial information, and all other technical smartphones, tablets, personal computers or other
or business information including all trade secrets. electronic devices, including personal electronic
Confidential Information does not include publicly mail accounts. “Tangible Form” includes ideas,
available information or information that is generally information or materials in written or graphic form,
known and used within the industry or industries on a computer disc or other medium, or otherwise
in which the Company engages in business. This stored in or available through electronic, magnetic,
provision does not prohibit disclosing or discussing videotape or other form.
information about the Company’s wages, hours or
other working conditions that is generally known
within the Company, but employees who have access 2. NON-SOLICITATION OF CUSTOMERS/CLIENTS
to the Company’s confidential records are prohibited
from disclosing information contained in those
Following the termination of your employment with
records. You are expected to contact your supervisor
the Company for any reason, you shall not, directly or
if a question arises as to what is included.
indirectly, use or disclose any Confidential Information,
including any trade secrets, in order to solicit, induce,
b) You agree to hold in trust and confidence all or attempt to solicit or induce, any person or entity
Confidential Information during and after the period then known to be a customer or client of the Company
of your employment with the Company. You shall (a “Restricted Customer/ Client”), to terminate his,
not disclose any Confidential Information to anyone her or its relationship with the Company or otherwise
outside the Company without the written approval of divert their business for any purpose or no purpose.
an authorized representative of the Company or use This Section 2 seeks to protect the Company’s trade
any Confidential Information for any purpose other secrets and/or to prohibit you from disclosing or using
than for the benefit of the Company as required by Confidential Information; accordingly, if, during your
your authorized duties for the Company. At all times employment, you never learned nor were exposed to
Confidential Information regarding the identification

EssilorLuxottica Employee Guide 65

 of such customers/ clients or customer/client contact party, including, but not limited to, a former employer
information, pricing information, business development or present or former customer or client. You shall not
information, trade secrets, sales and marketing plan bring or disclose any such ideas, information or materials
information, financial information or other Confidential to the Company, use any such ideas, information or
Information, you shall not be restrained from such materials in connection with your employment, or induce
solicitation or attempted solicitation but you shall not the Company to use such ideas, information or materials
use Confidential Information during or in connection of others. You shall comply with all national, state,
with any such solicitation, nor shall you interfere with federal, provincial, local and other laws, regulations and
the Company’s contractual or prospective economic ordinances.
relationships with any customer or client through
unlawful means. Nothing in this agreement prohibits you from
reporting an event that you reasonably and in good
faith believe is a violation of law to the relevant
3. NON-SOLICITATION OF PERSONNEL law-enforcement agency, or from cooperating in an
investigation conducted by such a government agency.
During your employment with the Company and for For employees in the United States, this may include
one year thereafter, you shall not, directly or indirectly, disclosure of trade secret or confidential information
solicit, induce, recruit or attempt to solicit, induce or within the limitations permitted by the Defend Trade
recruit, any person known to you to be an employee Secrets Act (DTSA). You are notified that under the
of the Company or any of its affiliates or who left the DTSA, no individual will be held criminally or civilly liable
employ of the Company and/or any of its affiliates less under Federal or State trade secret law for disclosure
than six months prior (each such person, a “Company of a trade secret (as defined in the Economic Espionage
Person”), to terminate his or her employment or other Act) that is: (i) made in confidence to a Federal, State,
relationship with the Company, for any reason and/ or to or local government official, either directly or indirectly,
perform work for a competitor. Nor shall you during the or to an attorney, and made solely for the purpose of
same period disclose any Confidential Information about reporting or investigating a suspected violation of law;
other employees to any other person, for purposes of or, (ii) made in a complaint or other document filed in a
solicitation or otherwise. The foregoing shall not be lawsuit or other proceeding, if such filing is made under
violated by general advertising not targeted at Company seal so that it is not made public. And, an individual
employees. who pursues a lawsuit for retaliation by an employer for
reporting a suspected violation of the law may disclose
the trade secret to the attorney of the individual and use
4. RETURN OF DOCUMENTS AND MATERIALS the trade secret information in the court proceeding, if
the individual files any document containing the trade
secret under seal, and does not disclose the trade
Immediately upon the termination of your employment secret, except as permitted by court order.
or at any time prior thereto if requested by the
Company, you shall repay all cash advances and return
all keys, tools, security and credit cards, cell phones, 6. PROVISIONAL JUDICIAL RELIEF
laptops, records, documents, equipment, proposals,
notes, lists, files, and any and all other materials,
including but not limited to Confidential Information, You acknowledge, agree and understand that,
that refers, relates or otherwise pertains to the without prejudice to any and all remedies available to
Company and its business, including its products and EssilorLuxottica, an injunction is an effective remedy for
services, personnel, customers or clients (actual or any breach of your covenants under these provisions
potential), investors (actual or potential), and/or vendors and that EssilorLuxottica would suffer irreparable harm
and suppliers (actual or potential), or any of them, and and injury in the event of any such breach. Accordingly,
any and all business dealings with said persons and you hereby agree that EssilorLuxottica may apply for
entities (the “Returned Property and Equipment”) to and be granted injunctive relief, including a preliminary
the Company at its offices in Mason, Ohio or such other injunction or temporary restraining order, or an interim
location as approved in writing by your manager or or interlocutory injunction, in any court of competent
supervisor. You are not authorized to retain any copies jurisdiction, to enforce any of the provisions upon the
or duplicates of the Returned Property and Equipment breach or threatened breach thereof. In the United
or any Confidential Information that you obtained States, this would include a preliminary injunction or a
or received as a result of your employment or other temporary restraining order, in aid of, or to preserve,
relationships with the Company. an arbitrator’s jurisdiction to address the parties’
dispute under the Dispute Resolution Agreement. You
further agree that EssilorLuxottica may apply for and is
5. CONFIDENTIAL INFORMATION OF OTHERS/ entitled to said injunctive relief without having to prove
COMPLIANCE WITH LAWS damages, and is entitled to recover from you all costs
and expenses, including legal costs, unless otherwise
prohibited by applicable law.
You shall not breach any lawful, enforceable agreement
to keep in confidence, or to refrain from using, the
nonpublic ideas, information or materials of a third

