Part One: That’s So Fetch! LLC Employee Manual

I. Introduction

A. Welcome Message
B. Company Overview

II. Company Policies

A. Code of Conduct and Professionalism
B. Non-Discrimination and Harassment Policy
C. Drug-Free Workplace Policy
D. Social Media and Online Presence Policy
E. Dress Code Policy
F. Attendance and Punctuality Policy
G. Personal Belongings and Security Policy
H. Confidentiality and Data Protection Policy

III. Employment Guidelines

A. Employment Categories and Classification
B. Equal Employment Opportunity
C. Hiring Procedures
D. Orientation and Onboarding Process
E. Probationary Period
F. Performance Evaluation and Feedback
G. Promotion and Transfer Procedures
H. Grievance and Complaint Procedures
I. Termination of Employment

IV. Compensation and Benefits

A. Payroll and Pay Schedules
B. Overtime and Timekeeping
C. Tips and Performance-Based Incentives
D. Sick Leave and Paid Time Off
E. Holidays
F. Health Insurance and Other Benefits
G. Retirement Plans and Savings Programs
H. Compensation and Benefits Changes

V. Employee Acknowledgement
I. Introduction
A. Welcome Message

Welcome to That's So Fetch! LLC! We are thrilled to have you join our team of dedicated pet care providers. This employee manual has been created to guide you through our company policies, procedures, and expectations, ensuring that you have a clear understanding of your role and responsibilities.

At That's So Fetch! (or TSF), we are passionate about delivering exceptional pet care services and creating a safe, comfortable, and loving environment for the animals we serve. Our mission is to enrich the lives of pets and their owners by providing top-notch care, personalized attention, and a positive experience for all.

In this manual, you will find valuable information that will help you navigate various aspects of your employment, including company policies, employment guidelines, compensation and benefits, health and safety procedures, pet care guidelines, professional development opportunities, and updates to policies and procedures.

We believe in fostering a collaborative and inclusive work environment where every team member feels respected, supported, and valued. We strive to maintain a culture of professionalism, integrity, and excellence, both in our interactions with one another and in the care we provide to our furry (and other pet) clients.

It is essential that you familiarize yourself with the contents of this manual, as it serves as a reference for your rights, responsibilities, and the expectations we have for our employees. We encourage you to reach out to your supervisor if you have any questions or need further clarification on any policy or procedure outlined herein.

As a member of our team, we trust that you will uphold the highest standards of professionalism, ethics, and dedication to the well-being of the pets under our care. By adhering to our policies and guidelines, you contribute to the overall success of That's So Fetch! and the fulfillment of our mission.
Thank you for choosing to be a part of That's So Fetch! LLC. We appreciate your commitment to providing exceptional pet care and making a positive impact in the lives of our furry friends and their owners.

B. Company Overview

Founded in 2016, That's So Fetch! LLC (TSF) is a small family-founded and operated pet care business based in Atlanta. What began as a husband and wife team providing pet care services from their home has blossomed into a thriving company with a dedicated staff of 10-15 professionals. We have expanded our offerings to include a boutique boarding and daycare facility located in Adair Park, along with a range of services such as pet transportation, dog walking, in-home visits for cats, dogs, and other pets, as well as bathing services.

At That's So Fetch!, we take pride in being a family-founded and operated business. Our humble beginnings and strong family values continue to guide us in delivering exceptional pet care with a personal touch. We understand the importance of trust, reliability, and a genuine love for animals, which is the foundation of our company's ethos.

Our boutique boarding and daycare facility in Adair Park is designed to provide a home away from home for pets. With spacious play areas, comfortable accommodations, a large fenced yard, bathing services, and a team of caring staff, we strive to create a welcoming and enriching environment where pets can thrive, socialize, and receive personalized care and attention.
In addition to our boarding and daycare services, we offer a range of pet care services tailored to meet the unique needs of each pet and owner.

Our pet transportation service ensures safe and convenient travel for pets to and from daycare or boarding, as well as occasional specialty transportation to vet appointments or other necessary outings.
Our professional dog walkers provide exercise and stimulation for dogs of all sizes and breeds. And, for pet owners who prefer their furry friends to stay in the comfort of their own homes, our in-home visits offer personalized care and attention to all pets in the household.
We pride ourselves on being Atlanta's premier one-stop shop for all pet care needs.

