Obedient K-9

Employee Handbook

Obedient K-9 LLC
Employee Handbook

Table of Contents
Section 1: Introduction: 1.1 Purpose of this Handbook
1.2 Changes of Policy
1.3 Employment Forms
Section 2. Terms & Definitions: 2.1 Definition of “At-Will” Employment
2.2 Types of Worker
Exempt vs. Non-Exempt
Regular vs. Temporary
Independent Contractors & Consultants
Section 3. Payroll: 3.1 Payment Schedule
3.2 Wages
3.3 Deductions & Garnishment
Section 4. Rights & Policies: 4.1 Equal Opportunity Employment Policy
4.2 Accommodation for Disabled Employees
4.3 Employment of Minors
4.4 Employment of Relatives
4.5 Religion & Politics
4.6 Private Information
4.7 Leaves of Absence
Section 5: Employment Benefits: 5.1 Unemployment Insurance
5.2 Workers’ Compensation
5.3 Social Security Benefits (FICA)
5.4 Additional Benefits
Section 6. Rules of Conduct: 6.1 On the Job
Reporting for Work
Clocking In
Staying Safe
Meals & Breaks
Cell Phone Use
6.2 Rules & Policies
Discrimination & Harassment
Drugs & Alcohol
6.3 Disciplinary Action
Workplace Inspections

Section 1. Introduction
1.1. Purpose of this Handbook
The purpose of this handbook is to familiarize you – the employee – with the policies, rules and other key
aspects of Obedient K-9 LLC (the “Company”). The information in this handbook supersedes all rules and
policies that may previously have been expressed or implied, in both written and oral format. Compliance
with this handbook is compulsory for all employees. The Company reserves the right to interpret this
handbook’s content as it sees fit, and to deviate from policy when it deems necessary.
1.2 Changes of Policy
Obedient K-9 LLC reserve the right to change this handbook’s content, at any time and at our sole
discretion. Its provisions may not be altered by any other means, oral or written. You will receive written
notice of any changes we make to the employee handbook, and are responsible for understanding and
complying with all up-to-date policies. If you are confused about any information defined herein, please
contact the Human Resources Manager.
1.3 Employment Forms
All new employees are required to complete and submit the following forms. Starred (*) forms can be
found at the end of this manual. All others have been or will be provided separately.
At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook *
Employment Eligibility Form I-9
On the day of hire, each new employee is legally obligated to complete the Employment Eligibility
Verification Form I-9 and submit documents establishing identity and eligibility within the next three
business days. The same policy applies to re-hired employees whose I-9’s are over three years old or
otherwise invalid.
Non-Disclosure Agreement
This agreement prohibits the unauthorized disclosure of confidential Company information, via any
means of communication, including, but not limited to, face-to-face, over the phone and via the Internet.

Section 2. Terms & Definitions
Obedient K-9 LLC typically employs less than 20 employees regular and temporary employees on an “atwill”
basis. This section defines the terms of “at-will” employment, as well as the different types of
employees we hire.
2.1 Definition of “At-Will” Employment
The job of an “at-will” employee is not guaranteed. It may be ended, at any time and with or without
notice, by the employee or, for a lawful reason, by the Company. The Company also reserves the right to
alter an “at-will” employee’s benefits, pay rate, and assignments as it sees fit. The “at-will” terms of an
employee’s employment may only be changed by the President, CEO or CFO, and must be signed by the
President or the CEO.
2.2 Types of Worker
This section distinguishes between the different types of workers the Company employs. Employee status
is established at the time of hire and may only be altered via a written statement signed by the Company.
Exempt vs Non-Exempt
The majority of employees are non-exempt, meaning they are entitled by law to at least minimum wage
and premium pay for overtime. Exempt employees are not subject to these laws. Exempt status is defined
by particular standards set by state law and the Federal Labor Standards Act (FLSA). This class of
employee is usually an executive, an administrator, or a highly paid specialist such as a programmer.
Regular vs. Temporary
Regular employees work a regular schedule, either on a full-time or part-time basis. To be considered fulltime,
an employee must work at least 35 hours per week. A temporary employee is a person we hire for a
short period (usually 3 months at maximum) to assist with a project or remedy a staff shortage. A
temporary employee is also employed on an “at-will” basis (defined above).
Independent Contractors & Consultants
Independent contractors and consultants are not Company employees, but rather self-employed
professionals whom we hire for specific projects. Unlike employees, they do not operate under Company
direction, and control their own methods, materials and schedules. They are not eligible for Company

