dental-ha-section-5

Your New Hire Needs HIPAA Compliance Training

August 7, 2015

HIPAA. It elicits groans across the healthcare industry. But as a healthcare employer, you must stay up to date in your training and compliance efforts. This applies to ALL medical AND dental practices! All too often, HIPAA (the Health Insurance Portability and Accountability Act) gets treated as just one more thing you have to worry…

Have a grievance procedure so dissatisfied employees can express complaints

An Ounce of Prevention: How Grievance Procedures Can Help Protect You

July 8, 2015

When employees complain, smart employers listen. I know, the last thing most employers want in their office is a lot of complaining, and we understand the desire to tune it out! But we also know that the only way to solve a problem, and solve it early, before it gets big, complicated, and expensive, is…

medical marijuana in the workplace, us marijuana laws

Medical Marijuana and the Workplace: Is Your Policy Up-to-Date?

June 8, 2015

The legalization of marijuana for medical or recreational use is a legal trend that is sweeping the country. Do you know how these marijuana laws impact you and your employees? Almost 50% of states have some law legalizing medical usage, and as of early 2015, four states have legalized it for recreational use (Colorado, Oregon,…

audit for independent contractor misclassification

Independent Contractors vs. Employees: A Critical Distinction

June 8, 2015

“Can I just classify this person as an independent contractor and issue a 1099? It’s so much easier than doing all of that paperwork! What’s the big deal?” If you have found yourself having thoughts like this, keep reading. Misclassification of a worker as an independent contractor IS a big deal. When the IRS or…

young-business-professionals

Exempt Employee Status: It’s NOT Just Salary vs. Hourly

May 27, 2015

Exempt vs. Non-Exempt Classification is More Complex Than You Might Think If you pay an employee a salary, rather than paying them hourly, that means you don’t have to track their hours or pay overtime if they work over 40 hours per week (or 8 per day in California), right? FALSE. Per the Fair Labor…

an exit interview will be next for this former employee

Can I Call it a Layoff?

April 23, 2015

Here’s an issue an office manager recently told me about: I’ve been having an on-going issue with an employee. I’ve suspected for quite some time (about 5 years) that this employee was at the heart of the problems in this office and now I am sure of it. I’ve caught her talking about me to…

employee surfing facebook

Social Media Policies at Work

April 7, 2015

What would you do, or what does your policy say you will do, if you discover an employee is regaling her blog subscribers and Facebook friends with on-the-job horror stories about her boss, the latest patient mishap, or complaints about how much overtime she’s been working? What if in doing so, she reveals sensitive and…

Team player - istock

Bad Apple Employee

April 5, 2015

Ever have an employee with a permanent bad attitude? I call them “bad apples.”Here are some strategies for addressing their behavior that also empower you to let bad apple employees go if and when you need to. Many managers throw their hands in the air when it comes to dealing with an employee’s bad attitude….

nlrb is targeting employers

Your Practice and the NLRB

April 4, 2015

Following the Law May Be Trickier than You Think The National Labor Relations Board (NLRB) has been known to make some pretty amazing judgments – and by “amazing,” we mean, “employers had better be careful.” You’ve heard of Ripley’s “Believe it Or Not”? Well here’s an entry from CEDR’s Believe It or Not. The NLRB…

Finger Bang Red Flag

At-Will Employment

April 1, 2015

Did you know that employment is governed by “at-will” laws in 49 out of 50 states? (Montana is the exception: At-will doctrine is not followed there after month 6 of employment.) More importantly, do you know what “at-will” means, or how it affects your business? At-Will Employment Does NOT Mean At-Will Firing! This first installment…