II. Company Policies

At That's So Fetch! LLC, we value professionalism, integrity, and a positive work environment. The following policies have been established to guide our employees in their conduct and responsibilities. It is important that all employees familiarize themselves with these policies and adhere to them throughout their employment with the company.

A. Code of Conduct and Professionalism

1. Professionalism:
a. Treat all clients, colleagues, and pets with respect, courtesy, and kindness.
b. Maintain a professional appearance and demeanor while representing the company.
c. Adhere to the highest ethical standards and avoid conflicts of interest.

2. Communication:
a. Use appropriate and respectful language in all forms of communication.
b. Respond promptly to client inquiries and requests.
c. Communicate openly, honestly, and constructively with colleagues and supervisors.

3. Confidentiality:
a. Safeguard confidential information of clients, colleagues, and the company.
b. Obtain necessary permissions before disclosing any confidential information.
c. Respect the privacy of clients and refrain from sharing personal information without consent.

B. Non-Discrimination and Harassment Policy

1. Equal Opportunity:
a. Treat all individuals with fairness and equality, regardless of race, color, religion, gender, sexual orientation, national origin, disability, or any other protected status.
b. Provide equal opportunities for employment, training, and advancement based on merit.

2. Harassment-Free Workplace:
a. Prohibit any form of harassment, including but not limited to verbal, physical, or visual harassment, based on protected characteristics.
b. Report any incidents of harassment promptly to the Human Resources department.

C. Drug-Free Workplace Policy

1. Substance Abuse:
a. Prohibit the use, possession, distribution, or sale of illegal drugs or controlled substances on company premises or during working hours.
b. Report any concerns related to substance abuse promptly to upper level management.

2. Alcohol and Prescription Drugs:
a. Consume alcohol responsibly, if permitted, during authorized company events.
b. Use prescription drugs only as prescribed and without impairment to job performance or safety.

D. Social Media and Online Presence Policy

1. Responsible Use:
a. Use social media and online platforms responsibly, respecting the company's reputation, clients, and colleagues.
b. Occasional posting of a pet you worked with that day is fine but we prefer to keep the majority of photos taken “on the job” private or shared only on our professional social media pages by the staff member(s) assigned that duty.
c. Refrain from posting inappropriate, defamatory, or offensive content related to the company, clients, or colleagues.

2. Confidentiality:
a. Maintain the confidentiality of all company information, trade secrets, and client data.

E. Dress Code Policy

1. Shirt:

Employees will be provided with one or two company t-shirts or other branded attire for identification purposes. Please wear the designated attire during working hours as instructed.

2. Pants:

Wear durable pants to protect legs from unintentional scratching, nipping, dirt and other things that may occur when working with pets and/or outdoors.

3. Footwear:

Wear closed-toe shoes with good support and non-slip soles to ensure safety in the pet care environment.

4. Personal Protective Equipment:

Use appropriate personal protective equipment (PPE) when required for specific tasks or areas.
- This may include gloves, masks, aprons, or safety glasses as determined by job responsibilities or safety regulations.

Remember, maintaining a professional appearance helps to establish trust and confidence with our clients and demonstrates our commitment to providing high-quality pet care. If you have any questions or need further clarification on the dress code policy, please consult with your supervisor or the Human Resources department.

F. Attendance and Punctuality Policy

1. Regular Attendance:
a. Be punctual and attend work as scheduled, following established procedures for requesting time off or reporting absences.
b. Notify the supervisor and fellow staff you were scheduled to work with promptly in case of absence or tardiness.
c. The first instance of tardiness will receive a verbal warning, the second instance will receive a written warning, and the third will require a sit-down meeting. Any instances beyond this may result in reduced hours scheduled or termination.

2. Time Off and Leave Requests:
a. All time off requests should be placed through the Homebase App.
b. Advance notice of two weeks is preferred for all time off requests with the exception of holiday time off requests, which require at least one months’ notice.
c. If the schedule is already posted for the week and you need to make a schedule adjustment you are responsible for helping to find coverage/switching with other staff members. All changes must be approved by your supervisor.
d. Follow any additional company procedures for requesting time off, adhering to advance notice requirements and ensuring appropriate coverage.