EssilorLuxottica Employee Guide 66

7. SEVERABILITY/BLUE-PENCIL 9. NOTIFICATION TO NEW EMPLOYER

For employees in the United States, you acknowledge You understand that the various terms and conditions
and agree that: of this Agreement shall survive and continue after your
(a) the covenants and agreements contained herein employment with the Company terminates. Accordingly,
are reasonable and valid in geographic, temporal you hereby expressly agree that the Company may
and subject matter scope and in all other respects, inform your new employer regarding your duties and
and do not impose limitations greater than are obligations under this Agreement.
necessary to protect the goodwill, Confidential
Information, and other business interests of the
Company;
(b) if any arbitrator (or a court when the Company
seeks a provisional remedy in aid of arbitration)
subsequently determines that any of such
covenants or agreements, or any part thereof, is
invalid or unenforceable, the remainder of such
covenants and agreements shall not thereby be
affected and shall be given full effect without
regard to the invalid portions;
(c) if any arbitrator (or a court when the Company
seeks a provisional remedy in aid of arbitration)
determines that any of the covenants and
agreements, or any part thereof, is invalid or
unenforceable because of the duration or scope
of such provision, such arbitrator (or a court when
the Company seeks a provisional remedy in aid
of arbitration) shall have the power to reduce the
duration or scope of such provision, as the case
may be, and, in its reduced form, such provision
shall then be enforceable to the maximum extent
permitted by applicable law;
(d) you must honor this Agreement even if you have a
claim against the Company; and
(e) keeping these promises will not cause you undue
hardship.

For employees in Canada, In the event that any

provision or part of a provision of this agreement
shall be deemed void, invalid, illegal or unenforceable
by a court of competent jurisdiction, the remaining
provisions or parts of the provisions shall remain valid
and enforceable.

8. GOVERNING LAW

This Agreement shall be construed, interpreted, and

governed in accordance with either
(a) the laws of the State, territory or the province
where you are employed, or
(b) in the event of a breach of any of the covenants
contained in Sections one through five, the law of
the state, territory or province where such breach
actually occurs, depending on whichever choice of
law shall ensure to the maximum extent that the
covenants shall be enforced in accordance with the
intent of the Parties as reflected in this Agreement.

EssilorLuxottica Employee Guide 67

 INVENTIONS AGREEMENT

You acknowledge and agree that all ideas, methods, its designee), applications for patents and equivalent
inventions, discoveries, improvements, work products, rights, the right to modify and create derivative works,
developments, statements, opinions, photographs, video, the right to invoke the benefit of any priority under any
film footage, data, documentation, processes or works international convention, and all rights to register and
of authorship (“Inventions”) that result from, relate to or renew same. You will, at any time during and subsequent
are suggested by your work with the Company, made or to your employment, make such applications, sign such
conceived by you, solely or jointly with others, during your papers, take all rightful oaths, and perform all acts as may
employment, whether or not on Company property or be requested from time to time by the Company with
utilizing Company equipment shall belong exclusively to respect to the Inventions.
the Company.
All copyrightable aspects of the Inventions are to be
All Inventions constitutes trade secrets of the Company considered “works made for hire” within the meaning
and shall be the sole property of the Company or any of any applicable copyright laws, and the Company is
other entity designated by the Company. You hereby to be the “author” within the meaning of such law for
irrevocably convey, transfer and assign to the Company all purposes. All such copyrightable works, as well as
all your right, title and interest in and to, and all claims all copies of such works in whatever medium fixed or
for past and future infringement of, the Inventions as of embodied, including those now known or hereinafter
their creation, throughout the universe and all patents, devised, shall be owned exclusively by the Company as
copyrights, trademarks, trade secrets, mask works, and of its creation throughout the universe and in perpetuity,
any and all other proprietary rights therein, that may and you disclaim any and all interest in any of such
issue thereon in any and all countries, whether during or copyrightable works and waive any right of droit morale or
subsequent to your employment, together with the right similar rights.
to file, in your name or in the name of the Company (or

RELEASE FOR USE OF LIKENESS, VOICE

AND NAME AGREEMENT
I hereby grant and give to the Company, its parents, for advertising, publicity, promotional and charitable
subsidiaries, affiliates, agents, and assigns the absolute purposes, throughout the world without restriction as to
and irrevocable right, license and privilege to, and to manner or frequency, both during my employment and
permit others to, use, publish, display, transmit, exhibit thereafter. I acknowledge and agree that the Company
and reproduce, my name, statements, photograph, shall have the entire, exclusive right, title, and interest in
video, voice or other likeness, in whole or in part, on and to any materials produced with my name, statements,
film, videotape or any media now or hereafter known photograph, video, voice or other likeness and other
or devised, with or without my name, both singly and in reproductions thereof and all copyright therein, and that
conjunction with other persons, for any and all purposes, I will not receive any kind of payment, remuneration,
including but not limited to, private or public presentations compensation or consideration of any kind.

