Employee Handbook                                                                                              Dated | 06.13.2020

                                                                                                                                   Edited | 08.10.2021

 

Article 1. INTRODUCTION

Section 1.01 WELCOME

Section 1.02 COPYRIGHTS, DOMAIN NAME AND SERVICE MARKS 

Section 1.03 UPDATES TO EMPLOYEE MANUAL

 

Article 2. EMPLOYMENT POLICIES 

Section 2.01 EQUAL EMPLOYMENT OPPORTUNITY

Section 2.02 IMMIGRATION LAW COMPLIANCE 

Section 2.03 EMPLOYMENT CLASSIFICATION 

Section 2.04 PROBATIONARY PERIOD FOR EMPLOYEES

Section 2.05 PERSONAL RECORDS AND ADMINISTRATION

Section 2.06 CHANGE OF PERSONAL DATA

Section 2.07 CONDITIONS OF EMPLOYMENT 

Section 2.08 HOLIDAY POLICY

Section 2.09 SCHEDULING 

Section 2.10 INJURY WHILE ON THE JOB

Section 2.11 PERFORMANCE REVIEWS/STAFF MEETINGS

Section 2.12 SUGGESTIONS

Section 2.13 JURY DUTY 

 

Article 3. STANDARDS OF CONDUCT 

Section 3.01 GENERAL GUIDELINES 

Section 3.02 PUNCTUALITY AND ATTENDANCE 

Section 3.03 EMPLOYEE SHIFT SCHEDULES

Section 3.04 ILLNESS OR INJURY

Section 3.05 REPORTING PROBLEMS/COMPLAINTS TO SUPERVISOR

Section 3.06 EXECUTION OF DUTIES

Section 3.07 CONFIDENTIAL INFORMATION AND NON-DISCLOSURE 

Section 3.08 INTELLECTUAL PROPERTY SAFEGARD 

Section 3.09 SOCIAL MEDIA/COMMUNICATIONS POLICY

Section 3.10 ETHICAL STANDARDS

Section 3.11 DRESS CODE

Section 3.12 INTERPERSONAL ETIQUETTE

Section 3.13 SOLICITATIONS AND DISTRIBUTIONS 

Section 3.14 COMPLAINT PROCEDURE 

Section 3.15 CORRECTIVE PROCEDURE 

Section 3.16 CRISIS SUSPENSION

Section 3.17 EMPLOYMENT TERMINATION/RESIGNATION

Section 3.18 USE & RETURN OF COMPANY PROPERTY

 

Article 4. STANDARDS OF PET CARE

Section 4.01 SAFETY

Section 4.02 CLIENT COMMUNICATION

Section 4.03 GIVING MEDICATIONS 

Section 4.04 SICK OR INJURED PET

Section 4.05 UNCOOPERATIVE/REACTIVE PET

Section 4.06 ANIMAL NEGLECT/ABUSE

Section 4.07 PERSONAL PETS

 

Article 5. COMPENSATION AND PAYROLL PROCEDURES 

Section 5.01 PROBATIONARY PERIOD

Section 5.02 COMPENSATION/SICK LEAVE

Section 5.03 TIMEKEEPING PROCEDURES 

Section 5.04 WORKERS COMPENSATION

Section 5.05 PERSONAL INSURANCE 

Section 5.06 UNEMPLOYMENT COMPENSATION

Section 5.07 SOCIAL SECURITY WITHHOLDING AND TAX

Section 5.08 MEDICARE WITHHOLDING AND TAX

Section 5.09 FEDERAL WITHHOLDING 

Section 5.10 COMPANY SUPPLIES, OTHER EXPENDITURES 

 

Article 6. EMERGENCY PROCEDURES

Section 6.01 EMERGENCY COMMUNICATION

Section 6.02 INCLEMENT WEATHER 

Section 6.03 ARLO/RECORDING

 

 Article 1. INTRODUCTION

 

This document has been developed to familiarize employees with Preppy Paws Stay & Play, LLP and provide the master reference for information about the company’s policies and procedures. 

 

Throughout this document, Preppy Paws Stay & Play, LLP will be referred to as “PPS&P”. Employees are bound by the sections of the Employee Manual that are relevant to their employment. 

 

Each employee is required to sign an Employee Manual Receipt within 3 days of receiving this manual, during which the employee will have time to read and understand PPS&P’s policies, procedures and expectations. 

 

Section 1.01 WELCOME

Welcome to Preppy Paws Stay & Play, LLP.  We are happy to have you here. 

 

Section 1.02 DOMAIN NAMES AND DOCUMENT & IMAGE OWNERSHIP

PPS&P’s owns the domain name www.PreppyPawsNH.com

PPS&P owns all documents and images indicating ownership by PPS&P.

