Navigating healthcare HR regulations can present massive challenges for the average medical office – and if you don’t tread carefully, you could cause legal and financial violations that are expensive, time-consuming, and stressful.
Violating even one healthcare HR rule can have very serious consequences for your medical practice, including potential steep fines and penalties. But you don’t have to go it alone.
You can quickly and easily solidify your healthcare HR skills with this essential 4-part online training series. During each section of this series, an expert presenter will provide you with practical, plain-English tips that will help you overcome the most common, costly mistake areas affecting your HR processes. These include:
Part 1: Avoid Hiring Mistakes & Costly Legal Nightmares
Part 2: Pay Structure: Hourly vs Salary, Overtime, Exempt/Non-Exempt
Part 3: Prevent Remote Workers Legal Violations with Bulletproof Policies
Part 4: Overcome Employee Retention Challenges Without Increasing Payroll
You’ll find a breakdown of each of the four sessions included in this training series below.
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PART 1: Avoid Hiring Mistakes & Costly Legal Nightmares
Choose the On-Demand Recording or CD-Rom to Watch at Your Convenience.
One wrong step when hiring and onboarding a new employee can land you in serious legal and financial hot water. Ever-changing federal and state employment regulations mean that what was correct yesterday can get you into trouble tomorrow. And now that many states are stepping up hiring enforcement efforts, it’s more likely than ever that even an innocent mistake can have dire consequences for your practice. This training can help.
Healthcare HR Training Takeaways:
- Write legal job postings based on state-specific requirements
- Decrease your risk of litigation and EEOC charges by recognizing employer pitfalls during interviews
- Collect the right pieces of information for the right forms the first time
- Develop compliant, detailed notification documents to make onboarding easier
PART 2: Pay Structure: Hourly vs Salary, Overtime, Exempt/Non-Exempt
Choose the On-Demand Recording or CD-Rom to Watch at Your Convenience.
One of the most common, and dangerous, mistakes your practice can make is thinking that because an employee is paid via salary, you don’t have to pay them overtime. To pay your employees correctly, it is essential that you accurately classify them as either exempt or nonexempt. Making an error when classifying employee exemption statuses (whether they are exempt to overtime or not), opens the door for attorneys to sue you for back wages – for all possible employees you’ve paid incorrectly. If this happens, you’ll be on the hook for unpaid wages, legal fees, and costs. This healthcare HR training can help you prevent legal issues when paying employees.
Healthcare HR Training Takeaways:
- Demystify how to properly classify exempt vs nonexempt employees
- Uncover how paying an employee overtime now can save you thousands later
- Correctly incorporate breaks and lunches to avoid FLSA lawsuit
PART 3: Prevent Remote Workers Legal Violations with Bulletproof Policies
Choose the On-Demand Recording or CD-Rom to Watch at Your Convenience.
Even if your practice has only one remote worker, a simple mistake can lead to significant financial and legal consequences for violating some of the most common employment rules (i.e., ADA, workers’ comp, etc.). The only way to protect your practice is to implement legally binding, compliant policies and procedures specific to the nuances of managing remote workers. The time for cobbled-together remote work plans is over. Your practice must have policies and procedures for managing remote workers or you face fines, sanctions, and legal action, and this online training can help you establish them.
Healthcare HR Training Takeaways:
- Avoid preferential treatment allegations with an iron-clad remote work policy
- Adhere to complex wage, hour, and discrimination claims laws
- Develop airtight office equipment use policies for workers going remote
- Avoid ADA claims with reasonable accommodation policies for disabled employees
PART 4: Overcome Employee Retention Challenges Without Increasing Payroll
Choose the On-Demand Recording or CD-Rom to Watch at Your Convenience.
It has never been more important or challenging to retain your quality practice employees. Not only does losing fully trained staff cause operational issues for your practice, but the fallout leads to poor service, overworked staff, dissatisfied patients, and more problems. Each fully trained staff member that you lose costs you up to 2x their annual salary. The better answer is to figure how to keep your employees from leaving. Attending this session can help you find out how to retain quality staff members without changing your payroll budget.
