DWC EMPLOYEE HANDBOOK

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Dog Wellness Club Culture:

DWC is a place where dogcentric people build & grow careers. We live, love and teach dog society in that order. Employee development is our focus. All DWC employees love to learn and help others learn as well. We are team builders and community builders.

We Listen

The dogs are our teachers. Rather than study human philosophy on dog training. Our job is to study how dogs raise children & view society & then teach ourselves. This paradigm shift has put our staff in high demand in areas of dog business management & dog training. Our mission & this movement is the backbone of everything we do.

We Care

Our dogcentric approach allows us to create a campus rather than a kennel for our dogs. We take in dogs once deemed “untrainable” & transform their lives. Our clients are dogs & their humans are their ambassadors, guardians or parents. We run classes and programs to help dog parents succeed.

We Share

Our emphasis is employee development. We provide continual education & promote 100% from within. Our staff are the most dynamic in the industry running a dog daycare, puppy training programs, behavior solutions seminars, training future dog trainers/relaters & building rescue/shelter programs.

Dog Wellness Club Culture:

We Listen

We Care

We Share

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Our Core Values:

Dogs are socially brilliant and think like the best people you know.

We strengthen our community one dog at a time.

Great things happen when we listen to each other and our dogs.

The DWC is a fun and friendly place where teamwork rules.

We invest in ourselves and our dogs to achieve personal and team goals.

Our Core Values:

Dogs are socially brilliant and think like the best people you know.

We strengthen our community one dog at a time.

Great things happen when we listen to each other and our dogs.

The DWC is a fun and friendly place where teamwork rules.

We invest in ourselves and our dogs to achieve personal and team goals.

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Traits of a dog relater:

Quiet your mind so nature can speak hers:

The more calm and centered we are, the more sensitive we are to subtle cues from dogs. The more subtle they can be to notify us that they need support or attention the happier they will be and the further they will be from acting out of frustration, fear or anger.
The calmer we are, the more the frequency of our energy naturally aligns with what our dogs are going through and what they need to hear.

Remember your role and how much it matters:

It is a dog relater’s responsibility to make sure our dogs are safe, happy and healthy. Before walking into DWC each day, this responsibility and the importance of feeling safe, happy and being healthy should be front of mind.

Empowerment:

Each time a dog relater steps into DWC they have the opportunity to help many others feel fulfillment, acceptance and love. Cherish this role and be grateful to be able to impact and be the reason others are succeeding.

This is easy:

When you arrive at DWC, alway remember 2 things. Say them outloud to yourself on the way in.

Dogs are good people &
Dogs are socially brilliant

This means that:

They want to do right by you and others &
They can understand anything you share to help them succeed.

Be the person you want to be and the dogs will confirm for you that you are all that and much more.

This is fun:

You love dogs. Since dogs are so good you know everything you need to know to succeed right now. Through experience you will unlock inspiring revelations and powerful wisdom about nature through dog society.

Set intention

Be conscientious of points 1-5 when you enter DWC and know you are about to succeed at facilitating the fun and friendly place where people and dogs thrive. Being in the right place at the right time with the right people doing the right thing cannot not happen to you, you can happen to it each and every day.

A dog relater is a lifelong student of dog psychology and dog society:

Always look for opportunities to learn and grow. These will present themselves as peers discussing, dogs expressing themselves, classes we offer, mentors you connect with, opportunities to teach/share what you know and members who want to share with you.

Notes:

Dog communication is allowed and embraced but it is not instead of us. We do not control dogs. We do not just allow dogs. We understand what is happening and participate in a meaningful way.
Recognize moods: The calmer we are, the more we can read subtly in others. The calmer we are, the more we can recognize moods and affect within ourselves.
Emotions on cues: When dogs are sensitive to directions, they are also sensitive to how we feel towards them and how we feel about what is going on. Make sure we leave dogs we communicate with feeling like we are happy to share with them and happy to manage situations that arise for the whole group.
Understand what dogs read in communication and optimize your impact. Provide Intimacy, honesty and clarity in what we say, how we say it and why we are saying it.
Mastery of yourself: Everything we see is filtered through our own lens. To see anything clearly we need to see through ourselves. A dog relater has a personal commitment at work and in daily life to seek openness and awareness.

Resources:

Guided meditation is a great way to unlock our animal intuition and become a source of peace for ourselves and others.

Yoga Nidra

https://www.youtube.com/playlist?list=PLTLLeM99VaFoQpMzmHHSEXp-Jet_MhPi_

Hypnosis

https://www.youtube.com/@TrigramHealing

Positive Affirmations

https://www.youtube.com/@lavendaire

IFS & Shamanic Journeys

https://www.youtube.com/@CelestialTwin

Natural Meditation

https://www.youtube.com/playlist?list=PLvpa69fJIJCFSRLve99NyRCyi5jpM-1FX

Traits of a dog relater:

Quiet your mind so nature can speak hers:

The more calm and centered we are, the more sensitive we are to subtle cues from dogs. The more subtle they can be to notify us that they need support or attention the happier they will be and the further they will be from acting out of frustration, fear or anger.
The calmer we are, the more the frequency of our energy naturally aligns with what our dogs are going through and what they need to hear.

Remember your role and how much it matters:

Empowerment:

This is easy:

When you arrive at DWC, alway remember 2 things. Say them outloud to yourself on the way in.

Dogs are good people &
Dogs are socially brilliant

This means that:

They want to do right by you and others &
They can understand anything you share to help them succeed.

Be the person you want to be and the dogs will confirm for you that you are all that and much more.

This is fun:

Set intention

A dog relater is a lifelong student of dog psychology and dog society:

Notes:

Dog communication is allowed and embraced but it is not instead of us. We do not control dogs. We do not just allow dogs. We understand what is happening and participate in a meaningful way.
Recognize moods: The calmer we are, the more we can read subtly in others. The calmer we are, the more we can recognize moods and affect within ourselves.
Emotions on cues: When dogs are sensitive to directions, they are also sensitive to how we feel towards them and how we feel about what is going on. Make sure we leave dogs we communicate with feeling like we are happy to share with them and happy to manage situations that arise for the whole group.
Understand what dogs read in communication and optimize your impact. Provide Intimacy, honesty and clarity in what we say, how we say it and why we are saying it.
Mastery of yourself: Everything we see is filtered through our own lens. To see anything clearly we need to see through ourselves. A dog relater has a personal commitment at work and in daily life to seek openness and awareness.

Resources:

Guided meditation is a great way to unlock our animal intuition and become a source of peace for ourselves and others.