EssilorLuxottica Employee Guide 68

 DISPUTE RESOLUTION AGREEMENT

The Dispute Resolution Agreement (sometimes referred In addition, employees may be requested to maintain
to as “Agreement”) provided to you by the Company confidentiality where critically necessary to protect a
is applicable to all employees in the United States and witness, avoid tampering/destruction of evidence, or to
is intended to provide a timely and fair procedure for prevent a cover-up.
employees to resolve certain legal disputes. The Dispute
Resolution Agreement is a contract and covers important Employees can use the Open Door Policy without fear of
issues relating to your rights. As stated in the Agreement, retaliation. Any person who attempts to deter or deters
a copy of which is below, it is your sole responsibility to an employee’s attempt to escalate a concern, or who
read it and understand it. You are free to seek assistance retaliates against an employee in any way for using the
from independent advisors of your choice outside the Open Door Policy, will be subject to Corrective Action.
Company or to refrain from doing so if that is your choice.
Employees are not required to use the Open Door
The Company’s Dispute Resolution Process has two Policy prior to initiating arbitration, but employees are
steps: encouraged to do so.

1. Open door Policy

2. Arbitration DISPUTE RESOLUTION AGREEMENT
STEP #2: ARBITRATION
Both steps are described in more detail below.
If a dispute is not resolved through the Open Door
Process, the next step is Arbitration depending on the
type of dispute at issue. By agreeing to resolve certain
DISPUTE RESOLUTION AGREEMENT STEP #1: disputes between you and EssilorLuxottica exclusively
THE OPEN DOOR POLICY through binding arbitration, you and EssilorLuxottica
The Company encourages employees to feel comfortable agree through the Dispute Resolution Agreement that you
expressing job-related concerns and is committed to and EssilorLuxottica are submitting your disputes to an
listening and responding to such concerns. The Open Door arbitrator and are waiving your/its rights to a trial in court
Policy provides an Open Door Process for an employee to with a judge or jury. Arbitration is binding, which means
bring a concern to management’s attention without fear the arbitrator’s decision is final. To the extent permitted
of retaliation. In many cases, the employee’s immediate by law, the arbitrator’s decision may be challenged in
manager is the person best qualified to address a concern limited circumstances. Please refer to the full Dispute
or answer a question. Managers to whom a concern is Resolution Agreement below for more detail.
reported through the Open Door Policy are expected
to respond, as well as report the complaint to Human
Resources. DISPUTE RESOLUTION AGREEMENT
This Dispute Resolution Agreement is a contract and
Where an employee is not comfortable reporting a covers important issues relating to Your rights. It is Your
concern to his/her manager, for example because the sole responsibility to read it and understand it. You
concern involves the employee’s manager, the employee are free to seek assistance from independent advisors
may report his/her concern directly to the next higher of Your choice outside the Company or to refrain from
manager or Human Resources. doing so if that is Your choice.
Where necessary, Human Resources will work with the This Dispute Resolution Agreement (“Agreement”)
employee and the manager to address a concern. If the is between You (sometimes “You”, “Your”, “I”, or
employee feels that the concern was not addressed to “Employee”) and EssilorLuxottica, or one of its affiliates,
his/her satisfaction by his/her manager(s) and/or Human subsidiaries or parent companies (the “Company”). The
Resources, such concern may be elevated to the Employee parties agree that this Agreement is enforceable under
Relations Center of Excellence to review details, conduct and subject to the Federal Arbitration Act (9 U.S.C. §§
an investigation where appropriate, and attempt to resolve 1-16) (“FAA”). The parties further understand and agree
the issue. that the Company is engaged in interstate commerce
and this Agreement evidences a transaction involving
While the Company will endeavor to maintain the interstate commerce. EXCEPT AS THIS AGREEMENT
confidentiality of a concern reported by an employee, OTHERWISE PROVIDES, ALL DISPUTES COVERED BY
it may not be possible for the Company to do so in THIS AGREEMENT WILL BE DECIDED BY A SINGLE
every circumstance. For example, in order to resolve a NEUTRAL ARBITRATOR THROUGH FINAL AND
concern, it may be necessary for the Company to conduct BINDING ARBITRATION AND NOT BY WAY OF COURT
a workplace investigation during which the details of OR JURY TRIAL.
the particular concern may need to be disclosed to the
affected/implicated workplace parties or witnesses.

