Handling a small business and issues that come up with staff members can be daunting for some dentists. After all, they went to dental school, not business school. That's why the experts from Bent Erickson & Associates are here to help. Because no dentist wants to get in trouble due to mishandling staff issues.
QUESTION: I suspect one of my employees is a victim of domestic abuse. She comes to work with visible bruises, and one day she came to work with a black eye. Her husband calls her at work about 10 times a day, which is a real nuisance. Furthermore, her performance is now suffering. I want to approach her about the suspected abuse and offer some resources for help. Can I do that? Should I do that?
ANSWER: Nothing prevents you from talking to her about the issue, but it may not be the best approach. The employee could end up being offended and reacting negatively, which could contribute to more problems in the workplace.
Instead, consider sitting down and discussing her performance problems and the behavioral concerns you have with her. During this conversation, suggest in a general manner if she thinks anything outside of the office is contributing to her performance issues. She can then discuss it with you, or make use of other resources available through the practice (if applicable) or the community.
Nothing prevents you from addressing performance issues, which can include you asking her to limit her phone calls throughout the day, and telling her that you expect her to improve. Ultimately, however, it’s up to her to manage this. Perhaps the knowledge that her job may be on the line if she doesn't do something will make her take action in some way.
QUESTION: We use a software program for tracking employees’ hours. We can set up the program to automatically deduct for meal times being taken. I’m skeptical about doing this. What are your recommendations?
ANSWER: You’re right to be skeptical because it's not recommended that employers do this. We have seen numerous problems arise around auto-deducting programs when employees claim they were actually working and should have otherwise been paid. The burden is on the employer to pay his or her employees correctly. Therefore, if a system like this is put in place, the employer should also implement a process for employees to review their time records, make any necessary corrections, and sign off attesting to accuracy for each pay period and before issuing any paychecks for time worked. This would go a long way in ensuring the auto-deduct is not failing to pay for time worked by employees who missed lunch or took a shorter lunch.
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Human Resources Questions for Dentists is provided by Rebecca Boartfield and Tim Twigg of Bent Ericksen & Associates. Tim Twigg is president and Rebecca Boartfield is a human resources compliance consultant with Bent Ericksen & Associates. For 30 years, the company has been a leading authority in human resource and personnel issues, helping dentists deal successfully with the ever-changing and complex labor laws. To receive a complimentary copy of the company’s quarterly newsletter or to learn more about its services, call (800) 679-2760 or visit bentericksen.com.
