The Overlooked Basics
The Overlooked Basics
A summary of what every dental practice owner should know and implement in the day to day operations of their practice.
dentalattorney

Employment Law Compliance

Employment Law Compliance

7/11/2017 1:30:46 PM   |   Comments: 0   |   Views: 66
If you are not aware of the ever changing landscape of employment law, you could sustain a substantial financial loss. Personnel issues that arise in a dental practice are a major source of stress for most dentists. Dealing with complex employment matters can be challenging, emotionally draining, as well as costly if mishandled.
 
If you are not keeping up to date with the current trends and changes in the fast moving area of employment law, the result is potential non-compliance or inadvertently mishandling a personnel matter. Dentists are finding themselves in employment law disputes or worse, being sued by current or former employees. Whether it is for wrongful termination, matters that involve maternity leave, not properly paying for overtime, or sexual harassment, the penalties, fines and/or settlements can be substantial.
 
Most large dental practices have human resource specialists to ensure employment law compliance, and to avoid costly employee disputes. For most small to mid-size dental practices, it is a different story. First, there is little to no training in the area of employment law. Second, many practices cannot afford a specially trained human resource staff. As such, the task of keeping track of employment law matters usually falls on the shoulders of the practice owner, as well as practice managers.
 
Below is a list of items that every dental practice should have in place in order to limit the risk of employment law violations.
 
Every Practice Must Have an Employee Manual
 
A comprehensive employee manual will help you:
 
* Help avoid costly lawsuits and the stress of litigation
 
* Outline compliance with state and federal employment regulations
 
* Define rights and responsibilities of an employer and employees
 
For Employee Manuals, a practice owner should have:
  • Accurate, written job descriptions that comply with the Americans with Disabilities regulations.
     
  • A pregnant employee policy that includes a Health Hazards During Pregnancy Release Letter.
     
  • An employee manual that clearly defines the rules and the consequences of unsatisfactory work conduct.
     
  • Written procedure steps regarding a system of progressive discipline or an established "probationary period".
     
  • Procedure guidelines terminating an employee in order to prevent lawsuits or claims of discrimination and/or wrongful termination.
     
By taking a few small steps, a dental practice owner can substantially reduce their risk of liability in the area of employment law. 


OBERMAN LAW FIRM 

Stuart J. Oberman, Esq handles a wide range of legal issues for the dental profession including cyber security breaches, employment law, practice sales, OSHA, and HIPAA compliance, real estate transactions, lease agreements, noncompete agreements, dental board complaints, and professional corporations.
 
For questions or comments 
regarding this article 
please call (770) 554-1400 or visit www.obermanlaw.com

Email Emily Calvert at emily@obermanlaw.com to hear Stuart J. Oberman, Esq speak at your meeting or event.
More Like This

Total Blog Activity

731
Total Bloggers
8,856
Total Blog Posts
2,831
Total Podcasts
1,243
Total Videos

Sponsors

Townie Perks

Townie® Poll

Do you rent or own your office space?
  

Site Help

Sally Gross, Member Services
Phone: +1-480-445-9710
Email: sally@farranmedia.com

Follow Dentaltown

Mobile App

WITH DENTALTOWN . . . NO DENTIST WILL EVER HAVE TO PRACTICE SOLO AGAIN®

WWW.DENTALTOWN.COM - WHERE THE DENTAL COMMUNITY LIVES®

9633 S. 48th Street Suite 200 • Phoenix, AZ 85044 · Phone: +1-480-598-0001 · Fax: +1-480-598-3450
©1999-2019 Dentaltown, L.L.C., a division of Farran Media, L.L.C. · All Rights Reserved