Leader Dogs in the Workplace: Employer Guide

As an employer of a Leader Dog user, you obviously recognize the value of dog guide teams. The following information will assist you in successfully integrating the human and dog team into your workplace.

The employee and dog guide user needing assistance with transitioning to a workplace will normally be:

a new dog guide handler,
an experienced user with a new dog, or
an experienced team entering a new work environment.

The New Dog Guide Handler

Inexperienced dog guide handlers and their dogs need time to adjust to the workplace and its routines. To ease the transition, it is advisable to initially alter the starting and ending times of their work day. The person may come in early or late and leave accordingly for a few days to avoid the hustle and bustle associated with changing shifts.

If the employee needs assistance in learning new routes or areas, a human (or sighted) guide may offer his or her left arm to the person. The blind individual will grasp the arm just above the elbow and follow a half step behind. While using a human guide, the dog should be in the heel position (by their partner’s left side) typically with a harness on, but without the handle in the user’s hand.

From this position, the sighted guide can describe the environment as they move about, pointing out landmarks and details, such as floor texture, noise, time, distance and rate of travel pace. The blind or visually impaired individual should ask questions to help learn the environment as quickly as possible. This will help the dog to do the same. Attention should also be given to escape routes and emergency exits.

Initially, the dog guide user may wish to put the dog on tie‑down at his or her workstation and use the human guide or walk along using a collapsible cane. If accompanied by a guide, he or she can be given verbal input. These methods are acceptable, but it is important to expose the dog to the new environment in an easy and relaxed manner as soon as possible.

Experienced Handlers

An experienced handler may need to employ the above methods if the work environment is new and unfamiliar to either themselves or the dog. The better a person’s orientation and mobility, the faster he or she will become familiar with a new environment. Once the dog guide user is aware of the environment, it becomes a matter of demonstrating the needed routes to the dog. For instance, there may be a number of turns and hallways that lead to the break area or lunch room. The employee may use any of the above methods to show the route to the dog. These processes will "pattern" the dog and ease the transition into the workplace.

Responsibilities of a Leader Dog User

The dog guide user’s responsibilities to his dog are as numerous as those to his employer. Users will need to locate and use a designated relief (park) area for the dog. The supervisor and employee should mutually agree on this area, which may vary depending on the environment. A specified grass, curb, or concrete location is sufficient. Unless other arrangements are made, the dog’s handler is responsible for clean up. A designated container for proper disposal should be located near the park area. Additionally, the park area should be maintained and cleaned in a manner satisfactory both to the supervisor and the dog’s needs. The employee knows the dog should relieve itself prior to the start of the work day, and periodically throughout the day.

The handler should also prepare an advance plan with the supervisor or a co‑worker in case he or she become ill has an accident or must be transported to the hospital via ambulance. In many cases, dogs have been allowed to ride in an ambulance with a conscious handler. While hospitals offer the same access rights as other public places, there may be restrictions in some areas. With the many variables that can arise in an emergency, it will be in everyone’s best interest to have an advance plan.

Introductions to Coworkers

When a new Leader Dog enters a workplace, the animal should be introduced to supervisors and immediate coworkers, with care taken not to overwhelm the dog. An informal setting with only a few people at a time usually works best. The dog guide user should maintain control of the animal at all times.

Coworkers should not approach the dog in an aggressive, loud or quick manner. Unusual attire, such as a welding mask or other special work apparatus, may cause uneasiness for the dog. At no time should employees feed the dog or touch it without the handler’s permission. After initial introductions, acknowledgment of the dog should be limited. It is best, though nearly impossible, to ignore the dog until it has settled into the daily routine.

Introduction of the dog guide user to a wider audience – and the necessary coworker education that follows– may best be accomplished by departmental correspondence or company newsletter article. (Please see example on last page.)

Situating the Dog

Depending on the work environment, the dog guide user and his or her supervisor will need to determine where to situate the animal during work hours. If the Leader Dog team is unable to work side-by-side, the location should be convenient for the individual and take into account the dog’s safety and best interest. Pedestrians, tool carts, machinery, noise, chemicals and other debris can be distracting as well as harmful to the dog.

Each Leader Dog graduate receives a "tie down" (a piece of chain with "S" hooks and a snap) and knows how to use it to keep the dog in a selected area. (NOTE: It is generally not a good idea to make use of the leash for this purpose.) If it is necessary to leave the dog in another room or unattended, the handler may leave a nylon bone and soft radio music for the dog’s comfort. At no time should the dog be permitted to roam at will.

Correcting the Dog

Correcting the dog is the responsibility of the dog guide user. In most cases, the dog will have a slip collar. The handler’s primary method of discipline is well-timed jerks on the leash to convey dissatisfaction with the dog’s behavior. The leash correction is the only acceptable technique for physically correcting the dog. Kicking, hitting, grabbing the ears or shouting are all unacceptable.

Workplace Challenges

In spite of the best training, problems may occur from time to time. Please remember that Leader Dog users must maintain sole responsibility for controlling, correcting and praising the dog. Outside interference only confuses the dog and will hamper the overall performance of the team.

Supervisors, or those responsible for performance appraisals, must be careful to not confuse the dog’s performance with the employee’s job performance. Additionally, the employee needs to be aware that a dog’s inappropriate behavior can negatively impact his or her productivity.

If direct discussion of workplace concerns with the dog guide user does not yield needed results, the involved parties may contact Leader Dogs for the Blind. In most cases, Leader Dog’s involvement with workplace problems will be limited to issues the handler is experiencing with the animal. We do not become involved in disputes involving labor relations.

Additional Points

If a Leader Dog user appears to need assistance, simply ask if the person wants help and then let him or her initiate contact. Do not grab the person’s arm or the dog’s harness.
When Leader Dogs are not working, they will rest quietly and stay where they have been placed. The dog performs its job best when coworkers leave the dog alone, rather than calling its name or exciting it.
It is frustrating for a Leader Dog handler when people talk to the dog and not to them. When providing directions, please address comments to the person, not the dog.
Federal and state laws protect dog guide users, as well as provide direction to the general public. Copies of these laws have been issued to the Leader Dog graduate. Should you have further questions feel free to contact us.