January 15th HR Updates Webinar is Next Week

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January Lunch & Learn Webinar: HR Updates

January 15, 2019 | 12:00 PM – 1:00 PM
Sponsored by Medical Mutual

Program

Dee Brown, HR Advisor for Medical Mutual’s HR|Experts program, can help you with any human resources issue, from wage and hour situations to leadership development. Join us on January 15th as Dee discusses the essential points of operating successful medical practice personnel management. Plenty of time will also be devoted to answering your various HR questions.

Speaker

DeeBrown162aDee Brown
Human Resources Advisor
HR|Experts
Dee Brown is the HR Advisor for the Medical Mutual HR|Experts’ program. With significant HR experience, Dee is a dedicated, on-call resource for all Medical Mutual members. HR|Experts is a benefit of membership in Medical Mutual, provided at no additional cost.

Dee has been an HR professional and consultant for more than 30 years, with business experience in both the private and public sectors. She spent the last decade running her own HR consulting firm, Brown Human Resources Consulting. Over the course of her career, Dee has worked with small, mid-size, and large global companies, such as MCI, ReEnergy Holdings, Glaxo, CCME, and BASF.

Dee provides sound advice and guidance through email, phone calls, and live chat. She monitors trends and current events and provides resource guides, compliance e-alerts, quarterly newsletters, and monthly webinars to provide practical advice on HR topics related to the business of running a medical practice. She is based in Raleigh but serves all Medical Mutual members.

Registration

This webinar is complimentary for NCMGMA members and $50 for non-members. Space is limited so make sure to register early! After you register, you will receive an emailed confirmation with webinar and phone-in instructions.

Continuing education credit may be granted through your professional organization (MGMA, PAHCOM, AHIMA, etc.). Please self-submit for these organizations.

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Questions

For questions or more information please contact the NCMGMA offices at info@ncmgm.org.

January 15th Lunch and Learn Webinar: HR Updates

ncmgma18-wbnrhdr600a

January Lunch & Learn Webinar: HR Updates

January 15, 2019 | 12:00 PM – 1:00 PM
Sponsored by Medical Mutual

Program

Dee Brown, HR Advisor for Medical Mutual’s HR|Experts program, can help you with any human resources issue, from wage and hour situations to leadership development. Join us on January 15th as Dee discusses the essential points of operating successful medical practice personnel management. Plenty of time will also be devoted to answering your various HR questions.

Speaker

DeeBrown162aDee Brown
Human Resources Advisor
HR|Experts
Dee Brown is the HR Advisor for the Medical Mutual HR|Experts’ program. With significant HR experience, Dee is a dedicated, on-call resource for all Medical Mutual members. HR|Experts is a benefit of membership in Medical Mutual, provided at no additional cost.

Dee has been an HR professional and consultant for more than 30 years, with business experience in both the private and public sectors. She spent the last decade running her own HR consulting firm, Brown Human Resources Consulting. Over the course of her career, Dee has worked with small, mid-size, and large global companies, such as MCI, ReEnergy Holdings, Glaxo, CCME, and BASF.

Dee provides sound advice and guidance through email, phone calls, and live chat. She monitors trends and current events and provides resource guides, compliance e-alerts, quarterly newsletters, and monthly webinars to provide practical advice on HR topics related to the business of running a medical practice. She is based in Raleigh but serves all Medical Mutual members.

Registration

This webinar is complimentary for NCMGMA members and $50 for non-members. Space is limited so make sure to register early! After you register, you will receive an emailed confirmation with webinar and phone-in instructions.

Continuing education credit may be granted through your professional organization (MGMA, PAHCOM, AHIMA, etc.). Please self-submit for these organizations.

mm-wbnr550

Questions

For questions or more information please contact the NCMGMA offices at info@ncmgm.org.

Human Resources for the Small Practice: An Overview of Common Challenges and How to Address Them

By Dee Brown, HR Advisor, HR|Experts

2018 NCMGMA Alliance feature article courtesy of Medical Mutual

Most small businesses, including small medical practices, assign human resources responsibilities to a cross-functional manager or to a single, in-house HR administrator. In either scenario, a single person generally has to focus on tactical HR-related tasks, such as payroll and benefits, time tracking, employee complaints, disciplinary action, hiring, and promotions. As a result, there’s little to no time for more strategic HR initiatives, and a lack of time and resources can also translate to costly HR-related mistakes.

