Human Resouces https://www.askascent.com/forums/posts.aspx?topic=1252965 Sat, 6 Jun 2026 12:21:28 GMT Fri, 8 Apr 2016 15:15:14 GMT Copyright © 2016 ASCENT | Administrator Support Community for ENT Human Resouces https://www.askascent.com/forums/posts.aspx?topic=1252965 https://www.askascent.com/forums/posts.aspx?topic=1252965 Happy Monday!  We will be focusing on Human Resources over the course of the week.  Please let us know if you have any questions or want to cover anything specific.

You should be familiar with the development and administration of personnel policies for clinical, non-clinical and clinicians. 

Are you aware of the essential components of a job description?  How often should a job description be reviewed?

How do you recruit applicants for an open position?

What is involved in the hiring and onboarding processes?  Be familiar with the federal, state and local laws, regulations and guidelines pertaining to hiring and onboarding.   These include some of the following: ADA, EEOC, FLSA, Wage and labor laws, code of conduct, email, internet and intranet policies.

How will you maintain staff retention?

Training and professional growth should be documented to demonstrate competency and plan for staff development.  Some groups use checklists, computer models – like AOA University and one on one training via job shadow

Are you familiar with policies and procedures surrounding discipline and dismissal? 

Do you know what should be included in a performance evaluation and how often a performance evaluation should take place?  Do you understand how to link a performance evaluation to retention, training, professional growth, discipline and dismissal?

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Personnel Policies should be available to all employees in an employee handbook. There are numerous policies related to personnel. For a complete list of personnel policies, refer to the Resource Manual pages 207-208.
Some of the key policies to go over during onboarding include the following:
HIPPA
Attendance and absenteeism
Code of Conduct
Code of Ethics
Confidentiality
Conflicts of interest
Dress Code
Cell phone and internet use
Respect in the Workplace
Environmental Safety
Smoking policy
Acceptance of gifts
Leaves of absence - sick leave and vacation requests
Time keeping

Know the difference between benefits mandated by federal and state laws vs. voluntary benefits.

Mandated Benefits
Social Security/Medicare
Unemployment insurance
Workers compensation
COBRA
FMLA
*Health Insurance – ACA requires those companies with 50 or more employees to provide minimum coverage to 70% or more of eligible employees in 2015.

Voluntary Benefits
Retirement benefits/pension
Disability insurance
Life Insurance
Dental Insurance
Paid Leave
Tuition reimbursement

Terms to be familiar with in this section
Cafeteria Plan
ERISA – Employee Retirement Income Security Act
FMLA – Family and Medical Leave Act
COBRA – Consolidated Omnibus Budget Reconciliation Act
SUTA and FUTA – State and Federal Unemployment Taxes
FICA taxes
EFTPS – Electronic Federal Tax Payment System
ACA – Affordable Care Act
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Are you familiar with the interview process?
What questions can you ask and which should you never ask?

What is “At-will employment”?

Understand the Performance Management Process
Why is it important?
What can a performance appraisal accomplish?

What is a 360 review?
How often should a review be done?
What are SMART goals?

Do you understand the difference between and employee and an independent contractor.
Understand Exempt vs. Non Exempt employees

How do you set compensation?
Understand the Fair Labor Standards Act (FLSA)
What is the difference between Executive exemption and Administrative exemption

For physician compensation be aware of the following terms:
Base Salary
Incentive Compensation
Bonus Compensation
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A federal law that sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plan .
A. COBRA
B. ERISA
C. FMLA
D. EEOC

Answer B

A document that gives detailed information about a material, including any hazards associated with the material is
A. HIPAA document
B. FLSA document
C. MSDS document
D. NLRA document

Answer C

The following was enacted to protect the confidentiality and integrity of personal consumer information and reduce the risk of identity theft and fraud.
A. HIPAA
B. FACTA
C. EEOC
D. ADAA

Answer B

I recommend reviewing Appendices X in the Resource Manual - it is a great study tool. Some topics covered in section X include:
Non-Competition and Piracy Agreements
Hiring and Dismissal
Retirement Planning
Leadership – lessons learned from great teachers
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Today we will touch on discipline and termination

The purpose of the disciplinary process is to provide specific feedback to the employee so he or she can correct the problem. The goal of progressive discipline is to improve employee performance – not punish an employee.

You should be familiar with the disciplinary process and terminology associated with the process.
Are you aware of the steps in a progressive discipline system? Steps may include counseling, verbal reprimand, verbal warning, written warning, suspension and termination.

How and when do you counsel and document performance concerns with an employee?

Why is documentation so important during the disciplinary process?

Terms you should be familiar with include:
Arbitration
Just cause
Down sizing
Employee Assistance Program (EAP)
Essential job functions
Core competencies
Lay off
Goal setting
Wrongful termination
Union environment
Performance Improvement Plan
Restructuring
Retaliation
Severance pay
What is a grievance ?
Misconduct
Why are reference checks so important?

In the event all else fails and you must terminate an employee, be sure the following steps are taken:
Notify your HR Dept – if applicable
Give the employee official written notice
Notify your network administrator to end access to the computer and phone system.
Disable employee building or property access
Make sure company property is returned as the employee departs. This includes books, keys, id badges, computer, cell phone, lab top – essentially anything owned by the company.
Benefit status letter
Repayment of advances
Payment of money owed to the employee
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