Yoga Nidra

https://www.youtube.com/playlist?list=PLTLLeM99VaFoQpMzmHHSEXp-Jet_MhPi_

Hypnosis

https://www.youtube.com/@TrigramHealing

Positive Affirmations

https://www.youtube.com/@lavendaire

IFS & Shamanic Journeys

https://www.youtube.com/@CelestialTwin

Natural Meditation

https://www.youtube.com/playlist?list=PLvpa69fJIJCFSRLve99NyRCyi5jpM-1FX

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Understand Your Role

Job Title: Dog Relater

Schedule:

8 hour shift
10 hour shift
Weekend availability
Monday to Friday
On call
Holiday

Job Description:

The Dog Wellness Club (DWC) operates as an educational center for dogs, offering daycare, boarding, and dog training services. The role of a Dog Relational Trainer involves being a student of dog society, communication, and dog parenting. Trainers utilize their skills to assist dogs in learning and growing within the DWC environment, which is designed more like a campus than a traditional kennel.

As part of the team, Dog Relaters help puppy parents understand how to raise well-adjusted dogs. The organization emphasizes employee development and promotes from within, providing opportunities for management and leadership roles as the business expands. This position is ideal for individuals who are passionate about working with dogs in a meaningful and fulfilling way.

Key Responsibilities:

Walk and exercise dogs according to their individual needs.
Monitor dogs for any changes in behavior or health and report to management.
Create and maintain an organized cleaning schedule for kennels and outdoor areas.
Supervise dog playgroups and manage any conflict between animals.
Provide food, water, and medication to dogs as directed by management.

Dog Relater Responsibilities:

Conferring with dog owners to determine the type of training required.
Developing and implementing customized training programs based on dogs’ training needs and behavioral patterns.
Evaluating the effectiveness of implemented training programs and adjusting them as needed.
Communicating behavioral concerns to the team as required.
Ensuring that all sleep, play, and training areas are clean and sanitary.
Assisting in providing food and medication to dogs.
Monitoring dogs during assigned play and socialization times to prevent accidents or injuries.
Promptly reporting injuries, accidents, or medical issues to management.
Maintaining accurate records of dogs’ training and medical needs, behavioral issues, personalized training programs, and progress.
Fluency in administrative systems so to make sure cleaning, property management, supplies, internal company communication and member communication are handled properly.

Requirements:

High school diploma or GED.
Completion of an approved dog handler training program.
Proven experience working as a dog handler.
The ability to handle different breeds and sizes of dogs.
The ability to work with minimal supervision.
The ability to remain calm in difficult situations.
Excellent problem-solving, time management, and organizational skills.
Exceptional communication and customer service skills.
A love for dogs with an observant, alert, and patient disposition.

Conclusion:
An outstanding dog relater should be able to remain calm in difficult situations while demonstrating exceptional communication skills. A dog relater must be responsive and solutions oriented in a dynamic environment. They must also have a strong understanding of dog behavior and an aptitude for continual learning.

Understand Your Role

Job Title: Dog Relater

Schedule:

8 hour shift
10 hour shift
Weekend availability
Monday to Friday
On call
Holiday

Job Description:

Key Responsibilities:

Walk and exercise dogs according to their individual needs.
Monitor dogs for any changes in behavior or health and report to management.
Create and maintain an organized cleaning schedule for kennels and outdoor areas.
Supervise dog playgroups and manage any conflict between animals.
Provide food, water, and medication to dogs as directed by management.

Dog Relater Responsibilities:

Conferring with dog owners to determine the type of training required.
Developing and implementing customized training programs based on dogs’ training needs and behavioral patterns.
Evaluating the effectiveness of implemented training programs and adjusting them as needed.
Communicating behavioral concerns to the team as required.
Ensuring that all sleep, play, and training areas are clean and sanitary.
Assisting in providing food and medication to dogs.
Monitoring dogs during assigned play and socialization times to prevent accidents or injuries.
Promptly reporting injuries, accidents, or medical issues to management.
Maintaining accurate records of dogs’ training and medical needs, behavioral issues, personalized training programs, and progress.
Fluency in administrative systems so to make sure cleaning, property management, supplies, internal company communication and member communication are handled properly.

Requirements:

High school diploma or GED.
Completion of an approved dog handler training program.
Proven experience working as a dog handler.
The ability to handle different breeds and sizes of dogs.
The ability to work with minimal supervision.
The ability to remain calm in difficult situations.
Excellent problem-solving, time management, and organizational skills.
Exceptional communication and customer service skills.
A love for dogs with an observant, alert, and patient disposition.

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Initial Training Period

Purpose of the Training Period

The purpose of the training period is to provide new employees with the necessary skills, knowledge, and experience to perform their roles effectively within the Dog Wellness Club (DWC). This period allows both the employee and management to assess compatibility and performance in a supportive environment.

Duration of the Training Period

The training period will last for a minimum of 3 weeks from the date of hire. During this time, employees will undergo orientation, hands-on training, and evaluations to ensure they are adequately prepared for their responsibilities.

Training Objectives

To familiarize new hires with DWC’s mission, values, and operational procedures.
To equip employees with essential skills in dog care, training techniques, customer service, and safety protocols.
Introduce employees to enrichment opportunities and programs for continual education.
To evaluate employee performance through regular feedback sessions and assessments.

Responsibilities of Employees During Training

Employees are expected to:

Attend all scheduled training sessions and complete assigned tasks.
Actively engage in learning opportunities by asking questions and seeking clarification when needed.
Demonstrate professionalism and adherence to DWC policies throughout the training period.
Bring attention to the supervisor if one feels they need support beyond what they are experiencing.
Develop self management skills so to be able to utilize the resources DWC has to offer in employee development.
Follow “Formal Complaint Protocol” if one feels that the supervisor did not handle a training issue in a satisfactory way.

Initial Training Period

Purpose of the Training Period

Duration of the Training Period

Training Objectives

To familiarize new hires with DWC’s mission, values, and operational procedures.
To equip employees with essential skills in dog care, training techniques, customer service, and safety protocols.
Introduce employees to enrichment opportunities and programs for continual education.
To evaluate employee performance through regular feedback sessions and assessments.

Responsibilities of Employees During Training

Employees are expected to:

Attend all scheduled training sessions and complete assigned tasks.
Actively engage in learning opportunities by asking questions and seeking clarification when needed.
Demonstrate professionalism and adherence to DWC policies throughout the training period.
Bring attention to the supervisor if one feels they need support beyond what they are experiencing.
Develop self management skills so to be able to utilize the resources DWC has to offer in employee development.
Follow “Formal Complaint Protocol” if one feels that the supervisor did not handle a training issue in a satisfactory way.

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Trial Period

Purpose of the Trial Period

The trial period serves as an essential phase for both the Dog Wellness Club (DWC) and new employees. It allows management to assess the employee’s suitability for their role while providing the employee with an opportunity to understand job expectations, organizational culture, and performance standards.

