Employment and Human Resource Matters

Having an Effective Record Retention Policy Can Help Save Time, Money, and Trouble

A common issue that all dental practices must address involves how to effectively organize and maintain their records and files. One of the most efficient solutions is for the practice to develop and implement a formal policy for record retention. A record retention policy can help a dental practice streamline business, employee, and patient procedures, […]

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The DEA’s Reschedule of Hydrocodone Combination Products and How It Affects Your Dental Practice

In an attempt to curb the growing misuse of prescription medications, a new reschedule of hydrocodone combination products (“HCPs”) went into effect on October 6, 2014 that rescheduled HCPs from Schedule III to Schedule II of the Controlled Substances Act. Pursuant to this reschedule, HCPs, or any drugs that contain a mixture of hydrocodone and […]

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The New Age Word of Mouth: How Online Reviews are Impacting Your Practice

When I am consulting daily with doctors and other small business owners on their online marketing efforts it is almost inevitable that the subject of online reviews naturally comes up.  Typically, this conversation starts out somewhat fear-based, for a majority of doctors feel they have a large lack of control in this arena and in […]

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Dentrix Fee Schedule Problems and Solutions

I get many clients asking me how I recommend billing for PPO patients in Dentrix. The problem with Dentrix is the treatment planner will not use the PPO Fees schedule to estimate fees and also post your fees to the patient ledger. You are able to set up the system to post the fees schedule […]

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Associate Dentists: Independent Contractor or Employee?

By: Tanya Nardone, Esq. We want to make our dental practice clients aware that, in most instances, associate dentists do not qualify as independent contractors under federal or state law. We certainly understand that some dental practice employers benefit from treating associate dentists as independent contractors. But, the simple fact that a dental practice may […]

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The Statute of Limitations on Dental Malpractice Suits: A Primer

In Ohio, a patient generally must file a dental malpractice claim within one year after the alleged cause of action occurs.  The cause of action for dental malpractice occurs—and the one year period begins to run—at the later date of either: (i) when the patient discovers or should have discovered the alleged injury (known as […]

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Issues to Address in Your Employee Handbook

By Tanya Nardone, Esq. Nardone Limited believes employee handbooks are important because they: (i) communicate expectations and benefits to your employees; (ii) provide certain protections to your dental practice; and (iii) are beneficial to employee morale. More specifically, you should include the following policies and procedures or address the following issues in your employee handbook:  […]

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Arbitration Agreements with Employees

Mandatory arbitration agreements with employees can protect dental practices from costly litigation. Nardone Limited recommends that our dental practice clients consider requiring their employees to sign an agreement requiring arbitration, instead of litigation, as a means to resolving any employment issue. This article explains the benefits of arbitration agreements, how to ensure the agreement will […]

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Ohio’s Minimum Wage Increase and State and Federal Labor and Employment Workplace Poster Requirements

As dental attorneys, we at Nardone Limited regularly assist our dental practice clients in labor, employment, and human resource issues, including providing guidance on labor and employment workplace poster requirements.  One very important aspect of operating a dental practice is ensuring that the dental practice complies with federal and state labor and employments laws, rules, […]

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Invalid Social Media Policies

The NLRA, which is enforced by the National Labor Relations Board (“NLRB”), guarantees employees the right to engage in “concerted activities for the purpose of collective bargaining or other mutual aid or protection.” Under certain circumstances, the NLRA protects “concerted activities” of union and non-union employees. “Concerted activities” include general discussions of working conditions and […]

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