 

Section 1.03 UPDATES TO THE EMPLOYEE MANUAL 

The most recent update to the Employee Manual supersedes all previous Employee Manual versions and all updating and advisory memos and conversations. While every effort is made to keep the content of this document current, PPS&P reserves the right to modify, suspend or terminate any of the policies and/or procedures described herein, with or without prior notice to employee, except those which are bound by New Hampshire and/or New Hampshire laws.

 

Employees are expected to review changes made to policy in a timely manner. Employees will be provided with an itemized list of changes in physical copies to sign and return to Employer. For the employee’s future reference, any changes will be applied to the online handbook, found at the following link. www.PreppyPawsNH.com/employee-handbook 

 

A revision date is posted on the cover sheet of this document and all other documents in use by PPS&P. Documents without a revision date are not to be used or relied upon for information. When any document is available with two revision dates, the version with the later revision date will be the document that is valid. 

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Article 2. EMPLOYMENT POLICIES

 

Section 2.01 EQUAL EMPLOYMENT OPPORTUNITY 

PPS&P is an equal opportunity employer. Employment decisions are based on merit and business needs, and not on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, weight, religion, creed, physical and mental disability, marital status, veteran status, political affiliation, or any other factor protected by law. 

 

Section 2.02 IMMIGRATION LAW COMPLIANCE

All offers of employment are contingent on verification of the candidate’s right to work in the United States. On the first day of work, or prior, every new employee will be asked to provide original documents verifying his or her right to work and, as required by federal law, to sign Federal Form I-9, Employment Eligibility Form. 
 

Section 2.03 EMPLOYMENT CLASSIFICATION

You have been hired as an employee of PPS&P; you are not an independent contractor. As an employee, and within the latitude offered by PPS&P’s ownership and management, you will abide by the policies and follow the procedures of PPS&P, both herein and as directed by management. 

 

Section 2.04 PROBATIONARY PERIOD FOR EMPLOYEES 

New employees are considered probationary for a period of 90 days at a probationary employee’s pay schedule. At the end of the probationary period, given positive client and management feedback, the employee will be retained as a standard PPS&P employee at the standard employee pay scale. 

 

Section 2.05 PERSONAL RECORDS AND ADMINISTRATION

All records pertaining to office staff and daycare staff are kept at PPS&P and are treated as confidential. Any requests for information regarding an employee will be denied without the request-specific approval of the employee. 

 

Exceptions are legitimate and reasonable demands by governmental authorities. In such an event, the employee will be notified by a supervisor. 

 

Section 2.06 CHANGE OF PERSONAL DATA

Any change of employee’s name, address, phone numbers, or any condition that would alter the employee's prior ability to routinely accept jobs must be reported to the office immediately. 

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Changes to an employee’s status that might necessitate Federal Withholding modification will require resubmission of a W-4 withholding certificate. This form is available at www.irs.gov

 

Former employees should ensure PPS&P has their current mailing address prior to PPS&P mailing W-2 forms. 

 

Section 2.07 CONDITIONS OF EMPLOYMENT

All employees must have a phone with texting capabilities. The expenses for this phone will be paid for by the employee and not PPS&P.

 

Employees are not eligible to continue employment at PPS&P if they are employed by any other pet care company, including, but not limited to: pet sitting, dog walking, dog daycare or boarding. This prohibition excludes self-employment however if the client is an existing PPS&P client permission must be obtained by an owner of PPS&P in writing. 

 

Section 2.08 HOLIDAY POLICY

The following are PPS&P holiday days off:
 

• New Years Eve - Closed

• New Years Day - Closed

• Memorial Day - Closed

• Columbus Day - Regular hours

• July 4th - Closed

• Thanksgiving - Closed

• Christmas Eve - Closed

• Christmas Day – Closed

• December 26th - Closed

 

PPS&P employees may wish to take other days off for cultural or religious reasons. This is an acceptable request, provided that there is adequate coverage to meet client needs and the employee is willing to work on holidays that do not pertain to his/her cultural/religious beliefs. Holidays that are not listed above are not eligible for time and a half pay. 

 

Section 2.09 SCHEDULING 

The schedule will be posted 2 weeks in advance. Deviations from the schedule should have prior approval from the PPS&P manager. 

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All changes to an employee’s schedule must be personally handed to and be approved by the manager. It is the responsibility of each employee to find coverage for any regularly scheduled shifts. 

 

Trading a shift with your co-worker is acceptable as long as the employee is capable of completing the tasks necessary for the job and it does not cause overtime to occur. 

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Section 2.10 INJURY WHILE ON THE JOB

All employees must immediately report any injury to PPS&P management. This must be accomplished by telephone or in person and followed up with a written report. Failure to do so may result in loss of insurance compensation. 

 

Upon receipt of the employee's report, PPS&P will notify The Hartford Insurance Company, further referred to as 'the insurance company’. The insurance company will determine whether the employee’s claim is covered and notify PPS&P and the employee of the proper procedures regarding the claim. 

