"When I first got my dog, I was working in an office that allowed dogs, and several people did indeed bring their dogs to work. I tried to bring mine one day and it wasn't a total disaster, but I also wouldn't say it went well, exactly. My vision of him lying calmly at my feet as I worked on my computer dissipated really quickly-he barked, he was restless, and overall just seemed miserable."
"One of my colleagues brings an untrained emotional support animal to the office. It barked at me in the elevator and the restroom. It has barked at others in the conference room. When I advised HR, the pet owner doubled down and officially declared medical need and qualified dog as emotional support animal. HR accepted and allowed the situation. While maybe it is an Emotional Support Animal, it is clearly not trained."
A colleague brings an untrained emotional support animal to the office that barks in shared spaces, including the elevator, restroom, and conference room. A report to HR prompted the owner to assert medical need and the employer allowed the ESA. The writer, a dog owner, says the animal appears stressed and disruptive and affirms the complainant is not at fault. Guidance from the Job Accommodation Network notes that the ADA provides no specific rules for ESAs; requests should be handled as accommodations, ensuring the animal is trained for workplace environments and remains under the employee's control at all times.
Read at Slate Magazine
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