G. Personal Belongings and Security Policy

1. Personal Property:
a. Keep personal belongings secure and separate from company property.
b. The company is not responsible for any loss, damage, or theft of personal items. Including loss, damage, or theft of vehicles or personal property left in vehicles parked on or off the property.

2. Access and Security:
a. Adhere to company security protocols and report any suspicious activities or security concerns immediately.

H. Confidentiality and Data Protection Policy

1. Client Information:
a. Maintain strict confidentiality regarding client information, records, and any personal or sensitive data.
b. Do not for any reason use client’s personal information to contact them during or outside of the workplace unless authorized to do so.
c. Never for any reason provide your or other staff member’s personal contact information to clients. All communications should be maintained through the appropriate TSF communication channels and by the appropriate staff member.

2. Data Protection:
Follow data protection and privacy laws, regulations, and company policies when handling client or employee data.

III. Employment Guidelines
A. Employment Categories and Classification

1. Full-Time Employees:
Full-time employees are those who are regularly scheduled to work a minimum of [number] hours per week. They are eligible for all benefits offered by the company.

2. Part-Time Employees:
Part-time employees work fewer than [number] hours per week on a regular basis. They may be eligible for certain benefits based on the company's policies.

3. Temporary Employees:
Temporary employees are hired for a specific duration or to complete a particular project. Their employment may be terminated at the end of the specified period.

4. Salaried Employees:
Salaried employees are those who receive a fixed salary for their work, regardless of the number of hours worked. They are typically exempt from overtime pay and are eligible for benefits based on the company's policies.

5. Independent Contractors:
Independent contractors are individuals or entities hired to perform specific tasks or services. They are not considered employees and are responsible for their own taxes and benefits.

B. Equal Employment Opportunity

1. Non-Discrimination:
The company is committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.

2. Harassment-Free Workplace:
The company prohibits harassment of any kind, including but not limited to, sexual harassment, bullying, and discrimination. Employees are expected to treat each other with respect and professionalism.

3. Accommodation for Disabilities:
The company will provide reasonable accommodations to employees with disabilities to enable them to perform their job duties, unless doing so would create an undue hardship for the company.

4. Reporting Discrimination or Harassment:
Employees who believe they have been subjected to discrimination or harassment should report the incident to their supervisor, HR department, or other designated individual. The company will promptly investigate all complaints and take appropriate action.

5. Retaliation:
The company prohibits retaliation against any employee who reports discrimination or harassment or participates in an investigation regarding such complaints. Retaliation is a violation of company policy and may result in disciplinary action, up to and including termination.

C. Hiring Procedures

1. Application and Interview Process:
a. Prospective candidates are required to submit an application providing accurate and complete information.
b. Phone Interviews: Initial phone interviews of 15-30 minutes in length may be conducted to assess basic qualifications, experience, and suitability for the position.
c. In-Person Interviews: Qualified candidates may be invited for in-person interviews to further evaluate their skills, compatibility, and cultural fit with the company.
d. Working Interviews: In most cases, candidates may be requested to participate in working interviews, allowing them to showcase their abilities and interact with our team, clients, or pets.
e. Reference Check: Provide two professional references that we may reach out to for verification of previous employment, to confirm relevant experience, and to attest to your character.

2. Background Checks:
We may perform pre-employment background checks, in accordance with applicable laws, to ensure the safety and security of our employees, clients, and pets.

D. Orientation and Onboarding Process

1. On-the-Job Orientation:
a. New employees will receive on-the-job orientation to familiarize themselves with specific job responsibilities, company policies, and procedures.
b. Information regarding employee benefits, safety guidelines, and any relevant training materials will be provided leading up to and during the on-the-job orientation process.

2. Training and Onboarding:
a. Employees will receive job-specific training and onboarding to ensure a smooth transition into their roles.
b. Training may include safety protocols, pet care guidelines, customer service practices, and the proper use of company systems or equipment.

