Preview
Franklin County Ohio Clerk of Courts of the Common Pleas- 2023 Jun 30 3:08 PM-23CV004404
0G449 - V3
EXHIBIT A
NOTICE OF REMOVAL
Designer Paws Salon, LLC v. Dobrzykowski,
Case No. 23CV004404, Franklin County Court of Common Pleas
Designer Paws Salon - Employee Handbook
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EMPLOYEE HANDBOOK
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Designer Paws Salon - Employee Handbook
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Welcome
Getting to know our company.
Employee Acknowledgment
Diversity.
Equal Employment.
Anti-Harassment Policy.
Definitions of Harassment,
Complaint Process.
Americans with Disabilities Act.
Employment,
Employee Classification,
Background and Reference Checks
Employment Relationships.
Progressive Discipline.
Separation of Employment
Workplace Safety. 10
Drug & Smoke Free Workplace Policy. 10
Workplace Searches. 12
Workplace Bullying. 12
Violence in the Workplace 12
Safety. 13
Winter Safety, 13
Workers’ Compensation Benefits, 14
Pet Injury. 14
Animal Abuse. 14
Care of Equipment. 14
Approved Products. 14
Smoke-Free Workplace. 14
Workplace Expectations 15
Confidentiality. 15
Conflicts of Interest, 15
NON-Solicitation, 15
Outside Employment. 16
Attendance and Punctuality. 16
Attire and Grooming. 16
Electronic Communication and Internet Use, 17
Social Media, 17
Solicitations, Distortions & Posting of Materials. 18
Employee Personnel Files 18
Groomers. 18
Key Holder. 18
Parking. 19
Compensation. 19
Performance & Salary Review. 19
Payment of Wages. 19
Commission, 19
Tips, 19
Benefits, 20
Discounts. 20
Bring Pets to Work. 20
Payment Plan. 20
Employee Bonuses. 20
Time Reporting. 21
Meal Periods. 21
Overtime Pay. 21
On-Call Pay. 21
Time Off/Leave of Absence, 21
COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0
Designer Paws Salon - Employee Handbook
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Holiday. 21
Vacation, 22
Family & Medical Leave Act. 22
Personal Leave of Absence. 26
Bereavement Leave. 26
Jury Duty. 26
Military Leave of Absence. 26
Lactation/Breast Feeding. 26
COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0
Designer Paws Salon - Employee Handbook
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FOREWORD
Whether you have just joined our staff or have been at Designer Paws Salon, LLC (hereinafter referred to as
" or the “Company”) for a while, we are confident that you will find our Company a dynamic and
rewarding place in which to work, and we look forward to a productive and successful association. We consider the
employees of Designer Paws Salon to be one of our most valuable resources. This employee handbook
(‘Handbook’) has been written to serve as the guide for the employer/employee relationship.
There are several things to keep in mind about this Handbook. First, it contains only general information and
guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the
general policies and procedures described. For that reason, if you have any questions concerning eligibility for a
particular benefit or the applicability of a policy or practice to you, you should address your specific questions to
management staff of the Company (“Management”). Neither this Handbook nor any other Company document
confers any contractual right, either express or implied, to remain in the Company's employ. Nor does it guarantee
any fixed terms and conditions of your employment. Your employment is not for any specific time and may be
terminated at will with or without cause and without prior notice by the Company, or you may resign for any reason at
any time. No supervisor or other representative of the Company (except the Owner Misty Gieczys) has the authority
to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the
above.
The procedures, practices, policies and benefits described here may be modified or discontinued from time to time.
We will try to inform you of any changes as they occur.
This Handbook and the information in it should be treated as confidential. No portion of this Handbook should be
disclosed to others, except Designer Paws Salon employees and others affiliated with Designer Paws Salon whose
knowledge of the information is required in the normal course of business.
Some subjects described in this Handbook are covered in detail in official policy documents. Refer to these
documents for specific information because the Handbook only briefly summarizes those guidelines and benefits.
Please note that the terms of the written insurance policies are controlling and override any statements made in this
or other documents.
COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0
Designer Paws Salon - Employee Handbook
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Employee Handbook Acknowledgment and Receipt
| have received my copy of the Employee Handbook.
The Handbook describes important information about Designer Paws Salon, and | understand that | should consult
my manager or Human Resources regarding any questions not answered in the Handbook. | have entered into my
employment relationship with Designer Paws Salon voluntarily and acknowledge that there is no specified length of
employment. Accordingly, either | or Designer Paws Salon can terminate the relationship at will, with or
without cause, at any time, so long as there is no violation of applicable federal or state law.
| understand and agree that, other than the owner of the Company, no manager, supervisor or representative of
Designer Paws Salon has any authority to enter into any agreement for employment other than at will; only the owner
of the Company has the authority to make any such agreement and then only in writing signed by the owner of
Designer Paws Salon.
