Dashing Dog Parlour Employee Handbook Part 2
1. HOURS OF WORK, ATTENDANCE AND PUNCTUALITY
A. Hours of Work
B. Attendance and Punctuality
C. Overtime
D. Personal Property
E. Personal Pets
2. EMPLOYMENT POLICIES AND PRACTICES
. Store Front Hours and Groomer Work Hours:
Store Front Hours:
The store operates Tuesday-Saturday from 8:30 am to 5:00 pm.
Saturdays, the store is open from 9:00 am to 3:00 pm.
Groomers’ Work Schedule:
Arrival Time: Groomers are required to arrive 15 minutes before their first scheduled appointment to ensure they are ready to start promptly.
End of Workday: Groomers are expected to finish their last scheduled dog by 5:00 pm on weekdays and by 3:00 pm on Saturdays unless they are a keyholder and can stay until their last dog is picked up.
Key Holders: If an employee is a key holder, they may have additional responsibilities, including closing the store and relieving other staff members.
Flexibility in Work Schedule:
Employees can request flexible work schedules, but the approval for these requests is subject to the Executive Director’s approval and must not disrupt the scheduled appointments at the store.
The employee’s supervisor will evaluate and determine the best schedule for the employee based on the needs of the business and the individual’s circumstances.
Employees are encouraged to communicate any personal responsibilities that may require changes to their regular schedule.
A. Attendance and Punctuality Expectations:
General Expectations:
Regular attendance and punctuality are critical to job performance and are expected of every employee. The company emphasizes that these qualities are directly tied to the employee's job performance and their contribution to the team’s success.
Excessive absences, tardiness, or leaving early (even if the reasons are excused or unexcused) are considered unacceptable. If an employee regularly fails to show up on time or takes unapproved leave, it may disrupt the workflow, affect customer service, and reduce team productivity.
Reporting Absences or Tardiness:
Advance Notice: If you know in advance that you will be absent, late, or leaving early, you are required to notify both your supervisor and the office manager at least 3 weeks before the start of your scheduled workday. This gives management enough time to adjust staffing and make necessary arrangements.
Emergency Absence: In case of an unexpected emergency (e.g., illness, family emergency), you must notify your supervisor as soon as possible to inform them about your situation. This is important because it allows them to adjust the schedule and minimize any disruption in services. Employee may require making up their shift on Sunday or Monday if we are unable to reschedule their dogs in a timely manner.
Absences Longer Than One Day: If an employee needs to take more than one day off, they must call in before each scheduled workday to inform their supervisor about their ongoing absence and to confirm when they expect to return to work.
Nature of Absence:
When notifying your supervisor about an absence, you must indicate the reason for your absence (e.g., illness, family emergency) and provide your expected return-to-work date. This helps the company understand the situation and plan accordingly. A form may be required to be submitted for clear documentation.
Medical Absences (Doctor's Note Requirement):
If you are absent due to illness, especially if it is for an extended period of time, you may be required to provide a physician’s statement confirming the need for your absence.
The company may request this even if the absence is short-term or if it's a known illness. This helps maintain accountability and ensures the absence is legitimate.
The note will need to verify that you were unable to work due to health reasons and, if applicable, include a recommendation for when you can safely return to work.
Consequences of Unreported Absences:
Three-Day Absence Without Notification:
If you are absent for two consecutive days without notifying your supervisor or the Executive Director, it will be assumed that you have voluntarily terminated your employment.
This is a critical point as it protects the business from the confusion of unreported absences and ensures there’s clarity regarding the employee’s status.
In such cases, the company will direct deposit the final paycheck if employee is not a keyholder. If employee has a key to the establishment the check will be held for a exchange of property.
Disciplinary Action for Absenteeism and Tardiness:
Excessive Absences/Tardiness:
Any employee who repeatedly fails to show up on time, arrives late, or leaves early without approval will face disciplinary action. This can include verbal warnings, written warnings, or more severe consequences, such as termination.
The company will consider the circumstances before taking disciplinary action. For example, the length of employment, the reason for absences, and any prior counseling may influence how disciplinary measures are applied.
Counseling and Corrective Action:
Employees who demonstrate a pattern of poor attendance (such as repeated tardiness or absenteeism) may be counseled by their supervisor before facing termination.
Counseling could include a discussion about the importance of punctuality and regular attendance, as well as exploring any potential issues the employee might be facing that could affect their ability to come to work on time.
Summary of Key Points:
Be punctual: Arrive at work on time, and notify management if you’re going to be late or absent.
Report absences early: Let your supervisor and the office manager know at least one hour before your shift if you’ll be late, leaving early, or absent.
Long-term absences require daily communication about your expected return date.
If you miss three days in a row without informing the company, your employment may be considered terminated.
Repeated tardiness or absenteeism could lead to disciplinary action, but employees may be counseled before termination depending on the circumstances.
C.Overtime (Non-Exempt Employees)
Overtime pay applies only to non-exempt employees and is defined as any hours worked over 40 hours in a given workweek. Below are the key points:
Overtime Authorization:
Only the Executive Director or their designee has the authority to approve overtime.
Overtime can only be authorized upon the request of an employee's supervisor.
Overtime Rate:
The standard overtime rate is 1½ times (or one and a half times) the employee's regular hourly rate for any hours worked over 40 hours in a workweek.
On Sundays or holidays, the overtime rate is 2 times (or double) the employee’s regular rate.