 

An employee making a false or misleading claim to PPS&P or its insurance carrier or representative may be guilty of a crime and punishable by fine and/or imprisonment and will be terminated. 

 

Employee should be prepared to provide medical bills in a timely manner as well as names and contact information of any witness to their injury. 

 

Employee may be asked to submit to drug or alcohol testing following an incident report. 

 

Once a claim is established, all employees inquires, payments or further dialog regarding the claim will be solely with the insurance company. 

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Section 2.11 PERFORMANCE REVIEWS/STAFF MEETINGS
PPS&P management will do performance reviews after probationary period and again at least annually or with a job change or promotion. Reviews will be given either verbally or written regarding performance.  

 

PPS&P management reviews customer service reports, both provided spontaneously by client and solicited by PPS&P staff. Performance is measured in part by these client reviews, as well as by the cooperation with PPS&P management and willingness to accept assignments. 

 

Wage increases will be based upon this review, as well as past performance improvement, dependability, attendance, attitude, cooperation, consistency, disciplinary actions, and adherence to all employee policies.

 

Staff meetings will occur every 3-6 months and are mandatory for all employees. In addition, meetings may be called among particular staff members at any time to discuss procedure changes, resolve problems, or for training. 

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Section 2.12 SUGGESTIONS

PPS&P encourages all employees to bring forward their suggestions and good ideas about:

• Making PPS&P a better place to work

• Enhancing service to our clients

 

Any employee who sees an opportunity for improvement is encouraged to discuss the idea with management. All suggestions are valued. 

 

Section 2.13 JURY DUTY

PPS&P does not reimburse any employees for earnings lost due to jury duty. If an employee receives notice of potential jury duty, it is important to notify a supervisor immediately. An employee will not be penalized for having to serve jury duty; the supervisor needs time to rearrange schedules to minimize the employee’s salary loss and accommodate client needs. This benefit may be used for days spent on jury duty.

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Article 3. STANDARDS OF CONDUCT

 

Section 3.01 GENERAL GUIDELINES

All employees are urged to become familiar with with PPS&P’s policies and standards of conduct and are expected to follow these rules and standards faithfully in doing their own jobs and conducting business. 

 

Employees area allowed to answer personal calls or texts while on shift but excessive cellphone use during work hours is not giving the dogs the attention they deserve, and will not be tolerated, and is grounds for disciplinary action. PPS&P encourages taking pictures for use on our social media.

 

Cell Phones should never be used in the presence of a client.

 

The use of headphones or earbuds are not allowed while any PPS&P employee is on shift.

 

No PPS&P employee will use tobacco products inside the establishment or within 25 feet of the building or fence area, including e-cigarettes. All employees who smoke are asked to wash their hands and freshen up their breath before returning to work.

 

Dog handlers are permitted to have a beverage as long as the drink is not harmful to dogs in anyway and is in a container that can be dropped if necessary (no glass!). Each employee is responsible for cleaning up after themselves and discarding their partial or empty items in the trash. No one wants to clean up after anyone but themselves - respect that.

 

PPS&P is not responsible for any personal property or belongings brought into the store/daycare or kept here. 

 

All payments must be accurately entered into the computer. All cash must be immediately placed in the bank envelope. We do not accept large bills (100’s) from or break any bills into smaller change for non-clients. Large bills should be checked for counterfeit alterations. 

 

Payment for daycare packages are paid upfront, upon pick up or online; payment for single daycare days can be paid at drop off, pick up or online. All end of day deposits must be properly stored and accounted for daily.  Please check Gingr as there may be a credit on the account for that days visit.  Use package credits if available, do not use stored credit card unless there are no remaining visits.

 

PPS&P employees receive a 25% discount on pet supplies from the store. Customer promotions do not apply to PPS&P employees. Self-checkout is not encouraged. Please, have another employee ring you up. 

 

Late pick-up time window is no later than 6:15PM Monday-Friday. An additional fee will be assessed for frequent abusers.

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Section 3.02 PUNCTUALITY AND ATTENDANCE

Office staff and dog care staff must be in attendance and ready to work at the beginning of their scheduled work hours. 

 

Daycare employees should make requests for time off at least 2 weeks in advance in writing so that work schedules can be adjusted. The safety of the dogs at daycare is the most important factor in determining whether requests will be granted. 

 

Appointments (including doctors appointments) should be made during an employee’s off shift time, if at all possible. Frequent requests for time off may result in an oral or written warning. 

 

The safety and wellbeing of the animals in PPS&P’s care is of paramount importance. Employees that are late for their shift will receive an oral or written warning per the discretion of the supervisor. Chronic tardiness is cause for dismissal. 

 

If you are going to be late you must call or text the manager beforehand (messaging the group chat is not acceptable). 