This Handbook and the policies and procedures contained herein supersede any and all prior practices, oral or
written representations, or statements regarding the terms and conditions of my employment with Designer Paws
Salon. By distributing this Handbook, the Company expressly revokes any and all previous policies and procedures
that are inconsistent with those contained herein.
| understand that, except for employment-at-will status, any and all policies and practices may be changed at any
time by Designer Paws Salon, and the Company reserves the right to change my hours, wages, and working
conditions at any time. All such changes will be communicated through official notices, and | understand that revised
information may supersede, modify or eliminate existing policies. Only the owner of Designer Paws Salon has the
ability to adopt any revisions to the policies in this Handbook.
| understand and agree that nothing in the Handbook creates, or is intended to create, a promise or
representation of continued employment and that employment at Designer Paws Salon is employment at will,
which may be terminated at the will of either Designer Paws Salon or myself. Furthermore, | acknowledge
that this Handbook is neither a contract of employment nor a legal document. | understand and agree that
employment and compensation may be terminated with or without cause and with or without notice at any time by
Designer Paws Salon or myself.
Last paycheck deductions if not returned; uniforms, keys (shop, mailbox, cash drawer, file cabinet, groomer
station), amount left from “Paycheck Deduction Authorization Form", amount left from “DPS Groomer Employment
Agreement’ for training. Any remaining healthcare or Aflac payment due for the end of the month.
| have received the Handbook, and | understand that it is my responsibility to read and comply with the policies
contained in this Handbook and any revisions made to it.
Employee's Signature
Employee's Name (Print)
Date
TO BE PLACED IN EMPLOYEE'S PERSONNEL FILE
Last day of Employment
COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0
Designer Paws Salon - Employee Handbook
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DIVERSITY
Equal Employment Opportunity Statement
Designer Paws Salon provides equal employment opportunities (EEO) to all employees and applicants for
employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age,
disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable
federal, state and local laws. Designer Paws Salon complies with applicable state and local laws governing
nondiscrimination in employment in every location in which the Company has facilities. This policy applies to all terms
and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of
absence, compensation and training.
Designer Paws Salon expressly prohibits any form of unlawful employee harassment based on race, color, religion,
gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference
with the ability of Designer Paws Salon employees to perform their expected job duties is absolutely not tolerated.
Designer Paws Salon’s Anti-harassment Policy and Complaint Procedure
Designer Paws Salon is committed to a work environment in which all individuals are treated with respect and dignity.
Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and
prohibits unlawful discriminatory practices, including harassment. Therefore, Designer Paws Salon expects that all
relationships among persons in the office will be business-like and free of bias, prejudice and harassment.
It is the policy of Designer Paws Salon to ensure equal employment opportunity without discrimination or harassment
on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic
information, marital status, amnesty or status as a covered veteran. Designer Paws Salon prohibits any such
discrimination or harassment.
Designer Paws Salon encourages reporting of all perceived incidents of discrimination or harassment. It is the policy
of Designer Paws Salon to promptly and thoroughly investigate such reports. Designer Paws Salon prohibits
retaliation against any individual who reports discrimination or harassment or who participates in an investigation of
such reports.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of
this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as
unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature
when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an
individual's employment; b) submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably
interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the
same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances
or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an
individual's body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene
comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal
or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment
is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of
his/her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship,
genetic information or any other characteristic protected by law or that of his/her relatives, friends or associates, and
that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose
or effect of unreasonably interfering with an individual's work performance; or c) otherwise adversely affects an
individual's employment opportunities.
COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0
Designer Paws Salon - Employee Handbook
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Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts;
denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or
group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on
Company time or using Company equipment via e-mail, phone (including voice messages), text messages, tweets,
blogs, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or
someone not directly connected to Designer Paws Salon (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the
workplace, such as during business trips, business meetings and business-related social events.
Complaint Process
Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they
have witnessed such conduct should discuss their concerns with their immediate supervisor or any member of
Management.
When possible, Designer Paws Salon encourages individuals who believe they are being subjected to such conduct
to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this
action alone will resolve the problem. Designer Paws Salon recognizes, however, that an individual may prefer to
pursue the matter through complaint procedures.