Healthcare HR Training Takeaways:
- How can you stop a staff dispute from making good employees leave?
- What non-financial benefits can you give to compete with other job offers?
- What is the best way to handle toxic employees?
- Is there a career path tool you can use to show opportunity to staff?
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Ariel is a Senior Associate in Seyfarth Shaw’s Atlanta office, concentrating her practice on representing and counseling employers throughout the country in the entire range of employment law matters. Ariel provides extensive advice and strategic guidance to clients on a wide array of Human Resources topics and issues, including policy development and review, auditing the Human Resources functions, leave and absence management, EEO compliance, reductions in force, employee relations, labor relations, performance management, discipline and discharge and various other areas, with an emphasis on instituting best practices and avoiding audits and litigation.
Ariel relieves her clients’ day-to-day pain points related to performance management, discipline, terminations, and reductions in force, with an emphasis on compliance, business needs, and prevention of litigation. When clients have serious employee complaints, she assists with investigations—either advising in-house counsel and HR or conducting the investigation herself. She regularly trains managers, leaders, executives, HR departments, and legal teams on the full suite of labor and employment topics.
Ariel possesses a specialized focus in working with clients in the healthcare industry and understands their day to day employee challenges. Ariel is certified by Seyfarth Shaw’s Healthcare Institute and frequently leverages her deep understanding of the industry to help large healthcare systems, as well as smaller locally owned homecare companies.
With unique training and more than 20 years of experience in executive management, workforce development, and practicing employment law, Michelle Anderson helps businesses anticipate and solve practical and legal challenges in the workplace by defending against various claims and assisting with compliance practices and procedures.
Michelle defends employers against claimed violations involving unlawful discrimination, harassment, wrongful termination, retaliation, breach of contract, leave and disability, wage and hour, unfair labor practices, and public accommodations and workplace safety laws. To help clients comply with applicable laws and regulations, she advises on multi-state employee handbooks, employment applications, policies, and procedures; workplace investigations; Americans with Disabilities Act (ADA) matters; human resource management and systems; supervisor training; diversity and inclusion; criminal background checks; as well as Fair Labor Standards Act (FLSA) and state wage and hour audits.
An integral member of the firm’s Wage and Hour Practice Group and Women’s Initiative and Leadership Committee, she is also a key contributor to Fisher Phillips’ COVID-19 Task Force, which has been a leader in providing advice and training to businesses around the country.
Before law school, Michelle had a successful career in workforce development, operating and managing employment and training programs for a private non-profit corporation under contracts from federal, state, and local governments. Among many others, these programs supported individuals with disabilities, those lacking a GED or high school diploma, and those on public assistance.
Kelly Holden has been in private practice for 27 years representing employers of all sizes. She handled all aspects of employment law including defense of cases in federal and state court as well as numerous federal and state administrative agencies. She also specialized in immigration matters for employers and did estate planning for families.
She is currently in-house legal counsel for a physician group as well as assisting other clients with employment and healthcare related legal issues.
Kelly is on the Board of Interparish Ministries and the Finance Commission of St. Veronica Church. She graduated from Franklin College in Indiana in 1990 with a B.A. in Journalism and from Chase College of Law in 1996. She lives in Cincinnati, Ohio with her husband and four children.
The founder of Evolution Healthcare Consulting, Susan Childs has over 30 years of experience directly in healthcare and is a Board-Certified Fellow. Her established professionalism with trusted and proven approaches helps practices establish conscious processes and experiences that encourage and promote self-awareness, creating high performance teams.
Over time in practice, her experiences include skills related to operations, personnel, front desk collections, communication, customer service, revenue cycle, staff workshops and retreats.
Susan is also the author of the book series, “Leadership Through Emotional Intelligence” the first volume titled, “Common Nonsense? “ including leadership and emotional intelligence, patient perception, and physician-administrator collaboration
She is a recognized national presenter for organizations such as AAP, AAOE, MGMA, ASCENT, ACC, and the AMA. Susan also served as the ACMPE Advancement Chair with MGMA.
When working with practices, Ms. Childs’ objective is to help build compassionate, accessible care while ensuring the impactful value of each staff member is recognized and valued.