3. Mobile Apps and Work Tools:
a. Employees will be required to have a smartphone with data capabilities to download and utilize specific apps essential for work-related tasks.
b. The following apps are necessary for efficient operations:
i. Slack: We use Slack as our primary communication platform for all work-related communications, facilitating efficient team collaboration and information sharing.
ii. Trello: Trello is used to schedule and manage all pets in our care, ensuring effective coordination and organization.
iii. Homebase: All paychecks are direct deposited to the employee's provided bank account. The Homebase app allows you to access and download paystubs, W-2's, as well as any other necessary payroll or tax documents. This app is also used for accessing work schedules, submitting time off requests, tracking PTO (if applicable) and clocking in and out of shifts.

E. Probationary Period

a. New employees will be placed on a probationary period lasting a maximum of 90 days from their date of hire.
b. The probationary period allows for an assessment of job performance, adherence to policies, and overall fit within the company.
c. During this period, employees will receive training, feedback, guidance, and performance evaluations to support their growth and development.

F. Performance Evaluation and Feedback

1. Performance Reviews:
a. Performance evaluations will be conducted periodically to provide feedback on job performance, areas of strength, and areas for improvement.

b. Reviews are typically conducted at 3 months, 6 months and 1 year during the first year of employment and then annually after the first year.
c. Performance reviews also offer opportunities for career development discussions, goal setting, and performance recognition.

2. Open Communication:
a. We encourage open and ongoing communication between employees and supervisors to address any concerns, provide feedback, or seek clarification on job-related matters.

G. Promotion and Transfer Procedures

1. Internal Opportunities:
a. Qualified employees may be considered for internal job postings, promotions, or transfers based on their skills, experience, and performance.

2. Fair Consideration:
a. All internal candidates will be given fair consideration for promotional or transfer opportunities.
b. Promotions and transfers will be based on merit, qualifications, and business needs.

H. Grievance and Complaint Procedures

1. Reporting Concerns:
a. We encourage employees to report any concerns, grievances, or complaints promptly and in accordance with established procedures.
b. Complaints will be handled with confidentiality, respect, and a commitment to resolving issues in a fair and timely manner.

I. Termination of Employment

1. Termination Policy:
a. Employment with That's So Fetch! LLC is at-will, meaning either the employee or the company may terminate the employment relationship at any time, with or without cause or notice, except as prohibited by law or contractual agreement.
b. It should be noted that most staff members have a contractual agreement specifying a notice period for voluntary terminations.
c. The notice period will vary based on the employee's position and length of service, typically ranging from 2 to 4 weeks.

2. Notice Period and Return of Company Property:
a. Employees are expected to provide a written notice of their intent to resign, adhering to the notice period outlined in their employment contract.
b. During the probationary period, employees who decide to resign are required to return their company-issued t-shirts in good, clean condition.
c. Failure to return the t-shirts in good, clean condition may result in the cost of each shirt being deducted from the final paycheck in the amount of $10.00 per shirt.

3. Exit Procedures:
a. Departing employees should ensure a smooth handover of responsibilities and transfer of knowledge to relevant team members.
b. Employees leaving the company are expected to return all company property, including t-shirts (if applicable) and complete any necessary paperwork or exit interviews.

Note: These employment guidelines serve as a general framework for That's So Fetch! LLC. Specific policies, procedures, and legal requirements may vary and should be tailored accordingly. Please consult with the Human Resources department or refer to additional company documents for detailed information related to employment with That's So Fetch! LLC.

IV. Compensation and Benefits

At That's So Fetch! LLC, we believe in recognizing the hard work and dedication of our employees by providing competitive compensation and a comprehensive range of benefits. We strive to create a

supportive and rewarding work environment that promotes employee well-being and professional growth. The following outlines our compensation and benefits policies:

A. Payroll and Pay Schedules

1. Pay Structure:
a. We maintain a fair and transparent pay structure that aligns with and often exceeds industry standards and job responsibilities.
b. Compensation may be determined by factors such as position, experience, qualifications, and performance.

2. Pay Frequency:
a. Employees are paid on a weekly basis, with payday occurring every Friday.
b. Payroll will be processed through direct deposit, ensuring convenient and secure access to wages.

