Some HR regulations can feel tedious, but when issues surface during the transition process, they often signal deeper operational gaps that haven’t been fully addressed. At that point, what looks minor can start to slow a deal down or even jeopardize it entirely.
In this episode of The Advisor’s Table, we sit down with Jill Hasselmann, Chief Growth Officer of HR for Health, to hear the gaps owners are facing in their practices.
Jill breaks down the most common HR surprises that surface during due diligence, and how combining healthcare-specific HR software with access to live HR advisors can help reduce employer risk and limit exposure to costly lawsuits.
“We need your employees taken care of, so that they can take care of your patients.” — Jill Hasselmann, Chief Growth Officer at HR for Health
Key Takeaways for Dental Professionals
- Compliance is caring. HR regulations are not just to protect yourself but to create a healthy work environment.
- HR regulations change twice a year. Having a platform and system in place can update your handbooks or documents for you.
- Your employee handbook is like your constitution. Over 70% of practice owners have an employee handbook that is severely outdated.
Common HR Red Flags
- Misclassified employees: Independent contractor vs. employee classification errors.
- Missing or outdated employee handbooks: Policies that don’t reflect current labor law.
- Incomplete I-9 documentation: A compliance gap that can result in significant fines.
- Lack of proper termination documentation: Creates exposure for wrongful termination claims.
- No harassment training records: Required in many states and expected by buyers.
Listen to the full episode above for the full conversation with Jill Hasselmann from HR for Health.