Employment Law Risk Assessment Employment Law Assessment — 4-Minute Mini Quiz Your answers help identify government regulatory, legal and personnel management gaps within your practice. Name First Last Name of PracticeEmail PhoneDo you have the current, up-to-date written personnel policies that every employer is legally required to provide for their staff?* Yes No Don't Know Do your employees keep daily written records of hours worked--such as time cards or electronic records?* Yes No Don't Know Do you pay overtime to everyone on your staff--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 per your State regulations)* Yes No Don't Know Do you maintain two types of personnel files for each employee--one "Regular" file and one "Confidential" file?* Yes No Don't Know Do you maintain up-to-date and current information (documentation) that legally must be included in each employee’s personnel file?* Yes No Don't Know Do you have an established legal protocol to follow when an employee (or former employee, or his/her attorney) asks to review their personnel file?* Yes No Don't Know Are you an “at will” employer and does your “at will” policy information appear in all prescribed places in your policy manual?* Yes No Don't Know Do you have signed, legally valid “Employment Agreements” for each of your employees?* Yes No Don't Know Do you follow labor law rules for paying staff for travel to and attendance at seminars, lectures, or workshops?* Yes No Don't Know During the hiring process, do you know the precautions to take to prevent possible charges of discrimination from applicants you did not hire?* Yes No Don't Know Do you check references before you hire a new staff member to prevent being sued for “Negligent Hiring”?* Yes No Don't Know When giving or checking references, do you know how you can legally give or receive information about an employee’s job performance without fear of legal ramifications (including, the real reason for an employee’s discharge, i.e. excessive absenteeism, unsatisfactory performance, etc.)?* Yes No Don't Know Do you know the labor law requirements for each different type of leave of absence, i.e. pregnancy, personal, family, work-related injury, jury duty, military, etc.?* Yes No Don't Know Does your pregnant employee policy include a “Health Hazards During Pregnancy Release Letter”?* Yes No Don't Know Do you know the process you are required to follow to protect against claims of sexual harassment?* Yes No Don't Know Do you know the procedure to follow if a pregnant employee says she cannot or will not take x-rays?* Yes No Don't Know Do you have a labor attorney or employment specialist review all terminations before they become final?* Yes No Don't Know Do you have written job descriptions for each position and do they comply with the Americans With Disabilities Act (ADA) regulations?* Yes No Don't Know (California only) 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? Yes No Don't Know When purchasing a practice and the existing staff automatically continues with the new owner, can the new owner be penalized for any labor violations during the previous owner’s “watch”?* Yes No Don't Know Would you like someone from the Linda Harvey Group to call you for more information? Yes No Company NameYour Name First Last PhoneEmail Comments