3. Payroll Deductions:
a. Applicable deductions, such as taxes, social security contributions, and other legally required deductions, will be withheld from employee wages as mandated by law.

B. Overtime & Timekeeping

1. Overtime:
a. All hourly staff members will receive overtime pay for any work exceeding 40 hours in the normal work week.
b. Overtime is paid at a rate of 1.5 times the regular hourly wage.

2. Timekeeping:
a. All shifts are to be accurately documented in the Homebase App.
b. If a staff member misses a clock-in or clock-out time they are to either add a note to the shift or send a message in Homebase to the appropriate supervisor so that the change can be verified and adjusted.

C. Tips and Performance-Based Incentives

1. Monthly Pooled Tips:
a. To recognize exceptional service and teamwork, we have a monthly pooled tips program.

b. Tips received from clients are collected and distributed among eligible employees based on performance, position, and the number of hours worked. The distribution aims to fairly reward contributions and dedication. Further details regarding the distribution process may be provided separately.
c. Tips are distributed as a bonus in the employees paycheck following the last day of the previous month.

D. Sick Leave and Paid Time Off

1. Paid Time Off (PTO):
a. Salaried staff members are eligible for paid time off (PTO) to support work-life balance and well-being.
b. The specific PTO accrual rates, utilization guidelines, and procedures for requesting time off will be outlined in the PTO policy of the individuals employment contract.

2. Sick Leave
a. Salaried staff members are eligible for sick leave.
b. The specific sick leave accrual rates, utilization guidelines, and procedures for requesting time off will be outlined in the sick leave policy of the individuals employment contract.

E. Holidays

1. Holidays:
a. We recognize certain holidays as special occasions and offer additional benefits for hourly staff members during these times.
b. The following holidays are eligible for time and a half pay for hourly staff members: New Year's Eve, Christmas, Thanksgiving, Labor Day, Independence Day, Easter, and Memorial Day.

F. Health Insurance & Other Benefits

At this time, we do not offer a health insurance program. We do however offer a number of other benefits!

1. Pet Care Benefits:
a. As a pet care company, we offer free daycare services for employees when they are working (dogs must be fully vaccinated, spayed/neutered if over one year of age, and able to get along well with other dogs in a group setting).
b. Additionally, when employees are not working, they can enjoy a 50% discount on all pet care services for their own pets. Advance reservation required.

2. Expense Cards:
a. Salaried staff members and certain designated hourly staff will be provided with expense cards to facilitate the smooth execution of work-related expenses, such as purchasing supplies or reimbursable costs.
b. Proper documentation and adherence to expense policies will be required when using these cards.

3. Additional Benefits:
a. We may offer additional benefits such as employee discounts, wellness programs, professional development opportunities, and employee loan assistance programs.
b. Details about these benefits, including eligibility criteria and how to access them, will be provided separately.

G. Retirement Plans and Savings Programs

1. Simple IRA:
a. We provide eligible employees with the opportunity to participate in a Simple IRA (Individual Retirement Account) plan through Fidelity.
b. The Simple IRA allows employees to save for retirement through pre-tax contributions, with the company offering a maximum matching contribution of up to 3% (based on the employee's average per-pay-period compensation). Detailed information regarding eligibility, contribution matching, and plan specifics is provided at the employee's request.

H. Compensation and Benefits Changes:

1. Policy Updates:
a. That's So Fetch! LLC reserves the right to modify, amend, or terminate any compensation or benefits program at its discretion, with or without prior notice, depending on business needs and applicable laws.
b. Any changes to compensation or benefits programs will be communicated to employees through official channels, such as company-wide announcements or updates to the employee handbook.

2. Individual Agreements:
a. Any individual agreements regarding compensation or benefits, such as employment contracts or offer letters, will supersede general policies outlined in this manual.

Note: These compensation and benefits guidelines serve as a general framework for That's So Fetch! LLC. Specific details, eligibility criteria, and legal requirements may vary and will be provided in separate policies, documents, or communications. Please consult with the Human Resources department or refer to additional company materials for detailed information related to compensation and benefits at That's So Fetch! LLC.

V. Employee Acknowledgement