wright-way rescue’s
employee
handbook Wright-Way Rescue live
love
adopt
welcome to wright-way rescue! We are excited to have you as part of our team. You were hired because we believe you can contribute to the success of our shelter/clinic, and you share our commitment to achieving our goals as stated in our mission. Wright-Way Rescue is committed to quality and unparalleled customer service in all aspects of our animal shelter. We take pride in this being our key distinctive quality as we strive to gain the respect and trust of our adopters and guests in the community. As part of the team, we hope you will discover that the pursuit of excellence is a rewarding aspect of your career here. The success of our efforts is determined by our success in operating as a unified team. We have to earn the trust and respect of our adopters and donors every day in order that an individual makes the decision to choose our services. We must keep our facility in a manner that promotes excellent health and well-being of the animals housed here. This may sound simple; however, it is a great deal of work. Communication is key. There are no magic formulas. Furthermore, our success is built by creative, productive employees who are encouraged to make suggestions while thinking “outside the box.� Your job, every job, is essential to fulfilling our mission everyday, to the animals who rely on us for their care, and the employees and donors that trust and believe in us. The primary goal of Wright-Way Rescue, and yours, as one of its employees, is to live our mission statement and continue to be an industry leader. We achieve this through dedicated hard work and commitment from every employee. It is the desire of Wright-Way Rescue to have every employee succeed in their job and be part of achieving our goals. This Employee Handbook contains the key policies, goals, and expectations of WrightWay Rescue, and other information you will find helpful. You should use this handbook as a reference as you pursue your position with Wright-Way Rescue. Additionally, this handbook assures good management and fair treatment of employees. At Wright-Way Rescue, we want to recognize the contributions of all employees as an important part of our team. Welcome aboard! I look forward to working with you.
live. love. adopt.
christy anderson director + founder wright-way rescue 1
Thank you for being a part of our history in the making.
Goals, Values, and Beliefs Our goal at Wright-Way Rescue is simple – provide excellent care for the animals in our program, provide adoptive homes for as many homeless animals as possible, and promote spaying and neutering of all pets through education and low-cost surgical opportunities. We accomplish this by providing information and resources to both our adopters and the public. Our goals are accomplished by the commitment of every employee and volunteer.
Our values and beliefs require that we: • Treat each employee and animal with respect and continually try to improve upon our goals. • Treat each employee and animal fairly. Wright-Way Rescue does not tolerate discrimination or poor treatment of its animals. When problems arise, the facts are analyzed to determine ways to avoid similar problems in the future. • Provide the most effective and efficient corrective action in resolving issues to ensure the health and well-being of our pets and the satisfaction of our adopters. • Have an open door policy that encourages interaction, discussion, and the exchange of ideas to improve our work environment and increase our productivity. • Deliver competitive (yes, even non profits are competitive!), outstanding service to our supporters and adopters and, where required, partner our adopters with other organizations who share our vision. • Make “Do It Right The First Time” our commitment as a team.
Wright-Way Rescue’s Mission Wright-Way Rescue is a nonprofit 501(c)(3) organization. Our mission is to reduce the number of homeless pets euthanized in the Midwest each year through an adoption program, community education, promotion of spaying and neutering, and a veterinary medicine program. We continue to save pets from rural animal control facilities where they are at a high risk of euthanasia, and instead offer them a second chance at a loving home in the Chicagoland area. We place more dogs in adoptive homes than any other no-kill rescue in the State of Illinois on just 10% of the budget.
Equal Opportunity Wright-Way Rescue is an Equal Opportunity Employer. This means that we will extend equal opportunity to all individuals without regard for race, religion, color, sex, national origin, age, orientation, disability, handicaps, or veterans status. This policy affirms Wright-Way Rescue’s commitment to the principles of fair employment and the elimination of all vestiges of discriminatory practices that might exist.
Staff Educational Material Regardless of the position you hold within our shelter, it is important that you understand animal sheltering and its basic functions in order to be an effective team member. Many people wish to work at an animal shelter without truly understanding its fundamental function or the reality of the challenges that a shelter faces on a daily basis. The information below will enable you to understand your position and the positions of those around you better. In learning this information you will be able to better serve the animals whose lives you will directly affect.
