Sidekick - Autumn 2016 - West - 58
Three Top HR Traps to Avoid
still fail to properly manage this area of
employment compliance. And there are
risks to this. The Immigration and Customs
Enforcement (ICE) conducted 3,000 audits
in fiscal year 2012 (compared with only
250 in 2007). Between 2009 and 2012, fines
for I-9 violations grew from $1 million to
$13 million.
TIM TWIGG
President
Bent Ericksen & Associates
Human Resources and
Employment Compliance,
while not as exciting as
clinical dentistry, are critically
important. Problems can come in
various forms, including employee pay,
benefits, leave of absence, pregnancy,
hiring, and termination. As a result,
practitioners are finding themselves trying
to defend against employee-related issues
that become emotionally and financially
draining. If not managed correctly, you
can find yourself jeopardizing all you
have worked so hard to create.
Here are three human resources traps to
avoid:
1) Overtime: Many dentists misunderstand
overtime - their thinking is that by
paying an employee a salary, overtime
does not have to be paid. However,
overtime determination relates to duties,
authority, and supervision, not method of
compensation or awarding the employee
a title.
In most states the overtime "trigger" is
40 hours in a week, but some also have
a daily trigger. These are often exceeded,
especially when continuing education,
which requires pay, is factored in. New
rules that take place at the end of the year
will also make more employees eligible for
overtime compensation.
2) I-9 Forms: The I-9 is a document
that all employers, no matter the
number of employees, must have for
each employee. While this requirement
has been in place since 1986, dentists
58
Sidekick | Summer 2016
The employee completes section 1 on their
first day of employment. Section 2 must
be completed by the employer within the
next three days and includes examining
the specified/allowable documents. The
employer also completes Section 3, but
only when an employee's documents
expire or an employee is terminated
and rehired at a later date. Note that if
employment is for three or fewer days,
then both Sections 1 and 2 must be
completed on the employee's first day,
prior to commencing work duties.
Dentists need to ensure that they are using
the most current I-9. The most current
form, as of this writing, should be dated to
expire on 03/31/16.
Keep your I-9 forms in a separate file.
They must be retained for the duration of
employment. Upon termination, I-9 forms
must be kept for either three years from the
date of hire or one year from termination,
whichever is longer.
3) Working Interviews: In too many
practices, the "working interview" is
conducted for hours or days and is not
paid. This is a problem. The government's
definition of an 'employee' is very
broad - an individual is an employee if
they are "permitted to work." Based on this
definition, an unpaid working interview
is not allowable even if you haven't
"officially hired" the employee.
Since these individuals are considered
employees, Workers' Compensation
insurance may come into play if the
person is hurt on a working interview,
and you will likely be considered the
person's last employer if the person seeks
unemployment compensation.
To test an applicant's skill before
hiring and avoid the risks, follow these
guidelines:
1. Change the name to a "Skills
Assessment"
2. Never have applicants replace regular
workers
3. Keep the length of working interviews
to 1-2 hours
4. Refrain from providing any form of
compensation
5. Be sure no ''productive work" is
performed, i.e., a dental assistant
or hygienist working on patients.
Instead, assess the applicant's skills
on a ceramic model, yourself, or an
employee who does not receive dental
treatment as part of a benefits program.
6. Each applicant should sign an
agreement, such as our "Skills
Assessment Interview Agreement"
(Call us today for a sample copy of
our Form #108).
Human Resources and Employment
Compliance are like a minefield, ready
to blow up on unaware or unprepared
employers. For an audit of your HR
practices, contact your local
Henry Schein representative.
About the Author: Tim Twigg is the
president of Bent Ericksen & Associates.
He brings over 30 years of practice
management and business consulting
experience and knowledge specifically in
the healthcare field. His expertise extends
to leadership and business development,
strategic planning and marketing, and
communication skills with an emphasis on
personnel and employment law compliance.
Table of Contents for the Digital Edition of Sidekick - Autumn 2016 - West
Contents
Sidekick - Autumn 2016 - West - Cover1
Sidekick - Autumn 2016 - West - Cover2
Sidekick - Autumn 2016 - West - 3
Sidekick - Autumn 2016 - West - 4
Sidekick - Autumn 2016 - West - Contents
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