These companies are going to the dogs
Employee benefits include insurance for your furbaby and “pawternity” leave
W HEN Tim Bailey commutes every morning to his shared workspace at Bond Collective, he sports a sling nestling his two wiener dogs, Zeek and Zaidee. “They’re often greeting visitors and I honestly think they’re the reason why potential clients sign,” the Crown Heights resident notes . “They’re my closers. They often say, ‘You had me at dachshund.’ ”
Based in the Financial District, Bailey also works out of four other offices and notes, “They’re asking about my dogs before me.”
As well as being synonymous with Bailey, and in many cases closing clients, Zeek and Zaidee have play dates with other dogs in the company’s pet-friendly office and receive benefits such as the company offering pet insurance and partnerships connecting furbaby parents to services and products.
As New Yorkers bring their pooches to the office this Friday for Take Your Dog to Work Day, Bond Collective is already on trend. The happy worker is a productive worker, and stress decreases, too, when pets are allowed in the office. According to a study conducted by Virginia Commonwealth University, employees experienced much more stress when they left their pets at home compared with employees who brought pets into the workplace.
And when benefits extend beyond working together, it can be a win-win for both the employer and employee. Dan Schawbel, author of “Promote Yourself,” (St. Martin’s Press, out now) explains, “When employers include pets in their benefit programs, it sends the message that they care about [the workers’] lives, not just their performance.”
Global audit, tax and advisory firm Grant Thornton in Midtown takes this to heart — employees are eligible for pet adoption-related reimbursements such as vet exams and vaccinations, capped at $100 per adop- tion. They’re also eligible for pet insurance, and while pets are not allowed in the office, the firm offers access to Sitter City for pet sitter services.
Managing director Lou Ann Hutchison explains, “We [continually] look for benefits that support our ‘people-first’ strategy. Offering pet adoption assistance is an engaging way to help our people bring their whole selves to work.”
By providing employees with a “one-stop shop for pet services,” she says employees save time, money and energy, and can “better focus on work and be happier while doing it.”
Alex Blynn, account strategist at digital communications agency Praytell in Crown Heights, is happy reaping pet benefits, too, paying just $10 per month to insure his cat, Sterling, whose upcoming surgery will cost around $1,500; 90 percent of the cost of the procedure will be covered.
Blynn notes, “Insurance gives me really solid peace of mind.” His company’s plan typically covers two physical exams per policy term, vaccination, nail trim, microchip, a blood test and more. Employees can visit any vet, submit a claim and then get reimbursed, with some limitations.
Praytell also has a lenient work-fromhome policy. Especially when employees adopt a new pet, they can take “pawternity leave” where they work from home until they feel comfortable leaving their pets by themselves.
Feeling “spoiled” working for Praytell, Blynn says that moving forward, “One of the first things I would ask [prospective employers] would be what their work-fromhome policies are and if their benefits covered pets.”
Schawbel sees this trend continuing. “Companies are battling for the top talent. They’re expanding their employee benefits program,” he says, but cautions: “For some workers, it can improve performance, while for others it could become a distraction.”
At Bond Collective, for any pet-allergic (or pet-hating) workers, “We would move that person to a separate section of the space or different floor or ask pet owners to be in one area only,” said a company spokesperson.
Attorney Ted Scofield, however, recommends employers implement policies. “Foregoing a formal, written policy is asking for chaos, hurt feelings, an unhappy workplace and quite possibly a lawsuit.”
Leadership should explain the policy and answer questions. “Memos are easily ignored,” Scofield explains. “Then you’ve got Marmaduke rummaging through the employee refrigerator!”
He recommends establishing rules for the application process, pet behavior, insurance and vaccinations and repercussions for violations. Employers should also review laws, regulations and leases to ensure animals aren’t prohibited.
While Bond Collective has an agreement each dog owner must sign attesting to vaccinations, and rules such as not allowing dogs on furniture, Bailey says the company won’t sign leases with buildings prohibiting dogs.
But as pet-friendly as they are, there are some limits. “We will not allow a snake in here,” Bailey notes. “A bird’s OK, if it’s quiet.”
Overall, he adds, “I am not sure who benefits more from their presence, but I know our lives are all better because of their
pawsitive influence.”