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Any employee that does not follow the proper procedure for sick or personal leave requests will be terminated (no call, no show). PPS&P is aware that emergencies, illness or other pressing personal business that cannot be scheduled may arise. It is the responsibility of the employee to contact PPS&P management as soon as possible if there is such an impediment to their duties. 

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Section 3.03 EMPLOYEE SHIFT SCHEDULES 

Employees are asked to stay until relieved by another employee, manager, or owner. It is recommended that there be one (1) dog handlers working the back with the dogs and one (1) employee present in the lobby or a number deemed appropriate for the given attendance.

 

Although it is permissible for one handler to be alone with dogs during daycare, if multiple handlers are scheduled to monitor dogs for daycare, it is advised that their absence from the daycare space be limited to a brief (20 minutes or less) break. However, if there is only one handler scheduled and the need for a break does arise, handlers are expected to seek assistance from Front of House coworker(s), a manager, and/or an owner, with the latter being utilized as a last resort. Please refer to the contact sheet posted in the office or to Section 6.01 Emergency Communication for information regarding contact with a shop owner.

 

PPS&P is happy to offer the flexibility we do in regards to scheduling with its employees, however that means it is important to communicate needs with enough notice and through the proper channels. 

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Section 3.04 ILLNESS OR INJURY

Any employee who is unable to perform their duties must notify their supervisor at least 2 hours before their shift starts. Leaving a voicemail or sending a text message is not acceptable. A supervisor always has a phone and is always reachable. The employee must actually talk to the supervisor to ensure that their shift is covered. Depending on the circumstances, not complying with this requirement may lead to immediate termination. 

 

Frequent call ins attributed to illness may result in the employee being required to submit a doctor’s note in order to return to work. 

 

If an employee becomes ill during shift, the employee should contact the supervisor immediately. If the employee is unable to contact the supervisor, the same rules under the first paragraph of this section applies here. 

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Section 3.05 REPORTING PROBLEMS/COMPLAINTS TO SUPERVISORS 

If at any time an employee has a question or concern, contact a supervisor immediately unless it is an emergency that could harm or hinder the employee, a client, a client’s pet or property. In such a case, the employee should take action and then notify a supervisor. In all life or death emergency situations, call 911.

 

If a customer has a complaint and a manager is not present, the customer should be directed to the website to submit feedback. It is located at the bottom of the homepage. 

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Section 3.06 EXECUTION OF DUTIES 

Employees are expected to perform their duties in a timely and efficient manner. Employees are obligated to do only PPS&P business while on duty and are NEVER to have anyone with them while on shift except another PPS&P employee.  

 

No one is permitted to be in the dog area of daycare who is not an employee of PPS&P.

 

We encourage employees to assist each other/work together closely and build your co-workers up if they are doing a great job. Please note it is better for dog handlers to be in separate rooms to watch dogs more closely.

 

Practice gate control every shift. Minimum of 15 minutes.

 

Note when supplies are low on the white board in front of house. Notify management if you notice something is broken or missing immediately. 

 

We take pride in the exceptional services that we provide and expect that all staff members do the same.

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Section 3.07 CONFIDENTIAL INFORMATION AND NON-DISCLOSURE

Information for clients is managed through PPS&P s online software system. This information is not to be shared with any third party. 

 

PPS&P employees are reminded of their agreement to retain the confidentiality of client’s information, whether during or after their employment, and for any reason other than as directed by both client and PPS&P.

 

PPS&P sincerely hopes that its relationship with its employees will be mutually rewarding. However, employment with PPS&P assumes an obligation to maintain PPS&P’s and client confidentiality, even after the employee leaves PPS&P.

 

Confidential information includes but is not limited to:

• Software programs

• Kennel procedures 

• Sales and marketing information

• Customer lists and information

• Operational manual 

 

Employees are prohibited from divulging the home address or personal call numbers of PPS&P owners, employees or clients. 

 

Section 3.08 INTELLECTUAL PROPERTY SAFEGUARD

Employees should protect the intellectual property rights of PPS&P at home and use names, logo, service marks and copyrighted materials only as authorized by PPS&P, and make no dissemination of any materials, knowledge or information not expressly required for performance of their duties. This includes all forms of documents, website information, printed and digital materials and promotional items.

 

Section 3.09 SOCIAL MEDIA/COMMUNICATIONS POLICY

All recorded images or audio taken by an employee while on shift is considered work product of PPS&P and is the property of PPS&P.

 

Employees do not have permission, express or implied, to disseminate such work products to any party other than a PPS&P supervisor. Such prohibition includes posting to any social media or online review outlet or emailing files to any person. An exception to this prohibition is photos or video taken by an employee at the express direction of a supervisor for the purpose of posting to a social media account owned by PPS&P.

