If you think that employment law was complicated pre-COVID-19, just wait until the economic restart.
The basic fundamentals of HR post-COVID-19 will no doubt be more complex, time consuming, and at times unmanageable, unless, you prepare NOW for the fundamental changes in your practice.
Below is a cost of potentially complex legal issues facing a dental practice, which should be addressed, outlined, and documented.
Needless to say, a complete internal overhaul of your policies and procedures may be in order.
- Employment at-will contracts
- Handbooks and other implied contracts
Interviewing and Selection
- Job interviews
- On boarding process
- Hiring practices
- Employment discrimination laws including pregnancy accommodation, where applicable
- Sexual and other harassment
- Americans with Disability Act
- Retaliation for Reporting violations (HIPAA, OSHA, etc.)
Medical and Safety Issues
- FMLA and other leave guidelines
- Workers’ Compensation
- Drugs and alcohol policies
- FLSA overview, including the new DOL salary basis level
- Exempt vs. non-exempt classification
- Common wage and hour violations
Separation and Discharge
- Risk analysis of termination
- Unemployment compensation
- Employment references
- Termination settlements
Unfortunately, a simple internal review on a practice's Human Resource (HR) compliance can save a dental practice owner a substantial amount of time, money, and practice distribution down the road.