Here are some of the most important HR tactics that smaller practices should be sure to follow:

  1. Hire the Right People for the Job: There are no shortcuts when it comes to hiring the right people. Regardless of the reasons, hiring the wrong person can be costly. Not only may the individual not be qualified for the job, but they will eventually need to be replaced, which creates another expense. In addition, smaller practices cannot afford to have any “seats” occupied by poor performers.
  2. Create Clear Job Descriptions: Taking time to create clear job descriptions is important for attracting the right people for the organization. Job descriptions should include the skills, training, and education that an ideal candidate should possess, and practices should only accept interviews with candidates that meet those basic requirements. Sound job descriptions also help to protect the organization from possible legal implications.
  3. Address and Document Performance Issues: Because small employers do not always have formal performance management processes in place, there’s a tendency to “work around” performance issues. Practices should never ignore concerns around employee performance. Instead, they should utilize performance improvement plans (PIPs) for anyone underperforming, so that employee knows how to improve and understands the consequences for not doing so. By having all of the issues in writing, practices can also back up their decision if they ever need to terminate that employee due to his or her performance.
  4. Gain an Understanding of Basic Employment Laws: There are numerous HR management laws that many small business leaders simply are not aware of, or don’t have time to review in detail. However, ignoring these laws could be detrimental to a practice. HR|Experts can provide information and guidance on a variety of laws, including those related to discrimination, overtime and minimum wage requirement (FLSA), family leave (FMLA), disability (ADA), immigration, and more.
  5. Classify Employees Correctly: It is important to know the difference between contract workers, full-time employees, and part-time employees. Some small practices will classify employees as “contract workers” to save money or to appease the worker. However, the U.S. Department of Labor has strict guidelines on different types of employees, as does the Internal Revenue Service. The duties and pay of the employee determines whether or not they are an actual employee or not.
  6. Develop Staff: Another critical mistake is allowing employees to fend for themselves when it comes to professional development. Leaders at smaller practices sometimes believe that because there’s limited upward mobility, they just need to keep people “happy” in their current role. The truth is that employees want to feel as though they are learning and growing. Once that stops, team members tend to become stagnant and disengaged. To combat those feelings, HR leaders should invest in developing staff and consider creative ways to inject new challenges into employee roles.

For more information on this topic, including more ideas for addressing common challenges and enhancing the strategic capabilities of HR, Medical Mutual members may listen to our webinar on HR for the Small Business, or contact Dee Brown at dee.brown@callhrexperts.com or 919-431-6096.

Managing Mandatory Employee Flu Vaccine Policies

2018 Alliance sponsor article provided courtesy of Medical Mutual

By Breni Malpass, HR Advisor, HR|Experts

The start of flu season—which typically runs from October through May—is a good time to take a look at some considerations practices with mandatory flu vaccine policies should keep in mind. The federal Americans With Disabilities Act and some state regulations establish guidelines that a practice must adhere to when requiring mandatory employee flu shots. Specifically, practices should be mindful of disabilities that might prevent an employee from obtaining the vaccination and religious beliefs that give them the opportunity to opt out.

Disabilities

Practices that require employees to have a flu shot need to consider whether any employees have medical conditions or disabilities that would prevent them from being vaccinated. The ADA mandates that employees with medical conditions that prevent them from getting a flu shot must be accommodated unless doing so would cause an undue hardship. In a blog post on the employment law website HRLegalist, attorneys Ivo Becicia and Alexander Batoff note, “When an accommodation is requested, the employer should engage in the interactive process—a dialogue with the employee to determine his or her limitations and what accommodations are feasible (i.e. exemption from the shot and permission to wear a protective mask).”

Religious Beliefs

Practices must also consider any religious beliefs that may prevent an employee from getting a flu shot. Title VII of the Civil Rights Act and many state anti-discrimination laws mandate that employers accommodate all aspects of religious observances and practices based on sincere religious beliefs. Therefore, a practice likely has to accommodate an employee requesting a religious exemption from flu vaccination. According to the HRLegalist post, employers still need to accommodate exemption requests even when they are based on religious beliefs that are not recognized by an organized sect or theological in nature.

For more information or further assistance, Medical Mutual member practices are encouraged to call 1.888.HREXPRT or email breni.malpass@callhrexperts.com.