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PPS&P provides each of our clients with the assurance of privacy. Abuse or unauthorized distribution of personal client information will result in stringent disciplinary action. Promoting oneself for other ventures such as WAG and Rover profiles using photos of PPS&P clients or facility is strictly prohibited even after employment.

 

Section 3.10 ETHICAL STANDARDS

PPS&P insists on the highest ethical standards in conducting its business. Doing the right thing and performing with integrity are the two driving forces behind PPS&P’s success. When faced with ethical issues, employees are expected to make a professional decision consistent with PPS&Ps’ principles and standards.

 

Staff should respect the rights of clients, colleagues and other pet care professionals. No one shall belittle or injure the professional standing of another member of the profession or unnecessarily condemn the character of that person’s professional acts.

 

If an employee is ever in doubt, contact PPS&P management for guidance. 

 

Any employee determined to have violated PPS&Ps’ high ethical standards will be subject to a warning or immediate dismissal. 

 

Section 3.11 DRESS CODE

PPS&P employees are expected to present a clean and professional appearance while conducting business. Although it is recognized that employee of pet businesses often deal with less than pristine conditions, dressing in a fashion that is clearly unprofessional, that is deemed unsafe or that negatively affects PPS&Ps’ reputation or image is not acceptable. Please come to work with comfortable and proper footwear as you will be standing most of the day.  Acceptable footwear examples are: closed toe shoes, sneakers, snow and rain boots.  When choosing footwear, traction, comfort and safety is of most importance.

 

 

Section 3.12 INTERPERSONAL ETIQUETTE

PPS&P employees should lead with consideration and empathy whether they are dealing with a client or fellow employee.

 

PPS&P encourages healthy friendships among employees; however, employees must be sensitive to acts of conduct that may be considered offensive by fellow employees and must refrain from engaging in such conduct. 

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Employees are expected to show respect in all forms of communication with clients and are encouraged to exceed expectations and go above and beyond to leave a positive lasting impression. We invite you to assist customers to their car only if they parked close by and their arms are full juggling shopping bags and/or carrying a small child and/or elderly.

 

Communication is crucial. Always answer when dogs are requested and respond with care as clients can hear.

 

PPS&P recognizes that there are a few clients that abuse consideration from others. PPS&P employees can be considerate and kind while still being firm and following company guidelines. 

 

The online group chat is not to be used to start trouble or call out any particular person. It is to be used for important updates, announcements, sharing ideas, and sometimes just joking around. Avoid excessive messaging - if having a conversation with another employee simply message them personally. Be considerate of the time of day/night when posting and never post anything that could be offensive to other employees. 

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Section 3.13 SOLICITATIONS AND DISTRIBUTIONS

Solicitations of new clients utilizing materials provided by PPS&P management is encouraged. 

 

Solicitations benefiting any non-PPS&P cause in any manner while representing PPS&P is strictly prohibited, regardless of cause. Religious and political causes are included in this prohibition. 

 

Solicitation using PPS&P’s company name or client information to further a non- PPS&P effort is strictly prohibited and is cause for dismissal. 

 

This includes internal solicitation amongst employees, as well as outside vendors. Additionally, employees are forbidden to contact clients or vendors for any personal reason to solicit them in any way.

 

Section 3.14 COMPLAINT PROCEDURE 

Employees who have a job-related issue, question or complaint should first discuss the matter with their PPS&P supervisor. This is most often where resolution will be reached. 

 

Manager contact info:  email Cortney@preppypawsnh.com  phone (603) 396-8740

OR email Kaitlyn@preppypawsnh.com  phone (603) 303-0003

 

If discussion with a supervisor does not resolve the problem, then an employee may wish to file a written complaint with the owner of PPS&P at Cortney@preppypawsnh.com or Kaitlyn@preppypawsnh.com  (TITLE the email appropriately so that it will be given the attention that is deserves) within ten (10) days of the incident. The owner has (10) ten calendar days to respond to the written complaint. The owner's decision is final and binding. The employee will receive an answer to the complaint in writing. 

 

Employee’s observing, learning of or in good faith suspect a violation of PPS&Ps’ standards of conduct have an obligation to report the alleged violation to PPS&P management (either verbally or in writing).

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Section 3.15 CORRECTIVE PROCEDURE 

Unacceptable behavior may result in:

• Oral warning

• Written warning

• Termination 

Unacceptable behavior that is subject to immediate dismissal include, but is not limited to: sexual harassment, threatening behavior, physical violence, harming an animal, repeatedly violating safety issues, failing a drug or background check, theft or fraud, criminal conviction of any kind and inappropriate interactions with clients. 

 

PPS&P will not tolerate employees who report to work while impaired by the use of alcoholic beverages or drugs. In cases where the use of alcohol or drugs pose an imminent threat to the safety of persons or property, an employee must report the violation. Failure to do so could result in disciplinary action for the non-reporting employee.

 

Any purposeful harm or damage that is done to shop property may result in disciplinary action, up to and including termination.

