This message was posted by a user wishing to remain anonymous We are a busy 3 doctor practice. We have doctor's assistants (3), vet assistants (4), and technicians (RVTs -4) and 2 positions that float between doctor assistant and vet assistant. The ...

Issue a written warning focused on expectations (not emotion) This is key: keep it boring and factual. What the write-up should say (core points): Timekeeping is a job requirement Errors must be reported immediately Failure to ...

Employees should not place themselves at risk to report to work during unsafe conditions. Absences due to inclement weather or emergency conditions should be communicated as early as possible." You can add: No penalty for unsafe travel Case-by-case ...

It fully complies with federal law (FLSA) Under the Fair Labor Standards Act, non-exempt (hourly) employees must be paid for all hours worked, including: Short tasks Irregular tasks Work done remotely (texts, calls, emails) The ...

This situation is more common than we realize. In my experience, the focus shouldn't be on the job search itself but on ensuring the employee clearly understands expectations and feels supported after receiving feedback. A brief follow-up check-in can ...

This message was posted by a user wishing to remain anonymous Do you think it would be appropriate to send an anonymous survey to the team to better understand any concerns they may have about our hospital?

Personally, I would document this and see if the employee improved upon what was discussed at the review. (As someone else mentioned, I’ve had employees who weren’t up to par at their review and told them they had another 30-60 days to improve upon those ...

After talking with them they are not a fit for our situation but the rep was very nice and explained a lot about the process and things to watch for. They do not do any surcharging though. ------------------------------ Kristy Crocker Lead Tech Brainerd ...