Revised February 1999


Bark Avenue Inc. (B.A.) seeks to provide the quality of work, which will develop the potential of each employee as well as the Company as a whole. In this regard, the Employee Handbook is designed to acquaint each employee with the administrative practices of the company. These guidelines provide a framework for the fair and equitable treatment of all employees’ regard of duties or position. Each employee should be familiar with the responsibilities and opportunities available to make work as rewarding as possible.


Instructions: Please sign and return this page immediately after reviewing the Employee Handbook. If you have any questions, or do not understand the information as stated, contact your supervisor. The Employee Handbook is yours, and is to be kept for future reference.

I have received the Bark Avenue Inc. Employee Handbook. If I do not understand any information contained in the Employee Handbook, I will ask the management for clarification. I agree as a condition of my employment to comply with the policies and procedures which exist now or which may come into existence in the future. I understand that if I do not comply with the policies and procedures, I may be subject to disciplinary action. I also understand that I, or the Company may terminate my employment at any time, for any reason.

The Company reserves the right to modify or terminate any policies or procedure, in whole or part, at any time, with or without notice. I understand the language used in this Handbook is not intended to create, nor is it to be construed to constitute, a contract between the company and any one or all of its employees.

Employee Name (Please print)

Employee Signature and date


Bark Avenue Inc. wants to encourage a safe and pleasant work atmosphere. This can only happen when everyone cooperates and commits to appropriate standards of behavior. The following is a list of some behaviors that the company considers unacceptable. Any employee found engaging in these behaviors will be subject too disciplinary actions including reprimand warning, layoff, or dismissal:


Equal Employment Opportunity: The Company is an equal opportunity employer which is committed to prohibiting discrimination on the basis of race, color, sex, age, religion, national origin, marital status, or handicapped status throughout the employment process, from selection through termination. All necessary steps will be taken to comply with existing federal, state, and local fair employment laws and guidelines.

American Disability Act: Bark Avenue Inc. will make any “reasonable accommodations” for a disabled employee provided it does not cause “undue hardship” to the Company.

Orientation/Probation Period: The first ninety (90) days of employment are considered to be an orientation or probationary period during which you and the Company have an opportunity to know each other, and what is expected of you. Your performance will be evaluated during this time to assess your potential for continued employment. Evaluations will continue as long as you are employed, but during the orientation period your supervisor may observe and evaluate your performance more closely and more frequently to ensure that you are learning your job. During this orientation period, employees will accrue but may not use vacation time. If the employment relationship is terminated during this ninety (90) day period, you shall not be entitled to receive any payment for earned benefits or vacation time.

Hours of operation: Business hours are always posted on the front window or door of the facility. Actual times may vary based upon need and/or client demand or holiday season.

Parking: Employees are required to park on the east side (the side lot) of the building, whenever there is ANY space available, in order to leave the front parking lot available to clients.

Payroll: Pay periods are weekly, beginning on Monday and ending on Sunday at mid night. Pay day is on Friday.


Your timely attendance at work is crucial to making the business run smoothly. We must meet production requirements to satisfy our client’s demands. You need to do your part in achieving this goal, and one way is to maintain a good attendance record. Any absence or tardiness becomes a part of your employment record.

Punctuality requirements: Employees are expected to be at their workstations on time. Tardiness is defined as being at your workstation at least 5 minutes past your scheduled starting time. You should also notify the appropriate person when you know you may be late for work. Being on time makes it easier for all of the employees because tardiness hinders teamwork among employees. Being tardy for work or leaving the job station before quitting time will be considered cause for corrective action.

Counting absences. Here are the rules for how absences will be counted:

Repeated occurrences will result in verbal counseling, written counseling, and/or suspension or termination of employment.

Procedure: In the event that you are unable to come to work, be sure to call in and let your supervisor know, in advance where possible, but no later than your regular starting time. Employees may be granted excused absences for sickness/illness when the appropriate person is notified prior to the start of work. Pre-scheduled medical/professional appointments (lawyer, clergy, counselors, etc.) or other compelling reasons, should be made when you are not scheduled to work whenever possible, however, with prior supervisory approval, may also be considered as excused absences. Proper documentation may be required.

Absences of one or more consecutive scheduled working days without notifying your supervisor will be considered as a voluntary termination, and you will be removed from the payroll.


The Company requires each employee’s dress be appropriate to his/her work position. As an integral part of the dress attire, the company’s employees must confirm to the following Appearance Standards to enhance the image of professionalism conveying to the customers, along with the safety of all employees.

