Listen to the episode:
This week’s guest on Shared Practices is Paul Edwards, CEO of CEDR HR Solutions and now a management expert and a well-known healthcare-industry speaker. CEDR have for almost a decade been helping dentistry practices with HR solutions in all fifty states. Helping dentists put enforceable employee policies in place so you can stay compliant with all employment laws in your state and simplify your daily operations.
In this episode George and Paul cover a wide range of topics related to HR in dentistry. Paul explains what CEDR do and how they help different practices, before going into further depth of why a preventative mindset is the right way to approach setting up your company policies. George asks about various topics including employee coaching, structuring associate agreements, employee classification and retention of staff. Paul tells some great anecdotes to back up his points and gives some really good advice for young dentists, anyone who is starting a new practice or reviewing their HR policies.
:: LINKS ::
Paul’s Twitter – twitter.com/cedrceo
CEDR Facebook – facebook.com/thecedr/
CEDR Solutions website cedrsolutions.com/about-cedr/
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:: Topic Time Codes ::
00:00 – 02:02 : Introduction to the episode and of Paul Edwards.
03:50 – 06:12 : Who are CEDR HR Solutions and a brief history of the company.
06:13 – 09:54 : The main ways CEDR help practices, from employee handbooks and ongoing HR support, to state regulation and proprietary software.
09:55 – 14:30 : The importance of young dentists learning their HR responsibilities and some lessons for starting a practice.
14:31 – 21:51 : Why you should have a bespoke employee handbook, operational simplicity vs protection from litigation.
21:52 – 27:39 : Some examples of HR issues you can face even with a good system in place.
28:55 – 35:25 : Handling recurring issues with employees and progressive corrective coaching.
35:26 – 37:48 : Some issues CEDR don’t handle and why you should emphasize prevention.
37:49 – 44:33 : How to structure an associate agreement and some notes on employee classification.
44:34 – 47:15 : Tracking associate growth and how to help retain and train associates.
47:16 – 49:10 : The importance of constant growth as a team.
49:11 – 51:01 : Paul’s final thought’s and contact details.
51:02 – 53:47 : Richard and George’s conclusions.
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