Let the following enlighten you as to how important having a sexual harassment policy for your dog daycare or other pet related business can be, especially considering that greater than 90% of all Dog Daycare businesses are considered to be a small business:

"An employer’s failure to maintain a sexual harassment policy and keep an employees apprised of its response to there complaints of sexual harassment, and its further failure to follow through on remedial actions could lead a reasonable jury to find that the employer did not take adequate measures to ensure that employees were not faced with a hostile work environment and that complaints were taken seriously. Such failures form the basis of a recent decision by the 8th U.S. Circuit Court of Appeals in which the Court denied an employer’s post-trial motion regarding a $100,000 jury verdict. Sheriff v. Midwest Health Partners, P.C., 8th Cir., No. 09-3367, August 30, 2010."

"A recent decision by the Eleventh Circuit reiterates the value of having an effective anti-harassment policy and complaint procedure in place and reaffirms an employer’s right to choose the remedial action it deems appropriate in response to a harassment claim, even if that action is not what the complaining employee requested. See Blue Cross/Blue Shield of Alabama v. Baldwin (March 19, 2007). Although the decision does not set any new standards, it highlights several basic points regarding harassment in the workplace, including: Title VII is not a general civility code; an employer is not required to credit the “she said” side of a “he said/she said” dispute (unless not doing so would be unreasonable); an employee’s generalized fear of losing her job does not excuse the failure to promptly complain of alleged harassment; and a complainant does not get to choose the remedy for the complaint."

This package provides you with two sexual harassment policies to choose from or to use as templates in creating your own, it also includes an investigative procedures checklist to guide you through the process once a complaint has been filed.

Not knowing how to proceed when an employee is injured on the job at your facility can be a very costly mistake. The Checklist for Handling Workers Compensation claims, provides you with an easy to follow 7 page checklist that covers all of the topics listed below.

Checklists for Handling Workers’ Compensation Claims

Checklist for handling claims

The initial period is critical in handling workers’ compensation claims. Be sure to:

Immediately:

 ·         administer first aid

·         accompany injured worker to a selected medical provider

·         report incident within company

·         notify family

·         assign responsible person to follow claim

First day:

 ·         report to claim handler outside company (insurance company or third-party administrator)

·         determine, on a preliminary basis, whether the injury is covered by workers’ compensation

·         counsel employee and/or family on claims procedures, available benefits, company’s continuing interest in employee’s welfare, etc.

·         follow up with the employee or family

First week:

 ·         coordinate payment of initial benefits

·         talk to treating physician to learn diagnosis and treatment plan

·         evaluate whether medical rehabilitation is necessary or appropriate

·         develop return-to-work plan

·         forward mail

·         contact the injured employee and/or the family

First month:

 ·         use a “wellness” approach (cards, phone calls, visits) to continue to reinforce company’s

Ongoing: 

 ·         continually reevaluate treatment plan

·         update return-to-work plan

·         refer for vocational rehabilitation

·         refer for pain management evaluation of chronic pain, if appropriate

·         maintain contact with the injured employee and/or the family

 Checklist for collecting information

Whether it’s the businesses owner, or someone assigned by the business owner to keep track of the claim, here’s some advice for the types of information the person overseeing the claim should be gathering:

About the employee:

About the injury:

About the claim:

Oral statement from injured worker:

Written statement from injured worker:

Oral statement from witness(es):

Written statement from witness(es):

 If litigation occurs:

Warning Signals of Workers’ Compensation Fraud

About the worker:

About the workplace:

About the injury:

About the medical relationship:

About the claim itself or the claimant’s attorney:

About outside activities:

Failing to post the required labor law posters in your Dog Daycare, or other pet related business can be an expensive proposition. On the federal level, failing to display all of the required labor law posters can result in you being fined upwards of $17,000. Some States have additional requirements and failure to comply with them puts you at risk of additional fines and penalties. Beyond that, failing to properly post labor signs can expose your company to other liabilities.

More than once have former employees been able to successfully argue in court that they did not know or were unaware of their rights because the company that employed them failed to properly maintain and post the required labor law posters. This opens the door for employees to file a lawsuit against you beyond the statute of limitations. Which means that workers previously employed by your company three, four, or even five years ago could potentially bring suit against you.

