Let’s admit it: With very few expectations, we all love dogs. We love to be with our dogs, and our dogs love to be with us. So it is only natural, then, to want to keep our dogs with us as much as possible, even when we go to work. Pet Sitters International thinks this is such a good idea that they have instituted “Take Your Dog to Work Day,” a once-a-year event designed to raise awareness of the benefits of dog ownership and to encourage pet adoption.

But maybe you would like something more regular, like having the option to bring Fido to work everyday? According to a 2006 survey by the American Pet Products Manufacturers Association, it should not be too hard to find an opportunity since nearly one in five companies already allow pets in the workplace. You can even find a list of employers that allow canines at work on DogFriendly.com. Fans of the dogs-at-the-office policy say it increases employee morale and decreases stress.

Before we go too far with this idea, however, perhaps we should take note of some arguments against bringing dogs to work. First, some HR experts like Ethan Winning have cautioned that dogs can be messy, placing an unfair burden on employers to clean up afterwards. Dogs can also be a distraction and other employees may be allergic or otherwise disturbed by them. And what happens when two or more employees bring their dogs to work on the same day, and Fido and Fifi don’t want to play nice?

Of course, some people actually need to bring their dogs to work, which is why the Americans with Disabilities Act permits the use of “service animals” to assist those with disabilities. For example, seeing-eye-dogs are allowed to accompany blind individuals at work. The EEOC guideline is reasonable since guide dogs are necessary to blind individuals, and furthermore, guide dogs are trained not to be a nuisance.

It can be challenging, however for employers to know where to draw the line. Take the case of Elizabeth Booth, a quadriplegic hired by Case Services Corporation as an accountant in the billing department. Booth, who uses a wheelchair for mobility, has trained her small, well-behaved dog to pick up small items that Booth has dropped. Along with a formal request to be allowed to bring her dog to work. To assist her. Booth submitted to her employer a letter from the doctor stating that the dog would also help her relive Booth’s stress. When Case Service’s HR director denied the request, Booth immediately filed a discrimination charge with the EEOC, claiming the company did not provide a reasonable accommodation to her disability or her health needs.

When it comes to establishing a pet policy, as is so often the case, balancing the employer’s needs and responsibilities with the employee’s needs and wants presents something of a dilemma.

What is your position in this issue? Provide two or three reasons to support your argument.