EssilorLuxottica Employee Guide 69

1. CLAIMS COVERED BY THIS AGREEMENT enforceability, or waiver of this Agreement including,
but not limited to any claim that all or any part of this
This Agreement is intended to be as broad as legally Agreement is void or voidable. However, the preceding
permissible, and, except as it otherwise provides, applies sentence does not apply to any claims under the
to any and all disputes, claims or controversies between Ending Forced Arbitration of Sexual Assault and Sexual
You and the Company, including without limitation, Harassment Act, to the Class Action Waiver, Collective
claims arising out of or related to Your application and Action Waiver, or PAGA Individual Action Requirement,
selection for employment, employment, and/or the and notwithstanding any contrary language in this
separation of Your employment. This Agreement applies Agreement (or JAMS Rules discussed below), any claim
to any covered dispute or claim that the Company that all or part of the Class Action Waiver, Collective
may have against You or that You may have against the Action Waiver, or PAGA Individual Action Requirement is
Company, and/or any of its: (1) parents, subsidiaries, or invalid, unenforceable, inapplicable, unconscionable, or
affiliates; (2) officers, directors, members, employees, void or voidable, will be determined only by a court of
or agents; (3) d/b/a’s; (4) future affiliates; (5) benefit competent jurisdiction and not by an arbitrator. Under
plans or the plans’ sponsors, fiduciaries, administrators, no circumstances may the Arbitrator hear or preside
affiliates or agents; and (6) predecessors, successors, or over any class, collective, or other claim joined by or
assigns. Each and all of the individuals and/or entities consolidated with another person’s or entity’s claim,
listed in (1) – (6) of the preceding sentence may enforce unless all parties agree in writing.
this Agreement as a direct or third-party beneficiary.
2. LIMITATIONS ON HOW THIS AGREEMENT APPLIES
Except as it otherwise provides, this Agreement is AND CLAIMS NOT COVERED BY THIS AGREEMENT
intended to apply to the resolution of disputes that
otherwise would be resolved in a court of law or before The Agreement does not apply to: (i) claims for workers
a forum other than arbitration, including without compensation benefits, state disability insurance and
limitation, to disputes arising out of or relating to unemployment insurance benefits; however, it applies to
the application for employment, background checks, discrimination or retaliation claims based upon seeking
privacy, employment relationship, or the separation such benefits; (ii) claims for benefits under employee
of that relationship, trade secrets, unfair competition, benefit plans covered by the Employee Retirement
commissions, bonuses, classification, minimum Income Security Act of 1974 or funded insurance; and
wage, expense reimbursement, overtime, or other (iii) disputes that an applicable federal statute expressly
compensation or any monies claimed to be owed, breaks states cannot be arbitrated or subject to a pre-dispute
and rest periods, discrimination, harassment, retaliation, arbitration agreement; (iv) disputes that may not be
defamation (including post-employment defamation subject to pre-dispute arbitration agreement under the
or retaliation), breach of a contract or covenant, fraud, Ending Forced Arbitration of Sexual Assault and Sexual
negligence, breach of fiduciary duty, tort claims, Harassment Act (at Employee’s election)If any claim(s)
common law claims, equitable claims, and claims not covered under this Agreement above are combined
arising under the Fair Credit Reporting Act, Defend with claims that are covered under this Agreement, to
Trade Secrets Act, Civil Rights Act of 1964, 42 U.S.C. the maximum extent allowed under applicable law, the
§1981, Rehabilitation Act, Civil Rights Acts of 1866 covered claims will be arbitrated and continue to be
and 1871, Civil Rights Act of 1991, 8 U.S.C. § 1324b covered under this Agreement.
(unfair immigration related practices), 41 U.S.C. § 4712,
Pregnancy Discrimination Act, Equal Pay Act, Americans Nothing in this Agreement shall be construed to prevent
With Disabilities Act, Age Discrimination in Employment or excuse You (individually or in concert with others)
Act, Older Workers Benefit Protection Act, Occupational or the Company from utilizing the Company’s existing
Safety and Health Act, Family and Medical Leave Act, internal procedures for resolution of complaints, and
Fair Labor Standards Act, Employee Retirement Income this Agreement is not intended to be a substitute for
Security Act (except for claims for employee benefits the utilization of such procedures. In addition, either
under any benefit plan sponsored by the Company and party may apply to a court of competent jurisdiction for
covered by the Employee Retirement Income Security temporary or preliminary injunctive relief in connection
Act of 1974 or funded by insurance), Affordable Care with an arbitrable controversy, including, without
Act, Genetic Information Non-Discrimination Act, limitation, any disputes arising out of or related to any
Uniformed Services Employment and Reemployment agreement concerning confidential information, non-
Rights Act, Worker Adjustment and Retraining Solicitation, or non-competition or similar agreement)
Notification Act, Consolidated Omnibus Budget (“Restrictive Covenant Agreement”) between You and
Reconciliation Act of 1985, the False Claims Act, and the Company, in accordance with applicable law, and any
state or local statutes or regulations, if any, addressing such application shall not be deemed incompatible with
the same or similar subject matters, and all other federal or waiver of this agreement to arbitrate. The court to
or state legal claims other governmental law, statute, which the application is made is authorized to consider
regulation or ordinance arising out of or relating to Your the merits of the arbitrable controversy to the extent
application, selection, employment, or the separation. it deems necessary in making its ruling, but only to the
extent permitted by applicable law. All determinations
The Arbitrator, and not any federal, state, or local court of final relief, however, will be decided in arbitration.
or agency, shall have exclusive authority to resolve any Nothing in this Agreement prevents You from making a
dispute relating to the validity, scope, applicability, report to or filing a claim or charge with a governmental

