Brad, I didn't listen to the naysayers either. I run a micropractice as an ENT in CA and do fine. If you haven't already, you should consider opening a new business in which you (or people that you hire and train) consult with/instruct other physicians on how to successfully run their own private practice. I think this could be very lucrative, because no one else is doing it -- and you would be performing a great service to others.
I am in month 5 of my own private primary care practice and had to let go of two MAs already. What I did before I even opened was make them sign a detailed employment agreement (I copied much of it from the physician employment agreement I had to sign when I worked for someone else). I am looking to hire a midlevel. I am sure as hell not going to put up with what you went through. Thanks for the tip. I am going to add this to the agreement (expectations of hours worked per day and expectations that pay will be deducted if not showing up). Even in Texas, a signed contract trumps the situation you mentioned. I guess I should consult with an attorney, but I don't feel like spending the money. But who does? Thanks!
Yes, I feel like the larger I grow, and more employees I have, I tend to run into more employee issues that I never even thought about. I never assumed in my mind someone would try to pull what this person did and expect to be paid for a full day shift.
maybe a video reviewing those HR companies like BAMBEE, etc would be neat. I've seen ones you've done on EMRs and it was good. Thanks for your videos and sometimes painful wisdom!
in italy the first thing you say is called "permesso" you have tot work hours(give every months) that you earned to use as you pleased (usually comunicating the week before), in my case are four and every year if you haven't use that free hours you're paid by your employer. the second one is a little sneaky if you have to respond at email and phone (so you have "reperibility") you are effectly working and you can't use that time to go and do private things(like a date, or a day at the beach) so usually that are paid the entire day.. now i understand that you are saying stuff "but for me if you're responding here and there at some calls you are not really working, but the person is giving you his time, and would wrong not paying him for his time. another thing is wrong with some country is that they don't have "paid holidays". same concepts that there is around "permessi" you earn around 2 days of holidays for months and if the employer wouldn't give that time off in 2 years the employer should be paying you that time. naturally holidays and permessi can vary according to the various types of contracts, but this is the generics
I appreciate your insight. I do agree that everyone should be paid for their time. I think my concern was that since they were not "on call" they just decided to log in on their day off, they were trying to claim that I should pay them for that time even though they get time in their schedule to complete all their admin work.
I try to give people the benefit of the doubt without mico-managing them. However, when I notice that someone is taking advantage of my kindness, then I try not to overthink about cutting ties. I will have some leeway with great employees to keep good talent around. Since I do my own payroll, I am quick to notice patterns. Such as someone calling out every Monday or Friday. Or, an employee taking way more PTO than they have saved up (even if it is unpaid PTO). Payroll is the quickest way to spot employee issues.
Hey Brad. I was just thinking how funny it would be if you were posting videos about issues with current employees lol. I watched an old video about integrating tech into your practice. Do you have any streamlined ways of getting new patient packets to patients before new patient visits, getting the packets back HIPAA compliantly, and getting the packet’s information into the EMR efficiently? The worst is when patients show up without filling the new patient packet out. Also for an MA to sit at the computer and re-enter all this hand written information into the EMR seems like a waste of time.
We picked an EMR that had this capability built in. I want to grow, and its hard to scale a business if things are not integrated so that it requires minimal staff effort. Haha, I do have a post coming where I'm complaining about giving bonuses to my current staff. I do love my current staff, but yeah....I thought I gave amazing bonuses this year just because and some of the employees complained about it was not enough. haha other than that, I really try not to talk about current employees on my vlog. Overall I'm really happy with the team I have now!
Brad, I didn't listen to the naysayers either. I run a micropractice as an ENT in CA and do fine. If you haven't already, you should consider opening a new business in which you (or people that you hire and train) consult with/instruct other physicians on how to successfully run their own private practice. I think this could be very lucrative, because no one else is doing it -- and you would be performing a great service to others.
I am in month 5 of my own private primary care practice and had to let go of two MAs already. What I did before I even opened was make them sign a detailed employment agreement (I copied much of it from the physician employment agreement I had to sign when I worked for someone else). I am looking to hire a midlevel. I am sure as hell not going to put up with what you went through. Thanks for the tip. I am going to add this to the agreement (expectations of hours worked per day and expectations that pay will be deducted if not showing up). Even in Texas, a signed contract trumps the situation you mentioned. I guess I should consult with an attorney, but I don't feel like spending the money. But who does? Thanks!
Yes, I feel like the larger I grow, and more employees I have, I tend to run into more employee issues that I never even thought about. I never assumed in my mind someone would try to pull what this person did and expect to be paid for a full day shift.
maybe a video reviewing those HR companies like BAMBEE, etc would be neat. I've seen ones you've done on EMRs and it was good. Thanks for your videos and sometimes painful wisdom!
in italy the first thing you say is called "permesso" you have tot work hours(give every months) that you earned to use as you pleased (usually comunicating the week before), in my case are four and every year if you haven't use that free hours you're paid by your employer. the second one is a little sneaky if you have to respond at email and phone (so you have "reperibility") you are effectly working and you can't use that time to go and do private things(like a date, or a day at the beach) so usually that are paid the entire day.. now i understand that you are saying stuff "but for me if you're responding here and there at some calls you are not really working, but the person is giving you his time, and would wrong not paying him for his time. another thing is wrong with some country is that they don't have "paid holidays". same concepts that there is around "permessi" you earn around 2 days of holidays for months and if the employer wouldn't give that time off in 2 years the employer should be paying you that time. naturally holidays and permessi can vary according to the various types of contracts, but this is the generics
I appreciate your insight. I do agree that everyone should be paid for their time. I think my concern was that since they were not "on call" they just decided to log in on their day off, they were trying to claim that I should pay them for that time even though they get time in their schedule to complete all their admin work.
How do you balance being a good steward to your business and also giving some lee-way to employees for emergencies?
I try to give people the benefit of the doubt without mico-managing them. However, when I notice that someone is taking advantage of my kindness, then I try not to overthink about cutting ties.
I will have some leeway with great employees to keep good talent around. Since I do my own payroll, I am quick to notice patterns. Such as someone calling out every Monday or Friday. Or, an employee taking way more PTO than they have saved up (even if it is unpaid PTO).
Payroll is the quickest way to spot employee issues.
That does suck.. what state is that? How many hours doea your full time employees expected to work? In nj, is it 25 hours!!
Hey Brad. I was just thinking how funny it would be if you were posting videos about issues with current employees lol. I watched an old video about integrating tech into your practice. Do you have any streamlined ways of getting new patient packets to patients before new patient visits, getting the packets back HIPAA compliantly, and getting the packet’s information into the EMR efficiently? The worst is when patients show up without filling the new patient packet out. Also for an MA to sit at the computer and re-enter all this hand written information into the EMR seems like a waste of time.
We picked an EMR that had this capability built in. I want to grow, and its hard to scale a business if things are not integrated so that it requires minimal staff effort.
Haha, I do have a post coming where I'm complaining about giving bonuses to my current staff. I do love my current staff, but yeah....I thought I gave amazing bonuses this year just because and some of the employees complained about it was not enough. haha other than that, I really try not to talk about current employees on my vlog. Overall I'm really happy with the team I have now!