March 19, 2015

picture of man considering common HR questions How sure are you that your day-to-day HR practices and your medical or dental employee handbook are in line with federal and state employment laws?

We’ve collected 15 of the most common HR questions medical and dental practice owners and managers ask. Can you answer all of them? If not, click on the link below to check your facts!

Ready? Let’s get started!

  1. How should I define my payroll workweek?
  2. How and when do I pay employees for mandatory business travel?
  3. When do I have to pay medical or dental employees for attendance at CE events?
  4. When can I make deductions from an exempt employee’s paycheck?
  5. Do I have to report new hires? How soon, and where?
  6. Do I need to have new employees verify their eligibility for employment?
  7. Can I require employees to use direct deposit?
  8. Can I forbid or prohibit employees from discussing their wages?
  9. What are the laws regarding breaks and meal periods?
  10. Do I need to include bonuses in overtime pay calculations?
  11. Can I withhold an employee’s final paycheck? How soon do I need to send it out?
  12. What deductions can I make legally from an employee’s paycheck?
  13. What should I do about garnishing wages for one of my employees?
  14. Do I have to pay my employees for participating in charitable events?
  15. Should I do an employee background check?

Think you know the answers to these common hr questions? Click HERE to check!

Questions? Concerns? Want a friendly ear for your HR or employee concerns? Call CEDR at 866.414.6056.

Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. The information on this page is general human resources guidance that is believed to be current as of the date of publication. Note that CEDR is not a law firm, and as the law is always changing, you should consult with a qualified attorney or HR expert who is familiar with all of the facts of your situation before making a decision about any human resources or employment law matter.