EssilorLuxottica Employee Guide 70

 agency, including without limitation, the Equal 4. ARBITRATION SELECTION PROCESS
Employment Opportunity Commission, U.S. Department
of Labor, U.S. Securities and Exchange Commission, Unless You and Company mutually agree otherwise, the
National Labor Relations Board, Occupational Safety and Arbitrator shall be an attorney experienced in arbitrating
Health Administration, or the Office of Federal Contract employment law disputes and licensed to practice law in
Compliance Programs, or law enforcement agencies, and the state in which the arbitration is convened or a retired
nothing in this Agreement prevents the investigation federal or state judicial officer from any United States
by a government agency of any report, claim or charge jurisdiction. The location of the arbitration proceeding
otherwise covered by this Agreement. This Agreement shall be no more than 25 miles from the place and in
also does not prevent federal administrative agencies the same state where You last worked for the Company,
from adjudicating claims and awarding remedies based unless each party to the arbitration agrees in writing
on those claims, even if the claims would otherwise be otherwise.
covered by this Agreement. Nothing in this Agreement
prevents or excuses a party from satisfying any The arbitration will be conducted before a single
conditions precedent and/or exhausting administrative neutral arbitrator. The parties shall attempt to mutually
remedies under applicable law before bringing a claim choose an arbitrator, but in the event the parties do
in arbitration. The Company will not retaliate against not mutually choose an arbitrator, the arbitrator will be
You for filing a claim with an administrative agency or for selected as follows: The parties will exchange lists of
exercising rights (individually or in concert with others) five (5) arbitrators (who are subject to the qualifications
under the National Labor Relations Act. This Agreement listed above). Each party will have ten (10) calendar
also does not prevent or prohibit You in any way from days to strike all names it deems unacceptable. If only
reporting, communicating about, or disclosing claims one common name remains on the lists of all parties,
for discrimination, harassment, retaliation, or sexual that individual will be designated as the arbitrator. If
abuse or a crime, or from making truthful statements as more than one common name remains on the lists of all
required by law. parties, the parties will select the arbitrator from those
remaining common names. If no common name remains
This Agreement does not apply to litigation between on the lists of all parties, the parties will exchange
You and the Company pending in a state or federal additional lists of five (5) arbitrators and proceed in the
court or arbitration as of the date of Your receipt of this same fashion as they did regarding the initial exchange
Agreement (“pending litigation”), including without of lists.
limitation any class or collective action. However, if
You are party to a previous arbitration agreement with The arbitrator must be neutral and comply with all
the Company, that previous arbitration agreement will disclosure requirements under applicable law. If for
continue to apply to any pending claims. any reason the individual selected cannot serve or the
parties cannot otherwise agree to an arbitrator, or if the
3. NOTICE OF ARBITRATION DEMAND method for selecting an arbitrator described above does
not result in selection and appointment of an arbitrator
The party who wishes to arbitrate a claim covered the parties will utilize the selection procedures of the
by this Agreement must make a written Demand for JAMS Rules, whereby JAMS shall issue a list of potential
Arbitration of the claim and deliver it to the other arbitrators from which the parties will strike alternately
party by hand or mail no later than the expiration of by telephone conference administered by JAMS, with
the statute of limitations (deadline for filing) that the the party to strike first to be determined by a coin toss
law prescribes for the claim. A written Demand for conducted by JAMS, until only one name remains.
Arbitration must be signed by the party making the
demand for arbitration (by the Employee personally 5. RULES/STANDARDS GOVERNING ARBITRATION
or authorized representative of the Company). The
written Demand for Arbitration shall identify the claim(s) The Arbitrator may award any remedy to which a party
asserted and relief and/or remedy sought. Any Demand is entitled under applicable law, but remedies will be
for Arbitration to the Company must be served on: limited to those that would be available to a party in
their individual capacity for the claims presented to the
National Registered Agents Inc. Arbitrator, and no remedies that otherwise would be
330 N. Brand Blvd, Suite 700 available to an individual under applicable law will be
Los Angeles County forfeited by this Agreement.
Glendale, CA 91203 The parties agree that they are entitled to adequate
civil discovery sufficient to explore the factual basis of
Any Demand for Arbitration must also be emailed to the claims and defenses asserted. Accordingly, each
[email protected]. The Arbitrator will party can take the deposition of two (2) individual fact
resolve all disputes regarding the timeliness or propriety of the witnesses and any expert witness designated by another
demand for arbitration and apply the statute of limitations that party. Each party also has the right to make requests
would have applied if the claim(s) had been brought in court. for production of documents to any party and written