Duration of the Trial Period

The trial period will last for 90 calendar days from the first day of employment. This duration is designed to provide sufficient time for evaluation and adjustment.

Responsibilities During the Trial Period

Employee Responsibilities:

New employees are expected to demonstrate their ability to meet job requirements, adhere to company policies, and engage positively with colleagues and clients.
Employees should actively seek feedback from supervisors regarding their performance and areas for improvement.

Management Responsibilities:

Supervisors will monitor employee performance throughout the trial period.
Regular feedback sessions will be scheduled to discuss progress, challenges, and any necessary training or support.

Performance Evaluation

A formal performance review will be conducted within the first 15 days of employment.
Supervisors will complete a Trial Period Review Form that assesses various aspects of performance including communication skills, teamwork, adherence to policies, and overall job competency.
The review form must be signed by both the supervisor and employee.

Completion of the Trial Period

At the end of the trial period, one of three outcomes will occur:

Successful Completion: The employee meets or exceeds expectations and is confirmed in their position.
Extension of Trial Period: If further evaluation is needed, a maximum extension of 30 days may be granted upon mutual agreement between management and the employee.
Termination: If an employee does not meet performance expectations during this period, termination may occur after consultation with Human Resources.

Communication and Documentation

Open communication between supervisors and employees is encouraged throughout the trial period.
All evaluations and decisions regarding employment status must be documented appropriately in accordance with DWC policies.

Additional Provisions

Employees on a trial period will continue to accrue paid time off (PTO), vacation, sick leave, or holiday time during this phase.
Any disputes regarding performance evaluations or termination decisions can be addressed through DWC’s established grievance procedures.
Bonuses related to performance & employee development will be paid 90 days from the date of completion, if and only if the employee is still working at DWC with the same or greater hours per week for the following 90 days.

This policy aims to create a supportive environment that fosters growth for both employees and Dog Wellness Club as a whole.

Trial Period

Purpose of the Trial Period

Duration of the Trial Period

The trial period will last for 90 calendar days from the first day of employment. This duration is designed to provide sufficient time for evaluation and adjustment.

Responsibilities During the Trial Period

Employee Responsibilities:

New employees are expected to demonstrate their ability to meet job requirements, adhere to company policies, and engage positively with colleagues and clients.
Employees should actively seek feedback from supervisors regarding their performance and areas for improvement.

Management Responsibilities:

Supervisors will monitor employee performance throughout the trial period.
Regular feedback sessions will be scheduled to discuss progress, challenges, and any necessary training or support.

Performance Evaluation

A formal performance review will be conducted within the first 15 days of employment.
Supervisors will complete a Trial Period Review Form that assesses various aspects of performance including communication skills, teamwork, adherence to policies, and overall job competency.
The review form must be signed by both the supervisor and employee.

Completion of the Trial Period

At the end of the trial period, one of three outcomes will occur:

Successful Completion: The employee meets or exceeds expectations and is confirmed in their position.
Extension of Trial Period: If further evaluation is needed, a maximum extension of 30 days may be granted upon mutual agreement between management and the employee.
Termination: If an employee does not meet performance expectations during this period, termination may occur after consultation with Human Resources.

Communication and Documentation

Open communication between supervisors and employees is encouraged throughout the trial period.
All evaluations and decisions regarding employment status must be documented appropriately in accordance with DWC policies.

Additional Provisions

Employees on a trial period will continue to accrue paid time off (PTO), vacation, sick leave, or holiday time during this phase.
Any disputes regarding performance evaluations or termination decisions can be addressed through DWC’s established grievance procedures.
Bonuses related to performance & employee development will be paid 90 days from the date of completion, if and only if the employee is still working at DWC with the same or greater hours per week for the following 90 days.

This policy aims to create a supportive environment that fosters growth for both employees and Dog Wellness Club as a whole.

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Performance Review for Dog Wellness Club Staff

Introduction to Performance Reviews:

Conducting performance reviews for staff at the Dog Wellness Club is essential for nurturing talent and maximizing employee potential. Regular evaluations help in recognizing contributions, identifying areas for improvement, and fostering personal growth among employees. This is a quarterly review system that can significantly enhance the effectiveness of these evaluations.

Key Areas of Evaluation

When conducting performance reviews, several critical areas should be assessed:

Dog Handling Skills

Evaluate how effectively staff manage dogs of various sizes, breeds, and temperaments.

Review any incidents related to dog handling and how they were resolved.

Assess their commitment to ensuring the safety and well-being of dogs under their care.

Daycare Operations

Analyze adherence to daycare policies and procedures.

Determine proactivity in maintaining cleanliness and organization within the facility.

Evaluate contributions toward creating a positive atmosphere for both dogs and pet owners.

Communication Skills

Assess effectiveness in communicating with pet owners about their pets’ behavior, health, and activities.

Identify instances where communication positively impacted customer satisfaction.

Review collaboration with colleagues and supervisors.

Problem-Solving and Adaptability

Provide examples of situations where staff demonstrated quick thinking in unexpected events.

Evaluate how they handle difficult or aggressive dog behavior.

Assess adaptability in learning new skills or taking on additional responsibilities.

Teamwork and Collaboration

Examine how well they work as part of a team with other daycare attendants.

Identify contributions to team dynamics and morale.

Assess willingness to support coworkers during busy periods.

Customer Service

Evaluate interactions with pet owners regarding courtesy, knowledge, and responsiveness.

Identify exceptional customer service instances that stood out during the review period.

Assess handling of feedback or complaints from pet owners.

Continuous Learning and Improvement

Determine openness to feedback and suggestions for improvement.

Review participation in training programs related to dog care.

Assess commitment to continuous learning and professional development.

Overall Performance Contribution

Rate overall contribution based on performance during the review period.

Identify strengths that significantly benefit the daycare operation.

Discuss areas needing further development or support.

Feedback Mechanism

After discussing observations regarding strengths and areas for improvement, it is vital to open the floor for employee feedback. This allows employees to express thoughts on their personal development journey, fostering engagement in their growth process.

Goal Setting

Establishing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals collaboratively with employees can enhance motivation towards achieving set objectives. Goals may include continuing education initiatives or leadership roles within specific projects related to dog care services.

Conclusion

A structured approach to performance reviews at Dog Wellness Club not only recognizes achievements but also supports ongoing personal development among staff members. By focusing on key evaluation areas while encouraging open dialogue about growth opportunities, management can cultivate a motivated workforce dedicated to providing exceptional pet care services.

