Any size medical practice can benefit from having an employee handbook. An employee handbook tells employees what’s expected of them and what they can expect from the employer in regard to working hours, conditions, vacations, and other benefits.
By outlining in detail the employer’s policies and procedures, an employee handbook can help minimize disagreements and avoid legal disputes when it comes to discipline and dismissal policies. An effective employee handbook should cover certain core subjects.
What To Include
Your handbook should include sections on your practice’s policies and rules regarding:
• Payment schedules, work periods, and working hours
• Lunch breaks, paid time off, vacations, sick leave, and time off for military service or jury duty
• Unapproved absences and tardiness
• Workplace conduct standards, including policies on workplace violence, harassment, and dress codes
• The practice’s information security policies
• The use of cell phones or other personal communication devices during working hours
• Health and retirement benefits
Have a lawyer review the handbook before printing to ensure it complies with applicable laws. After it’s approved and printed, make sure each employee receives a copy. Human resource professionals suggest each copy include a receipt that employees are required to sign and return to you. This confirms that they’ve read and understood the handbook.
Keep It Updated
Medicine is forever changing. With new laws and policies from federal and state regulators and constant shifts in the way medicine is practiced, an employee handbook may not stay legal, timely, or appropriate for long. The handbook should be reviewed annually and updated to reflect current conditions.
For more information please contact the McPhillips, Roberts & Dean Healthcare Team Leaders. mrdcpa.com/Industries/Healthcare
Copyright 2015 by DST. All rights reserved.
The general information in this publication is not intended to be nor should it be treated as tax, legal, or accounting advice. Additional issues could exist that would affect the tax treatment of a specific transaction and, therefore, taxpayers should seek advice from an independent tax advisor based on their particular circumstances before acting on any information presented. This information is not intended to be nor can it be used by any taxpayer for the purpose of avoiding tax penalties.