EssilorLuxottica Employee Guide 71

 interrogatories (not to exceed twenty (20)). And, each judicial determination is made that the Class Action
party will also have the right to subpoena witnesses Waiver is unenforceable and that a class or collective
and documents for the arbitration, including documents action may proceed notwithstanding the existence of
relevant to the case from third parties in accordance this Agreement, the Arbitrator is nevertheless without
with any applicable state or federal law. The parties authority to preside over a class or collective action,
can jointly agree to more discovery, and either party and, in that event, any class or collective action must be
can ask the Arbitrator to order more discovery. The brought in a civil court of competent jurisdiction – not in
Arbitrator will have exclusive authority to entertain arbitration – but the portion of the Class Action Waiver
requests for additional discovery, and to grant or deny that is enforceable shall be enforced in arbitration.
such requests, based on the Arbitrator’s determination
regarding whether additional discovery is warranted by 7. PRIVATE ATTORNEYS GENERAL ACT (“PAGA”)
the circumstances of a particular case. At least thirty INDIVIDUAL ACTION REQUIREMENT
(30) days before the final hearing, the parties must
exchange a list of witnesses, excerpts of depositions to You and the Company agree to arbitrate PAGA claims
be introduced, and copies of all exhibits to be used. on an individual basis only. Therefore, any claim by
You under PAGA to recover for civil penalties or
Unless the parties jointly agree in writing otherwise, other individual relief under PAGA must be arbitrated
the arbitration will take place in or near the city and and is covered by this Agreement. The Arbitrator is
in the same state in which Employee is or was last without authority to preside over any PAGA claim
employed by the Company. The Arbitrator shall apply by You on behalf of any other person or joined by or
the substantive federal, state, or local law applicable consolidated with any other individual’s PAGA claim(s).
to the claims asserted. The Federal Rules of Evidence This PAGA Individual Action Requirement clause will
shall apply. The Arbitrator has the authority to hear be severable from this Agreement if there is a final
and rule on pre-hearing disputes and is authorized to judicial determination that it is invalid, unenforceable,
hold pre-hearing conferences by telephone or in- unconscionable, void or voidable. In such case, the
person, as the Arbitrator deems appropriate. Either PAGA action must be litigated in a civil court of
party may file dispositive motions, including, without competent jurisdiction—not in arbitration—but the
limitation, a motion to dismiss and/or a motion for portion of the PAGA Individual Action Requirement that
summary judgment, and the Arbitrator will apply the is enforceable will be enforced in arbitration.
standards governing such motions under the Federal
Rules of Civil Procedure. Upon the request of either 8. FEES AND COSTS
party, the Arbitrator will set a briefing schedule for such
motions. A party may make an offer of judgment in a You and the Company shall follow applicable law and the
manner consistent with, and within the time limitations, JAMS Rules applicable to initial filing fees should they
consequences, and effects provided in Rule 68 of the apply, but You will not be responsible for any portion of
Federal Rules of Civil Procedure. those fees in excess of the filing or initial appearance
fees applicable to court actions in the jurisdiction where
The Arbitrator will issue a written decision or award the arbitration will be conducted. The Company will
no later than thirty (30) days from the date the pay any remaining portion of the initial fee and also
arbitration hearing concludes, or the post-hearing briefs will pay all costs and expenses unique to arbitration,
(if requested) are received, whichever is later. The including without limitation the Arbitrator’s fees. Each
Arbitrator’s opinion will be in writing and include the party will pay for its own costs and attorneys’ fees, if
factual and legal basis for the award. Either party may any. However, if any party prevails on a claim which
petition a court of competent jurisdiction to confirm, affords the prevailing party attorneys’ fees, or if there is
enforce, correct or vacate the Arbitrator’s opinion and a written agreement providing for fees, the Arbitrator
award. may award reasonable fees to the prevailing party as
provided by law. The Arbitrator will resolve any disputes
6. CLASS AND COLLECTIVE ACTION WAIVERS regarding costs/fees associated with arbitration.

This Agreement affects Your ability to bring or 9. CONSIDERATION

participate in class and collective actions. Both You
and Company agree to bring any covered claim or The mutual obligations by the Company and You to
dispute in arbitration on an individual basis only, and arbitrate provide consideration for this Agreement.
not as a class or collective action on behalf of others. Your consideration for employment and/or continued
Accordingly, there will be no right or authority for any employment provide additional consideration for this
dispute or claim to be brought, heard or arbitrated as Agreement.
a class or collective action, or as a member in any such
class or collective action proceeding and the Arbitrator
will have no authority to hear or preside over any such
claim (“Class Action Waiver”). In the event a final

EssilorLuxottica Employee Guide 72

10. REPRESENTATION You are party to a previous arbitration agreement with
the Company, that previous arbitration agreement will
Any party may be represented by an attorney selected continue to apply to any pending claims (as defined
by the party. Employee represents and agrees that above).
Employee has had the opportunity to review any and all
aspects of this Agreement with the legal or other advisor Notwithstanding any contrary language in any Company
of Employee’s choice before executing this Agreement. policy or employee handbook, this Agreement may not
be modified or terminated absent written consent by
11. ENTIRE AGREEMENT/CONSTRUCTION/ both parties.
SEVERABILITY
If any portion of this Agreement is deemed invalid, void,
This is the complete agreement of the parties about voidable or otherwise unenforceable, the unenforceable
arbitration of covered disputes, and it replaces all prior provision will be severed from the Agreement and the
agreements (oral, written, electronic) regarding the remainder of the Agreement will be enforceable.
arbitration of disputes, except as noted above, and is
the full and complete agreement relating to the formal 12. EFFECTIVE DATE
resolution of disputes covered by this Agreement.
Each party acknowledges that no representations, By signing this Agreement, Employee is accepting and
inducements, promises or agreements regarding the agreeing to the terms of this Agreement, and it becomes
resolution of the claims and disputes covered by this effective immediately. However, should Employee not
Agreement, whether oral or written, express or implied, sign this Agreement, continuing employment with the
have been made by either party or anyone acting on Company for a period of 30 days after your first receipt
behalf of a party, that are not incorporated herein. of this Agreement constitutes mutual acceptance of the
terms of this Agreement commencing upon completion
In addition, the parties expressly agree that any dispute of that 30-day period, and the Agreement will be
arising on or after the date this Agreement becomes binding on You and the Company.
effective with respect to any Restrictive Covenant
Agreement between Employee and the Company will be 13. NO RETALIATION AND AT-WILL
resolved in accordance with this Agreement, including EMPLOYMENT STATUS
without limitation the clause addressing temporary and
preliminary injunctive relief in Section 2 above. You The Company will not retaliate against employees
and Company also expressly agree that this Agreement for invoking the Agreement in good faith to seek the
amends and/or modifies, and/or takes priority over any resolution of a dispute. If any Employee believes that
contrary language, if any, in any Restrictive Covenant he or she has been retaliated against by anyone at
Agreement between Employee and Company that the Company, Employee should immediately report
requires a venue contrary to this Agreement for any this to the Company’s Human Resources Department.
dispute covered by this Agreement. Employee and Employee recognizes and acknowledges that this
Company expressly agree that any disputes arising out Agreement does not change the at-will status of
of or related to a Restrictive Covenant Agreement will Employee’s employment and that it is not an agreement
be resolved in accordance with this Agreement. In all offering continued employment or employment for a
other respects the Restrictive Covenant Agreement will term. Employee understands that Employee is an at-will
remain in full effect and will apply according to its terms. employee and may quit at any time without cause or
reason and likewise may be terminated by Company at
If a court determines the FAA does not apply to a any time with or without cause or reason.
particular dispute or to one or both parties, the parties
agree that the arbitration law of the jurisdiction where
the arbitration will take place will apply.