Women with hair longer than the top of the shirt collar must secure hair with a hair net, rubber band, or barrette. Men must not have hair that is long and ragged, must be neat in appearance, and if longer than the top of the shirt collar, secured with a hair net, rubber band or barrette.

Dyed hair in unnatural colors (green, pink, blue, etc.) and extreme or unusual hairstyles will not be acceptable, and not meet the standards.

Any facial hair must be neatly trimmed and not exceed two (2) inches in length. If any of the appearance of hair is ragged and not reasonably trimmed, and gives the impression of being unkept, or ragged, it does not meet the standards.

Jewelry is limited to the following: Modest necklace is permitted, earrings restricted to post type and the amount not in excess, and limited to the ear lobes only. Any other bodily ornaments must be removed for work safety and professional purposes.

“Body art”, such as tattoos must be covered by clothing.

Fingernails must be modest in length so as not to interfere with your work.

Makeup must be modest and discreet.

Company shirts must be worn at all times while at work.

Slacks or shorts are permitted providing they show modesty and are in good condition and fit properly and in good mend with no holes.

Shoes with rubber soles are to be worn.

This is not meant as an all-encompassing list of requirements. Check with your employer for any questions regarding this matter.


Employees are allowed one morning break consisting of five (5) minutes after having worked two (2) hours, providing you will be working for an additional hour, then one break consisting of fifteen (15) minutes after having worked four (4) hours, provided you will be working an additional hour, then one break consisting of five (5) minutes after having worked six (6) hour, provided you will be working an additional hour, then one break consisting of five (5) minutes after having worked eight (8) hours. Breaks are for tending to your personal needs such as using the rest room, smoking, getting food or beverage.

Vacation time:

It is the policy of this company to grant eligible employees paid vacation as follows:

Vacation time will begin to accrue upon the employee’s first day of employment and will be eligible after one (1) year from his/her anniversary date of hire.

Full time employees are entitled to five (5) worked days of pay; based on history of employees’ usual hours worked in a day, not to exceed eight (8) hours each day.

Part time employees are entitled to three (3) worked days of pay; based on history of the employees’ usual hours worked in a day.

An employee must consider peek season of the company when choosing their vacation time

Employees must work their scheduled day before and after the requested time to be eligible for paid vacation.

Vacation time must be pre approved by the employer. To be eligible, you must submit/ request your vacation plans in writing at least three weeks in advance. Should there be a conflict regarding scheduling with another employee (s) choice of vacation time, seniority will be the determining factor.

Vacation time is not cumulative. It must be taken within twelve (12) months of having been earned.

Unused vacation pay is not payable upon termination of employment or resignation.

Vacation time may not be used as overtime.

Substance Abuse Policy:

This Company strives to provide a safe work environment and encourages personal health. In this regard, the Company considers the abuse of drugs or alcohol to be unsafe and counterproductive. Quite simply, our goal is to maintain a work environment that is free from the effects and drawbacks of alcohol and drug use.

Substance abuse includes possession, use, purchase or sale of drugs or alcohol on company premises. It also includes reporting to work under the influence of drugs or alcohol, and/or the lingering effects prior to work. Prescription drugs prescribed by the employee’s physician may be taken during work hours, providing it does not interfere with the performance of the employees’ job. An employee should notify his/her supervisor if the use of properly prescribed prescription drugs will effect his/her work performance. The abuse of prescription drugs will not be tolerated. An employee reporting to work unable to properly perform required duties will not be allowed to work. If the supervisor has reason to suspect the employee may be under the influence of drugs or alcohol, the employee may be prohibited to work and will be subject to disciplinary actions, up to and including discharge.


Grooming Safety

Caution should be taken when clipping sensitive areas, such as face cheeks, stomach, tuck up, front leg pits, rectum, bony areas, near eyes, Heavily matted areas, etc.

Never use hot clipper blades.

Always check that the clipper blade is the one you are supposed to be using so you don’t clip shorter than intended.

When using blade guard comb attachments, rest your finger on it to prevent it from popping off, hence 40-blade way short.

Always sanitize blades, brushes, combs and table between each pet.

Keep your grooming tools organized in such a way that it won’t fall on the floor or be tripped over or get knocked off your table.

Sweep your grooming area after each pet groomed.

Always exercise caution when using scissors.

Wear protective mask and/or clothing when applicable.

submitted by: