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All Posts Tagged: human resources

Monthly Overview of State Legal Updates from CEDR

Your Monthly Overview of State Updates

A Compliance Alert from CEDR HR Solutions, a MedResults Network Preferred Vendor Partner

Below is an overview of the states that have recently passed law changes. Please read carefully as you may be affected and will need to update your employee handbook depending on what state you’re in. The following updates need to be made immediately:           

  • Vermont Paid Sick Leave Minimum Increase – January 1, 2019: Vermont employers should already be providing paid sick leave to their employees, as the state sick leave law went into effect almost two years ago. The law initially required all employers to provide at least 24 sick leave hours per year, but that increased to 40 hours on January 1, 2019.  
  • NYC Requires Greater Accommodations for Nursing Mothers – March 18, 2019: A new amendment requires employers to make greater accommodations for nursing mothers, including having a designated lactation room meeting specific requirements.
  • Connecticut Offering Mandatory Retirement Plans for Employees – Effective January 1, 2019: CT has created a state-sponsored retirement benefit program for employees. Read more about the status of this program, and how it impacts you as an employer
  • Illinois had several updates that have been included below:

    • Expense reimbursements – increased obligation to reimburse employee expenses; Mileage: If you require your employee to drive their car, you need to reimburse mileage. Note that this is for business travel and NOT for regular commutes to work. Remote work: If you have an employee who works from home, you may need to reimburse them for a portion of their Internet and cell phone costs.
    • Sexual harassment prevention – mandatory poster and handbook policies; The law has been expanded, and now requires employers to have specific information about sexual harassment in their written policies, and to display a new sexual harassment poster.
    • Nursing mothers – right to take paid breaks during the workday; the law clarifies that employees have the right to take breaks to pump for up to one (1) year after the child’s birth, and that those breaks need to be paid time.
    • Military rights – employees in the military get increased protection; All Illinois employers are now subject to the Illinois Service Member Employment and Reemployment Rights Act (ISERRA), which took effect January 1, 2019.  This law goes beyond the existing protections of federal law.
    • Equal pay rights – expansion of this law to address race as well as gender; Since 2003, Illinois has prohibited all employers from paying women less than men.  Now the Equal Pay Act has been amended to clarify that employers are also prohibited from paying African-American employees less than non-African-American employees for the same or substantially similar work.
    •  Cook County sick leave – some towns are opting back into the law; The Cook County sick leave law caused great confusion for months back in 2017, as many municipalities with home rule authority voted to opt out of the law – and then sometimes opted back in. The dust still has not settled, as 2018 saw some towns opt back into the law. Then the November 6th ballot included a voter question on the law, with the results showing overwhelming support for it. This has caused some towns to reconsider their opt-out status, so employers in Cook County should be on the lookout for potential changes.

It’s very important that you consider updating your policies for these new laws, and if an issue arises related to these laws, it’s critical to have access to HR professionals to advise you. That’s why the CEDR Solution Center exists. For a low, one-time fee for a custom employee handbook and a monthly membership fee, you can gain access to unlimited HR support AND automatic handbook updates. 

If you have any questions or if you need guidance on your current employee handbook or creating a new one, email CEDR at info@cedrsolutions.com or visit their MedResults Member landing page RIGHT HERE.

CEDR HR Solutions is a Preferred Vendor Partner of the MedResults Network and offers discounts on employee handbooks and HR support!

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12 Ways to Set Your New Hire Up for Success

What steps should you take before, during, and after your new hire’s first day at work?

Here are our best tips for getting off to a running start.

We originally created this list for the benefit of our members and as a component of our Hiring Guide— and as our own company grows, we’re constantly being reminded of how important it is to go through all twelve of these steps with each and every new hire.

You may be stunned at the difference this will make in how well your new employees acclimate, and at the impact it will have on your team as a whole.

  1. Create or designate a workstation or workspace ahead of time(whenever applicable), and clean it up in advance. Even when your new hire will be working in shared spaces, know where their orientation and training will occur, and make sure you are set up.
  2. Consider how much training will be needed, on what topics, and who will administer or oversee it, before your employee starts. (Will they need training to use your software system? How about HIPAA training before they are exposed to patients and patient data? Safety and emergency procedures? Patient procedures or your office’s routines? Any specialized diagnostic or treatment instruments that they may not have used before?)
  3. Know what needs to happen first.You want to get your new employee doing useful work as soon as possible, so they can feel productive. However, it is essential not to skip HR and training steps that may be required first.
  4. Designate a mentor in advance. Choose one of your most positive, capable, approachable employees. Make sure that mentor has the extra time and energy needed to help the new employee find their footing.
  5. Schedule your new hire to start on a day and at a time convenient for your office manager (and/or anyone else who needs to explain your HR policies or help with initial training). Avoid scheduling a new employee to start when those who will be most closely training and working with them will be on vacation or too busy.
  6. Introduce your new employee to the team! It’s tough to find the right time to introduce yourself when everyone is in the middle of work.
  7. Clarify the new employee’s place within the team, and how their job and work fits in with everyone else’s. Your new hire should know who they report to, and where they go for problems, issues or complaints.
  8. See that your new employee isn’t abandoned at lunch time.Whether your staff eats in small groups in the break room or wanders off for lunch, it’s best if new team members don’t eat a lonely sandwich at the reception desk on their first day.
  9. Set expectations, and be clear about assignments and goals.Consider a welcome letter (without making any promises of long-term employment).
  10. Provide time and quiet space for your new hire to read through and sign acknowledgement of your office policies, as well as completing all necessary forms and agreements.
  11. If there are specific acronyms or buzzwords in use by your staff, or FAQs that new team members always need the answer to, provide a glossary and/or the key information they’ll need.
  12. Finally, cover your bases! Use a New Hire Checklist like the one we’ve provided HERE to verify that you have distributed all required forms and notifications, obtained all signed forms you need back from the employee, completed required training, etc.

Remember, nobody ever gets a do-over at making a first impression. Your employee’s first few days are your chance to solidify their relationship with your organization and set expectations of what is to come.

Ultimately, you’re hoping to inspire loyalty and a desire to succeed and thrive at your practice—so it’s important to make as positive an impression on them as you want them to make on you.

By the way, if you’re not already using CEDR’s Hiring Guide as a reference each time you go through the hiring process, and you’re a medical employer of any specialty, you can grab a FREE copy of it HERE. It’s packed with tips and tricks that will make each stage of your hiring journey easier and more effective.

Friendly Disclaimer: This information is general in nature, and is not intended to replace good counsel about a specific issue with either your attorney or your favorite HR expert.

By: Paul Edwards, CEO of CEDR HR Solutions

Writer Bio

Paul Edwards is the CEO and Co-Founder of CEDR HR Solutions (www.cedrsolutions.com), a partner of MedResults Network, which provides individually customized employee handbooks and HR solutions to medical offices of all sizes across the United States. He has over 20 years’ experience as a manager and owner and specializes in helping medical offices solve employee issues. Paul is a featured writer for many medical magazines and speaks at employment education seminars, conferences, and CE courses across the country. He can be reached at pauledwards@cedrsolutions.com.

*MedResults members receive exclusive benefits from CEDR HR Solutions. Learn more here!

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