If you’ve found this page, at one point or another you may have asked yourself “Do I need an employee handbook?”

The short answer is yes, you do!

A properly written employee handbook, kept up-to-date and in compliance with all state and federal laws, is the single most important and influential document in your dental or medical practice.

An Employee Handbook:

  • Clearly communicates workplace rules and benefits such as office hours, dress code, computer use, PTO and vacation requests, lunch and breaks, HIPAA compliance, and as many as 150 other common day-to-day issues that managers need to address
  • Establishes standards of conduct and protocols, such as new hire expectations, performance evaluations, corrective coaching practices, etc.
  • Provides safe harbors and legal protections, such as at-will language, harassment or issue reporting, paycheck dispute protocols, etc.
  • Ensures consistency when it comes to managing different employee in similar situations.

Put simply, an employee handbook is your go-to resource for you and your employees to refer to when it comes to office rules, legal compliance and what to do in most situations. From not allowing work off the clock to how many weeks are allowed for a temporary disability and 150-more policies in between, it ensures consistency and fairness when it comes to managing your practice and employees. Your employees know what you expect from them, and what they can expect from you.

An employee handbook is also your #1 defensive tool when it comes to deterring or fighting employment lawsuits. When your policies are well-written and in compliance with all state and federal laws, it can prevent 90% of legal issues from arising because an employee was “not aware of” or misunderstand a rule or regulation. A strong handbook will even deter the most money-hungry of contingency fee attorneys who know how difficult it is to fight and win against clearly written, legally compliant policies. It’s simply not worth their time.

Aren’t all handbooks the same?

No, they’re not. Just the same way that all cars do not perform the same, or come with the same safety features, likewise not all employee handbooks are created equal.

To enjoy the full protections and benefits that an employee handbook can provide, it needs to be professionally written by HR experts, attorney reviewed, and customized to your state, number of employees, industry, and office culture.

Why customized? Let’s break it down.

State: Each state has hundreds of employment laws that are unique to it, and often created to exceed federal employment laws in their scope and application. California and New York, in particular, have some of the most stringent employment laws in the country, making it that much harder to be an employer in that state.

If your policies do not reflect your state’s specific rules and regulations, you will be seen by state government enforcers as deliberately being out of compliance, and penalize you accordingly. That can be hundreds to thousands of dollars. Likewise, you don’t want to use a policy that uses another state’s rules. Just remember, if it’s in your written policies, you are legally obligated to follow them.

Number of employees: Depending on the number of employees in your office, different laws and protections at both the state and federal levels will apply to you. Some affect employers with 50 or more employees, such as the FMLA, but others affect employers who have less than 15 employees. For example, in Seattle, Washington, a relatively new law effective September 1, 2012 now requires employers with 4 or more employees to provide specific amounts of paid time off for personal illness, family care, and other purposes called “safe time.”

If you do not comply with even one of the number-specific laws, whether state or federal, you are leaving yourself wide open for expensive lawsuits. And guess where your chances of winning stand?

Industry: You are a dentist/doctor/chiropractor/physical therapist/plastic surgeon/podiatrist/urgent care provider/dermatologist/[enter your industry here], and the demands of your industry are unique. Using something generic won’t give you the tools and protections you need, and you certainly don’t want to be held to another industry’s standards.

Office culture: Just like a fingerprint, there is no one else quite like you anywhere else in the world. Everything from your business goals to your expectations from your employees to how you like your exam rooms set up is unique. We call this your office culture. Your employee handbook should reflect that culture in every policy in every section, because that is what makes you, you. Anything less than tailored to your practice won’t fit you or your employees well at all.

The simple truth is, you NEED an expert-created, employment-law-compliant, 100% up-to-date employee handbook if you want to properly protect and grow your practice. CEDR Solutions can provide you with one that meets all the criteria above, and for a fraction of the price it would cost you to use an attorney.

Still not sure you need an employee handbook?

No problem. Let’s review a few common objections:

“But my practice is too small!” – No, it isn’t. There’s no longer any such thing as being small enough to fly under the radar of DOL enforcers OR money-hungry lawyers looking for settlement payouts. In fact, lawyers often count on small businesses for very large settlements, because they know you don’t have the resources for a lengthy and even more expensive court battle.

“But I already have handbook that I wrote/created from a template/downloaded/inherited!” – Sorry, but if you ever get sued, chances are good that you will be left unprotected, if not self-incriminated, by a template, borrowed, or self-written handbook. Why? Because templates and borrowed/downloaded/etc. handbooks are too generic. Would you rather have something made to fit you, or take a chance on a “one-size-fits-all” solution that might fail at any moment? And self-written handbooks contain dangerously imaginative policies that are often totally non-compliant with employment laws, leaving you, and your practice, in legal hot water.

“But…if my policies can get me in trouble, isn’t it better not to have a handbook at all?” Not at all. Assuming that you have the right handbook – one that’s created and reviewed by attorneys and HR experts, up-to-date and compliant with hundreds of federal and state employment laws, and customized to your practice’s size and needs – then your handbook is an incredibly powerful tool for your protection. Plus, in court, it’s your chance to show that your office makes every attempt to treat your employees fairly and legally comply with all applicable laws.

Call CEDR for a Customized Employee Handbook for a Dental or Medical Office

Save your money, and not for future legal fees. Protect your practice’s financial future, and prevent employee lawsuits before they happen.

Call CEDR today at 866-414-6056 and ask to speak to one of our HR experts.