Designer Paws Salon encourages the prompt reporting of complaints or concerns so that rapid and constructive
action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period
has been established, early reporting and intervention have proven to be the most effective method of resolving
actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation
may include individual interviews with the parties involved and, where necessary, with individuals who may have
observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate
investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a
claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself,
will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly
investigated and addressed. Misconduct constituting harassment, discrimination or retaliation will be dealt with
appropriately.
If a party to a complaint does not agree with its resolution, that party may appeal to Management.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate
disciplinary action.
Americans with Disabilities Act and the ADA Amendments Act
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the
ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants
and individuals with disabilities and that when needed provide reasonable accommodations to applicants and
employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the
essential job duties of the position.
It is the policy of Designer Paws Salon to comply with all federal and state laws concerning the employment of
persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment
Opportunity Commission (EEOC). Furthermore, it is our Company policy not to discriminate against qualified
individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation,
training or other terms, conditions and privileges of employment.
COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0
Designer Paws Salon - Employee Handbook
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The Company will reasonably accommodate qualified individuals with a disability so that they can perform the
essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and
the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue
hardship to Designer Paws Salon. Contact Management with any questions or requests for accommodation.
EMPLOYMENT
Employee Classification Categories
All employees are designated as either nonexempt or exempt under state and federal wage and hour laws. The
following is intended to help employees understand employment classifications and employees’ employment status
and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to
terminate the employment-at-will relationship at any time is retained by both the employee and Designer Paws Salon.
Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are
NOT exempt from the law’s requirements concerning minimum wage and overtime.
Exempt employees are generally managers or professional, administrative or technical staff who ARE exempt from
the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and
criteria established under the FLSA by the U.S. Department of Labor.
Designer Paws Salon has established the following categories for both nonexempt and exempt employees:
. Regular, full time: Employees who are not in a temporary status and who are regularly scheduled to work
the Company’s full-time schedule of 36 hours per week. Generally, these employees are eligible for the full
benefits package, subject to the terms, conditions and limitations of each benefits program.
Regular, part time: Employees who are not in a temporary status and who are regularly scheduled to work
less than the full-time schedule but at least 20 hours each week. Regular, part-time employees are eligible
for some of the benefits offered by the Company subject to the terms, conditions and limitations of each
benefits program.
Temporary, part time: Employees who are hired as interim replacements to temporarily supplement the
workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less
than the Company’s full-time schedule for a limited duration. Employment beyond any initially stated period
does not in any way imply a change in employment status.
Temporary workers are not eligible for Company benefits unless specifically stated otherwise in Company policy or
are deemed eligible according to plan documents.
Background and Reference Checks
To ensure that individuals who join Designer Paws Salon are well qualified and to ensure that Designer Paws Salon
maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on
all applicants who accept an offer of employment. Background checks may include verification of any information on
the applicant’s resume or application form.
All offers of employment are conditioned on receipt of a background check report that is acceptable to Designer Paws
Salon. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans
with Disabilities Act, and state and federal privacy and anti-discrimination laws. Reports are kept confidential and are
only viewed by individuals involved in the hiring process.
If information obtained in a background check would lead Designer Paws Salon to deny employment, a copy of the
report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s accuracy.
Background checks may include a criminal record check, although a criminal conviction does not automatically bar an
applicant from employment.
Additional checks such as a driving record or credit report may be made on applicants for particular
job categories if
appropriate and job related.
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Designer Paws Salon also reserves the right to conduct a background check for current employees to determine
eligibility for promotion or reassignment in the same manner as described above.
Nepotism, Employment of Relatives and Personal Relationships
Designer Paws Salon wants to ensure that corporate practices do not create situations such as conflict of interest or
favoritism. This extends to practices that involve employee hiring, promotion and transfer. Close relatives, partners,
those in a dating relationship or members of the same household are not permitted to be in positions that have a
reporting responsibility to each other. Close relatives are defined as husband, wife, domestic partner, father, mother,
father-in-law, mother-in law, grandfather, grandmother, son, son-in-law, daughter, daughter-in law, uncle, aunt,
nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, cousins and domestic partner relatives.
If employees begin a dating relationship or become relatives, partners or members of the same household and if one
party is in a supervisory position, that person is required to inform Management and Human Resources of the
relationship.
Designer Paws Salon reserves the right to apply this policy to situations where there is a conflict or the potential for
conflict because of the relationship between employees, even if there is no direct-reporting relationship or authority
involved.
Progressive Discipline
Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies.
Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as
set forth in his/her job description or as otherwise established.
Designer Paws Salon supports the use of progressive discipline to address issues such as poor work performance or
misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and
prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy has been
designed consistent with our organizational values, HR best practices and employment laws.
