How do I protect myself from an important CA leaving my practice?

Am I required to have a written job description for every person that works in my practice?

My spouse works in my office in an unpaid capacity. Does she need a job description?

What considerations should I make when a long term employee leaves my practice?

How do I replace an employee without forewarning her/him of my decision?

Should I list the compensation I am willing to pay in my help wanted ad?

Are there sources for CAs besides classified ads?

When is the best day of the week to run my ad?

How do I write an employment ad?

Can I ask an interviewee for names of past supervisors?

How can I run a help wanted ad more economically?

Should I tell define the application process in the ad or leave it up to the individual to decide how they will apply?

What other sources might I consider for my help wanted ad?

What techniques can I use to increase the quality of the people I bring in for interviews?

How is the perspective of compensation different for a potential associate than the owner?

I cannot seem to find the right people for jobs. What am I doing wrong?

What motivates employees to perform well?

Why is planning an interview important?

Can you give me some tips on conducting an interview?

How do I know if training I am providing to my employees is “working?”

Are there any special rules for hiring a 16 year old?

How does a spouse working for a doctor affect the spouse’s self esteem?

How can I maximize the success of my performance evaluation?

Does payment to a spouse matter since all of the money “goes into the same pot”?

What is an independent contractor?

If we use a bi-weekly pay period, can we pay our employees overtime pay for working in excess of 80 hours per pay period rather than for over 40 hours per week?

How do you divide authority when one spouse is the chiropractic and the other manages the office?

If an employee works unauthorized overtime, must I pay for those hours?

What can I do to improve the long-term performance of my employees?

Should independent contractors have written agreements that spell out their relationship?

How can we reduce turnover by making our employee’s jobs more interesting?

How can we motivate our staff to perform at a higher level?

What are the risks of hiring independent contractors?

What are the benefits of hiring independent contractors?

Are performance appraisals really necessary?

What is the best way to handle performance problems?

Should I pay an associate based on “collected revenue” or “billed revenue”?

How do I handle an employee that is always late?

How often should I discuss compensation with a new associate once they are hired?

What is the best way to fire an employee with performance problems?

My first interview with a potential associate went well. Is it best to make an offer on the spot?

How often should I give my employees a raise?

How do I decide how much of an increase to give my employees?

To what degree should I involve my associate in hiring decisions?

To a new associate is the “practice atmosphere” more important than money?

Is an associate free to take their patients with them when they leave a practice?

Are there any circumstances where I am exempt from paying overtime?

Can I force employees to use “comp time” instead of paying overtime?

Must we give our employees meal or rest breaks during a work shift?

How do government agencies determine whether workers are ICs or employees?

What is the “test” the IRS uses to determine if a chiropractor is an independent contractor?

What are some things I should think about before I hire an associate?

Should I pay an associate more money to avoid the risk of losing him/her?

What approaches are available that can be used to develop leads for an associate?

How can I pare down the number of resumes for an associate to a reasonable number?

What are the key elements to conducting a good associate interview?

Can a CT do more than a trained CA?

Should a CA give and explain all supports and supplements given to a patient?

Why should associates be paid more than in the past?

What are the advantages and disadvantages of paying an associate a straight salary?

What are the advantages and disadvantages of paying an associate based on 100% production based compensation?

What are the advantages and disadvantages of paying an associate based on a salary draw against production?

What are the advantages and disadvantages of paying an associate based on salary with an additional payment based on production?

What are the advantages and disadvantages of paying an associate based on salary or draw with paid benefits based on production?

How do I get my employer to take my suggestions seriously?

What are the advantages and disadvantages of paying an associate on a production based compensation with a payment for overhead?

What are the best references to check from the list that is offered?

What is the proper way to extend a job offer to avoid future misunderstandings?

Should I have an attorney prepare my associate agreement or can I use a “model” agreement?

What are the main points that should be covered in a “non-compete” clause?

As long as they are supervised by a chiropractor, may a CA do anything the doctor requests?

Should my offer to an associate detail their compensation in writing?

How important is it that I specify hours or duties as part of an associate agreement?

What is the best section in the newspaper to place a “help wanted” ad for a CA?

Under what circumstances may I delegate work to a CA?

In additional to educational requirements do I have other responsibilities before work can be delegated to a CA?

How do we define a week for overtime purposes?

Are there any restrictions on the number of hours that you can schedule an adult to work?

How often must we pay our employees?

We have an employee who moved and did not tell us her new address. Then she left a voice message quitting her job. How are we supposed to pay her within the 31 day rule?

Should the staff ever meet without the doctor present?

Are we allowed to require our employees to wear uniforms?

Can we require our employees to take a lie detector test?

If we have CA’s who do not follow our policies, is it polite to “name names” at our staff meetings?

How long must we keep our salary records?

Is it proper for a CA to give a doctor advice on the type of person to hire?

How many people should we interview before extending a job offer?

What are the rights of employees that feel they have been improperly denied overtime pay?

What can I do if I feel I am not getting enough training for my job?

How do I go about asking for a raise?

How can I prove to the doctor that my salary should be increased?

Should a CA be expected to come in on weekends or for emergencies?

No one ever listens to my suggestions, what can I do to change this?

My doctor is so slow at making the smallest decision, is there any way to speed him/her up?

How do I deal with an annoying manager that is always looking over my shoulder?

Is there a way to get our doctor involved when CAs are involved in a dispute?

How do we resolve the problem of staff meetings that exceed the normal end of the work day?

Why is it so hard to motivate our patients?

What do I do when a fellow staff person refuses to follow one of our office procedures?

How can we get patients to follow their treatment plan?

What traits are usually found in a person who is successful in an accounts receivable job?

When should my staff be told that the practice is for sale?

What subjective factors can influence the success of the practice once it is sold?

When should patients be told that the practice has been sold to another chiropractor?

What does it mean to provide reasonable supervision over my employees?

My managed care agreement states that I may not delegate the performance of any of the covered services. Does this mean my properly trained CA cannot assist in my work?

Who do the HIPAA rules apply to?

When my we disclose patient information?

Must I put restrictions on the health care information my staff has access to?

When must I limit a CAs access to records?

Must there be a person in charge of our privacy policies and procedures?

What are my responsibilities if an employee does not follow our privacy policies?

What are my obligations if I find that our privacy policies and/or procedures are not being followed?

What members of my staff are required to have privacy training?

Must we provide employees with notice if we change insurers?

Am I allowed to hire someone to solicit patients for my practice?