6 minute read
President's Message
GIVE AND TAKE
Too often, when I discuss the importance of membership in the Florida Dental Association (FDA), dentists ask me, “So, what’s in it for me?” That always takes me aback. It seems to assume being a member of your professional association is a business decision rather than a professional one.
Yes, being a member has certain and very persuasive business advantages. Membership truly pays for itself. Reduced malpractice and office insurance rates, free continuing education and attendance to the FDA’s spectacular annual convention — even dental supplies — all cover the cost of membership. Frequent and accurate research regarding the pandemic saved members time, money and alleviated aggravation amid massive misinformation. Then there is the huge advantage of access to the FDA Peer Review process. Peer Review can save you years of time, legal costs and reputation beyond calculation. These reasons alone make membership a valuable business choice.
The hardworking Council on Membership and FDA staff are constantly asking how we can provide even more value to being a member, and it is a frequent topic at the Board of Trustees meetings. In fact, our FDA Services division is completely dedicated to finding ways to reduce costs for your practice, whether you are the practice owner or an associate.
However, this assumes the definition of value of membership is a gain of monetary means. Consider for a moment that for a professional doctor, the real meaning of value is what we gain by giving back to our patients, profession and communities.
Do you remember the inner thrill you felt the first time someone addressed you as doctor? Being a doctor awards you instant and expected respect, not to mention a nice income. That is the “take” our society gives you as a member of our profession.
But being a doctor caries certain obligations. You must contribute to the health of your patients and assume leadership in your community and your profession. That “give” is your obligation as a doctor. To not give diminishes your entitlement to the take. Historically, true professionals, including engineers, teachers and physicians, have been obligated to belong to professional societies. This ensured they would continue to learn together, advance the future of their profession and improve the society they serve. This holds true for dentistry and is why membership in a professional society such as the FDA is so important.
The great news is that your “give” is so easy to do. You are fortunate to be part of one of the most organized professional societies I have observed: the FDA. You have the opportunity through the FDA Foundation to give a little of your time and services through our annual Florida Mission of Mercy (FLA-MOM) events,
PRESIDENT’S MESSAGE
DAVE BODEN, DDS, MS FDA PRESIDENT Dr. Boden can be reached at dboden@bot.floridadental.org.
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Donated Dental Services and Project: Dentists Care. Through our Governmental Affairs Office, you can help keep outside influencers from interfering with doctors’ care of patients by your involvement with Dentists’ Day on the Hill (DDOH), or even more directly as a legislative contact dentist. And finally, you can help keep our profession on the right track by volunteering time within the FDA. We are constantly looking for innovative ideas and new leaders, young and old.
What other ways can we give? You can teach, whether to your patients, staff, local community, local colleagues or at a university. You can give by example by being an ethical role model for those around you, often observed without you even noticing. Use your leadership talents and your earned respect to lead in your faith, school board or community efforts, such as fluoridation. Finally, if your time is tight, you also can give indirectly by writing a check to the FDA Foundation and the FDA Political Action Committee.
So, “What’s in it for me?” Everything, doctors. Giving back may seem like an obligation, which it surely is, but those who have done so will freely answer when asked that they take so much more than they give. That is true value.
I can’t wait to see all of you in Tallahassee for DDOH on Feb. 1, 2022, and FLA-MOM on March 11-12. 2022. Go to floridadental.org and get started.
Your Colleague,
David F. Boden, DDS, M.S.
HOW IMPORTANT IS HUMAN RESOURCES?
SETTING THE TONE FOR YOUR PRACTICE
Unlike any other period in history, the advent of COVID-19 has spotlighted the unrecognized power employees have in the workplace. Prior to the pandemic, the balance was tilted in favor of employers with, for the most part, a seemingly endless supply of applicants to choose from for any position sought to be filled. This balance seems to have shifted in a postCOVID-19 society. Good, capable and reliable employees have become a rare commodity, and may be a practice’s number one asset. Properly appreciating and managing those assets will help your practice prosper and grow.
That’s where human resources comes in. In today’s environment, and potentially going forward, effectively managing the practice’s human resources is not only critical in managing exposure to potential employment claims, but also in ensuring the practice’s continued viability. Employees touch all aspects of a practice and can both aid and hinder its success; failure to
take management of this valuable resource can lead to unexpected and unpleasant consequences.
Many practices with established HR departments are designed in such a way that HR is isolated from other departments and employees. This can result in many employees feeling that HR does not have anything to do with them and is not there to assist them if they have an issue or concern. Such thoughts can, and do, often lead to morale issues.
Ensuring that members of the practice’s HR department — whether a group of employees, a single employee, or the owner him/ herself — are clearly known by all employees will go a long way toward combating negative morale issues. The people holding these positions should understand that his/her duties are not limited to just assisting the practice to comply with applicable laws; they also include regularly interfacing with employees.
Another tool to combat potential morale issues is to have clearly stated employment policies setting out the practice’s expectations. The individuals managing HR should be familiar with these policies and be able and available to answer questions employees have related to them. The policies should be contained in a handbook and should be readily available to the employees for review.
Other useful tools are to promote an opendoor policy when employees have concerns and to ensure that the policies are consistently followed and applied. Employees may not always agree with a decision that is made, but if they believe it to have been made in a thoughtful and fair manner, they are more likely to accept it.
In general, employees spend at least one-half of their waking hours at work. Although wages are important to employees, for a majority, the way in which they are treated is equally as important. Having the reputation as a workplace where policies are clearly known and are applied consistently, and where employees feel they are heard, can not only engender loyalty, but put your practice ahead in the recruitment game.
DEBORAH S. MINNIS
Ms. Minnis practices labor and employment law at Ausley McMullen, and she also represents various local government bodies. She can be reached at dminnis@ausley.com.
This article is for informational purposes only and is not intended to be a substitute for professional legal advice. If you have a specific concern or need legal advice regarding your dental practice, you should contact a qualified attorney.