 

Section 3.16 CRISIS SUSPENSION

An employee who commits any serious violation of PPS&P’s policies will be immediately suspended pending an investigation of the facts. Shifts will be assigned to another employee while the investigation is in progress. As a result of the investigation, the employee may be terminated even if no previous disciplinary action has been taken. 

 

Section 3.17 EMPLOYEE TERMINATION/RESIGNATION 

Employees are free to terminate their relationship with PPS&P at any time.

 

PPS&P anticipates that all employees would complete all jobs currently in progress and give enough notice that another employee could be assigned to pending jobs. 

 

PPS&P expects staff to provide a 2 weeks notice and to work their scheduled hours for the remaining time with the company.

 

New Hampshire is an “at will” state. As such, it is within the rights of PPS&P to terminate an employee without cause or notice, provided such termination does not violate Equal Employment Opportunity or ADA protections.

 

Section 3.18 USE/RETURN OF COMPANY PROPERTY 

PPS&P will provide you with the necessary equipment to do your job. None of this equipment should be removed from the physical confines of PPS&P.

 

Any PPS&P property issued to employees, such as unused forms and contracts, advertising material, keys and all caregiving equipment must be returned to PPS&P at the time of termination. Employee’s will be financially responsible for any unreturned items. 

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ARTICLE 4. STANDARDS OF PET CARE

 

Section 4.01 SAFETY 

Employee safety comes first. If a staff member feels that he/she is in danger or could be harmed while performing his/her duties, a supervisor should be contacted immediately. If an employee becomes injured while on duty the employee should notify a supervisor and go to the emergency room as soon as possible. 

 

All employees must take care when handling all dogs, proactively anticipating unwanted behavior, to avoid injury to yourself and dogs in our care.

 

Safety is PPS&P number one priority. The safety of the employee should never be compromised. To achieve this goal of 100% safety of humans and animals, the following safety protocols should be followed by daycare staff at all times. 

 

• Be proactive 

• Practice effective gate control 

• Dog should not be allowed in the lobby unless leashed 

• Try to limit dogs on leash in the lobby to one at a time

• Be observant of stress levels and try to keep stress at as low a level as possible 

• Do not approach dogs head on

• If a fight occurs, call for help and interfere only as trained or directed by a supervisor. At no time should collars be grabbed or hands be inserted into the fight 

• Use slip leads when necessary to move animals between play areas 

• Dogs should never be left unattended; someone should be observing groups at all times

• Keep play focused and low key to keep the dogs positively stimulated 

• USE YOUR TOOLS. TRAINING IS ALL THE TIME.

 

“Tools” include but are not limited to the hose, water guns, water spray bottles, stomping your feet, clapping your hands, coin shaker, pet corrector and air horn. (NOT YELLING - this escalates issues)

 

“Meet and greets” last between 45 minutes – 1 hour. Dogs with concerning issues should not be invited back and a note must be populated in the Gingr system. 

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All male and female dogs in daycare are to be altered by 7 months of age. No exceptions unless given by management.

 

Dogs coming into daycare should not be released from their harness until the back gate/yard area. (NOT THE HALLWAY!) The front gate in the lobby must always be shut so dogs cannot escape. Dogs exiting daycare with handler should be tested to sit and stay in practice.

 

Barking by dogs and yelling from employees must be kept to a minimum. Dogs should have access to the yard throughout the day but the noise needs to be a consideration for length of time outside. We have lots of neighbors. 

 

At PPS&P, we practice “naked daycare”. Dogs in our care will not be allowed to wear collars while playing.  Placing a collar back on towards the end of the day for easier pickup is ok.

 

Absolutely no treating of dogs or toys are allowed in a group setting if any dog in this group has known food aggression. The only exception is the small dog room when they are supervised. 

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As an employee, you are expected to take an active part in maintaining this environment. You should observe all posted safety rules, adhere to all safety instructions, and use safety equipment when required. All employees have a duty to comply with the safety rules of PPS&P, to assist in maintaining a hazard free environment, to report any accidents or injuries, and to report any unsafe equipment, working conditions or processes immediately to a manager. 

 

Employees may report safety violations or injuries anonymously to the manager, if they are not the injured or violating party via the emergency number. No employee will be punished or reprimanded for reporting safety violations or hazards.  However, any deliberate or ongoing safety violations, or creation of hazard by an employee will be dealt with through disciplinary action. 

 

Section 4.02 CLIENT COMMUNICATION 

Part of why clients bring their dogs to PPS&P is the personal touch that PPS&P employees provide in caring for dogs. Face to face interaction between daycare clients and staff is highly encouraged. Employees should be honest and open, focusing on the positive as much as possible. Negative messages, although sometimes necessary, should be left to a supervisor to pass to the client. 

 

Please have appropriate music going on for clients in the lobby. (The dogs also like good music!) 