Outlined below are the steps of our progressive discipline policy and procedure. Designer Paws Salon reserves the
right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense.
The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the
offense is repeated despite coaching, counseling and/or training; the employee's work record; and the impact the
conduct and performance issues have on our organization.
The following outlines Designer Paws Salon’s progressive discipline process:
. Verbal warning: A supervisor verbally counsels an employee about an issue of concern, and a written
record of the discussion is placed in the employee's file for future reference.
Written warning: Written wamings are used for behavior or violations that a supervisor considers serious or
in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are
placed in an employee’s personnel file. Employees should recognize the grave nature of the written
warning.
Performance improvement plan: Whenever an employee has been involved in a disciplinary situation that
has not been readily resolved or when he/she has demonstrated an inability to perform assigned work
responsibilities efficiently, the employee may be given a final warning or placed on a performance
improvement plan (PIP). PIP status will last for a predetermined amount of time not to exceed 90 days.
Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the
conduct and/or work requirements as specified by the supervisor and the organization. At the end of the
performance improvement period, the performance improvement plan may be closed or, if established goals
are not met, dismissal may occur.
Designer Paws Salon reserves the right to determine the appropriate level of discipline for any inappropriate conduct,
including oral and written warnings, suspension with or without pay, demotion and discharge.
Separation of Employment
Separation of employment within an organization can occur for several different reasons.
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Designer Paws Salon - Employee Handbook
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Resignation: Although we hope your employment with us will be a mutually rewarding experience, we
understand that varying circumstances cause employees to voluntarily resign employment. Resigning
employees are encouraged to provide two weeks’ notice, must be in writing, to facilitate a smooth transition
out of the organization. If an employee provides less notice than requested, the employer may deem the
individual to be ineligible for rehire depending on the circumstances regarding the notice given.
Job abandonment: Employees who fail to report to work or contact their supervisor for two (2) consecutive
workdays shall be considered to have abandoned the job without notice, effective at the end of their normal
shift on the second day. This goes for two (2) no show days on the second no show day the employee will
be let go. The supervisor shall notify owner at the expiration of the third workday and initiate the paperwork
to terminate the employee. Employees who are separated due to job abandonment are ineligible to receive
accrued benefits and are ineligible for rehire.
Termination: Employees of Designer Paws Salon are employed on an at-will basis, and the Company
retains the right to terminate an employee at any time.
Return of Company Property
The separating employee must return all Company property at the time of separation, including uniforms in good
condition and keys. Failure to return some items may result in deductions from the final paycheck. An employee will
be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final
paycheck.
The separating employee will have an exit interview with the owner on their last day of work or another day, as
mutually agreed on.
Designer Paws Salon is entitled to all intellectual property created at/for their business. Intellectual property and
similar property of any Grantor of every kind and nature now owned or hereafter acy ed bi y any Grantor, including
inventions, ns, Patel Copyrig) Licenses, Trademarks, trade secrets, confident proprietary techni
and busines information, know-how, show-hew or other data or information, software and databases and all
embodiments or ns thereof and related document m, registrations and franchises, and all adi nS,
improvernents and accessions io, and books and records di ori ibing or used in connection with, any of ihe foregoing.
Rehire
Former employees who left Designer Paws Salon in good standing and were classified as eligible for rehire may be
considered for reemployment. An application must be submitted to hiring manger, and the applicant must meet all
minimum qualifications and requirements of the position, including any qualifying exam, when required.
Supervisors must obtain approval from the Human Resource director or designee prior to rehiring a former employee.
Rehired employees begin benefits just as any other new employee. Previous tenure will not be considered in
calculating longevity, leave accruals or any other benefits.
An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from
employment due to a policy violation will be ineligible for rehire.
All telephone calls regarding a current or former employee’s position/compensation with Designer Paws Salon must
be forwarded to Management.
WORKPLACE SAFETY
Drug & Smoke Free Workplace
Designer Paws Salon has a longstanding commitment to provide a safe and productive work environment. Alcohol
and drug abuse pose a threat to the health and safety of employees and to the security of our equipment and
facilities. For these reasons, Designer Paws Salon is committed to the elimination of drug and/or alcohol use and
abuse in the workplace.
This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in
the workplace. This policy applies to all employees and all applicants for employment of Designer Paws Salon. The
owner is responsible for policy administration.
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Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy
does not prohibit employees from the lawful use and possession of prescribed medications. Employees must,
however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and
promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying
medical conditions unless directed to do so.
