Tag: Human Resource
Staff Salary Survey Results January 2, 2024
Check out “Physicians Practice’s” Staff Salary Survey. Use the link below.
Termination of Employee
No matter how much time we spend vetting potential hires, eventually, someone isn’t going to work out.
Regardless of the reason, there will come a time when an employee needs to be let go. These decisions are difficult, but the change needs to be made for the long-term benefit of the practice and the other employees.
Need Expert Advice
The Texas Medical Association is launching a new “Ask the Expert” virtual series to bring members direct access to professional experts who can answer questions on legal, practice management, advocacy, and regulatory topics.
Join them each month as a TMA staff expert hosts a virtual meeting to discuss their area of expertise and answer questions from attendees
Eliminating Staff Gossip
Here are some tips to make your office a gossip-free zone.
Creating a winning team culture in an office is a key to success that cannot be overlooked. Most team builders come in with a lot of buzzwords, flashing lights, and games in order to engage staff members; often times their solutions dwindle and fade as fast as they arrived. There are simple solutions that create a unified team environment that can become permanent. One of the easiest ways to build team unity is a no gossip policy.
The policy is simple- gossip once and you will be warned, gossip again and you will be released. You could implement a few different versions, and with a problematic and bickering staff, you may have to add a few additional steps prior to releasing an employee.
Gossip is dishonest, contagious, and breeds disloyalty for your medical practice and within your team. All of the standard bullet points about building a great culture within your company are affected by gossip. Typically, team members that gossip about each other, gossip about everybody: staff, physicians, patients, and business. It is not “healthy” for your office to allow gossip and having an office full of gossip is a quick way to experience legal and professional ramifications.
When you bring a policy like this into an existing office dynamic, it is imperative that you don’t hand this out in a memo or e-mail. It is imperative to hold a team meeting, with a detailed explanation, and an opportunity for your team to ask questions.
This policy may not be well-received by all of your staff or team members at first. Your biggest culprits will be the most vocal and try to win over the others. Quality people do not gossip, and after the initial implementation phase of this policy, you will be left with quality people, who monitor and remind each other to remain gossip free.
To read the article on the web. https://www.physicianspractice.com/view/eliminating-staff-gossip-at-your-practice
Emergency Paid Sick Leave Act
From MGMA Community post regarding employees and vacations during Covid times:
Denise in Colorado writes:
“Per the CDC guidelines, our office would require that the employee self-quarantine for 14 days upon return from Mexico. The employee is likely going to be able to work from home — ie. no medical reason why they could not work. If we require the employee to work from home, then emergency paid sick leave does not come into play, correct? So the employee either works from home or takes another 14 days of PTO if they have it available. That means 3-4 weeks of absence from the clinic.
In our case we are talking about a Medical Assistant who normally takes vitals and rooms patients. So, since working from home is generally not as productive from the company’s point of view, it seems as if the company gets caught in a double-whammy — having to find coverage for the Mexico vacation and then having to supplement coverage for the 14 days of quarantine. I certainly want to be able to allow staff to take vacations. However, staffing is already difficult enough without having to cover for the suggested quarantine period in addition to the vacation itself. This seems like a pretty good deal for the staff member, and a pretty lousy deal for the company and the rest of the staff who has to cover the extended absence. I’m not suggesting that we ignore the quarantine period. We have to ensure the safety of all our staff. But I’m not happy about the effect the quarantine period has on the organization. Thoughts?”
MGMA Associate Director, Government Affairs replies:
Thanks for posting this question. MGMA’s FFCRA employment provisions resource outlines the qualifying reasons an employee can use emergency paid sick leave under the FFCRA:
1. Employee is subject to federal, state or local quarantine or isolation order
2. Employee has been advised by healthcare provider to self-quarantine
3. Employee is experiencing COVID-19 symptoms and seeking medical diagnosis
4. Employee is caring for individual who is subject to order described in #1 above
5. Employee is caring for his or her child if school or place of care is closed due to COVID19 precautions
6. Employee is experiencing any other substantially similar condition specified by Secretary of Labor
Per the Department of Labor temporary rules, an employee must provide his or her employer documentation in support of paid sick leave or expanded family and medical leave. Such documentation must include a signed statement containing the following information: (1) The employee’s name; (2) the date(s) for which leave is requested; (3) the COVID-19 qualifying reason for leave; and (4) a statement representing that the employee is unable to work or telework because of the COVID-19 qualifying reason. An employee must also provide additional documentation depending on the COVID-19 qualifying reason for leave. For instance, an employee requesting paid sick leave under @ 826.20(a)(1)(ii) must provide the name of the health care provider who advised him or her to self-quarantine for COVID–19 related reasons.
I highlighted (bolded) qualifying reason #2 and the related documentation required, as that would be the likely reason your employee would use for this circumstance.
Telltale Signs It’s Time to Fire An Employee From Your Small Business ~ The Hartford SmallBiz Ahead
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Medicare Learning Network (MLN) Learning Management System (LMS) FAQs 8/2019
The Medicare Learning Network® (MLN) offers free educational materials for health care professionals on Centers for Medicare & Medicaid Services (CMS) programs, policies, and initiatives. Find a complete list of MLN educational offerings in the MLN Catalog at http://go.cms.gov/mln-catalog.
For a complete “HOW TO” guide on the MLN and LMS System, including how to set up an account: https://www.cms.gov/Outreach-and-Education/Medicare-Learning-Network-MLN/MLNProducts/Downloads/LMPOS-FAQs-Booklet-ICN909182.pdf
Being Part of a Multi-generational Medical Practice Team – MPM’s Special Report: Human Resources Management 1/16/2020
[embeddoc url=”https://community.poetllc.org/wp-content/uploads/2020/01/Being-Part-of-a-Multi-generational-Medical-Practice-Team-01162020.pdf” download=”all” viewer=”google”]
“Results that Last”
Are you looking for a tool for conducting performance conversations with your employees?
Click “Differentiating Staff Worksheet” to review this sample worksheet from “Results that Last”.
Or look in the sub File “Human Resource” located in the “The Business End”.
Differentiating Staff Worksheet
[embeddoc url=”https://community.poetllc.org/wp-content/uploads/2019/12/Differentiating-Staff-WorkSheet-Results-that-Last.pdf” download=”all” viewer=”google”]
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