This Agreement will survive the termination of

Employee’s employment and the expiration of any
benefit, and it inures to the benefit of successors and
assigns of the Company and is enforceable by any of
them without the need for further consent or approval
by Employee. This Agreement will also continue to
apply notwithstanding any change in Employee’s
duties, responsibilities, position, or title, or if Employee
transfers to any affiliate of the Company.

Unless this Agreement is not entered into, deemed void,

unenforceable, invalid, or inapplicable, this Agreement
replaces, supersedes, and takes priority over any other
arbitration agreements addressing the claims and
disputes covered in this Agreement; however, as stated
in the pending litigation exclusion in Section 2 above, if

EssilorLuxottica Employee Guide 73

 ELECTRONIC PROTECTED HEALTH
INFORMATION (ePHI) AGREEMENT

In order to comply with privacy regulations regarding Managers responsible for ePHI data should ensure
electronic Protected Health Information (ePHI), employees, individuals granted access to ePHI resources are trained
contractors or anyone in the United States with access to annually on ePHI handling procedures. These managers
systems containing ePHI are responsible for safeguarding should also review access control lists regularly to verify
this protected data by: that only authorized individuals are granted access to ePHI
resources.
a. limiting ePHI data access to only those who need
Despite the close working relationship between
access as part of their job duties
EssilorLuxottica employees and subleasing optometrists
b. storing ePHI data only on resources that are or ophthalmologists, no EssilorLuxottica employee
specifically designed to enforce ePHI data should handle a subleasing doctor’s electronic patient
confidentiality, integrity and availability (e.g. not information/data unless it is with the specific permission of
on public or shared drives or on personal digital the doctor or pursuant to a Business Employee Agreement
assistants (PDA’s) or any other place where data is at and in the course of treatment.
significant risk of being compromised)
c. transmitting ePHI data only through approved If an employee suspects or discovers an IT security
channels (Secure FTP, encrypted email, etc.) incident (data compromise, system misuse, virus, etc.), the
incident must be reported immediately to management
d. ensuring ePHI data on transportable media sources and to the appropriate IT Help Desk. Technical Services’
such as floppies, CD’s, DVD’s, magnetic tapes and IT Security Officer is responsible for the IT security
laptops are controlled and utilized according to IT incident remediation process, including coordinating,
standards communicating and documenting response activities
e. returning or destroying ePHI when it is no longer through to resolution.
needed for business purposes or upon contract
termination These Corporate Services and ePHI Policy summaries are
provided so that employees understand the importance
f. ensuring that all system access passwords are kept
of protecting the Company IT resources and protected
confidential, sufficiently complex and routinely
customer data. Please refer to Luxottica’s or Essilor’s
changed
intranet, or your brand-specific online communications
channel for more detailed information regarding IT
policies.

EssilorLuxottica Employee Guide 74

 ESSILORLUXOTTICA EMPLOYEE GUIDE ACKNOWLEDGEMENT
AND AGREEMENT FOR UNITED STATES EMPLOYEES

This will acknowledge that I have received my copy of the EssilorLuxottica Employee Guide and that I will familiarize
myself with the contents of the Employee Guide and agree to abide by its terms. I understand that this Guide replaces and
supersedes all prior versions. I understand that if I have any questions, I am encouraged to contact Human Resources.