Work Rules
The following work rules apply to all employees:
. Whenever employees are working, are operating any Company vehicle, are present on Company
premises, or are conducting related work off-site, they are prohibited from:
° Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include
possession of drug paraphernalia).
° Being under the influence of alcohol or an illegal drug as defined in this policy.
The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s
body while performing Company business or while in a Company facility is prohibited.
Designer Paws Salon will not allow any employee to perform their duties while taking prescribed drugs that
are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees
taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be
prepared to produce it if asked.
Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and
may result in criminal prosecution.
Required Testing
The Company retains the right to require the following tests:
. Pre-employment: All applicants must pass a drug test before beginning work or receiving an offer of
employment. Refusal to submit to testing will result in disqualification of further employment consideration.
Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent
workplace use, possession or impairment. Human Resources must be consulted before sending an employee for
reasonable suspicion testing.
Post-accident: Employees are subject to testing when they cause or contribute to accidents that seriously
damage a Company vehicle, machinery, equipment or property and/or result in an injury to themselves or
another employee requiring off-site medical attention. In any of these instances, the investigation and
subsequent testing must take place within two (2) hours following the accident, if not sooner.
Follow-up: Employees who have tested positive, or otherwise violated this policy, are subject to discipline up to
and including discharge. Depending on the circumstances and the employee’s work history/record, Designer
Paws Salon may offer an employee who violates this policy or tests positive the opportunity to return to work on
a last-chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times
and frequencies for a minimum of one (1) year but not more than two (2) years. If the employee either does not
complete his/her rehabilitation program or tests positive after completing the rehabilitation program, he/she will
be subject to immediate discharge from employment.
Consequences
Applicants who refuse to cooperate in a drug test or who test positive will not be hired.
Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an
illegal drug in violation of this policy will be terminated.
The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up
to and including discharge.
Employees will be paid for time spent in alcohol/drug testing and then suspended pending the results of the drug/
alcohol test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test;
this meeting will include a member of Management and Human Resources. Should the results prove to be negative,
the employee will receive back pay for the times/days of suspension.
Confidentiality
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Franklin County Ohio Clerk of Courts of the Common Pleas- 2023 Jun 30 3:08 PM-23CV004404 0G449 - V3 EXHIBIT A NOTICE OF REMOVAL Designer Paws Salon, LLC v. Dobrzykowski, Case No. 23CV004404, Franklin County Court of Common Pleas Designer Paws Salon - Employee Handbook mu OB dao: Bk GEE) a So 0G4a9 - Set " EMPLOYEE HANDBOOK Designe ROWS Salon eo COPYRIGHTE! Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook rcin ren emtiamanenty q Hit tite? mu th ocffit Chi rr (AOR yO: n Bp Bk Para een Bo 0G4a9 Welcome Getting to know our company. Employee Acknowledgment Diversity. Equal Employment. Anti-Harassment Policy. Definitions of Harassment, Complaint Process. Americans with Disabilities Act. Employment, Employee Classification, Background and Reference Checks Employment Relationships. Progressive Discipline. Separation of Employment Workplace Safety. 10 Drug & Smoke Free Workplace Policy. 10 Workplace Searches. 12 Workplace Bullying. 12 Violence in the Workplace 12 Safety. 13 Winter Safety, 13 Workers’ Compensation Benefits, 14 Pet Injury. 14 Animal Abuse. 14 Care of Equipment. 14 Approved Products. 14 Smoke-Free Workplace. 14 Workplace Expectations 15 Confidentiality. 15 Conflicts of Interest, 15 NON-Solicitation, 15 Outside Employment. 16 Attendance and Punctuality. 16 Attire and Grooming. 16 Electronic Communication and Internet Use, 17 Social Media, 17 Solicitations, Distortions & Posting of Materials. 18 Employee Personnel Files 18 Groomers. 18 Key Holder. 18 Parking. 19 Compensation. 19 Performance & Salary Review. 19 Payment of Wages. 19 Commission, 19 Tips, 19 Benefits, 20 Discounts. 20 Bring Pets to Work. 20 Payment Plan. 20 Employee Bonuses. 20 Time Reporting. 21 Meal Periods. 21 Overtime Pay. 21 On-Call Pay. 21 Time Off/Leave of Absence, 21 COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook rcin ren mas) Rembiamanenty q Hit tite? mu th ocffit Chi rr (AOR yO: n pik ary at 0G4a9 Holiday. 21 Vacation, 22 Family & Medical Leave Act. 22 Personal Leave of Absence. 26 Bereavement Leave. 26 Jury Duty. 26 Military Leave of Absence. 26 Lactation/Breast Feeding. 26 COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook ren Fprwlaonehy q Hit tite? mu th cin ocffit Chi rr {AAR Ady BD BK NMR AMS 1 0G4a9 FOREWORD Whether you have just joined our staff or have been at Designer Paws Salon, LLC (hereinafter referred to as " or the “Company”) for a while, we are confident that you will find our Company a dynamic and rewarding place in which to work, and we look forward to a productive and successful association. We consider the employees of Designer Paws Salon to be one of our most valuable resources. This employee handbook (‘Handbook’) has been written to serve as the guide for the employer/employee relationship. There are several things to keep in mind about this Handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to management staff of the Company (“Management”). Neither this Handbook nor any other Company document confers any contractual right, either express or implied, to remain in the Company's employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will with or without cause and without prior notice by the Company, or you may resign for any