The Purpose Of Labor Law Posters

The purpose of the state and federal posters is to ensure that all employees understand and have access to information regarding their employment rights. It is to ensure that all workers know their labor law rights with regards to safety, pay and discrimination.

There are a few different posters that are required to be posted within employee view. The different topics covered include: Family and Medical Leave, Employee Disabilities Rights, Minimum Wage, Fair Labor Standards Act, Equal Employment Opportunity, Federal Contractors, Polygraph Protection, Veteran Rights and Job Safety and Health. Each poster has its own information that must be in plain view of the employees.

Safety posters, for example, would list laws regarding employee safety and what steps a company has to follow to ensure that safety. It also lists what steps should be followed if there is an injury or health risk. Equal Employment Opportunity posters list the laws that require that an employer will not discriminate in hiring practices. Minimum Wage posters give employees answers on how much the employer has to pay, and employee disabilities rights posters list laws against discrimination based on disabilities and laws for accommodating disabilities.

Not posting the required posters is against the law and if noticed by a labor official, it could result in fines against the company.

Also ensure that you check with your state for any additional information regarding their specific requirements.

What's Included

• Employee Rights (National Labor Relations Act)
• Federal Form Employee Polygragh Act
• Federal Form Equal Opportunity 
• Federal Form Medical Leave Act
• Federal Form Employee Rights and Responsibilities (Family and Medical Leave Act)
• Federal Form Minimum Wage
• Federal Form Workers with Disabilities
• Federal Form Employee Rights For Workers with Disabilities Paid at Special Minimum Wage
• Federal Form The Uniformed Services Employment and Reemployment Rights Act.
• Federal Form 1099
• Federal Form I-9
  Federal Form W-4
• OSHA Forms Worker Injury Reports
• OSHA Poster Healthy Workplace
  OSHA Poster Proper Hand Sanitation
• OSHA Poster Protecting Workers From Heat Exhaustion & Heat Stroke
• First Aid Safety Poster (CPR, Choking, Bleeding, Unconsciousness)

The entire Dog Daycare Start Up Manual in an easy to view PDF document that you can instantly download to your computer.

This manual includes everything you need to know to take your idea of owning a dog daycare from the concept stage to the completion stage with 217 pages of detailed information. In it you will find that every topic you need is covered in detail, to include suppliers lists, dealing with customers, handling dogs, advertising, design, what construction material to use and more..

This is not your typical fluff filled document written and marketed by an individual that did research on dog daycare, but never spent one actual day operating one. This document is written by an actual owner/operator with 12+ years experience owning and operating a successful Dog Daycare in both and up and down economy.

In it he provides not only his knowledge and experience but provides it in a way that is not only easy to read and understand but covers areas others dare not touch, such as "What to do if a dog dies?, How to realistically break up dog fights, and how to handle problem customers"  

In the event that a dog is not breathing, CPR, also known as cardiopulmonary resuscitation, and mouth-to-snout resuscitation, can be used to save the dog’s life and stabilize the dog until professional medical treatment can be obtained.

In order to correctly perform Canine CPR, and avoid potentially exacerbating an already dire situation. It is important to know the steps and perform them in their exact order.

This easy to follow chart gives you the ABC's of Canine CPR in an quick reference color chart designed to provide you the proper steps to take in the right order with easy to follow pictures.

This chart can be posted in your store as a life saving tool that you or your employees can use in the event of a canine emergency.

In the Business of Dog Grooming, you will inevitably be faced with a the situation of a potential customer bringing a dog to you that is so matted that there is no alternative except to shave it completely down or strip the coat.

This creates a problem in that you being the experienced groomer understand that the "risk" of nicking, cutting or otherwise aggravating the dogs skin is very real when you are forced to work this close to the skin for the prolonged periods of time necessary to strip a dogs coat. You also have to relay to the customer your concerns, explain the risks, and protect yourself from any liability should an injury occur.

That is the purpose of this form, it first clearly explains what matting is, what health problems and pre-existing conditions may be associated with it, ensures that the customer acknowlegdes that they not only understand all the conditions and risks involved, but that they also provide you with specific authorization to proceed in view of these risks.

