Our last post introduced a growing medical practice with their share of Human Resource challenges. In this second and final post, we ‘ll look at the HR solutions offered by CPEhr and the concrete results they experienced.
HR Solutions
Upon entering the HR Outsourcing relationship with the practice, a CPEhr Human Resources Specialist immediately began to review their policies and employee documentation. Many gaps in employment protocol were identified. An array of new employment forms were created, compliant procedures were implemented and new guidelines were put into practice. The Director and Office Manager received training on proper employee review and termination procedures, and their designated HR Specialist was invited to attend exit interviews and assist in the termination process.
“I have run the office for more than a decade,” says the Director, “But knowing CPEhr is here to guide me through all employee matter offers tremendous peace of mind. Now, instead of being distracted by minor personnel issues, I can focus on the practice. CPEhr has truly become our partner.”
The most critical assistance occurred when the practice decided to outsource their billing function and to layoff the entire department. CPEhr assigned several HR staff to assist in the layoffs, with proper termination procedures, protocol and severance packages that were in the best interest of both the practice and the employees. The Director sums up the incident succinctly: “We could never have done this on our own.”
Real Results
Since joining CPEhr, he feels that the day-to-day protection he experiences in the area of employment exposures is immeasurable. “I now have tremendous peace of mind. CPEhr has become our ‘go-to resource.’ Without this type of relationship we end up making our own decisions, without proper knowledge of the law, and will ultimately make a mistake. You think you can use common sense, but common sense and the law rarely match!”
The Director says the benefits of CPEhr were immediately realized, as the new systems and processes were implemented and functioning within 30-60 days. “I recognize the reality that as the practice grows. So too would the need to hire an HR Manager. However, by outsourcing to CPEhr , we don’t need to spend the money on another hire and can use those funds to invest back into patient care and clinical research.”
Guest post by: Stephanie R. Thomas, Ph.D.
Our last post reviewed some of the economic indicators that are leaving economists guessing when we will pull out of the current recession. Overall, the indicators would support the premise that the weak economy is slowly strengthening, but the numbers are still mixed. Small businesses in particular are finding this transitional period as particularly challenging. Additionally, when we consider how deep the recession has been with over 7.2 million jobs lost since it began, it would be wise to assume that it might take another year or so before things are relatively back on track.
Despite great strides to combat sexual harassment over the past decade, the problem continues to plague the workplace, as recent, high-profile cases illustrate. Just this month for example, actress Liza Minnelli settled a 100-million-dollar sexual harassment lawsuit filed by her former chauffeur, M’Hammed Soumayah, who accused Minnelli of beating him and forcing him to sleep with her. A confidential agreement between Soumayah and the singer was reached. This case illustrates that no individual or organization is immune to sexual harassment, and that companies must do more to educate their managers and staff.