Section 3. Payroll
3.1 Payment Schedule
Employees are paid weekly generally on Monday . In cases where the regular payday falls on a holiday,
Employees will receive payment on the last business day before said holiday.
3.2 Wages
Wages vary from employee to employee and are based on level of skill and experience. The Company
conducts regular evaluations of all employees and issues promotions as it sees fit. Employees who feel
entitled to higher pay may contact Alexis Martin to discuss.
In additional to regular pay, employees may have the option of earning overtime pay.
A non-exempt employee may work overtime on the terms defined by Missouri law pending prior
authorization by his or her manager.
3.3 Deductions & Garnishment
Federal and state law requires that we deduct the following from every paycheck:
Social Security
Income tax (federal and state)
State Disability Insurance & Family Temporary Disability Insurance
Other deductions required by law or requested by the employee
A Wage and Tax Statement (W-2) recording the previous year’s wages and deductions will be provided at
the beginning of each calendar year.
If at any time you wish to adjust your income tax withholding, please fill out the designated form and
submit it to Accounting.
Wage Garnishment
Sometimes, the Company receives legal papers that compel us to garnish an employee’s paycheck – that is,
submit a portion of said paycheck in payment of an outstanding debt of the Employee. We must, by law,
abide by this either until ordered otherwise by the court or until the debt is repaid in full from withheld

Section 4. Rights & Policies
The following section summarizes your legal rights as an employee of Obedient K-9 LLC. Questions
about any policy detailed in this section may be addressed with a Human Resources representative.
4.1 Equal Opportunity Employment Policy
The Company provides equal employment opportunities to all applicants, without regard to unlawful
considerations of or discrimination against race, religion, creed, color, nationality, sex, sexual orientation,
gender identity, age, ancestry, physical or mental disability, medical condition or characteristics, marital
status, or any other classification prohibited by applicable local, state or federal laws. This policy is
applicable to hiring, termination and promotion; compensation; schedules and job assignments; discipline;
training; working conditions, and all other aspects of employment. As an employee, you are expected to
honor this policy and to take an active role in keeping harassment and discrimination out of the
4.2 Accommodation for Disabled Employees
We are happy to work with otherwise qualified disabled employees in order to accommodate limitations,
in accordance with the Americans with Disabilities Act (ADA). It is up to the employee to approach his or
her supervisor with this request, and to provide medical proof of his or her needs upon the Company’s
We are also happy to accommodate employees diagnosed with life-threatening illnesses. Such employees
are welcome to maintain a normal work schedule if they so desire, provided that we receive medical
papers proving their working cannot harm themselves or others and their work remains at acceptable
4.3 Employment of Minors
Our policy on employment of minors adheres to all FSLA standards, including the following:
Minimum employment age (14 for non-agricultural work)
Maximum weekly hours for employees under 16
Minimum hazardous job employment age (18)
Sub-minimum wage standards for students, apprentices, disabled employees, and employees under
the age of 20.
4.4 Employment of Relatives
The employment of relatives can prove problematic, particularly situations where relatives share a
department or a hierarchical relationship. The Company will not hire relatives to work in any potentially
disruptive situation. An employee must inform us if he or she become a co-worker’s relative. If at any
time we perceive the situation to be dysfunctional, we may have to reassign or ask for one relative’s
resignation in order to remedy the situation.
4.5 Religion & Politics
Obedient K-9 LLC is respectful of all employees’ religious affiliations and political views. We ask that if
you choose to participate in a political action, you do not associate the Company in any way.
We are happy to work with employees to accommodate political and religious obligations, provided
accommodations are requested from a manager in advance.
4.6 Private Information

Employee information is considered to be private and only accessed on a need-to-know basis. Your
healthcare information is completely confidential unless you choose to share it. In some cases, employees
and management may receive guidelines ensuring adherence to the Health Insurance Portability and
Accountability Act (HIPAA).
Personnel files and payroll records are confidential and may only be accessed for legitimate reason. If you
wish to view your files, you must set up an appointment in advance with Human Resources. A Companyappointed
record keeper must be present during the viewing. You may only make photocopies of
documents bearing your signature, and written authorization is needed to remove a file from Company
premises. You may not alter your files, although you may add comments to items of dispute.
Certain information, such as dates of employment and rehiring eligibility, are available by request only.
We will not release information regarding your compensation without your written permission.
4.7 Leaves of Absence
Employees requiring time off from work may apply for a leave of absence.
All leaves must be approved by management. For planned leaves, employees must submit requests at least
14 days in advance. Emergency leaves must be requested as soon as possible. Accepting/performing
another job or applying for unemployment benefits during leave will be considered voluntary resignation.
We consider all requests in terms of effect on the Company and reserve the right to approve or deny
requests at will, except when otherwise directed by law. Any request for a leave of absence due to
disability will be subject to an interactive review. A medical leave request must be supported in a timely
manner by a certification from the employee’s health care provider. Extension of leave must be requested
and approved before the current leave ends. No employee is guaranteed reinstatement upon returning from
leave, unless the law states otherwise. However, the Company will try to reinstate each returning
employee in his or her old position, or one that is comparable.
Below are the three main types of leave that Obedient K-9 LLC offers employees. Some, but not all, are
governed by law.
Work-Related Sickness & Injury
Employees eligible for Worker’s Compensation rendered unable to work because of work-related injury or
illness will receive an unpaid leave for the period required. For eligible employees, the first 12 weeks will
be treated concurrently as a family and medical leave under the Family and Medical Leave Act.
An employee disabled on account of pregnancy, childbirth, or a related medical condition may request an
unpaid leave of absence of up to four months. Time off may be requested for prenatal care, severe
morning sickness, doctor-ordered bed rest and recovery from childbirth.
Election Days
Provided an employee’s schedule does not allow time for voting outside of work, and that he/she is a
registered voter, he/she may take up to two hours, with pay, at the beginning or end of a workday, to vote
in local, state or national elections.

Section 5. Employment Benefits
The following is merely an overview of the Company’s benefits package. It does not contain all relevant
information. Please contact Alexis Martin to obtain all details.
5.1 Unemployment Insurance
Employees rendered unemployed through no fault of their own or due to circumstances described by law,
receive unemployment insurance. State agencies administer this insurance and determine benefit
eligibility, amount (if any), and duration.
5.2 Workers’ Compensation
Workers’ Compensation laws compensate for accidental injuries, death and occupational disabilities
suffered in the course of employment. Obedient K-9 LLC provides Workers’ Compensation Insurance for
all employees. Generally, this includes lost wages, disability payments and hospital, medical and surgical
expenses (paid directly to hospital/physician) and assistance in injured employees in returning to suitable
5.3 Social Security Benefits (FICA)
Both employees and the Company contribute funds to the federal Social Security Program, which
provides retirees with benefit payments and medical coverage.
5.4 Additional Benefits
The Company may also provide the following benefits:
Group Health Insurance, 401(k) Plan

Section 6. Rules of Conduct
6.1 On the Job
Reporting for Work
Employees are expected to begin and end each shift at the time and on the day appointed. You must
inform your supervisor before the start of the work day if you will be absent or late, and obtain his or her
permission to leave early. Absences and late arrivals will be recorded. Should your absences or tardiness
exceed a reasonable limit, you will be subject to disciplinary action and possible termination. Failing to
call one’s supervisor or report to work for consecutive workdays will be considered voluntary resignation,
and result in removal from payroll.
Clocking In
If you are a non-exempt employee, it is your responsibility to clock in when you begin your shift and
clock out when you finish. If you forget, bear in mind that your timecard cannot be updated without your
supervisor’s approval.
Staying Safe
Safety in the workplace is the Company’s number one priority. You must inform your supervisor in the
event of unsafe conditions, accident or injury, and use safe working methods at all times.
Meals & Breaks
Unless defined otherwise by Missouri state law, non-exempt employees are entitled to a paid 10-minute
break for every four hours of work, as well as a 30-minute meal break for any shift lasting longer than five
Cell Phone Use
Cell phones brought to work must be on silent or vibrate mode to avoid disrupting coworkers. They may
only be used during breaks and meal periods, away from where others are working. If cell phone use
interferes with operations in any way, an employee’s cell phone privilege may be rescinded and
disciplinary action, up to and including termination, may be used.
Employees who receive Company cell phones should strive to use them for Company business only. All
phones must be shut off during meetings.
6.2 Rules & Policies
No previous or current employee may disclose or give access to confidential Company information, in
any way or at any time, unless otherwise authorized by Management.
Discrimination & Harassment
In keeping with our Equal Opportunity Employment clause, the Company will not tolerate on-site
discrimination or harassment on any legally protected basis, including that of physical characteristics,
mental characteristics, race, religious or political views, nationality, disability, medical condition, sex,
sexual preference, or gender identification. Harassment and discriminatory behaviour among employees
or contractors will result in disciplinary action, with the possibility of termination. Discrimination and
harassment by customers or other business associates should be immediately reported to your supervisor,
at which point the Company will investigate and take corrective action. You are welcome to seek legal
relief if you find the Company’s actions inadequate.

Drugs & Alcohol
Good performance on the part of our employees is crucial to Obedient K-9 LLC’s success. For this reason,
we strictly forbid employees to do the following while at work*:
– Drinking alcohol and selling, purchasing or using illegal drugs at work. An “illegal drug” is any drug
that has not been obtained by legal means. This includes prescription drugs being used for non-prescribed
– Possession of any non-prescribed controlled substance, including alcohol and legal illegally obtained
prescription drugs.
– Reporting for work intoxicated. We reserve the right to test employees for substance abuse. Illegal drugs,
illegal drug metabolites, or excessive alcohol in your system will result in disciplinary action.
The Company cares about the overall health and well-being of its employees. Any employee who feels
that he/she is developing a substance abuse problem is urged to seek help. The Company will grant time
off (within reason) for rehabilitation. Be advised, however, that this will not excuse a substance-related
offense. In some cases, completion of Company-approved rehabilitation program may serve as an
alternative to termination.
*Any piece of Company property, including Company vehicles, as well as during work hours.
6.3 Disciplinary Action
The Company takes disciplinary matters very seriously, and will exact discipline as it sees fit for any
unacceptable action or behavior. These may include:
Excessive lateness and/or absence
Improper or indecent conduct
Poor communication
Uncooperative attitude
Abuse, perfunctory or unauthorized use, or unauthorized possession of Company property
Unauthorized use or disclosure of Company information
Possession and/or use of illegal drugs, weapons or explosives
Illegal harassment and/or discrimination – of any kind
Violation of Company policy
Disciplinary action may consist of anything from verbal/written warnings and counselling to demotion,
transfer, suspension or termination. Rather than follow rote procedures, the Company will handle each
matter individually to ensure fairness to all involved. Please review and internalize the list of “Don’ts”
above, and make an effort to use good judgments at all time.
Workplace Inspections
At Obedient K-9 LLC, we have a responsibility to protect our employees and our property. For this
reason, we reserve the right to inspect the following, at any time, with or without notice:
Computers and other equipment
Company vehicles
Any personal possessions brought onto Company premises, such as handbags, briefcases, and
All inspections are compulsory. Those who resist inspection may be denied access to Company premises.

At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook
I acknowledge that I have received a copy of the Obedient K-9 LLC Employee Handbook, which contains
vital information on the Company’s policies, procedures and benefits.
I understand that this handbook’s policies are intended only as guidelines, not as a contract of
employment. I understand that my employment is on “at-will” terms and therefore subject to termination,
with or without notice or obvious reason, by myself or the Company. Changes to my “at-will” status may
only take the form of a written agreement signed by an authorized member of the Company as well as
myself. This agreement supersedes all prior/contemporaneous inconsistent agreements.
I understand that the Company may change its policies, procedures and benefits at any time at its
discretion, as well as interpret or vary them however it deems appropriate.
I have read (or will read) and agree to abide by all policies and procedures contained therein.

Leave this empty:

Signature Certificate
Document name: Employee Handbook
Unique Document ID: e42006ffb1c5bdb60f621491e1d78ea8792971e8
Timestamp Audit
05/09/2019 8:39 AM CDTEmployee Handbook Uploaded by Alexis Martin - lexi@obedientk-9.com IP