Specifically please view: “Strategies for Managing and Controlling Infectious Diseases in Shelters” — http://bit.ly/1lY5TX9 “Cleaning and Disinfecting 101” — http://bit.ly/1oRjbtB “Guidelines for Standards of Care in Animal Shelters” — http://bit.ly/1l6xL0u “Simple Shelter Enrichment for Cats” — http://bit.ly/1sGoBu3 “Simple Shelter Enrichment for Dogs” — http://bit.ly/1qaaUwV “Canine and Feline Parvovirus in Animal Shelters” — http://bit.ly/1kE0AB3 “Canine Respiratory Infections in Animal Shelters” — http://bit.ly/1oxhUst “Sanitation to Save Lives” Video — http://bit.ly/1rbDTag Additional Resources: http://bit.ly/1nSNzOS
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Rules of Conduct Rules of conduct for employees are intended to promote the orderly and efficient operation of the shelter, as well as protect the rights of all employees. Violations, therefore, shall be regarded as cause for disciplinary action. These rules are published for the employees’ information and protection. Ignorance of work rules is not an acceptable excuse for violation. It is each employee’s responsibility to know the rules and abide by them. These rules are not all-inclusive, and other rules may exist. Employees are expected to know and abide by these rules as well.
Safety & Accident Rules Safety is everyone’s job at WWR. Wright-Way Rescue provides a clean, hazard-free, healthy, safe environment in which to work. As an employee, you are expected to take an active part in maintaining this environment. You should observe all posted safety rules, adhere to all safety instructions provided by your supervisor, and use safety equipment where required. Your workspace should be kept neat, clean, and orderly. It is your responsibility to know the location of all safety equipment such as ear plugs, goggles, protective clothing, gloves, etc. If there is a true medical emergency dial 911. All safety equipment will be provided by Wright-Way Rescue. Employees will be responsible for reasonable upkeep of this equipment. Any problems with, or defects in, equipment should be reported immediately to your supervisor. Employees may report safety issues or injuries to the Director of Operations. If any deliberate or ongoing safety violation or creation of hazard by an employee occurs, it will be dealt with through disciplinary action by Wright-Way Rescue, up to and including termination. All work-related accidents are covered by Worker’s Compensation Insurance pursuant to the laws of the state in which we operate. Any accident must be documented in writing immediately via an Incident Report. Please see your supervisor or the Director of Operations to fill out an Incident Report. Any injuries must be reported immediately to the Adoption Center Supervisor AND the Director Of Operations. They must also be documented in writing via an Incident Report. Any employee that has reported any injury must return to work with a doctor’s certificate stating the nature of the injury and the employee’s fitness to return to duty. MSRP safety data sheets are available in the office for each employee to review.
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Smoking Wright-Way Rescue strives to provide a healthy work environment. Therefore, any form of tobacco consumed in company buildings is prohibited. Additionally, no smoking is allowed within fifteen (15) feet of the exterior entranceways. Smoking is not allowed in the front of the building.
Drug-Free Workplace Wright-Way Rescue prohibits the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance in the workplace. All employees must abide by the terms of this Drug-Free Workplace policy. Employees violating such prohibitions will be subject to disciplinary action, up to and including termination. The term “controlled substance” refers to all illegal drugs and to legal drugs used without a physician’s order. It does not prohibit taking prescription medication under the direction of a physician.
Attendance Employees are expected to arrive at work before they are scheduled to start and be at their workstation productively engaged in Wright-Way Rescue business by the scheduled start time. All time-off must be requested in advance and submitted in writing via a formal TimeOff Request (this may be obtained from your supervisor or the Director of Operations), with the exception of sick days. Days requested off must be covered by other employees. Requested days off are subject to the approval of the manager. Days off for vacation/leisure time are not guaranteed and covering your scheduled shift(s) is your responsibility. In the event of an unscheduled absence, employee is expected to obtain coverage for his/ her shift AND place a phone call to his/her direct supervisor. Emails and text messages are not acceptable forms of “calling off.” Should the direct supervisor be unavailable, the Director of Operations should be contacted. Schedules will be made for an entire month; requests must be received before the schedule is posted. Wright-Way views attendance as an important facet of your job performance review. All unapproved absences and tardiness will be noted in the employee’s personnel file. Excessive absences and shifts where an employee leaves before the end of their scheduled shift, including sick days without medical documentation, will result in disciplinary action, up to and including termination.
