Should guidance from Dog Haus regarding employment policies be considered mandatory?
Dog_Haus Franchise · 2025 FDDAnswer from 2025 FDD Document
You and you alone will be solely responsible for all hiring and employment decisions and functions relating to the Franchised Restaurant, including those related to hiring, firing, training, establishing remuneration, compliance with wage and hour requirements, personnel policies, benefits, recordkeeping, supervision and discipline of employees, regardless of whether you have received advice from us on these subjects or not. Any guidance we may give you regarding employment policies should be considered merely examples. You will be responsible for establishing and implementing your own employment policies, and should do so in consultation with local legal counsel experienced in employment law.
Source: Item 15 — OBLIGATION TO PARTICIPATE IN THE ACTUAL OPERATION OF THE FRANCHISE BUSINESS (FDD pages 61–62)
What This Means (2025 FDD)
According to Dog Haus's 2025 Franchise Disclosure Document, any guidance provided by Dog Haus regarding employment policies should be considered merely as examples. Franchisees are responsible for establishing and implementing their own employment policies. Dog Haus emphasizes that franchisees should consult with local legal counsel experienced in employment law to ensure compliance with all applicable regulations.
Dog Haus makes it clear that franchisees are solely responsible for all hiring and employment decisions, including hiring, firing, training, setting remuneration, complying with wage and hour requirements, and managing personnel policies. This responsibility extends to benefits, recordkeeping, supervision, and discipline of employees. The franchisor's role is limited to providing advice, which does not equate to control over the franchisee's personnel.
This approach is typical in franchising, where franchisees operate as independent business owners. While Dog Haus offers support and training, the ultimate responsibility for employment-related matters rests with the franchisee. This division of responsibility helps to protect the franchisor from potential liabilities related to employment practices at individual franchise locations. Franchisees must be proactive in understanding and adhering to all local, state, and federal employment laws.