I specifically understand and agree to the following:

• My employment with the Company will be at-will, unless there is a specific agreement signed by me and a legally
authorized company representative, as determined by EssilorLuxottica’s Legal Department, stating otherwise. As an
at-will employee, I understand that the Company has the right to terminate my employment at any time, with or without
cause or notice, and that I have the same right. Except as provided in the following paragraph, the Company reserves
the right to add, change or delete wages, benefits, policies and all other working conditions at any time.
• The Dispute Resolution Agreement cannot be changed, altered, revised or modified as to me without (i) issuance of a
new Dispute Resolution Agreement which makes any such changes or modifications, and (ii) my written agreement to
such changes or modifications.
• My signature below certifies that I understand that this agreement regarding my at-will status is the sole and entire
agreement between the Company and me concerning the duration of my employment and the circumstances under
which my employment can be terminated. This agreement supersedes all prior agreements, understandings and
representations (whether written or oral) concerning my at-will employment with the Company.
• I acknowledge that I have received and read, and that I understand and agree to the terms of, the following
Agreements as set forth in the Employee Guide: Confidentiality Agreement and Non-Solicitation Agreement;
Inventions Agreement; Dispute Resolution Agreement; Release for Use of Likeness, Voice and Name Agreement
and Electronic Protected Health Information (ePHI) Policy Agreement.
• I acknowledge and agree that my employment with the Company is conditioned upon my acceptance of the terms of
these contractually binding agreements. I understand that the Agreements attached hereto replace and supersede all
prior versions and I am bound by the most recent versions of the Agreements.

MY SIGNATURE BELOW CERTIFIES THAT I HAVE READ, UNDERSTAND AND AGREE TO BE BOUND BY THE TERMS AND
CONDITIONS SET FORTH ABOVE.

DO NOT SIGN UNTIL YOU HAVE READ THE ACKNOWLEDGEMENT AND AGREEMENT ABOVE, AND THE
ESSILORLUXOTTICA EMPLOYEE AGREEMENTS.

Signature Date

Employee Name (please print) EssilorLuxottica ID number

EssilorLuxottica Employee Guide 75

 ESSILORLUXOTTICA EMPLOYEE GUIDE ACKNOWLEDGEMENT
AND AGREEMENT FOR CANADA EMPLOYEES

This will acknowledge that I have received my copy of the EssilorLuxottica Employee Guide and that I will familiarize
myself with the contents of the Employee Guide and agree to abide by its terms. I understand that this Guide replaces and
supersedes all prior versions. I understand that if I have any questions, I am encouraged to contact Human Resources.

I specifically understand and agree to the following:

• The Company has the right to make all final decisions regarding the interpretation and application of this Guide and
reserves the right, at its sole discretion, to add, change or revise any policy or practice contained herein.

• The Employee Guide is intended to provide an overview of the Company’s policies, obligations and expectations and
does not necessarily represent all such policies in force.

• Nothing in the Employee Guide or the Agreements creates, or is intended to create, a promise or representation of
continued employment.

• I acknowledge that I have received and read, and that I understand and agree to the terms of, the following Agreements
as set forth in the Employee Guide: Confidentiality Agreement and Non-Solicitation Agreement; Inventions
Agreement; and Release for Use of Likeness, Voice and Name Agreement.

• I acknowledge and agree that my employment with the Company is conditioned upon my acceptance of the terms of
these contractually binding agreements. I understand that the Agreements attached hereto replace and supersede all
prior versions and I am bound by the most recent versions of the Agreements.

MY SIGNATURE BELOW CERTIFIES THAT I HAVE READ, UNDERSTAND AND AGREE TO BE BOUND BY THE TERMS AND
CONDITIONS SET FORTH ABOVE.

DO NOT SIGN UNTIL YOU HAVE READ THE ACKNOWLEDGEMENT AND AGREEMENT ABOVE, AND THE
ESSILORLUXOTTICA EMPLOYEE AGREEMENTS.

Signature Date

Employee Name (please print) EssilorLuxottica ID number

EssilorLuxottica Employee Guide 76

 ESSILORLUXOTTICA EMPLOYEE GUIDE ACKNOWLEDGEMENT
AND AGREEMENT FOR PUERTO RICO EMPLOYEES

This will acknowledge that I have received my copy of the EssilorLuxottica Employee Guide and that I will familiarize
myself with the contents of the Employee Guide and agree to abide by its terms. I understand that this Guide replaces and
supersedes all prior versions. I understand that if I have any questions, I am encouraged to contact Human Resources.

I specifically understand and agree to the following:

• The Company reserves the right to add, change or delete wages, benefits, policies and all other working conditions at
any time.

• My signature below certifies that I understand that this agreement is the sole and entire agreement between the
Company and me concerning my employment and the circumstances under which my employment can be terminated.
This agreement supersedes all prior agreements, understandings and representations (whether written or oral)
concerning my employment with the Company.

• I acknowledge that I have received and read, and that I understand and agree to the terms of, the following Agreements
as set forth in the Employee Guide: Confidentiality Agreement and Non-Solicitation Agreement; Inventions
Agreement; Release for Use of Likeness, Voice and Name Agreement and Electronic Protected Health Information
(ePHI) Policy Agreement.

• I acknowledge and agree that my employment with the Company is conditioned upon my acceptance of the terms of
these contractually binding agreements. I understand that the Agreements attached hereto replace and supersede all
prior versions and I am bound by the most recent versions of the Agreements.

MY SIGNATURE BELOW CERTIFIES THAT I HAVE READ, UNDERSTAND AND AGREE TO BE BOUND BY THE TERMS AND
CONDITIONS SET FORTH ABOVE.

DO NOT SIGN UNTIL YOU HAVE READ THE ACKNOWLEDGEMENT AND AGREEMENT ABOVE, AND THE
ESSILORLUXOTTICA EMPLOYEE AGREEMENTS.

Signature Date

Employee Name (please print) EssilorLuxottica ID number

EssilorLuxottica Employee Guide 77