Performance Review for Dog Wellness Club Staff

Introduction to Performance Reviews:

Key Areas of Evaluation

When conducting performance reviews, several critical areas should be assessed:

Dog Handling Skills

Evaluate how effectively staff manage dogs of various sizes, breeds, and temperaments.

Review any incidents related to dog handling and how they were resolved.

Assess their commitment to ensuring the safety and well-being of dogs under their care.

Daycare Operations

Analyze adherence to daycare policies and procedures.

Determine proactivity in maintaining cleanliness and organization within the facility.

Evaluate contributions toward creating a positive atmosphere for both dogs and pet owners.

Communication Skills

Assess effectiveness in communicating with pet owners about their pets’ behavior, health, and activities.

Identify instances where communication positively impacted customer satisfaction.

Review collaboration with colleagues and supervisors.

Problem-Solving and Adaptability

Provide examples of situations where staff demonstrated quick thinking in unexpected events.

Evaluate how they handle difficult or aggressive dog behavior.

Assess adaptability in learning new skills or taking on additional responsibilities.

Teamwork and Collaboration

Examine how well they work as part of a team with other daycare attendants.

Identify contributions to team dynamics and morale.

Assess willingness to support coworkers during busy periods.

Customer Service

Evaluate interactions with pet owners regarding courtesy, knowledge, and responsiveness.

Identify exceptional customer service instances that stood out during the review period.

Assess handling of feedback or complaints from pet owners.

Continuous Learning and Improvement

Determine openness to feedback and suggestions for improvement.

Review participation in training programs related to dog care.

Assess commitment to continuous learning and professional development.

Overall Performance Contribution

Rate overall contribution based on performance during the review period.

Identify strengths that significantly benefit the daycare operation.

Discuss areas needing further development or support.

Feedback Mechanism

Goal Setting

Conclusion

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Break and Rest Periods Policy at Dog Wellness Club MN

The break and rest periods for employees at Dog Wellness Club MN are governed by state law.

Here’s a detailed breakdown of the policy:

Restroom Time: State law mandates that employers must provide employees with sufficient time to use the restroom. This means that employees should be allowed to take breaks as needed, ensuring they can attend to personal needs without undue delay.

Meal Breaks: Employees who work eight or more consecutive hours are entitled to a meal break. The specifics of this meal break include:

If the break is less than 20 minutes in duration, it must be counted as hours worked.

For the meal break to be unpaid, employees must be completely relieved of their duties for at least 20 minutes.

Employer’s Authority: The employer has the right to set the hours during which employees work, including when meal or rest breaks can be taken. This means that while employees have rights to breaks, the scheduling of these breaks is ultimately determined by management.

Compliance with Minnesota Statutes: The policy aligns with Minnesota Statutes 177.253 and 177.254, as well as Minnesota Rules 5200.0120, which outline employee rights regarding breaks and rest periods.

In summary, Dog Wellness Club MN adheres to state laws requiring restroom access and meal breaks for employees working extended hours while allowing management discretion over scheduling these breaks.

Additional Resources:

Minnesota Statutes 177.253: This statute outlines employer obligations regarding employee restroom access and meal breaks.

Minnesota Statutes 177.254: This statute provides further details on meal period requirements for employees working extended hours.

Minnesota Rules 5200.0120: These rules elaborate on regulations concerning employee work conditions, including break policies in Minnesota workplaces.

Break and Rest Periods Policy at Dog Wellness Club MN

The break and rest periods for employees at Dog Wellness Club MN are governed by state law.

Here’s a detailed breakdown of the policy:

Meal Breaks: Employees who work eight or more consecutive hours are entitled to a meal break. The specifics of this meal break include:

If the break is less than 20 minutes in duration, it must be counted as hours worked.

For the meal break to be unpaid, employees must be completely relieved of their duties for at least 20 minutes.

Additional Resources:

Minnesota Statutes 177.253: This statute outlines employer obligations regarding employee restroom access and meal breaks.

Minnesota Statutes 177.254: This statute provides further details on meal period requirements for employees working extended hours.

Minnesota Rules 5200.0120: These rules elaborate on regulations concerning employee work conditions, including break policies in Minnesota workplaces.

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Understand Your Employment at a MN Company:

At-Will Employment in Minnesota

Minnesota is classified as an “at-will” employment state, which fundamentally means that both employers and employees have the right to terminate the employment relationship at any time and for any reason, provided that the reason is not illegal. This concept allows for a flexible employment environment where either party can end the relationship without needing to provide notice or justification.

Key Features of At-Will Employment:

Termination by Employers: Employers can terminate an employee for virtually any reason, including poor performance, changes in business needs, or even personal dislike, as long as the termination does not violate specific legal protections. For instance, it is illegal to fire someone based on discrimination related to race, sex, age, disability, religion, sexual orientation, or other protected categories.

Employee Rights: Employees also have the freedom to quit their jobs at any time and for any reason without facing legal repercussions from their employer. This means they are not obligated to give two weeks’ notice unless they choose to do so out of courtesy.

Exceptions to At-Will Employment: While at-will employment provides broad leeway for both parties in terminating employment relationships, there are notable exceptions:

Discrimination Protections: Employees cannot be terminated based on discriminatory reasons related to protected classes.

Retaliation Protections: Employees are protected from being fired if they report illegal activities (whistleblowing), file for workers’ compensation benefits, or request family leave under the Family and Medical Leave Act (FMLA).

Contractual Obligations: If an employee has a contract (written or oral) that specifies conditions under which they can be terminated, those terms must be adhered to by the employer.

Legal Recourse for Wrongful Termination: If an employee believes they have been wrongfully terminated—meaning their termination violated anti-discrimination laws or retaliatory protections—they may seek legal recourse through state agencies or courts.

Requesting Reasons for Termination: If an employee is terminated and wishes to know why they were let go, they can request a written explanation from their employer within 15 working days of termination. The employer must respond within 10 working days with a truthful reason.

Final Paychecks and Benefits: Upon termination—whether initiated by the employer or employee—there are specific laws regarding final paychecks and accrued benefits that must be followed by employers.

In summary, while Minnesota’s at-will employment framework offers flexibility for both employers and employees in managing their work relationships, it also establishes essential protections against wrongful termination based on discrimination and retaliation. It is important that all DWC employees know their rights and their responsibilities.

Understand Your Employment at a MN Company:

At-Will Employment in Minnesota

Key Features of At-Will Employment:

Exceptions to At-Will Employment: While at-will employment provides broad leeway for both parties in terminating employment relationships, there are notable exceptions:

Discrimination Protections: Employees cannot be terminated based on discriminatory reasons related to protected classes.

Contractual Obligations: If an employee has a contract (written or oral) that specifies conditions under which they can be terminated, those terms must be adhered to by the employer.

