Adding or dropping a contract with a dental benefit plan is a personal business decision. There is no “one size fits all” in these types of business decisions, as what might work for one dentist might not work for another. You may be asking yourself how a dentist can make a good decision about adding or dropping a dental plan/network participation, but there is one key element in each success story.
With so much emphasis on the need for employers to establish written policies mandated by federal, state and local laws, it’s easy to overlook the important day-to-day employee management policies on everything from hygiene and smoking to use of personal electronic devices. Discussed below are four areas of employee conduct and attire expectations that you might consider addressing through a workplace policy, if you don’t already have one in place.
The day-to-day running of a practice can be hectic at times, so many dental professionals use set systems and procedures to streamline their work. After all, less time on the backend means more time on patient care. But occasionally, cutting corners can lead to unwanted risk. This is especially true when it comes to patient records. Taking shortcuts on charting, such as using preestablished templates, can cause more headaches down the road.
Health care facilities that produce pharmaceutical hazardous waste are required to properly manage the disposal of that waste according to the Environmental Protection Agency. Among other provisions, the EPA’s finalized rule issued in July prohibits facilities from pouring pharmaceutical hazardous waste down sink drains or toilets, a practice known as “sewering.”
A new state law prohibits discrimination on the basis of hair textures or protective hairstyles that are historically associated with race. Senate Bill 188, also known as the CROWN Act, was signed in July by Gov. Gavin Newsom and will take effect Jan. 1, 2020. California’s Fair Employment and Housing Act was amended by the law to include in the definition of race “traits historically associated with race, including, but not limited to, hair texture and protective hairstyles.”
Congratulations — the dental plan paid the claim! Or did they? Confirmation that your claim has been processed comes in two forms: payment and/or an explanation of benefits. An EOB is sent to the patient and/or dental office as a receipt of services provided. Unfortunately, dental plans do not have standardized formats for these documents, which is why it’s necessary for an office to read the EOB completely.
Marc Bernardo, DMD, MPH, and Michelle Galeon, DMD, are among the first recipients of a new grant funded by Proposition 56, a voter-approved tobacco tax that CDA and other health care organizations sponsored in 2016. The grant program awarded $10 million in debt relief to 38 dentists (up to $300,000 each) in exchange for the dentists maintaining a 30% or more Medi-Cal patient caseload for five years.
Most dental facilities that have not installed an amalgam separator to comply with a rule published in June 2017 by the Environmental Protection Agency must install an amalgam separator by July 14, 2020. CDA Practice Support’s resource “Amalgam Separator Requirement — Q&A” was recently updated to reflect recent developments and can assist members with compliance.
Dentists have an ethical and legal obligation to do no harm and to protect the health of their patients. But what happens when their patients put others at risk? Such is the dilemma faced by some practice owners who have called The Dentists Insurance Company’s Risk Management Advice Line with questions regarding their obligation to treat unvaccinated patients. At the core of this dilemma is the return of a disease previously believed to have been eliminated: measles.
Minimize your human resources risks and increase employee performance. Automate workflows for required employment documentation, customize your employee handbook, use metric-based performance management tools and track time and attendance. Plus, access healthcare-focused human resources specialists and attorneys. HR for Health offers CDA members free risk assessments and discounted start-up costs.
Increase case acceptance with friendly patient financing options and connect to new patients who are looking to finance treatment. CareCredit offers CDA members a special rate to get started offering healthcare credit cards.
Facilitate growth and improve your cash flow with financial services designed for dentists, including solutions for dental equipment and office start-up, debt consolidation and loans for real estate, practice acquisition and expansion. Bank of America offers CDA members reduced administration fees and flexible terms.
