Self Assessment Liability Quiz

4 Minute Mini Quiz

Your answers will identify areas of weakness and potential risk for your practice.

Upon completion of the quiz, call our office at (800) 679 – 2760 with your results to learn how to correct deficiencies and have your practice be in compliance.

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Quiz
Are all employees keeping daily records of hours worked, such as time cards or electronic records, regardless of their method of compensation?*
Do you maintain three types of personnel files—a separate I-9 file, one “Regular” file and one “Confidential” file for each employee?*
Do you know your state’s specific requirement and protocol to follow when an employee (or former employee or his/her attorney) asks to review his/her personnel file?*
Has your policy manual been updated within the last 12 months with pertinent polices and protocols related to newly implemented employment laws to ensure compliance and asset protection?*
As an “at will” employer, is an updated version of the “at-will” prerogative correctly stated on your job application, in your employment agreement and in the recommended sections of your policy manual?*
Do each of your employees sign an “Employee Acknowledgement” form establishing your “at-will” rights (if applicable) and also committing them to established policies like professional conduct, HIPAA safeguards and records confidentiality?*
Are you correctly following the most current wage and hour requirements for paying your employee’s time while attending or traveling to and from seminars, lectures or workshops?*
Are you up-to-date on the requirements for each different type of leave of absence, i.e. pregnancy, personal, family, work-related injury, jury duty, military, etc.?*
Do you know the currently recommended procedure to follow if a pregnant employee says she cannot or will not take x-rays and/or work with nitrous oxide?*
Have your job descriptions been recently updated for each position to comply with the Americans with Disabilities Act (ADA) regulations?*
Does your personnel policy manual and employee handbook include the most current breastfeeding rights and requirements pertinent to every employer?*
Has your personnel policy manual and employee handbook been updated to include policies pertaining to: body piercings, tattoos, social media, personal cell phone and cell phone camera use during work hours?*
Are you performing background checks, or having background checks performed, before hiring any new staff member?*
Have you reviewed your policy manual recently to confirm that it does not contain contradictory and/or undermining language related to progressive discipline policies, probation or permanent employee status?*
Are you aware of the three (3) key components to follow in order to minimize the risks of unemployment, workers’ compensation, and wage & hour claims when utilizing a skills assessment (a.k.a. the “working interview”) in the hiring process?*
Are all employees keeping daily records of hours worked, such as time cards or electronic records, regardless of their method of compensation?*
When hiring, do you have a reference request form and do you obtain every candidate’s authorization to check references, as well as consistently perform reference checks before you hire to help avoid allegations of “negligent hiring”?*
Are you up-to-date with an established and written protocol to prevent and/or correctly manage a “hostile work environment” harassment claim?*
Did you know that, regardless of your “at-will” employment status, you can no longer terminate an “at-will” employee if it is deemed a violation of the employee’s civil rights, right against retaliation or the public interest?*
Do you properly pay overtime to all non-exempt employees, including office managers and hygienists, regardless of whether they are paid per hour or a salary, when they work more than 40 hours in a week (or more than the daily permitted hours if required by your state regulations)?*
Are you clear on your rights as an employer regarding “protected concerted activities” and disciplinary action as it relates to an employee’s work-related posts on Facebook or other social media sites?*
(California only) If you have chosen to use an “Alternative Work Schedule” to prevent having to pay costly overtime, did you install it using the required 7-step process?
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Self Assessment Liability Quiz

4 Minute Mini Quiz

Quiz

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