Personnel and Human Resources

Question 1

Objectives

Answer 1

1. Describe relevant employment and labor regulations for veterinary practice employees
2. Review payroll structures and benefits frequently used in practice settings
3. Identify successful recruitment and training strategies for veterinary practice employees
4. Examine components of employment cycle and measures that can ensure successful human resource managment

Question 2

First step in employment process

Answer 2

Assessment of practice needs and expectations for new employee

Question 3

Employment cycle

Answer 3

1. Hiring and screening
2. Training
3. Evaluation and Retention
4. Transition/termination
5. Manage position expectations

Question 4

Planning process requires

Answer 4

1. Complete job description-hard skills and soft skills
2. required/preferred qualifications
3. current/complete employee manual

Question 5

Recruiting, hiring & Screening

Answer 5

• Can separate into tiers of qualifications
• Telephone interview
• Imperative to check references (ask if eligible for rehire)
• Assessment tests
• Remember what you can’t ask about

Question 6

Tests to assess

Answer 6

1. Medical skills
2. Math skills
3. Spelling
4. Behavioral problem solving

Question 7

Interview questions you can’t ask

Answer 7

1. Nationality
2. Religion
3. Age
4. Gender
5. Sexual Orientation
6. Family status

Question 8

Possible pre-employment screening

Answer 8

1. Drug testing
2. Background checks
3. Credit check

Question 9

Verbal offer

Answer 9

Ok if it is followed by a written offer with

1. financial aspects of offer
2. Basic expectations
3. Start date
   * Notify candidates not selected also

Question 10

Training, aka

Answer 10

On-boarding

Question 11

On-boarding personnel file

Answer 11

1. W-4 tax form
2. State withholding tax form
3. I-9
4. medical insurance
5. retirement forms
6. credentials
7. emergency contacts
8. application materials

Question 12

Employee retention and performance evaluation

Answer 12

• Measures to ensure satisfaction
• Don’t tie formal evaluations to financial compensation review
• Document reviews in writing

Question 13

Measures to ensure satisfaction

Answer 13

1. Recognition of extra effort and skill improvements
2. Ensure variety in work tasks
3. Recognize and manage burnout
4. Provide continuing education

Question 14

Transition out of employment

Answer 14

• At will employment: absence of contracts
• Terminated for cause: should not be allowed to continue working
• Exit interviews: can be helpful

Question 15

Fair labor standards act

Answer 15

• Wages and record keeping rules, rules for minors

- Exempt versus non-exempt employees

Question 16

Non-exempt

Answer 16

routine hourly wage earners

Question 17

Exempt

Answer 17

white collars

Question 18

Defining exempt employees

Answer 18

Vets and managerial staff

1. Weekly salary of no less than $455
2. Salary paid regularly regardless of hours/work specifics
3. Job duties defined as: executive/administrative/professional
   * Must get overtime if earn less than $47,476 EXCEPT VETS

Question 19

Veterinary technicians are classified as

Answer 19

Non-exempt

• Must pay at least minimum wage
• Must pay 1.5 X for over 40 hours

Question 20

Independent Contractors

Answer 20

1. Is employee is integral to business
2. Permanency of relationship
3. Amount of workers investment in facilities and equipment
4. Nature and degree of control over scheduling
5. Worker opportunities for profit or loss
6. level of skill required

Question 21

IRS common law rules

Answer 21

Evidence of/degree control independence

1. Behavioral-does company control where/how employee does their job
2. Financial-does company control/have right to control how/when paid, reimbursements
3. Type of relationship-are there written contracts/benefits

Question 22

Common law

Answer 22

Determines employee versus independent contractor status

Question 23

Primary use of independent contractor status for vets

Answer 23

For locums that cover the practice on an irregular schedule

-no compensation should be received beyond contracted pay and no benefits

Question 24

Immigration regulations

Answer 24

• I-9 verification of legal right to work

- Employee is not responsible for detecting fraudulent documents

Question 25

Equal Employment Opportunity Commission

Answer 25

1. Ensure civil rights
2. Prevent worker discrimination
3. Document efforts to prevent harassment/descrimination
4. EEOC has jurisdiction if greater than or equal to 15 employees

Question 26

Occupational Safety and Health Administration

Answer 26

Proactive training and documentation for safety and compliance

Question 27

Workers compensation insurance

Answer 27

• Rules vary from state to state
• Compensation for lost wages and medical expenses
• Must usually provide coverage or demonstrate ability to carry risk

Question 28

Unemployment Insurance

Answer 28

• Funded from employer taxes
• Doesn’t cover employees fired for cause
• Burden on employer to prove employee was fired for just cause or voluntarily left

Question 29

Employee Health Plans

Answer 29

-Cobra: employee will have access to health care extension coverage if 20 or more employees up to 18 months following termination for certain circumstances

Question 30

Affordable Care Act

Answer 30

Employees with > 50 employees must provide group health insurance

Question 31

Required Notice Postings DOL regulation

Answer 31

1. Fair Labor Standards Act and min wage
2. Equal Opportunity provisions of the law
3. Family and Medical Leave Act
4. OSHA Job Safety & Health Protection Requirements
5. Employee polygraph protection act
6. Uniformed services employment and re-employment act
7. Right to join/form unions