Q: What are the key best practices employers should follow when terminating an employee? A: Even in at-will employment states, terminations should be handled thoughtfully and with preparation. Employers should ensure the decision is based on a legitimate, well-documented business reason and is applied consistently. Plan the termination in advance, confirm state-specific final pay and benefits Read the rest of the article HR Q&A – January 2026
HR Best Practice Address performance issues early and document consistently. Focus on objective, job-related expectations—not assumptions. Use informal supports (training, coaching, flexibility) before moving to discipline when appropriate. Apply standards consistently across employees to reduce legal risk. Maintain dignity—for all parties—throughout the process. Read the Full Article
Today we’re concluding our 3-part series on Pregnancy! This episode focuses on the return-to-work phase, when our employee comes back to the practice after the birth and the leave of absence. We have our fantastic senior HR Specialist Trisha Lincoln SHRM-SCP back with us. Join us to learn about nursing, pumping, what if the employee Read the rest of the article Podcast!: Pregnancy in the Dental Office – Part 3: Returning to Work
With many Americans spending the majority of their waking hours working—whether in a physical office or remotely—employers occupy a unique vantage point. Co-workers are often the first to notice when a colleague’s behavior shifts, providing a critical window for intervention. Between 1999 and 2018, U.S. suicide rates rose by 35%. Today, suicidal ideation remains a Read the rest of the article Featured Article: Safeguarding the Workplace: Identifying and Preventing Suicidal Behavior
Dr. S hired M.L. as the new Office Manager. She didn’t have managerial training, so she relied on the practice’s employee handbook, which was older and not updated. One employee, Emma, shared her wage with another employee, Sarah. The handbook had a policy that employees couldn’t discuss their wages. M.L fired Emma. This led to Read the rest of the article Case Study: Outdated Employee Handbooks
Today we’re discussing Scary Letters (no not unemployment, that’s not scary). Real scary letters are from attorneys representing former employees, threatening lawsuits and legal action, demanding settlements, etc. Trisha Lincoln SHRM-SCP joins Alan Twigg to break down where these scary letters come from, and the two common paths forward. Spoiler alert: if you have your Read the rest of the article Podcast: Scary Letters – Handling a Threatening Legal Action
Dr. A takes her team to a regional CE event each year. She encourages them to go and pays for their expenses, tuition, etc. She doesn’t pay their wages while in the course, nor does she pay an hourly rate for travel time. Most employees receive CE credits toward their licenses and certifications. Dr. A Read the rest of the article Case Study: Continuing Education Regulations
California Requires “Workplace Know Your Rights Act” Notice—due by February 1, 2026 Under California’s new “Workplace Know Your Rights Act” (Senate Bill 294), employers are required to provide employees with a new, stand-alone written notice explaining key workplace and legal rights. The notice must be distributed to current employees by February 1, 2026, and the requirement Read the rest of the article What’s New in HR Compliance – Jan 2026
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