This policy ensures that employees are fairly compensated for extra hours worked and that overtime is controlled through prior authorization.
D. PERSONAL PROPERTY IN THE WORKPLACE
At The Dashing Dog Parlour, LLC & Dogzilla Pet Studios, LLC, we strive to create a professional, safe, and organized environment for both employees and clients. As part of maintaining that environment, we have established guidelines regarding the use of personal property in the workplace.
A. Personal Belongings
Personal Items:
Employees are encouraged to keep personal belongings to a minimum at the salon to ensure a neat and safe working environment.
All personal items, such as bags, coats, and other belongings, should be stored in designated areas, such as lockers, break rooms, or other spaces designated by management.
Valuables:
The Dashing Dog Parlour, LLC & Dogzilla Pet Studios, LLC is not responsible for the loss, theft, or damage to any personal property brought into the workplace, including items stored in lockers or personal areas.
Employees should not touch other persons tools and equipment without agreement.
E.Personal Pets in the Workplace
The company offers a complimentary service for employees to use the salon equipment and utilities for their personal pets and up to two family pets. However, there are specific guidelines in place for bringing pets to the workplace. Here's the breakdown:
Using Salon Equipment for Personal Pets:
Clocking Out for Pet Grooming: Employees are expected to clock out when performing grooming services on their own pets or family pets. This ensures that no paid work hours are used for personal tasks. Personal Pets should not be groomed if you have Paying Customers that need attention.
Salon Equipment Use: The tubs and tables in the salon should not be used for personal pets if there are other employees need or may need the Equipment. The equipment is intended to be used for professional, paid grooming services during work hours.
Bringing Pets to Work: Employees are allowed to bring their personal pets to work, but certain conditions must be met:
High Salon Volume: Pets should be restricted to the groomers area when the salon is at high volume to ensure they aren’t preventing other employees from being able to focus on their task.
Personal Pets must be potty trained if they are roaming the salon without direct supervision by their owner.
Employees are responsible to bring their own kennels to keep their pets in and ensure its in a appropriate space that does not affect the work space. This kennel should be properly cleaned daily keeping it free to hair and mess.
Health and Vaccination Requirements:
The pet must be healthy and up to date on all vaccinations to prevent the spread of diseases to other animals.
Summary:
Overtime: Only non-exempt employees are eligible for overtime, which is paid at 1½ times the regular rate for hours over 40 per week. For Sundays and holidays, the rate is doubled. Overtime requires prior approval from the Executive Director or designee.
Personal Pets: Employees can bring pets to work under certain conditionsAdditionally, employees are permitted to use salon equipment for personal grooming of their pets but must clock out during this time, not have paying clients to work on and the equipment isnt needed by staff.
VIII. EMPLOYMENT POLICIES AND PRACTICES
A. Definition of Terms
Employer:
The Dashing Dog Parlour, LLC & Dogzilla Pet Studios, LLC is the official employer of all full-time, part-time, and temporary employees. As the employer, the company is responsible for hiring, compensating, and providing benefits to employees, as well as overseeing and evaluating job performance.Full-Time Employee:
A Full-Time Employee is an individual who consistently works at least 35 hours per week.Part-Time Employee:
A Part-Time Employee is someone who works fewer than 35 hours per week, but no less than 17.5 hours per week. Eligibility for certain benefits may differ for part-time employees based on their status.Exempt Employee:
An Exempt Employee is an individual who is paid on a salary basis and meets the criteria for exemption from overtime pay, as defined by the Fair Labor Standards Act (FLSA). Exempt employees are not entitled to overtime compensation, regardless of the number of hours worked beyond the standard workweek.Non-Exempt Employee:
A Non-Exempt Employee is paid an hourly wage and does not meet the criteria for exemption from overtime under the Fair Labor Standards Act (FLSA). Non-exempt employees are entitled to overtime pay for any hours worked over 40 hours in a workweek, and the company is responsible for maintaining an accurate record of hours worked.Temporary Employee:
A Temporary Employee is an individual hired for a specific, limited duration of less than six months. Temporary employees are only entitled to benefits required by law or as specifically outlined in the Employee Handbook. At the time of hire, employees are informed of their compensation status and whether they are classified as exempt or non-exempt.
IX. POSITION DESCRIPTION AND SALARY ADMINISTRATION
Position Descriptions:
Each position within the company will have a written job description. The description will include, but is not limited to, the following elements:The purpose of the position.
The primary responsibilities and duties associated with the position.
The immediate supervisor(s) for the role.
The qualifications required to perform the job.
The salary range for the position.
The working conditions, such as work hours, use of a vehicle (if applicable), and other relevant factors.
The company reserves the right to modify job descriptions as necessary to meet operational needs. These modifications may be made by the employee’s supervisor or the Executive Director.
Salary Administration:
Employees will receive their pay biweekly or weekly, with paychecks distributed on Fridays.
Salary deductions will be itemized on the paycheck, and may include, but are not limited to:Federal and state income taxes.
Social Security contributions.
Medicare.
State disability insurance (if applicable).
Summary:
Employment Classification: Employees will be classified as full-time, part-time, exempt, non-exempt, or temporary based on their work hours and compensation structure.
Job Descriptions: Each position will have a written job description that includes the role’s purpose, responsibilities, qualifications, and other important details. Job descriptions may be modified by the company as needed.
Salary and Paychecks: Employees will receive pay on a weekly basis. All salary deductions, including taxes and insurance, will be itemized on the paycheck.