3-prong Hr Strategy To Protect Your Practice

It has been observed that many companies are going through HR issues and inquiring about HR compliance. Their primary concern is to handle employee issues and legal ramifications. The employee related lawsuits are on the rise and it is crucial to have some information on the responsibilities as an employer and the HR department are in order. It’s better to have a proactive approach than a reactive one so that you can have a peaceful work setup.

Part 1 Policy & Procedures Manual:

It’s the management framework for your practice which spells out how you run your practice. It serves as a guide for the team which prevents misunderstandings.

  • Legal protection
    When the legal framework and policies are in place, it can be your best defence and a way of staying at the top of your legal responsibilities towards your employees. An HR can guide you in being aware of the state and federal requirements along with the policies and procedures. Have a customised set of policies according to your type of business and number of employees.

Part 2 Job Descriptions:

When the job description is customised for each person and position, it helps in having clear expectations for the job performance. You should make the employees review, update, and sign the description every year.

  • Legal Perspective
    When the description is edited, prepared, and signed by the employees themselves, it can prove to the best defence of each employee’s understanding of what was expected from them. It’s time to discard the old job descriptions and come up with new ones.

Part 3 Performance Appraisals:

It’s an opportunity to have a one-on-one discussion with the employee about what they are doing well and what needs to be improved says the best consulting firm for entrepreneurial dentists.

  • Legal Perspective
    An accurate and signed performance appraisal is most valuable legal defence you can have if a former employee files any claim against you. The document is a proof of poor performance, your intention of communicating clearly and willingness to work with employee towards achieving improvement.