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Dress Code for Dog Wellness Club

General Guidelines

Attire should be comfortable and allow for easy movement, as activities may include walking, playing, or training with dogs.
Clothing should be clean, neat, and free from any offensive language or imagery.
Avoid wearing items that could pose a safety risk to yourself or the dogs, such as loose-fitting clothing or dangling accessories.

Tops

Opt for breathable fabrics that wick moisture away, especially if engaging in physical activities.
T-shirts, polo shirts, or casual blouses are acceptable. Avoid overly tight or revealing tops.
If the weather is cooler, consider layering with a light jacket or sweater.

Bottoms

Choose comfortable pants such as jeans, athletic wear, or cargo pants that allow for movement.
Shorts are acceptable in warmer weather but should be of an appropriate length (mid-thigh or longer).
Ensure pockets are available for carrying treats or other small items needed during activities.

Footwear

Wear closed-toe shoes that provide good support and traction; sneakers are highly recommended.
Avoid sandals or flip-flops as they do not provide adequate protection when interacting with dogs.

Accessories

Keep accessories minimal to avoid distractions during activities.
If wearing jewelry, ensure it is secure and does not dangle excessively.
Hats can be worn for sun protection but should not obstruct vision while working with dogs.

Seasonal Considerations

In colder months, dress in layers to stay warm while ensuring mobility.
In warmer months, opt for lighter fabrics and consider sun protection measures like hats and sunscreen.

By adhering to this dress code, members will ensure a safe and enjoyable environment for both themselves and their dogs during club activities.

Dress Code for Dog Wellness Club

General Guidelines

Attire should be comfortable and allow for easy movement, as activities may include walking, playing, or training with dogs.
Clothing should be clean, neat, and free from any offensive language or imagery.
Avoid wearing items that could pose a safety risk to yourself or the dogs, such as loose-fitting clothing or dangling accessories.

Tops

Opt for breathable fabrics that wick moisture away, especially if engaging in physical activities.
T-shirts, polo shirts, or casual blouses are acceptable. Avoid overly tight or revealing tops.
If the weather is cooler, consider layering with a light jacket or sweater.

Bottoms

Choose comfortable pants such as jeans, athletic wear, or cargo pants that allow for movement.
Shorts are acceptable in warmer weather but should be of an appropriate length (mid-thigh or longer).
Ensure pockets are available for carrying treats or other small items needed during activities.

Footwear

Wear closed-toe shoes that provide good support and traction; sneakers are highly recommended.
Avoid sandals or flip-flops as they do not provide adequate protection when interacting with dogs.

Accessories

Keep accessories minimal to avoid distractions during activities.
If wearing jewelry, ensure it is secure and does not dangle excessively.
Hats can be worn for sun protection but should not obstruct vision while working with dogs.

Seasonal Considerations

In colder months, dress in layers to stay warm while ensuring mobility.
In warmer months, opt for lighter fabrics and consider sun protection measures like hats and sunscreen.

By adhering to this dress code, members will ensure a safe and enjoyable environment for both themselves and their dogs during club activities.

I have read and I understand this section.

Drug and Alcohol Policy for Dog Wellness Club

A drug and alcohol policy for DWC is essential to ensure the safety and well-being of all dogs, their owners and your teammates. This policy outlines the expectations regarding substance use on the premises, aiming to create a safe environment for both pets and people.

Policy Overview

Prohibition of Substance Use: The club strictly prohibits the use, possession, or distribution of illegal drugs and alcohol on its premises. This includes any areas where dogs are present, such as indoor play areas, outdoor spaces, and during events or training sessions.
Impact on Safety: The presence of drugs or alcohol can impair judgment and reaction times, which poses risks not only to individuals but also to the dogs in their care. Therefore, anyone under the influence will not be allowed entry into the facility.
Responsibility of Members: All members are responsible for ensuring that they are sober when attending club activities or bringing their dogs to the facility. If a member is found to be under the influence while at the club, they may be asked to leave immediately.
Reporting Violations: Members are encouraged to report any suspected violations of this policy to club management. Confidentiality will be maintained for those who report concerns.
Consequences of Violations: Any member found violating this policy may face disciplinary actions, including suspension or termination of membership depending on the severity of the violation.
Support Resources: The club recognizes that substance use issues can affect individuals’ lives significantly. Therefore, it may provide resources or referrals for members seeking help with substance-related problems.
Training and Awareness: Regular training sessions will be held to educate members about the importance of maintaining a drug-free environment and how it contributes to overall dog wellness.
Policy Review: This policy will be reviewed annually to ensure its effectiveness and relevance in promoting a safe environment for all members and their canine companions.

By adhering to this drug and alcohol policy, employees contribute positively to creating a supportive community focused on dog wellness.

Additional Resources on the importance of a drug free space for our dogs:

American Kennel Club (AKC)
The AKC provides comprehensive resources related to dog training, health, and welfare standards that can inform policies regarding pet care facilities.

Centers for Disease Control and Prevention (CDC)
The CDC offers guidelines on health practices that can help shape policies around substance use in various environments including community settings like dog clubs.

National Association of Professional Pet Sitters (NAPPS)
NAPPS provides best practices for pet care professionals which include safety protocols that can guide policies in pet-related organizations regarding substance use.

Drug and Alcohol Policy for Dog Wellness Club

Policy Overview

Prohibition of Substance Use: The club strictly prohibits the use, possession, or distribution of illegal drugs and alcohol on its premises. This includes any areas where dogs are present, such as indoor play areas, outdoor spaces, and during events or training sessions.
Impact on Safety: The presence of drugs or alcohol can impair judgment and reaction times, which poses risks not only to individuals but also to the dogs in their care. Therefore, anyone under the influence will not be allowed entry into the facility.
Responsibility of Members: All members are responsible for ensuring that they are sober when attending club activities or bringing their dogs to the facility. If a member is found to be under the influence while at the club, they may be asked to leave immediately.
Reporting Violations: Members are encouraged to report any suspected violations of this policy to club management. Confidentiality will be maintained for those who report concerns.
Consequences of Violations: Any member found violating this policy may face disciplinary actions, including suspension or termination of membership depending on the severity of the violation.
Support Resources: The club recognizes that substance use issues can affect individuals’ lives significantly. Therefore, it may provide resources or referrals for members seeking help with substance-related problems.
Training and Awareness: Regular training sessions will be held to educate members about the importance of maintaining a drug-free environment and how it contributes to overall dog wellness.
Policy Review: This policy will be reviewed annually to ensure its effectiveness and relevance in promoting a safe environment for all members and their canine companions.

By adhering to this drug and alcohol policy, employees contribute positively to creating a supportive community focused on dog wellness.