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Use of Equipment Wright-Way Rescue will provide you with the necessary equipment to do your job. None of this equipment should be used for personal use, nor should it be removed from the physical confines of Wright-Way Rescue — unless it is approved and your job specifically requires use of company equipment outside the physical facility of Wright-Way Rescue. Computer equipment, including laptops and iPads, may not be used for personal use — this includes word processing, emailing, and gaming among other computing functions. It is forbidden to install any other programs on a company computer without the written permission of your supervisor. These forbidden programs include, but are not limited to, unlicensed software, pirated music, and pornography. The copying of programs installed on the company computers is not allowed unless you are specifically directed to do so in writing by your supervisor. The telephone lines at Wright-Way Rescue must remain open for business calls to service our customers. Employees are requested to discourage any personal calls - incoming and outgoing - with the exception of emergency calls.
Scheduling & Breaks Employees must take one calendar day each week off. If they choose to work and there are available hours, they must sign a form from the Department of Labor to permit this. Otherwise, employees will only be scheduled a maximum of 6 days per week. Employees who will be working 7 ½ continuous hours must clock out for a 30-minute break no longer than 5 hours after the start of work. Short personal breaks are allowed, without punching out, one time at the end of every twohour period worked. These breaks are not to exceed 5 minutes and can be utilized for personal use in accordance with our policies. If you choose not to use these breaks you understand that you are forfeiting the time, and cannot accumulate it to use at a later period.
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Professional Etiquette Employees must maintain professional etiquette whenever representing Wright-Way Rescue. This includes maintaining a professional and friendly attitude when dealing with customers, employees, and professional contacts in person, in email, and over the phone. Employees are asked to always come across as respectful, friendly, and approachable. The opinions and policies of Wright-Way Rescue should always be promoted. Employees should not convey their own feelings, biases, or prejudices to customers or professional contacts. When an employee engages in conduct in violation of this rule and the conduct is committed off-duty and not on shelter property, Wright-Way Rescue may discipline the employee, up to and including termination, whenever the conduct causes unfavorable publicity to Wright-Way Rescue, impairs the credibility of the employee to perform the employee’s job, or is otherwise connected to employment at Wright-Way Rescue. Negative personal opinions are not appropriate while representing Wright-Way Rescue and will result in disciplinary action, up to and including termination.
Attire It is the policy of the Wright-Way Rescue to present a professional image to the customers we serve. Because every employee may at one time or another come in contact with our customers, it is important for all staff members to be dressed appropriately every day. Adoption counselor attire: closed-toe shoes, khaki pants, and a Wright-Way Rescue “staff” shirt Kennel tech attire: closed-toe shoes and a Wright-Way Rescue-issued scrubs Office staff: closed-toe shoes, khaki pants or clean, professional denim, and a Wright-Way Rescue shirt In addition to proper dress, employees are expected to present a clean, neat, and business-like appearance. For example, employees are expected to have neatly combed hair and male employees need to be clean shaven or to have neatly trimmed moustaches and/or beards. All employees are prohibited from wearing extreme or eccentric hairstyles, clothing, or jewelry that does not present a professional appearance. Clothing that is worn, ripped, dirty, or soiled is not acceptable. Reasonable accommodations will be made for employees’ religious beliefs consistent with business necessity to present a conservative, professional appearance to our customers. Managers are responsible for enforcing the dress and grooming codes within their areas of responsibility. This includes counseling employees who are inappropriately dressed. If an employee dresses inappropriately, he or she may be sent home without pay to change clothes. Repeated disregard for the dress policy may result in disciplinary action up to and including termination. If you have a question about whether something is appropriate or inappropriate, please check with your manager.