Disclaimer:

The data on this website is for informational purposes only, and does not constitute professional advice or even purport to amount to an opinion. Since every legal issue is different, suitable legal counsel should be consulted to advise on and resolve specific matters. The documents on this website are made available as guides only and you use them at your risk. This means that you accept that www.pawsdogdaycare.com and  its webmasters, owners, assigns, employees or volunteers will not be liable in any respect concerning the wording of the documents, or their interpretation, or any disputes which may arise from their use.

A basic Employee Manual suitable for a Dog Daycare, Dog Boarding or Dog Grooming Salon. This document is delivered in Microsoft Office Word format (.doc) so as to allow you the ability to easily taylor it to your specific needs. A brief excerpt is provided below.

EMPLOYEE MANUAL

 On the pages that follow you will find a summary of company policies and employee benefits. If there are any questions that are not answered in this handbook, please do not hesitate to ask the management.

Once again we would like to “Welcome” you to our family of whom we are very proud.

Equal Opportunity Employer

(ABC Dog Daycare)  affirms its commitment to Equal Employment Opportunity, and the Company’s policy that it will not discriminate against any employee or applicant because of race, color, religion, national origin, gender, age, marital status, veteran status, disability, or any other factor protected by law. Equal opportunity employment will be extended to all persons in all aspects of the employer/employee relationship, including but not limited to recruiting, hiring, promotion and training practices. (ABC Dog Daycare) intends to comply with all applicable Federal, State, and local laws prohibiting discrimination in employment.

Contents:

•  Introduction 
• Your Employment
• Orientation Period
• Sick Days
• Holidays
• Funeral Time
• Vacation
• Vacation
• Insurance
• Work & Pay Schedules
• Dress Code
• Personal Leave of Absence
• Medical Leave of Absence
• Returning from a Leave of Absence
• Drug Free Workplace
• Performance Evaluations
• IRA and Retirement Plans
• Resignations
• Smoking
• Policy Against Harassment
• Sexual Harassment
• Harassment Complaint Procedure
• Policy on E-mail and Voice Mail
• Policy on Internet Security Protection of Confidential Information
• Protection of Equipment
• Business Purpose and no Privacy
• Appropriate Conduct

Your Employment

Your employment with (ABC Dog Daycare) is at-will. This means that neither you nor (ABC Dog Daycare) entered into a contract regarding the duration of your employment. You are free to terminate your employment at any time, with or without cause. Similarly, (ABC Dog Daycare) has the right...

Insurance

After an employee has worked for their (90) day orientation period, they are permitted to enroll in the company...

Dress Code

All non management employees are to wear the dress code specified below. Either jean or khaki pants or shorts may be worn. The length of shorts is to the discursion of management. If they feel they are too short, or too tight then the employee may be sent home to...

Medical Leave of Absence

All full or part time employees who are temporarily unable to perform their usual and customary work due to an injury, a lengthy personal illness, pregnancy, or disability, and the absence is expected to ...

Harassment Complaint Procedure

The company cannot resolve matters that are not brought to its attention. Any employee who has a complaint or who witnesses harassment at work by anyone, including supervisors or managers, should...

Volunteer Waiver for "Your Dog Daycare"

Please read before signing

Upon my signing of this release, I hereby volunteer with “Your Dog Daycare Name”. As a volunteer, I may participate in all activities related to the daily operations of the daycare; I further acknowledge that participation in these activities involve a risk of physical and/or mental injury to any individual undertaking such activities.

 I, (print full name) __________________________________, understand that my services are being offered on a volunteer basis without anticipation of financial remuneration, either now or at any future date. I indemnify and hold....

EMPLOYEE CONFIDENTIALITY AGREEMENT 

In consideration of my admission to and employment on the premises of “Your Business Name”, hereinafter referred to as the “shop,” which I acknowledge is for my benefit, I agree to hold in strict confidence, any proprietary or confidential information which is disclosed or otherwise made available to me, or to which I otherwise gain access, or of which I otherwise obtain knowledge, during or in connection with any visit by me or employment of me on the premises of the shop.

 I further agree that I will, during the course of my visit and or employment, whether before, on or after the date hereof:

 Preserve the privacy of the oral, taped, diagrammed or written information, instructions and or discussions of...