Additional Resources on the importance of a drug free space for our dogs:

American Kennel Club (AKC)
The AKC provides comprehensive resources related to dog training, health, and welfare standards that can inform policies regarding pet care facilities.

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Attendance Policy for Dog Wellness Club

Purpose of the Attendance Policy

The purpose of this attendance policy is to establish clear expectations regarding attendance and punctuality for all members of the Dog Wellness Club. This policy aims to promote a culture of responsibility and commitment, ensuring that all staff members contribute effectively to the club’s mission of providing exceptional care and wellness services for dogs.

Scope

This policy applies to all employees, including full-time, part-time, and temporary staff at the Dog Wellness Club.

Attendance Expectations

All employees are expected to maintain regular attendance and arrive on time for their scheduled shifts.
Employees must notify their supervisor at least 24 hours in advance if they are unable to attend work due to illness or personal reasons.
In case of an emergency or unforeseen circumstance, employees should inform their supervisor as soon as possible.
No Call/No Shows may result in immediate termination of employment.
Due to the nature of the business at DWC, timeliness is a necessity for the safety of our dogs and coworkers. Lack of timeliness must be deemed a lack of regard for workplace safety and animal welfare by all employees and members at DWC as this result is inherent when timeliness is an issue.

Types of Absences

Paid Time Off (PTO): Employees are entitled to a certain number of paid vacation days per year, which can be used for personal time off.
Sick Leave: Employees may take sick leave when they are unable to perform their duties due to health issues. A doctor’s note may be required if an employee is absent for more than three consecutive days.
Personal Days: Employees can request personal days for matters that require attention outside of work responsibilities.
Bereavement Leave: Employees are allowed bereavement leave in the event of the death of an immediate family member.

Notification Process

Employees must follow these steps when notifying their supervisor about an absence:

Notify management via the club chat system (When I Work) as soon as you know you will miss a shift.
If coverage has not been arranged and the shift starts within 24 hours, follow up with management to provide a status update on coverage.

Who to Notify:

Management/HR: Adrien, Alexia, Janet
Contact the supervisor via phone or email at least 24 hours before the scheduled shift.
Provide a brief explanation for the absence.
If applicable, submit any required documentation (e.g., doctor’s note) upon return.

Recordkeeping System

The Dog Wellness Club will maintain accurate records of employee attendance using a digital attendance tracking system. This system will log absences, tardiness, and any other relevant attendance infractions.

Consequences for Violating Attendance Policy

Failure to adhere to this attendance policy may result in disciplinary action, which could include:

Verbal Warning: For first-time minor infractions such as tardiness.
Written Warning: For repeated infractions or unexcused absences.
Suspension: For excessive absenteeism or failure to comply with notification procedures.
Termination: For continued violations after previous warnings have been issued.

Attendance Infractions

Common attendance infractions include:

Tardiness: Arriving late without prior notification or valid reason.
Unauthorized Absence: Missing work without notifying a supervisor in advance.
Extended Leave: Taking more time off than permitted under this policy without approval.

Absences & Late Arrival Consequences
Point System:
- A maximum of 8 points is allowed within a rolling 12-month period.
- Exceeding 8 points may result in termination.
- Late Arrival:
- ¼ point will be incurred for arriving up to 7 minutes after the start of your scheduled
- shift (failure to clock in and be present on time).
- ½ point will be incurred for arriving more than 10 minutes after the start of your
- scheduled shift.
- Absence:
- 1 point will be incurred for a missed shift without coverage.
- This includes situations where management needs to be involved to help arrange
- coverage for your shift.
Review and Updates

This policy will be reviewed annually and updated as necessary to ensure compliance with local laws and regulations while meeting the needs of both employees and management.

Additional Resources:

Society for Human Resource Management (SHRM) - A leading professional association that provides resources, best practices, and guidelines on human resource management topics including employee policies and workplace standards.

U.S. Department of Labor (DOL) - The federal agency responsible for enforcing labor laws related to wages, workplace safety, unemployment benefits, and other employment-related issues; it provides guidance on legal requirements concerning employee rights.

Attendance Policy for Dog Wellness Club

Purpose of the Attendance Policy

Scope

This policy applies to all employees, including full-time, part-time, and temporary staff at the Dog Wellness Club.

Attendance Expectations

All employees are expected to maintain regular attendance and arrive on time for their scheduled shifts.
Employees must notify their supervisor at least 24 hours in advance if they are unable to attend work due to illness or personal reasons.
In case of an emergency or unforeseen circumstance, employees should inform their supervisor as soon as possible.
No Call/No Shows may result in immediate termination of employment.
Due to the nature of the business at DWC, timeliness is a necessity for the safety of our dogs and coworkers. Lack of timeliness must be deemed a lack of regard for workplace safety and animal welfare by all employees and members at DWC as this result is inherent when timeliness is an issue.

Types of Absences

Paid Time Off (PTO): Employees are entitled to a certain number of paid vacation days per year, which can be used for personal time off.
Sick Leave: Employees may take sick leave when they are unable to perform their duties due to health issues. A doctor’s note may be required if an employee is absent for more than three consecutive days.
Personal Days: Employees can request personal days for matters that require attention outside of work responsibilities.
Bereavement Leave: Employees are allowed bereavement leave in the event of the death of an immediate family member.

Notification Process

Employees must follow these steps when notifying their supervisor about an absence:

Notify management via the club chat system (When I Work) as soon as you know you will miss a shift.
If coverage has not been arranged and the shift starts within 24 hours, follow up with management to provide a status update on coverage.

Who to Notify:

Management/HR: Adrien, Alexia, Janet
Contact the supervisor via phone or email at least 24 hours before the scheduled shift.
Provide a brief explanation for the absence.
If applicable, submit any required documentation (e.g., doctor’s note) upon return.

Recordkeeping System

Consequences for Violating Attendance Policy

Failure to adhere to this attendance policy may result in disciplinary action, which could include:

Verbal Warning: For first-time minor infractions such as tardiness.
Written Warning: For repeated infractions or unexcused absences.
Suspension: For excessive absenteeism or failure to comply with notification procedures.
Termination: For continued violations after previous warnings have been issued.

Attendance Infractions

Common attendance infractions include:

Tardiness: Arriving late without prior notification or valid reason.
Unauthorized Absence: Missing work without notifying a supervisor in advance.
Extended Leave: Taking more time off than permitted under this policy without approval.