 

If raining use a wet floor sign upfront and make sure floors are covered with a dry material (matts or cardboard). Employees should wear non-slip shoes. 

 

Section 4.03 GIVING MEDICATION 

Some medications prescribed for a pet are more important than others and if not given or not given at the proper time can lead to serious problems. If there’s a problem giving this type of medication, notify a supervisor for direction and help. If an employee is unable to give the medication, then a supervisor or other employee will have to give it. Never leave critical medications ungiven. 

 

Section 4.04 SICK OR INJURED PET

If a pet seems ill then the employee must assess the situation to determine whether the pet needs veterinary attention. All injuries need to be reported with a picture to a supervisor immediately following resolution of the incident. If this is the case, then a front of house employee or management will call the client’s vet and arrange to take the pet to their vet. If emergency care is deemed necessary Hampstead Animal Hospital (off Route 111) will be called and the pet will be taken there. 

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Hampstead Animal Hospital

5 Hazel Drive, Hampstead, NH 03841

(603) 329-7825

www.hampsteadanimalhospital.com

 

In the event of conflict ending in injury a supervisor should be notified immediately. Notification of supervisor includes all of the following:

Write up as an incident in Gingr

Photo of injury(s) 

When possible a face-to face verbal recount with a supervisor 

 

The supervisor will make the determination on whether to take the pet to a vet or watch for changes. The supervisor will make a decision on whether to seek veterinary care based on the client's wishes or by contacting the client directly. 

 

All illnesses and injury (to pets AND humans including clients/employees) should be reported in writing in an ‘incident report’ and submitted to the office. 

 

At no time should an employee offer to pay for or reimburse a pet’s veterinary expenses. 

 

Every incident with a dog or multiple dogs should be documented in Gingr. Incidents between a dog and an employee should also be documented under the dog involved and filled out in a timely fashion. Upon review of the incident management may request an independent review of the situation.  

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Section 4.05 UNCOOPERATIVE/ REACTIVE PET

If a pet is uncooperative, do not use force on the animal. A note should be left in the Gingr system under this dog. See notes in section 4.04

 

Dogs overstimulated or needing a break should be put in time out for five (5) to twenty (20) minutes at a time but no more than that unless the dog falls asleep. Dogs that are in time out very frequently should be re-evaluated and be followed up with incident reports of behavioral issues. 

 

Dogs that harm other dogs or humans or are otherwise deemed to be inappropriate candidates for daycare attendance will be dealt with per PPS&P policies and procedures. 

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Section 4.06 ANIMAL ABUSE OR NEGLECT 

Suspicions of animal abuse or neglect by a client should be reported to the PPS&P office immediately. An employee should not make any report to authorities before speaking to a supervisor. The employee and supervisor will determine whether governing forces should be notified. For the employee’s protection, any such report should originate from PPS&P. 

 

Section 4.07 PERSONAL PETS

Staff is allowed to bring personal pets to the shop for daycare at no cost provided they have up to date shot records on file at PPS&P.

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ARTICLE 5. COMPENSATION AND PAYROLL PROCEDURES

 

Section 5.01 PROBATIONARY PERIOD 

All new hires are employed on a probationary period. This probationary period is for the orientation and training of the new employee and to facilitate their assimilation into the business culture of PPS&P. PPS&P will use this period to assess the suitability of the new employee’s continued employment, and PPS&P anticipates that the new employee will do likewise. 

 

 

Section 5.02 (a) COMPENSATION (b) SICK LEAVE

(a) Compensation 

PPS&P staff pay is negotiated between the employee and PPS&P management. 

 

The pay period begins Monday and ends the following Friday.  A check made out to the employee will be given weekly for the pay minus taxes and state withholdings. 

 

Gratuities included in client payment will be pooled and split amongst staff monthly as taxable income. Gratuities received directly by staff are to be reported and passed along to share with the staff entirely. 

 

Staff is encouraged to learn basic grooming skills ie bath, nail trim etc as long as it does not interfere with regularly scheduled responsibilities for 100% of possible customer tip going to employee who performs the service. Baths are followed up with a brush out and towel dry always clean up area after grooming.

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(b) Sick Leave

Employees may use up to 4 days of unpaid sick leave for a death in the immediate family and up to 5 days of unpaid sick leave a year to care for dependents. This includes part time and full time employees.

 

Employees are allowed to use sick leave for several reasons. They can seek a medical diagnosis, care, or treatment for a mental or physical illness, injury, or healthy condition for themselves or for a family member. Secondly, they can use sick leave for preventative care for themselves or a family member. Third, they can use sick leave to address issues related to domestic violence, sexual assault, or stalking if they or a family member is a victim. This includes medical attention needed to recover from physical or psychological injury caused by domestic violence, stalking or sexual assault. It also includes services from a victims services organization, physiological or other counselling, relocation, or legal services, remedies and any criminal proceedings.

