Employee turnover is hitting the dental profession hard and will continue for many more years, but turnover is no reason for not staying compliant with regulations, especially when it comes to hiring and training.  So let’s focus on being proactive, here are some suggestions,

Hiring - The candidate should complete an Employment Application and should submit a current resume along with a list of personal and business references. Asking the following questions in a face-to-face interview should provide an overview of the candidate’s qualifications and experiences.

• Education & Training
• Work Experience
• Expectations (relating to employment)
• Career Goals

Background & Reference Check - Because of the increasing issues surrounding employment verification and background checks I highly recommended engaging the service of a firm that specializes in background checks, however if you conduct the background yourself verify the following,

• Date of hire
• Date of departure
• Positions & Titles
• Rehire Status

Don’t be surprised that the previous employer declines to answer your questions over the phone, but instead request a letter for employment verifications be sent, this is becoming a standard.

Personnel File (or Employee File) - There should be a Personnel File setup for every employee on your staff.  The following is the “basic” documents that should be maintained in the Personnel File,

• Employment Application (Original)
• Employment Eligibility Verification form (I-9)
• Copy of Driver’s License (or State ID)
• Copy of Social Security Card (not just the number)
• Completed “Hepatitis B Vaccination” form
• Copy of current professional license issued by licensing board  (if licensed)
• Copy of current CPR card (if applicable)
• Copy of license support documents (i.e. radiation safety certificates)

The Personnel File must be kept in a locked filing cabinet.

Employee Training - All employees including managers and supervisors should receive training on general and job-specific safety practices.  Training and instructions should be provided,

• When policies are established or changed.
• New staff members should receive compliance orientation training within the first 10 days of employment.
• Staff members who are given new assignments for which training has not been previously provided.
• When new substances, processes, procedures or equipment are introduced to the workplace.
• When new or previously unrecognized hazards are discovered.
• To supervisors to familiarize them with safety and health hazards to which staff members under their immediate direction and control may be exposed.
• All staff members with respect to hazards specific to there job assignment.
• A “refresher” training session for all staff members of the primary training topics are conducted a minimum of twice a year.

Core Training Topics - Core training topics should be the key sections of your Compliance Manual,

• Prevention Program
• Hazard Communications
• Infection Management
• Exposure Management
• Emergency Protocols
• Safety Protocols

Never over look the importance of training and meetings, both will keep employees advancing forward while promoting a safe and injury-free work environment. Make Compliance work for you!