One of the most common mistakes made in medical practice management is failing to realize the need for well-defined personnel policies. Too often, personnel policies are simply allowed to evolve. Policies and procedures created on an ad hoc basis can lead to confusion, chaos and, sometimes, claims of discrimination or wrongful termination. If that happens, it can be a costly and time-consuming experience. With the increase in employment litigation, the need for well-developed personnel policies is more crucial than ever in defending management decisions. If you have not recently reviewed your personnel policies, now is a great time to do it.

The decision whether or not to use written personnel policies has long been more an issue of management style than an issue of legal requirements. However, a number of state and federal regulations passed in recent years require written personnel policies and/or postings. As the employment environment becomes more complex and medical practices continue to grow, merge, and be evaluated for acceptance by insurance and medical management companies, many physicians who have not used personnel policies in the past are now being forced to address the issue.

The employee handbook is the most common document used. It will include expectations and obligations of both employer and employee, and it addresses administrative issues. When done correctly (customized to a practice’s needs), an employee handbook can be an invaluable tool. It provides the practice with a human resources road map.

Example of Table of ContentsExample of Policy Statements

Customized Personnel Policy Manual & Employee Handbook with state-specific edits and two finished handbooks, plus a WORD disc for future changes, ONLY $599

To have a customized employee handbook prepared for your practice, call:

Philip Dickey, MPH, PHR

HR Services Director

1-800-635-4040

pdickey@drsmgmt.com

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