 

Employees are required to give their employer advance notice whenever possible, such as when appointments are scheduled for preventative care. Employees should also make reasonable efforts to schedule appointments with healthcare providers at a time that doesn’t disrupt the operations of their employer. Employees are encouraged to try and switch shifts with their coworkers if possible before calling out.  If advance notice cannot be given, an employee should provide at least 2 hours’ notice before their shift starts or they will be asked to provide proof of medical attention in order to justify their absence. 

 

If employees use sick leave for more than 2 consecutive days, then the employer can require proof that sick leave is used in accordance with the law. Documentation can include signed documentation by a health care provider, a police report or a signed statement by a victim services organization certifying that the employee was a victim of domestic violence, stalking or sexual assault. None of the documentation needs to disclose any specific information about the nature of the illness or the details of the violence.

 

If employees misuse sick leave, employers may take action against the employee.

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Section 5.03 TIMEKEEPING PROCEDURES 

By law, PPS&P is obligated to keep accurate records of the time worked by employees. PPS&P uses a clock in/out application through our POS (point of sale) system which employees are responsible for making sure they use accordingly. 

 

Wages are paid only through written checks. Direct deposit is not available at this time. 

 

Section 5.04 WORKERS COMPENSATION INSURANCE 

All PPS&P employees are covered under a Workers’ Insurance policy for the protection of PPS&P employees from work related injury or illness. Coverage does not extend beyond employee. PPS&P pays for this insurance coverage. PPS&P employees are not responsible for any payment of coverage. 

 

It is the responsibility of the employee to be aware of his/her rights and responsibilities regarding workers’ compensation insurance. 

 

Section 5.05 PERSONAL INSURANCE 

At this time, PPS&P does not offer employee personal insurance of any kind.

 

Section 5.06 UNEMPLOYMENT COMPENSATION

PPS&P pays Federal Unemployment Tax (FUTA) on the earnings of each employee. The employee does not pay a fee for unemployment coverage. 

 

It is the responsibility of the employee to be aware of his/her rights and responsibilities regarding unemployment compensation. 

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Section 5.07 SOCIAL SECURITY WITHHOLDING AND TAX

As wage earners, employees are required by law to contribute a set amount of earnings to the Social Security Trust Fund from which benefits are paid. As the employer, PPS&P is required to deduct this amount from each paycheck the employee receives. 

 

PPS&P is required to match employee contributions dollar for dollar, thereby paying one-half of the cost of employee social security benefits. 

 

Section 5.08 MEDICARE WITHHOLDING AND TAX

As wage earners, employees are required by law to contribute a set amount of earnings to the Medicare fund from which benefits are paid. As the employer, PPS&P is required to deduct this amount from each paycheck an employee receives. 

 

PPS&P is required to match employee contributions dollar for dollar, thereby paying one-half of the cost of employee Medicare benefits. 

 

Section 5.09 FEDERAL WITHHOLDING 

When first employed, each employee is required to complete a W-4 Withholding Allowances Certificate which establishes the amount to be withheld from earnings. This is required and in anticipation of the employee’s annual federal tax liability. 

 

Withholding amounts are remitted to the US Treasury in the name of the employee. 
 

Section 5.10 COMPANY SUPPLIES, OTHER EXPENDITURES

Only authorized persons may purchase supplies in the name of PPS&P. No employee whose regular duties do not include purchasing may incur any expenses on behalf of PPS&P.

 

PPS&P is not obligated for purchases made or debts incurred without the approval of PPS&P management. Approved expenditures will be reimbursed upon presentation of applicable receipts. All business receipts must be submitted to PPS&P. 

 

ARTICLE 6. EMERGENCY PROCEDURES 

 

Section 6.01 EMERGENCY COMMUNICATION 

Emergency contact with PPS&P’s owner is available via emergency cell phone number - Kaitlyn: (603) 303-0003 or second number – Cortney: (603) 396-8740.

 

In the event of an emergency that will affect PPS&P employees, clients, clients’ pets or the PPS&P facility, employees will receive instruction on how to proceed and respond. All employees are expected to respond to this emergency message if possible. 

 

Section 6.02 INCLEMENT WEATHER 

PPS&P will remain open on inclement weather days to accommodate clients who need care for their dogs. 

 

In the event of inclement weather, daycare employees may be called into work if travel is possible and others too far to travel safely may be called off. Anyone wishing to work during inclement weather who wishes to work on special projects are welcome to with supervisor approval.

 

Section 6.03 ARLO/RECORDING

PPS&P uses Arlo security cameras for the safety of the dogs, people and property. Cameras are always recording video and audio and can be viewed by any employee from the desk top with permission to review incidents or work matters. All footage is stored for one (1) month. Recordings may be kept longer than one month at the discretion of the employer.

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