accomplishments of your practice in clear, simple language. You may even consider posting this history on your practice website.
Here is a sample practice history:
FIGURE 2.3
Mission Statement
A mission statement is a “thumbnail sketch” of your practice. It directs team members toward the same philosophy, vision and purpose for the practice. In writing one for your practice, think about the following questions:
• What are the primary goals of your practice?
• What about your practice is different from other practices in the area?
• What aspect of your practice makes you most proud?
As with practice histories, mission statements can be brief and to the point, or longer and more detailed. Below is a sample mission statement:
FIGURE 2.4
Diversity
The diversity of the American population continues to increase. Chances are that your patients and your employees are also more culturally diverse. Your dental office environment should embrace the commitment to honor diversity, for cross-cultural communication is more important now than ever.
SAMPLE POLICY #1
DIVERSITY
This practice values cultural diversity and other differences. It fosters an environment in which our dental team can work together to achieve organizational goals. We also recognize each team member’s unique developmental needs and provide opportunities that maximize each employee’s capabilities. This practice does not tolerate discrimination, and employment and promotional decisions will not be based on race, sex, sexual orientation, age, religion or other protected characteristics.
Nondiscrimination/Equal Opportunity Employment
Discrimination is against the law. It is every staff member’s responsibility to maintain a fair and tolerant work environment, and to comply with the appropriate local, state, and federal laws.
SAMPLE POLICY #2
NONDISCRIMINATION/EQUAL OPPORTUNITY EMPLOYMENT
This practice prohibits discrimination against patients, employees, and employment applicants on the bases of race, color, national origin, age, disability, sex, gender identity, religion, political beliefs, marital status, familial or parental status, sexual orientation, military or veteran status, genetic information, or any other characteristic protected under local, state, or federal law.
This practice is an equal opportunity employer in all its activities, including, but not limited to, recruitment, hiring, compensation, promotion, and termination. We provide equal employment opportunities to all employees and applicants for employment. We comply with local, state and federal laws that govern nondiscrimination. Not adhering to nondiscrimination policies may result in discipline up to and including termination.
Employees with Disabilities
You may wish to include a policy regarding employees with disabilities and reasonable accommodation. More detailed information on the Americans with Disabilities Act, including what you can and cannot ask in interviews, as well as examples of reasonable accommodation, is presented later in this chapter.
SAMPLE POLICY #3
EMPLOYEES WITH DISABILITIES
This practice prohibits discrimination against employees with disabilities in all its activities, including, but not limited to, recruitment, hiring, compensation, promotion, and termination. We comply with the Americans with Disabilities Act (or its state or local equivalent) and will attempt to accommodate reasonable accommodation requests. Reasonable accommodation is defined by the Americans with Disabilities Act to include “modifications or adjustments to a job application process, work environment or the manner in which a job is performed that enable a qualified individual with a disability to be considered for or able to perform the job.” If you feel you have experienced discrimination, would like to request a reasonable accommodation, or have questions regarding the Americans with Disability Act, contact the office manager.
Acknowledgement of Receipt
It is important to document that each employee has had the opportunity to read and ask questions about the employee policy manual. After providing a copy of the manual to each employee, have them sign and return an acknowledgement of receipt to you. Keep the signed form in the employee’s file. (See Figure 2.5).
After providing a copy of the manual to each employee, have them sign and return an acknowledgement of receipt to you. Keep the signed form in the employee’s file.
FIGURE 2.5 SAMPLE ACKNOWLEDGEMENT OF RECEIPT
Office Schedule
An office schedule gives every employee an overview of the hours of the practice, whether the team member is full-time or part-time. It also helps eliminate misunderstanding about scheduling, reducing late attendance and overtime. Be sure that employees are aware that they must adhere to the schedule, even when there are no patients in the office. Many software programs assist with office scheduling and can be helpful when developing your policy.
SAMPLE POLICY #4
OFFICE SCHEDULE
All office staff members must be in the office during their designated working hours with the exceptions of breaks and lunch. These hours may differ for full-time and part-time employees, and can be confirmed by consulting the master schedule or by contacting the office manager. The dentist schedules patients during the following times, although staff members are expected to be present in the office even when no patients are scheduled:
| Monday | 10:00 a.m. | to | 6:30 p.m. |
| Tuesday |
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