reason at any time. No supervisor or other representative of the Company (except the Owner Misty Gieczys) has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the above. The procedures, practices, policies and benefits described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur. This Handbook and the information in it should be treated as confidential. No portion of this Handbook should be disclosed to others, except Designer Paws Salon employees and others affiliated with Designer Paws Salon whose knowledge of the information is required in the normal course of business. Some subjects described in this Handbook are covered in detail in official policy documents. Refer to these documents for specific information because the Handbook only briefly summarizes those guidelines and benefits. Please note that the terms of the written insurance policies are controlling and override any statements made in this or other documents. COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook rcin ren Pembiaanenhy q Hit tite? mu th ocffit Chi rr (AOR yO: n BoBk ary at HONS > 0G4a9 Employee Handbook Acknowledgment and Receipt | have received my copy of the Employee Handbook. The Handbook describes important information about Designer Paws Salon, and | understand that | should consult my manager or Human Resources regarding any questions not answered in the Handbook. | have entered into my employment relationship with Designer Paws Salon voluntarily and acknowledge that there is no specified length of employment. Accordingly, either | or Designer Paws Salon can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law. | understand and agree that, other than the owner of the Company, no manager, supervisor or representative of Designer Paws Salon has any authority to enter into any agreement for employment other than at will; only the owner of the Company has the authority to make any such agreement and then only in writing signed by the owner of Designer Paws Salon. This Handbook and the policies and procedures contained herein supersede any and all prior practices, oral or written representations, or statements regarding the terms and conditions of my employment with Designer Paws Salon. By distributing this Handbook, the Company expressly revokes any and all previous policies and procedures that are inconsistent with those contained herein. | understand that, except for employment-at-will status, any and all policies and practices may be changed at any time by Designer Paws Salon, and the Company reserves the right to change my hours, wages, and working conditions at any time. All such changes will be communicated through official notices, and | understand that revised information may supersede, modify or eliminate existing policies. Only the owner of Designer Paws Salon has the ability to adopt any revisions to the policies in this Handbook. | understand and agree that nothing in the Handbook creates, or is intended to create, a promise or representation of continued employment and that employment at Designer Paws Salon is employment at will, which may be terminated at the will of either Designer Paws Salon or myself. Furthermore, | acknowledge that this Handbook is neither a contract of employment nor a legal document. | understand and agree that employment and compensation may be terminated with or without cause and with or without notice at any time by Designer Paws Salon or myself. Last paycheck deductions if not returned; uniforms, keys (shop, mailbox, cash drawer, file cabinet, groomer station), amount left from “Paycheck Deduction Authorization Form", amount left from “DPS Groomer Employment Agreement’ for training. Any remaining healthcare or Aflac payment due for the end of the month. | have received the Handbook, and | understand that it is my responsibility to read and comply with the policies contained in this Handbook and any revisions made to it. Employee's Signature Employee's Name (Print) Date TO BE PLACED IN EMPLOYEE'S PERSONNEL FILE Last day of Employment COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook rcin ren pnean - Pertiaanehy q Hit tite? mu th ocffit Chi rr (AOR yO: n BE Para > 0G4a9 yaa DIVERSITY Equal Employment Opportunity Statement Designer Paws Salon provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. Designer Paws Salon complies with applicable state and local laws governing nondiscrimination in employment in every location in which the Company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Designer Paws Salon expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability of Designer Paws Salon employees to perform their expected job duties is absolutely not tolerated. Designer Paws Salon’s Anti-harassment Policy and Complaint Procedure Designer Paws Salon is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Designer Paws Salon expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment. It is the policy of Designer Paws Salon to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. Designer Paws Salon prohibits any such discrimination or harassment. Designer Paws Salon encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Designer Paws Salon to promptly and thoroughly investigate such reports. Designer Paws Salon prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports. Definitions of Harassment Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law or that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual's work performance; or c) otherwise adversely affects an individual's employment opportunities. COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook rcin ren ary at pons 4. Fem tiaonehy q Hit tite? mu th ocffit Chi rr (AOR yO: n Bo 0G4a9 Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on Company time or using Company equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means. Individuals and Conduct Covered These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Designer Paws Salon (e.g., an outside vendor, consultant or customer). Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events. Complaint Process Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their immediate supervisor or any member of Management. When possible, Designer Paws Salon encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Designer Paws Salon recognizes, however, that an individual may prefer to pursue the matter through complaint procedures. Designer Paws Salon encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. If a party to a complaint does not agree with its resolution, that party may appeal to Management. False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action. Americans with Disabilities Act and the ADA Amendments Act The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position. It is the policy of Designer Paws Salon to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our Company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment. COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook ren Pertlanehy q Hit tite? mu th cin ocffit Chi rr {ARDEB Ady 23 ‘SKE PNM ERS, 0G4a9 The Company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Designer Paws Salon. Contact Management with any questions or requests for accommodation. EMPLOYMENT Employee Classification Categories All employees are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employees’ employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Designer Paws Salon. Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime. Exempt employees are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor. Designer Paws Salon has established the following categories for both nonexempt and exempt employees: . Regular, full time: Employees who are not in a temporary status and who are regularly scheduled to work the Company’s full-time schedule of 36 hours per week. Generally, these employees are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program. Regular, part time: Employees who are not in a temporary status and who are regularly scheduled to work less than the full-time schedule but at least 20 hours each week. Regular, part-time employees are eligible for some of the benefits offered by the Company subject to the terms, conditions and limitations of each benefits program. Temporary, part time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the Company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary workers are not eligible for Company benefits unless specifically stated otherwise in Company policy or are deemed eligible according to plan documents. Background and Reference Checks To ensure that individuals who join Designer Paws Salon are well qualified and to ensure that Designer Paws Salon maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume or application form. All offers of employment are conditioned on receipt of a background check report that is acceptable to Designer Paws Salon. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and anti-discrimination laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process. If information obtained in a background check would lead Designer Paws Salon to deny employment, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s accuracy. Background checks may include a criminal record check, although a criminal conviction does not automatically bar an applicant from employment. Additional checks such as a driving record or credit report may be made on applicants for particular job categories if appropriate and job related. COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook ren a Fer tlaonenhy q Hit tite? mu th cin ocffit Chi rr {AEB diy 3D BKMERS g 0G4a9 Designer Paws Salon also reserves the right to conduct a background check for current employees to determine eligibility for promotion or reassignment in the same manner as described above. Nepotism, Employment of Relatives and Personal Relationships Designer Paws Salon wants to ensure that corporate practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Close relatives, partners, those in a dating relationship or members of the same household are not permitted to be in positions that have a reporting responsibility to each other. Close relatives are defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in law, grandfather, grandmother, son, son-in-law, daughter, daughter-in law, uncle, aunt, nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, cousins and domestic partner relatives. If employees begin a dating relationship or become relatives, partners or members of the same household and if one party is in a supervisory position, that person is required to inform Management and Human Resources of the relationship. Designer Paws Salon reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct-reporting relationship or authority involved. Progressive Discipline Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established. Designer Paws Salon supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws. Outlined below are the steps of our progressive discipline policy and procedure. Designer Paws Salon reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the employee's work record; and the impact the conduct and performance issues have on our organization. The following outlines Designer Paws Salon’s progressive discipline process: . Verbal warning: A supervisor verbally counsels an employee about an issue of concern, and a written record of the discussion is placed in the employee's file for future reference. Written warning: Written wamings are used for behavior or violations that a supervisor considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in an employee’s personnel file. Employees should recognize the grave nature of the written warning. Performance improvement plan: Whenever an employee has been involved in a disciplinary situation that has not been readily resolved or when he/she has demonstrated an inability to perform assigned work responsibilities efficiently, the employee may be given a final warning or placed on a performance improvement plan (PIP). PIP status will last for a predetermined amount of time not to exceed 90 days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the organization. At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur. Designer Paws Salon reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge. Separation of Employment Separation of employment within an organization can occur for several different reasons. COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 Designer Paws Salon - Employee Handbook rcin ren ertlaanenty q Hit tite? mu th ocffit Chi rr (AOR yO: n Bo woke ary at RS 0G4a9 Resignation: Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment. Resigning employees are encouraged to provide two weeks’ notice, must be in writing, to facilitate a smooth transition out