Absences & Late Arrival Consequences
Point System:
- A maximum of 8 points is allowed within a rolling 12-month period.
- Exceeding 8 points may result in termination.
- Late Arrival:
- ¼ point will be incurred for arriving up to 7 minutes after the start of your scheduled
- shift (failure to clock in and be present on time).
- ½ point will be incurred for arriving more than 10 minutes after the start of your
- scheduled shift.
- Absence:
- 1 point will be incurred for a missed shift without coverage.
- This includes situations where management needs to be involved to help arrange
- coverage for your shift.
Review and Updates

This policy will be reviewed annually and updated as necessary to ensure compliance with local laws and regulations while meeting the needs of both employees and management.

Additional Resources:

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Company Property

Purpose of the Policy The purpose of a company property HR policy is to ensure that all property maintained by the organization is kept in optimal working condition and used properly. This includes any equipment, furnishings, vehicles, buildings, or supplies that are owned, leased, donated, or otherwise in the custodial care of the company.

Definition of Company Property

“Property,” as defined in this policy, encompasses all physical and intangible assets belonging to the company. This includes but is not limited to desks, computers, office supplies, vehicles, intellectual property, and data.

General Guidelines on Use of Company Property

Employees are required to maintain their work environment orderly and adhere to all company rules regarding the use and maintenance of property. Misuse or neglect can lead to disciplinary action up to termination. If an employee damages company property through misuse, they may be held financially responsible for repairs or replacement costs.

Use of Company Vehicles

Employees whose job duties require driving must be authorized by their department. They are responsible for ensuring that vehicles are operational before use and must document any issues in a vehicle log report. Any damage incurred during use will be noted in this report.

Use and Dissemination of Company Information

Only authorized personnel may speak on behalf of the company or disseminate confidential information. Employees must not share sensitive data with unauthorized individuals or outside parties without proper consent.

Monitoring of Network Communications

The company reserves the right to monitor communications using its networks at any time. This includes emails, internet usage, and other forms of communication to ensure compliance with policies.

Employee Use of Company Property

Personal use of company property on site or off site is completely forbidden. Theft of tools, resources and materials purchased by the company may be result in legal action.

Consequences for Violations

Violations of this policy can result in disciplinary actions ranging from warnings to termination depending on the severity of the infraction. Specific consequences may include financial liability for damages or legal repercussions for breaches related to confidentiality or animal welfare.

Company Property

Definition of Company Property

General Guidelines on Use of Company Property

Use of Company Vehicles

Use and Dissemination of Company Information

Monitoring of Network Communications

The company reserves the right to monitor communications using its networks at any time. This includes emails, internet usage, and other forms of communication to ensure compliance with policies.

Employee Use of Company Property

Personal use of company property on site or off site is completely forbidden. Theft of tools, resources and materials purchased by the company may be result in legal action.

Consequences for Violations

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Formal Complaint Protocol for Dog Wellness Club

Purpose of the Complaint Protocol
The purpose of this protocol is to provide a structured and fair mechanism for handling complaints related to the employment experience provided by the Dog Wellness Club. This ensures that all complaints are addressed promptly and effectively, maintaining a high standard of service and member satisfaction.
Scope of Complaints
Complaints may arise from various issues including, but not limited to:

Unsatisfactory service or care provided to dogs.
Inappropriate behavior by staff or members including harassment or discrimination.
Violations in state or federal employment law.
Facility conditions that do not meet safety or health standards.
Miscommunication regarding job description.

How to File a Complaint
Employees wishing to file a complaint must follow this protocol:

Step 1: Contact the owner via email at Max@YDBF.email. The subject must read: Employee Formal Complaint. Provide your name, contact information, and details of the complaint. If possible, include any relevant documentation or evidence (e.g., photos, emails).
Step 2: If you receive no response within 2 business days, call the owner at 612-518-2358 to confirm receipt.

Acknowledgment of Complaint upon receipt of the complaint:

The club will acknowledge receipt within (2) working days via email or phone call. This acknowledgment will include information about the next steps in the process.
Formal complaints must be submitted within (4) calendar days of the event that triggered the complaint so to allow for timely discovery and resolution.

Investigation Process
The following steps will be taken during the investigation:

Step 1: Assessing the complaint to identify key issues involved (e.g., management failure, policy violation).
Step 2: Gathering information from relevant parties including staff members, witnesses, and any other involved individuals.
Step 3: Reviewing documentation related to the complaint (e.g., service records, incident reports, security cameras, communications).

Resolution Timeline
The club aims to resolve complaints as quickly as possible:

A substantive response will be provided in writing within twenty (20) working days from acknowledgment of receipt.
If additional time is required due to complexity or multiple departments being involved, regular updates will be communicated.

Outcome Communication
Once an investigation is complete:

The complainant will receive written communication detailing the outcome of their complaint along with any actions taken as a result.
If applicable, recommendations for future improvements will also be included.

Appeal Process
If a complainant is not satisfied with the resolution provided:

They may appeal by submitting a written email request outlining their reasons for dissatisfaction within ten (10) working days of receiving the outcome.
An independent review panel will assess appeals and provide a final decision within thirty (30) days.

Monitoring and Learning from Complaints
The Dog Wellness Club will maintain a register of complaints which will be reviewed regularly by management to identify trends and implement corrective measures aimed at improving employment experience.

Formal Complaint Protocol for Dog Wellness Club

Purpose of the Complaint Protocol
The purpose of this protocol is to provide a structured and fair mechanism for handling complaints related to the employment experience provided by the Dog Wellness Club. This ensures that all complaints are addressed promptly and effectively, maintaining a high standard of service and member satisfaction.
Scope of Complaints
Complaints may arise from various issues including, but not limited to:

Unsatisfactory service or care provided to dogs.
Inappropriate behavior by staff or members including harassment or discrimination.
Violations in state or federal employment law.
Facility conditions that do not meet safety or health standards.
Miscommunication regarding job description.

How to File a Complaint
Employees wishing to file a complaint must follow this protocol:

Step 1: Contact the owner via email at Max@YDBF.email. The subject must read: Employee Formal Complaint. Provide your name, contact information, and details of the complaint. If possible, include any relevant documentation or evidence (e.g., photos, emails).
Step 2: If you receive no response within 2 business days, call the owner at 612-518-2358 to confirm receipt.

Acknowledgment of Complaint upon receipt of the complaint:

The club will acknowledge receipt within (2) working days via email or phone call. This acknowledgment will include information about the next steps in the process.
Formal complaints must be submitted within (4) calendar days of the event that triggered the complaint so to allow for timely discovery and resolution.

Investigation Process
The following steps will be taken during the investigation:

Step 1: Assessing the complaint to identify key issues involved (e.g., management failure, policy violation).
Step 2: Gathering information from relevant parties including staff members, witnesses, and any other involved individuals.
Step 3: Reviewing documentation related to the complaint (e.g., service records, incident reports, security cameras, communications).

