3-Prong HR Strategy to Protect Your Practice

It seeems like more and more clients are inquiring about HR compliance. They are mostly concerned about the proper way to handle employee issues and the legal ramifications. Ginny Hegarty is offering much needed HR advice in this post to the DCC blog. This is one post you will want to ear-mark and refer back to from time to time. Thanks Ginny! Robin Morrison

Ginny Hegarty, SPHR, Dental Practice Development, Inc.

With employee related lawsuits continuing to rise at an alarming rate, it is critical to shine a spotlight on your responsibilities as an employer and get your HR house in order.  Lawsuits are often more about perception than the truth. Commit to a proactive approach to HR compliance, rather than a reactive one and you will not only protect your practice assets, you’ll enjoy a practice that runs much more smoothly, effectively and happily.

Part 1

1.  Policy &Procedures Manual:

Practical: Management framework for your practice spelling out how you run your practice. A much-appreciated guide for the team to prevents misunderstandings.

Legal Protection: When done well, comprehensively and kept current, it is your best defense of your positions and your good faith attempt to stay on top of your legal responsibilities to your employees. Guided by an HR Professional, you will be aware of all state and federal requirements and your policies and procedures will be compliant. Don’t take chances copying someone else’s manual; the rules change according to number of employees, your state and your type of business.

Part 2

Job Descriptions

Practical: When customized for each person and position, sets crystal clear expectations for job performance. Have employees review, update and sign each year.

Legal Perspective: When edited or prepared by employees themselves, then acknowledged with the employee signature, this is your best defense of each employee’s understanding of what was expected of them. Dust off those old job descriptions and put a working guide in place for each employee.

Part 3

Performance Appraisals:

Practical: An opportunity to have a one-on-one discussion with an employee about what they are doing well & what they need to work on. Nothing changes without this knowledge. If you want more of the good & less of the bad, this is the ticket.

Legal Perspective: An accurate, signed performance appraisal is the most valuable legal defense you will have if a former employee files a claim against you. These document(s) are proof of: 1-poor performance 2-your intent to communicate clearly 3-your willingness to work with the employee toward improvement 4- the former employee’s awareness of your concerns & the consequences if performance was not improved.

Learn more about Ginny Hegarty on the Dental Consultant Connection website http://www.dentalconsultantconnection.com/consultant_bio12.php

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