Creating and Updating an Employee Policy Manual: Policies for Your Practice. American Dental Association

Retirement Plan Policy

      

Continuing Education Policy

      

Tuition Assistance Policy

      

Uniform Reimbursement Policy

      

Employee Assistance Program (EAP) Policy

      

Dependent Care Assistance Program (DCAP) Policy

      Employee Management Policies

      

Performance-based Raises Policy

      

Performance Evaluation Policy

      

Drug-free Workplace/Substance Abuse Policies

      

References Policy

      Safety and Security Policies

      

Complying with OSHA Standards Policy

      

Bloodborne Pathogens Standard Policy

      

Hazard Communication Standard Policy

      

Emergency Action Plan Policy

      

Fire Prevention Plan Policy

      

Exit Routes Policy

      

Natural Disasters Policy

      

Building Security Policy

      

Patient Credit Card Security Policy (PCI DSS)

      

Contingency Plan Policy

      

Ergonomics Policy

      

Radiography Policy

      Chapter 1:

      Employee Recruitment

       Job Descriptions

       Employee Resources

       Employment Advertisements

       Employment Applications

       Effective Interviewing Strategies

       Additional Strategies in the Hiring Process

       How to Make an Offer

       Rejection of an Applicant

       Summary

      Chapter 1.

      Employee Recruitment

      Learning Objectives

      • Define the job descriptions for potential new members of your team

      • Identify resources for locating new office staff

      • List various effective interviewing techniques

      • Describe techniques used in the selection process

      A talented, motivated team is essential to a successful dental practice. This chapter discusses how to find, interview and select the best employees.

      When you begin the recruitment process, check with a qualified attorney regarding applicable employment laws. Federal, state and local laws apply to every stage in the hiring process. Even an unintentional violation can lead to significant liability, not to mention expensive and time-consuming tasks necessary to defend against an employment-related claim. It is prudent to have an experienced employment lawyer review job descriptions, recruitment ads, application forms, and other documents, and provide counsel on subjects such as appropriate interview questions in order to help your dental office avoid legal difficulties.

      Job Descriptions

      Your first step in recruitment is to review or develop a job description. It should outline the duties of the position and the qualifications of the candidate.

      An accurate job description is essential to selecting the most qualified applicants, and becomes the basis for your training program. Then, during your employee evaluation sessions, the job description is the yardstick by which performance is measured, giving clarity and consistency to your personnel management. It’s also important to have on file for use every time you fill the position or create a similar position.

      Don’t forget to update these on an ongoing basis. If you give an employee a new responsibility, such as acting as the HIPAA Privacy or Security Official for your practice, it should be reflected in the job description.

      Licenses and Your State Dental Practice Act

      The Dental Practice Act of your state dictates which functions may be performed by dentists, dental assistants and hygienists. Request the specifics about your state’s statute from your state dental society. Knowing these functions is the dentist’s or hiring officer’s responsibility. Equally important is making sure your job candidates are properly licensed to work in the state in which your dental office is located.

      Sample Job Descriptions

      The following