Resolution Timeline
The club aims to resolve complaints as quickly as possible:

A substantive response will be provided in writing within twenty (20) working days from acknowledgment of receipt.
If additional time is required due to complexity or multiple departments being involved, regular updates will be communicated.

Outcome Communication
Once an investigation is complete:

The complainant will receive written communication detailing the outcome of their complaint along with any actions taken as a result.
If applicable, recommendations for future improvements will also be included.

Appeal Process
If a complainant is not satisfied with the resolution provided:

They may appeal by submitting a written email request outlining their reasons for dissatisfaction within ten (10) working days of receiving the outcome.
An independent review panel will assess appeals and provide a final decision within thirty (30) days.

Monitoring and Learning from Complaints
The Dog Wellness Club will maintain a register of complaints which will be reviewed regularly by management to identify trends and implement corrective measures aimed at improving employment experience.

I have read and I understand this section.

Social Media HR Policy

Policy Brief & Purpose Our social media policy provides a framework for using social media responsibly and effectively within the workplace. Social media is an integral part of modern communication, and this policy aims to protect both the company’s reputation and employees’ rights while encouraging positive engagement.

Scope

This policy applies to all employees, contractors, and interns who represent or are associated with our organization on social media platforms.

Using Personal Social Media at Work

Employees are NOT allowed to access their personal social media accounts during work hours. Personal phone usage during active duty as a dog relater is deemed negligence to the safety of our dogs.

Disclaimers: Clearly state that personal opinions do not represent the company. Use disclaimers such as “opinions are my own” in profiles.

Confidentiality: Avoid sharing any confidential information related to the company or its clients.

Respectful Communication: Maintain professionalism and avoid posting derogatory or offensive content that could harm colleagues or the company’s image.

Representing Our Company on Social Media.

When employees post on behalf of the company or manage corporate accounts, they must follow these guidelines:

Professionalism: Always be respectful, polite, and patient when engaging with others online.
Accuracy: Ensure that all information shared is accurate and reflects positively on the company.
Confidentiality Compliance: Adhere strictly to confidentiality policies regarding sensitive data.

Crisis Management: Report any negative comments or crises to the appropriate person immediately.

Disciplinary Consequences

Failure to comply with this policy may result in disciplinary action, including potential termination.

Examples of violations include:

Disregarding job responsibilities due to excessive personal social media use.

Sharing confidential information through personal or corporate accounts.

Posting discriminatory or offensive comments.

Encouraging Positive Engagement

Employees are encouraged to share positive experiences about working at our company on their personal accounts. This can enhance employee advocacy and contribute positively to our brand image.

Review and Updates

This policy is a living document and will be reviewed annually or as needed based on changes in laws, regulations, or company practices.

Social Media HR Policy

Scope

This policy applies to all employees, contractors, and interns who represent or are associated with our organization on social media platforms.

Using Personal Social Media at Work

Employees are NOT allowed to access their personal social media accounts during work hours. Personal phone usage during active duty as a dog relater is deemed negligence to the safety of our dogs.

Disclaimers: Clearly state that personal opinions do not represent the company. Use disclaimers such as “opinions are my own” in profiles.

Confidentiality: Avoid sharing any confidential information related to the company or its clients.

Respectful Communication: Maintain professionalism and avoid posting derogatory or offensive content that could harm colleagues or the company’s image.

Representing Our Company on Social Media.

When employees post on behalf of the company or manage corporate accounts, they must follow these guidelines:

Professionalism: Always be respectful, polite, and patient when engaging with others online.
Accuracy: Ensure that all information shared is accurate and reflects positively on the company.
Confidentiality Compliance: Adhere strictly to confidentiality policies regarding sensitive data.

Crisis Management: Report any negative comments or crises to the appropriate person immediately.

Disciplinary Consequences

Failure to comply with this policy may result in disciplinary action, including potential termination.

Examples of violations include:

Disregarding job responsibilities due to excessive personal social media use.

Sharing confidential information through personal or corporate accounts.

Posting discriminatory or offensive comments.

Encouraging Positive Engagement

Employees are encouraged to share positive experiences about working at our company on their personal accounts. This can enhance employee advocacy and contribute positively to our brand image.

Review and Updates

This policy is a living document and will be reviewed annually or as needed based on changes in laws, regulations, or company practices.

I have read and I understand this section.

Workplace Safety Policy for Dog Wellness Club

1. Scope of the Policy: This policy applies to all employees. Dogs who are brought to work by DWC employees at the dog wellness club. It outlines the responsibilities of employees and pet owners and the expectations for maintaining a safe environment.

2. Pet Requirements: To participate in DWC, pets must meet specific criteria:

Dogs must be at least two months old.

All dogs must be up-to-date on vaccinations as required by state law.

Dogs should be free from communicable infections or parasites such as fleas.

Pets must be clean and well-groomed.

Dogs should be house-trained and obedient with no history of aggressive behavior.

3. Owner Responsibilities Pet owners are responsible for their dog’s behavior and well-being while on the premises. Responsibilities include:

Keeping dogs under control at all times.

Ensuring that their workspace is “pet-proofed” to prevent accidents.

Providing necessary items such as leashes, waste bags, food, and water bowls.

Cleaning up after their pet immediately if any accidents occur.

4. Designated Areas Establish designated areas where dogs are allowed and areas that are off-limits to pets. This helps maintain cleanliness and minimizes distractions for employees who may not be comfortable around dogs.

5. Emergency Procedures Outline emergency procedures in case of an incident involving a dog or an employee:

Immediate reporting of any aggressive behavior or injuries to management.

First aid procedures for both humans and pets in case of injury.

Evacuation plans that consider the presence of pets during emergencies.

6. Liability Waivers: Employees acknowledge their responsibility for their dog’s actions and their own while on company property. This waiver should cover potential damages caused by their pet.

7. Health Monitoring: Implement regular health checks for all participating dogs to ensure they remain healthy throughout their time at work. This can include checking for signs of illness or distress.

8. Training Requirements: Encourage or require training programs for dogs before they can participate. This ensures that all dogs are socialized properly and can interact safely with other pets and employees.

9. See additional resources below for general work place safety standards we meet.

Additional Resources:

1. Nationwide/HABRI Study This study provides insights into how pet-friendly workplaces impact employee engagement, retention, and overall job satisfaction through statistical analysis of employee responses regarding workplace policies related to pets.

2. International Journal of Workplace Health Management This journal includes research findings on the psychological effects of having pets in workplaces, highlighting benefits such as reduced stress levels among employees when pets are present.

3. Occupational Safety and Health Administration (OSHA) Guidelines OSHA provides regulations regarding workplace safety standards which can inform policies related to managing animals in work environments while ensuring compliance with health regulations.