Case Study 1. Going to the Dogs

Lets admit it: With very few exceptions, we all love dogs. We love to be with our dogs, and our dogs love to be with us. So it is only natural, then, to want to keep our dogs with us as much as possible, even when we go to work. Pet Sitters International thinks this is such a good idea that it has instituted Take Your Dog to Work Day, a once-a-year event designed to raise awareness of the benefits of dog ownership and to encourage pet adoption.

But maybe you would like something a bit more regular, like having the option to bring Fido to work every day? According to a survey by the American Pet Products Manufacturers Association, it should not be too hard to find an opportunity: Nearly one in five companies already allows pets in the workplace. You can even find a list of employers that allow canines at work on DogFriendly.com. Fans of the dogs-at-the-office policy say it increases employee morale and decreases stress.

Before we go too far with this idea, however, perhaps we should take note of some arguments against bringing dogs to work. First, some HR experts like Ethan Winning have cautioned that dogs can be messy, placing an unfair burden on employers to clean up after they have been present in the office. Dogs can also be a distraction, and other employees may be allergic or otherwise disturbed by them. And what happens when two or more employees bring their dogs to work on the same day, and Fido and Fifi dont want to play nice?

Of course, some people actually need to bring their dogs to work, which is why the Americans with Disabilities Act permits the use of service animals to assist persons with disabilities. For example, guide dogs are allowed to accompany blind individuals at work. The EEOC guideline is reasonable because guide dogs are necessary to blind individuals and, furthermore, these dogs are trained not to be a nuisance.

It can be challenging for employers to know where to draw the line. Take the case of Elizabeth Booth, a quadriplegic individual hired by Case Services Corporation as an accountant in the billing department. Booth, who uses a wheelchair for mobility, has trained her small, well-behaved dog to pick up small items that Booth has dropped. Along with a formal request to be allowed to bring her dog to work to assist her, Booth submitted to her employer a letter from her doctor stating that the dog would help relieve Booths stress. When Case Services HR director denied the request, Booth immediately filed a discrimination charge with the EEOC, claiming the company did not provide reasonable accommodation to her disability or her health needs.

When it comes to establishing a pet policy, as is so often the case, balancing the employers needs and responsibilities with the employees needs and wants presents something of a dilemma.

Questions: (Each answer should be at least one paragraph long (500-750 words) and accurately reflect the text's key points. Your answers should include direct evidence from the reading to support your argument. Please make sure to cite any quotes or paraphrased information. Make sure to proofread your work before submitting it.)

- What is your position on this issue? Provide two or three reasons to support your argument.

- If you were an HR manager of a company, what pet policy would you set, and how would you implement it?

- How would you decide the case of Elizabeth Booth, and which laws would you base your decision on? Explain.