As you develop your pet-friendly workplace program, legal considerations are important, too. This list isn’t comprehensive, but it’s a start on what you should discuss with your legal counsel.
You’ll want to make sure you are complying with any relevant regulations, and that you are protected from liability issues.
- Understand local and industry rules and regulations – be sure workplace hygiene or other regulations don’t pose an obstacle, and work to overcome any concerns.
- Consider insurance – get any needed insurance coverage in place before launching your program. Plan ahead so you know how you would handle situations including:
– A pet damaging something at your workplace
– A pet being hurt by something at your workplace
– A pet running away from your workplace
– A pet biting an employee
– A pet biting a visitor to your workplace
– A pet hurting another pet
– An employee hurting another employee’s pet
- Agree on scope – decide if your program will apply to employees only or if it will extend to others who are on site, including contractors, temporary workers, visitors or others.
- Plan for reviews – once developed, have your legal counsel review your policy, code of conduct and any other documentation.
- Ongoing engagement – stay in touch with your legal counsel as you roll the program out, so you can continue to refine and improve it based on any learnings that arise.