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Tattoos/Piercings/Body Modifications PIERCINGS: Men may wear one small hoop (1/2 inch or smaller in diameter) or stud (1/4th inch or smaller in diameter) earring per ear. Women may wear one small (1/8th inch or smaller in diameter) nose piercing and up to two matched or complimentary earrings per ear. No other visible piercings (lip, tongue, eyebrow, etc.) are permitted. Body piercings should be inconspicuous and not draw attention. Staff with a recent piercing may wear a discrete clear plastic spacer during the healing period. (Note: additional restrictions may be added by the department manager in order to maintain an appropriate level of appearance or professionalism.) TATTOOS: While on Wright-Way Rescue premises or while working at an official Wright-Way off-site event, tattoos that could be offensive, disturbing, or distracting to our guests should be covered and non-conspicuous. (Note: additional restrictions may be added by the department manager in order to maintain an appropriate level of appearance or professionalism.)
Time Clocks & Time Cards Wright-Way Rescue employees must punch in before beginning their work shift and punch out at the end of their shift. All such employees are expected to work their entire shift. In order to be paid, an employee must be clocked-in. Under no circumstance may one employee clock in or out for another employee. Violations of these procedures may result in disciplinary actions including oral or written warnings, suspension without pay, and/or termination.
Overtime Overtime will be paid to any hourly employee who works over the 40 hour work week at the rate of one and a half times their normal wage. Overtime must be specifically discussed in advance with your supervisor and approved in writing. Employees are not permitted to work over 40 hours without this advanced approval. Clocking in early or out late causes overtime in the schedule so it is imperative that you avoid doing so. Overtime worked without approval can result in disciplinary action. Salaried employees are not eligible for overtime.
Holidays Employees who work on the following holidays will be paid one and one half time their normal wage: Thanksgiving Day, Christmas Day, and New Years Day
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Sick Days Any employee that is out on sick leave longer than two consecutive days/shifts, must return to work with a doctor’s certificate stating the nature of the illness AND the employee’s fitness to return to duty. Any employee who is injured must return to work with a doctor’s certificate stating the nature of the injury AND the employee’s fitness to return to duty. If an employee is unable to work due to illness or injury, the employee must notify his/her immediate supervisor as soon as possible after the onset of the illness, and certainly by the time the employee was to report to work. It is not permissible to be gainfully employed elsewhere while out on sick leave. Any employee doing so will be considered to have voluntarily quit without notice and to not be in good standing at the time of resignation.
Vacation Days Hourly employees receive no paid vacation time off. Refer to Attendance Policy as stated above in this handbook. All time off must be approved by your supervisor at least 30 days prior to being used; exceptions will be made on a case-by-case basis.
Getting Along With Co-workers Wright-Way Rescue employees are expected to maintain a professional workplace by respecting one another. If you find yourself having a legitimate issue with a coworker, please report this to the Director of Operations. Unprofessional conduct, including employee disputes that escalate to create an unprofessional work environment, will result in disciplinary action, up to and including termination.
Performance Reviews Performance reviews help employees understand their role working at Wright-Way Rescue. It also helps management communicate effectively with an employee and set clear goals to work toward. Performance reviews of all staff members will be conducted quarterly by the direct manager/supervisor and discussed with each individual staff member. These reviews must be signed by the employee and will be kept as part of his/her file. Self-evaluations may be completed by the employee at the request of the manager.
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Adoption of A Wright-Way Rescue Animal While Employed Employees wishing to adopt an animal from Wright-Way at the time of their employment must go through the same adoption process that is required of all adopters. No special considerations will be made as the welfare of animals is our top priority. The adoption fee must be paid upon adoption. The same policy is required for friends or family of the employee who wish to adopt a pet from WWR. Offering to personally take in an animal offered to Wright-Way Rescue is strictly prohibited.
Fostering of A WWR Animal While Employed Employees wishing to foster an animal from Wright-Way at the time of their employment must go through the same foster process that is required of all potential foster homes. No special considerations will be made as the welfare of animals is our top priority. All laws regarding fostering animals in the state of Illinois must be met. The foster pet must be returned to the shelter at WrightWay Rescue’s request. The same policy is required for friends or family of the employee who wish to foster a pet for Wright-Way. Offering to personally take in an animal offered to Wright-Way Rescue is strictly prohibited.
