Dentaltown November 2019 - 94

When it comes to HR, it takes a combination
of technology and human expertise to create
the best outcomes. 

Get even more
HR advice and
earn CE credit!
Check out the variety
of CE courses by Paul
Edwards and other practice
management experts by
going to dentaltown.com/CE.
Earn CE credits from the
comfort of your own home!

94

NOVEMBER 2019 // dentaltown.com

1

Setup often requires specialized
knowledge of employment laws.

2

Without customization, your time
clock won't account for everything.

When adding your employees' information into a digital timekeeping
system, there are typically a number of items that must be manually entered for
each individual on your roster. Some of that information is pretty basic: name, job
title, email address, etc. Accurately updating certain other pieces of information,
however, requires some specific knowledge of employment laws.
Some systems ask employers to select whether an employee is paid hourly or on
salary, and then to select whether that employee should be paid overtime. While
that might not seem like a problem at first glance, the issue is that this series of
questions leans on whether you have a complete understanding of what the phrase
"classified as exempt from the requirements of the Fair Labor Standards Act (FLSA)"
actually means.
A dentist or office manager could easily and mistakenly "decide" that their
salaried employees are not eligible for overtime. This could be a huge mistake that
could ultimately compound into thousands of dollars in unpaid overtime.

While we can point to some pretty crazy HR requirements within Alaska's
and California's overtime requirements, there are literally hundreds of employment
laws specific to states, cities and counties across the United States that will affect
the use of your office's timekeeping and paid-time-off (PTO) tracking systems.
These regulations govern things like leave, PTO (including sick leave), overtime
payments, tracking hours worked, and payment for work-related travel and on-call
time. Such guidelines can complicate your timekeeping software's ability to ensure
that you are in compliance.
Without help from an HR expert during the setup of your timekeeping system,
it's a fairly safe bet that your system will fail to account for one or more of those
requirements and will therefore manage at least some portion of your practice's
employee timekeeping incorrectly.
In addition to making sure that your practice stays compliant with employment
laws at all levels, some basic customization can also help to save you time and stress.
The most robust timekeeping systems allow employees to automatically accrue
time off as they go, based on the requirements set forth by federal and local laws
as well as their employer's office policies.



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Dentaltown November 2019

Table of Contents for the Digital Edition of Dentaltown November 2019

Dentaltown November 2019 - Intro
Dentaltown November 2019 - Cover1
Dentaltown November 2019 - Cover2
Dentaltown November 2019 - 1
Dentaltown November 2019 - 2
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Dentaltown November 2019 - Cover3
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