Monthly Archives: July 2016

9 Valuable Principles That Will Make You Treat People Better

The first step to addressing how others treat you is to address how you treat others. So often in relationships, we only get out what we put in! Learning how to listen to, support, and understand others can help you to see where others are failing you, or where you are failing yourself. Most importantly, however, don’t let how others treated you in the past affect your current relationships!

Learn how to put people at ease so they can feel comfortable opening up to you and reaching out when they need help. Learn how speaking candidly can save or totally change an existing relationship. Learn how to treat others the way you want to be treated! Learn how to change your relationships by changing your behaviors!

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9 Valuable Principles That Will Make You Treat People Better

Walking the Tightrope without a Net – is this your HR department?

If you are the owner of a small business or the administrator of a small dental practice, you wear many hats. One of the most important hats is the one you wear when handling employees. You are your HR department, which includes recruiting, hiring, retention, engagement, legal compliance, relationship management and leadership. These responsibilities rest on YOU.

How are you doing? How are your coaching skills, therapy skills, and knowledge of the rules and regulations in the human resource world? If you don’t have a policy and procedure manual written specifically for your office that reflects your culture and employees while providing the tools to manage them, you’re treading on a fine line. Walking the tightrope daily with your head in the clouds and no safety net makes for one stressful day–every day. One slip, and you could be fined.

Did you know the fines for failing to comply with I-9 requirements could result in fines of $110 to $1,100? Every year, companies are forced to pay billions of dollars in fines related to common HR compliance rules set forth by the government.

Here are some thoughts to ponder as you begin to create a safety net:

  • Do you have a plan and the tools to help job seekers familiarize themselves with you company?How are you actively working towards creating an inviting office culture?
  • How are you actively working towards creating an inviting office culture?Do you offer workplace flexibility?
  • Do you offer workplace flexibility?Do you offer learning opportunities for growth?
  • Do you offer learning opportunities for growth?Do you communicate with employees early and often about rules and regulations while updating your employee handbook?
  • Do you communicate with employees early and often about rules and regulations while updating your employee handbook?
  • Employees want to be heard. Are you a good listener? Do you know all the tasks each employee performs day in and day out? Take the time to walk in their shoes; you’ll be surprised what you learn. Your employees will feel valued, and
  • Do you know all the tasks each employee performs day in and day out? Take the time to walk in their shoes; you’ll be surprised what you learn. Your employees will feel valued, and in turn, you will gain their respect and trust.

At the end of the day, the easiest way to avoid compliance fines is to work with an HR expert. They will take some of the load off of you by working behind the scenes with your personal policy and procedures manual, facilitating a staff meeting for implementation, bringing everyone on the same page, answering your employee questions and keeping them informed. Bottom line, you have to create the plan and follow it. It might be a little daunting at first, but your employees–and your business’s bank account– will thank you for it.

This Is the Best Way to Improve Every Part of Your Life

Everyone is in search of happiness. Celebrities and media present an image of what happy looks like, but it is superficial. You are in charge of your happiness.

Celebrate your accomplishments. Even the small ones should be recognized. We feel like we fail so often that the successes tend to go ignored. Meeting a deadline with positive feedback is enough to take the time to celebrate.

Look forward not backward. The past is the past for a reason. Tomorrow is a new day. So many cliches but they are such for a reason. They are true. Recalling the past will ruin any relationship.

And be your motivational speaker. Pick a goal and do not stop until you get to the finish line. Then you can take time out and celebrate and in doing so, you have found happiness in every area of your life.

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This Is the Best Way to Improve Every Part of Your Life

This One is for the Team Members

Nomi Waters is a moderator for the Dental Marketing Project and she mentions that she receives many messages and emails from Doctors/Office Managers asking questions or seeking advice. In this post, she answers a question about whether Office Managers or Doctors are shown appreciation by team members.

Nomi Waters notes that doctors are thanked for lunches, parties, and trips, but usually not for Continuing Education training because staff view CE as part of job. For things like covering shifts, asking for a raise, or gifts, some staff will show appreciation, but most don’t. Nomi comments that these tasks are expected of you by your staff and ventures a guess that the lack of gratitude may be a generational difference or simply lack of parental training. She ends by stating that the Office Manager and/or doctor should remember to appreciate each other instead of relying on staff for affirmation.

Read the full article here:
This One is for the Team Members

New OSHA Penalty Fines to be Enacted in August

Starting in August, the United States Department of Labor will apply its adjusted penalty amounts to all new violations of Occupational Safety & Health Administration regulations. The United States Congress enacted legislation in 2015 requiring all federal agencies to adjust their civil penalties to account for inflation, and it has taken nine months for OSHA to put an inflation plan in place and roll it out. According to OSHA.gov, the new penalties will take effect after August 1, 2016, and any citations issued by OSHA after that date will be subject to the new penalties if the related violations occurred after November 2, 2015.

As stated on the website, the agency’s maximum penalties were last adjusted in 1990, and to make up for the 26 years of rising prices, the penalties have been increased by 78 percent. To avoid another dramatic increase to penalties in the future, the agency will continue to adjust its penalties for inflation each year based on the Consumer Price Index.

Starting after August 1, 2016:

  • Serious or Other-Than-Serious Posting Requirements violations will rise from $7,000 to $12,471 per violation.
  • Failure to Abate violations will rise from $7,000 per day beyond the abatement date to $12,471 per day beyond the abatement date.
  • Willful or Repeated violations will rise from $70,000 per violation to $124,709 per violation.

To provide guidance on the implementation of the new penalties, OSHA will issue revisions to its Field Operations Manual by Aug. 1. States that operate their own Occupational Safety and Health Plans are required to adopt maximum penalty levels that are at least as effective as Federal OSHA’s.

To address the impact of the penalty increases on smaller businesses, such as independently owned dentistries, OSHA will continue to provide penalty reductions based on the size of the employer and other factors. But to avoid penalties all together, small businesses are encouraged to take advantage of OSHA’s On-Site Consultation Program, which offers free and confidential safety and occupational health advice. While priority is given to high-hazard working sites, the program aims to help all small- and medium-sized businesses in all states across the country.

According to the OSHA consultation program website, On-site Consultation services are separate from enforcement and do not result in penalties or citations. “Consultants from state agencies or universities work with employers to identify workplace hazards, provide advice on compliance with OSHA standards, and assist in establishing injury and illness prevention programs,” reads the website.

I know this post contains a lot of links and a lot of information, and I realize it’s a lot to get through and understand; but I highly suggest that all of our readers look over the material contained in this blog and take advantage of the OSHA-provided resources. Not only will having this information protect your business from steep fines, it will also help make your workplace more safe for you and your employees.