Grinz Orthodontics Team: HR Management in the Orthodontics Industry

When professionals ask their fellow orthodontists how things are at their clinics, they usually end up talking about their personnel situation. These professionals may be worried, and frequently they are burdened by problems with a worker and wondering how to find the best solution.

No facet of dental practice management is more challenging or difficult than HRM or Human Resource Management. Doing this right will help employers conquer their challenges, as well as create the orthodontic practice of their dreams. Listed below are things professionals should know to make their Human Resource management a lot easier.

Working without a team manual is like living in a country without laws

From big countries with small businesses, every institution has laws. Orthodontic clinics have rules and regulations. Having a team manual is very important to business success. No clinic is safe without a written policy and procedures manual. It’s a behavioral guide that makes it a lot easier for workers to know and understand their clinic’s mission, core values, rules, and standards.

Workers need to abide by and accept these rules of conduct. Office culture needs to be followed at all times, and it is not optional. It is not a written contract, but it is a standard that every dental professional set for those people who are working in their clinic.

Orthodontists should insist on a signed manual that every worker has to read to make sure they are aware of the rules and regulations set by the employer. Have the staff members read this manual on the clock and note it in their records. Keep these documents in every staff file.

This simple practice can be pretty useful in the near future. Lawyers usually state that it is challenging to defend a client with an employment case when there’s no documentation of having a handbook that is up-to-date and legal. When opening a new clinic, orthodontics need to put enforcement and the creation of a guide at the top of their office-management necessity list.

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At least 30% of new workers in the United States quit their jobs in their first six months

Despite everything professional orthodontics may do to hire engaged, capable, and dedicated new team members, studies show that at least 30% of the United States workforce quit their jobs voluntarily within their first six months. The reasons for this are:

Jobs was not fun

Did not receive training

Their orthodontic employer is a tyrant or a jerk

Work is different than what they expected

They changed their career path

The boss cannot do much about the last two reasons, but they have the capability to be an excellent and fair boss, to coach and train their new hires, as well as to keep the clinic fun. These measures will help maintain the turnover rate. Employers have to keep in mind that the average worker in the United States stays at a particular job only for two to three years.

A voluntary resignation should be done in writing, including the worker’s name, the date, and time of resignation, the reason, and signature. The witness and the orthodontic professional also need to sign the resignation document. It will be very useful when it comes to the preparation of the worker’s final paycheck.

Professionals need to release separate checks for accrued vacation time and regular working hours. The documents may also be used as documentation when it comes to the denial of unemployment benefits since unemployment insurance can’t be collected if the worker quits voluntarily.

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Overtime pay is in the law

No company or clinic is above the law. Overtime pay is in the law. Workers can’t volunteer away their rights when it comes to this matter. Any work that involves patient care will not be regarded in the eyes of the law as voluntary. There’s no such thing as optional or voluntary when it comes to the worker law.

When the orthodontist mainly requires a staff’s presence, the time workers spent doing various services should be paid fairly. While there is no current federal when it comes to required lunch breaks, some states like California allow workers to have a half-hour meal break after their five-hour work.

It is true even if there’s a learn-and-lunch – even if food is served, workers need to clock and take a 30-minute break after working for five straight hours. If they are not offered this break, and the work continues on the 30-minute meal break, the one-hour additional premium pay accumulates.

Not only that, the paid time after eight hours, the overtime rate of the break time, and the 30-minute break will also be accumulated, according to the laws in the state of California. Orthodontic employers need to pay overtime, and every employment law differs by state.

Background checks done by employers may surprise the new hires

Clinics always check for references when hiring new applicants. Usually, employers hope to read positive statements from former employers about the candidate. Confirm previous employment dates are the same dates given by the applicant on their résumé.

Falsifying employment records to make bad work history disappear is a big red flag. Until the candidate passes background checks, it is best for everyone not to have them working in the clinic, have contact with the patient, or access private health data, especially credit card information.

In the dental industry, there is always a life-work balance

Dentistry and Orthodontics are considered as one of the best jobs in the United States. It offers excellent pay with a significant chance of career growth. Orthodontists work flexible and reasonable hours. It provides a sense of fulfillment by delivering quality patient care, producing something valuable, and making our world a better place.

With a comfortable salary of $150,000 per year for every orthodontist, the BLS or the Bureau of Labor Services foresee that it will continue to grow, with additional 24,000 new orthodontist jobs in the next two years. The future of this industry will continue to flourish and looks bright for professionals in this industry.

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