of the organization. If an employee provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given. Job abandonment: Employees who fail to report to work or contact their supervisor for two (2) consecutive workdays shall be considered to have abandoned the job without notice, effective at the end of their normal shift on the second day. This goes for two (2) no show days on the second no show day the employee will be let go. The supervisor shall notify owner at the expiration of the third workday and initiate the paperwork to terminate the employee. Employees who are separated due to job abandonment are ineligible to receive accrued benefits and are ineligible for rehire. Termination: Employees of Designer Paws Salon are employed on an at-will basis, and the Company retains the right to terminate an employee at any time. Return of Company Property The separating employee must return all Company property at the time of separation, including uniforms in good condition and keys. Failure to return some items may result in deductions from the final paycheck. An employee will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final paycheck. The separating employee will have an exit interview with the owner on their last day of work or another day, as mutually agreed on. Designer Paws Salon is entitled to all intellectual property created at/for their business. Intellectual property and similar property of any Grantor of every kind and nature now owned or hereafter acy ed bi y any Grantor, including inventions, ns, Patel Copyrig) Licenses, Trademarks, trade secrets, confident proprietary techni and busines information, know-how, show-hew or other data or information, software and databases and all embodiments or ns thereof and related document m, registrations and franchises, and all adi nS, improvernents and accessions io, and books and records di ori ibing or used in connection with, any of ihe foregoing. Rehire Former employees who left Designer Paws Salon in good standing and were classified as eligible for rehire may be considered for reemployment. An application must be submitted to hiring manger, and the applicant must meet all minimum qualifications and requirements of the position, including any qualifying exam, when required. Supervisors must obtain approval from the Human Resource director or designee prior to rehiring a former employee. Rehired employees begin benefits just as any other new employee. Previous tenure will not be considered in calculating longevity, leave accruals or any other benefits. An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation will be ineligible for rehire. All telephone calls regarding a current or former employee’s position/compensation with Designer Paws Salon must be forwarded to Management. WORKPLACE SAFETY Drug & Smoke Free Workplace Designer Paws Salon has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug abuse pose a threat to the health and safety of employees and to the security of our equipment and facilities. For these reasons, Designer Paws Salon is committed to the elimination of drug and/or alcohol use and abuse in the workplace. This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the workplace. This policy applies to all employees and all applicants for employment of Designer Paws Salon. The owner is responsible for policy administration. COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 10 Designer Paws Salon - Employee Handbook rcin ren Spr tlaonenhy q Hit tite? mu th ocffit Chi rr (AOR yO: n BoB ary at MONS S 0G4a9 Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so. Work Rules The following work rules apply to all employees: . Whenever employees are working, are operating any Company vehicle, are present on Company premises, or are conducting related work off-site, they are prohibited from: ° Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia). ° Being under the influence of alcohol or an illegal drug as defined in this policy. The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body while performing Company business or while in a Company facility is prohibited. Designer Paws Salon will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution. Required Testing The Company retains the right to require the following tests: . Pre-employment: All applicants must pass a drug test before beginning work or receiving an offer of employment. Refusal to submit to testing will result in disqualification of further employment consideration. Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent workplace use, possession or impairment. Human Resources must be consulted before sending an employee for reasonable suspicion testing. Post-accident: Employees are subject to testing when they cause or contribute to accidents that seriously damage a Company vehicle, machinery, equipment or property and/or result in an injury to themselves or another employee requiring off-site medical attention. In any of these instances, the investigation and subsequent testing must take place within two (2) hours following the accident, if not sooner. Follow-up: Employees who have tested positive, or otherwise violated this policy, are subject to discipline up to and including discharge. Depending on the circumstances and the employee’s work history/record, Designer Paws Salon may offer an employee who violates this policy or tests positive the opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times and frequencies for a minimum of one (1) year but not more than two (2) years. If the employee either does not complete his/her rehabilitation program or tests positive after completing the rehabilitation program, he/she will be subject to immediate discharge from employment. Consequences Applicants who refuse to cooperate in a drug test or who test positive will not be hired. Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including discharge. Employees will be paid for time spent in alcohol/drug testing and then suspended pending the results of the drug/ alcohol test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test; this meeting will include a member of Management and Human Resources. Should the results prove to be negative, the employee will receive back pay for the times/days of suspension. Confidentiality COPYRIGHTED 2016 Designer Paws Salon - Employee Handbook 2.0 " Designer Paws Salon - Employee Handbook rcin ren paso Fertlaonenhy q Hi