WIBTA for asking my boss to remove her dog from my office?

Image credit: Pixabay (This is example image – Not the actual photo)

Dog Duty Dilemma: A Front Desk Frustration

In a bustling clinic, a front desk receptionist finds herself juggling multiple roles, including an unexpected responsibility: caring for her boss’s dog. This furry companion, meant to be a therapy dog, often leaves a less-than-pleasant odor in her workspace, complicating her job and patient interactions. As she grapples with the emotional implications of addressing the issue with her boss, the story raises questions about workplace boundaries and the balance between personal and professional responsibilities. Can she advocate for her own comfort without jeopardizing her job?

Family Drama at Work: A Dog Dilemma

In a clinic setting, a front desk receptionist finds herself in a challenging situation involving her boss’s dog. This scenario has led to significant wedding tension and a need for conflict resolution within the workplace. Here’s a breakdown of the situation:

Job Responsibilities: The receptionist manages both administrative tasks and front desk duties.
Dog Ownership: The company president, who is also the receptionist’s boss, brings her small dog to work daily.
Additional Duties: The receptionist is expected to walk the dog multiple times a day to prevent accidents in patient treatment rooms.
Dog’s Behavior: The dog is described as poorly trained, only responding to basic commands, and is rarely utilized as a therapy dog.
Odor Issues: The dog often has a strong odor, which becomes problematic for the receptionist, especially when her office door and window are closed for patient discussions.
Emotional Attachment: The dog is very important to the boss, making it difficult for the receptionist to address her concerns without fearing an emotional reaction.
HR Concerns: The clinic lacks a traditional HR department, as the HR representative is the boss’s vice president, complicating the situation further.
Pet Sitting Duties: The receptionist feels overwhelmed by the expectation to care for the dog, including times when the boss is out of the office.
Crate Location: The dog’s crate is located in the receptionist’s office, which is visible to patients, raising concerns about professionalism.

The receptionist is contemplating whether it would be inappropriate to request that the dog’s crate be moved to her boss’s office. She feels that the current arrangement is unfair and is struggling with the added responsibility of caring for a pet that is not hers. The situation has created a sense of discomfort and frustration, leading her to question if she would be seen as the “asshole” for wanting to address the issue.

In summary, this workplace scenario highlights the complexities of family drama in a professional setting, where personal attachments and responsibilities can lead to significant tension. The receptionist is seeking a resolution that respects her boundaries while also considering her boss’s feelings about her beloved pet.

This is Original story from Reddit

Image credit: Pixabay (This is example image – Not the actual photo)

My Experience at the Clinic

I work in a clinic at the front desk window. I have my own little office space away from the rest of the staff who work in the back office. The company president, my boss, has a small dog that she brings in every day that has become my responsibility.

In addition to working as both the administrator and front desk receptionist, I am also required to walk her dog several times a day. If the dog isn’t walked efficiently and isn’t crated, it’s prone to shitting in patient treatment rooms. The dog is supposedly a service dog that acts as a ‘therapy dog’ for patients, but aside from basic commands like “sit,” it seems hardly trained and rarely used as such.

What’s difficult for me is that the dog is older and often either smells bad or has gas, usually both. To make matters worse, my door and window often have to be closed as I am frequently calling to discuss patient details, which makes me trapped in the smell. That dog is the world to my boss, so I know that if I bring it up, she will be emotionally reactive, and we don’t have any real HR; our HR rep is her VP.

She has even had her spouse bring in the dog for me to watch while she is out of town, away from the office. I feel like, in addition to working as both a receptionist and an administrator, I’m also stuck as a petsitter for someone else’s pet. She has her own office, so I don’t understand why the crate has to be in mine, especially since it’s in sight for patients to see.

Would I be the asshole to ask that she move the crate into her office? I know it’s not my company, but that dog reeks something fierce. I don’t get why her pet has to be my responsibility.

View the Original Reddit Post Here

Summary of Reddit Comments

The top Reddit comments indicate a strong consensus that the original poster (OP) is not at fault (NTA) for being burdened with the company president’s dog, which is viewed as an inappropriate expectation. Many users suggest that the OP should consider leaving the job rather than confronting the issue, as it could lead to negative repercussions given the dog’s status and the boss’s behavior. Overall, the comments highlight a shared sentiment that the OP deserves a better work environment without such unreasonable demands.

Verdict: NTA

Expert Advice for Resolving the Dog Dilemma

Addressing the conflict surrounding the boss’s dog in the workplace requires a thoughtful approach that respects both the receptionist’s boundaries and the boss’s emotional attachment to her pet. Here are some practical steps to consider:

Self-Reflection: Before taking any action, the receptionist should reflect on her feelings and the impact of the current situation on her job satisfaction. Understanding her own boundaries will help her communicate more effectively.
Document Concerns: It may be helpful for the receptionist to document specific instances where the dog’s presence has created challenges, such as odor issues or disruptions during patient discussions. This will provide concrete examples when discussing the matter with her boss.
Request a Private Meeting: The receptionist should schedule a private meeting with her boss to discuss her concerns. Choosing a calm and neutral time will help set a positive tone for the conversation.
Express Empathy: During the meeting, the receptionist should start by acknowledging the boss’s attachment to her dog. This can help create a supportive atmosphere and show that she understands the emotional significance of the pet.
Communicate Boundaries: The receptionist should clearly express her feelings about the added responsibilities of caring for the dog. She can explain how this affects her ability to perform her job effectively and professionally.
Propose Solutions: Instead of simply presenting problems, the receptionist should come prepared with potential solutions. For example, she could suggest moving the dog’s crate to the boss’s office or hiring a dog walker during busy hours. This shows initiative and a willingness to find a compromise.
Be Open to Feedback: The receptionist should be prepared for her boss’s reaction and remain open to discussing alternative solutions. This may involve some negotiation and flexibility on both sides.
Consider HR Involvement: If the conversation does not lead to a satisfactory resolution, the receptionist may want to consider discussing the issue with the vice president, who serves as the HR representative. This step should be taken cautiously, as it could escalate the situation.
Evaluate Job Satisfaction: If the situation remains unresolved and continues to impact her well-being, the receptionist should evaluate her job satisfaction and consider whether it may be time to seek employment elsewhere. Prioritizing mental health and professional boundaries is crucial.

By approaching the situation with empathy and professionalism, the receptionist can advocate for her needs while also respecting her boss’s feelings about her dog. Open communication and a willingness to find common ground are key to resolving this workplace dilemma.