Discounted Retail On-duty employees and volunteers (wearing their volunteer t-shirt) are eligible to receive a discount on their total purchase from Wright-Way’s retail store. Employees will receive 20% off, while volunteers receive 10% off. Individuals have the right to waive this discount at any time.
Guests Guests of any age are not allowed to accompany an employee during work without the expressed written permission of the Director of Operations or Executive Director. Because of the nature of shelter work, a person not properly trained may cause unintentional damage or create liability for Wright-Way Rescue. The shelter is unfortunately not a good place to bring friends, family, children, or other pets.
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Corrective Disciplinary Action For the commission of any of the offenses, an employee shall be subject to disciplinary action up to and including termination. Disciplinary action for the same or different offenses shall occur as the Board of Directors and/or as the Executive Director and/or the Director of Operations see fit and may or may not progress in the following order (see outline below). Disciplinary action will be determined on a case by case basis and each step does not need to be followed in order: 1. Verbal counseling - verbal counseling sessions should be documented by a formal memo or informal note in the employee’s personnel file. 2. Written warning/documentation - This is generally preceded by a verbal warning. The manager or supervisor will meet with the employee as in a verbal counseling session, but the employee will be given and allowed to review a formal written warning. The written warning will have a place for the employee to sign, acknowledging that he or she has received the warning, regardless of whether he or she agrees with the contents of the warning. If the employee refuses to sign, another person will be called as a witness to observe that the employee has been presented with the warning and refused to sign it, and in that case the witness will sign the warning. A written warning will typically include the following elements: • The date of the warning • The employee’s name • The name of the manager or supervisor administering the warning • A description of the misconduct or inadequate performance • The date of the misconduct or poor performance (if appropriate) • A signature line for the manager or supervisor • A statement of the policy, rule, or practice that was violated, the steps which the employee agrees to follow in order to correct the problem or meet the desired level of performance, attendance, or behavior, any commitments of assistance or support that the manager or supervisor has made, the time frame to be followed in achieving the goal of improved performance, attendance, or behavior; and the consequences that will occur if the performance, attendance, or behavior is not improved within the specified time frame. 3. Suspension - This may range from one day to two weeks or more, depending upon the circumstances. A suspension is always unpaid. 4. Termination - The employee will be asked to leave his/her employment at Wright-Way Rescue.
At-Will Employment Wright-Way Rescue may terminate the employment of any individual at any time for any reason. An employee may discontinue employment with Wright-Way Rescue at any time for any reason. Illinois is an “employment at-will� state, meaning that an employer or employee may terminate the relationship at any time, without any reason or cause.
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Wright-Way Rescue
Handbook Acknowledgement
Please return to the Director of Operations
This Employee Handbook has been prepared for your information and understanding of the policies, philosophies and practices, and benefits of Wright-Way Rescue. Please read it carefully. Upon completion of your review of this handbook, sign the statement below, and return it to your supervisor. I, ________________________________________________ , have received and read a copy of the WrightWay Rescue Employee Handbook which outlines the goals, policies, and expectations of Wright-Way Rescue, as well as my responsibilities as an employee. I have familiarized myself with the contents of this handbook. By my signature below, I acknowledge, understand, accept, and agree to comply with the information contained in the Employee Handbook provided to me by Wright-Way Rescue. I understand this handbook is not intended to cover every situation that may arise during my employment, but is simply a general guide to the goals, policies, practices. benefits, and expectations of Wright-Way Rescue. I understand that the Wright-Way Rescue Employee Handbook is not a contract of employment and should not be deemed as such. I understand that failure to adhere to the above policies may result in disciplinary action and/or termination of employment.
Signature _______________________________________________________________________ Date ______________________
thank you for joining the wright-way team!
Wright-Way Rescue 5915 Lincoln Avenue Morton Grove, IL 60053 (847) 728-5434
wright-wayrescue.org