BOP Newsletter

The convergence of Uber-like technology, the ongoing staffing shortages in dentistry, as well as enterprising companies, are bringing the emergence of app-based temp services for dental assistants and hygienists, and even front-office and associates. Unlike traditional temp agencies typically operating in one city or defined geographic areas, these companies have a much bigger footprint. Via their app/software/platform, they act as the intermediary between the dental office and a pool of available workers.

While there are a few states with some holiday regulations, for the most part, no, holiday pay is not required. Whether or not you choose to provide any holiday pay is up to you. Rhode Island and Massachusetts have holiday pay regulations, but those states also have numerous exceptions, so not all employers are required to comply. In addition, Massachusetts, New Hampshire, Oregon, and Tennessee have regulations around providing Veteran’s Day off to qualified Veterans.

We know that continuing education (CE) can be important to any company. Employers want their employees to be knowledgeable and competent in order to be a successful. When CE opportunities arise that can enhance employee knowledge and, therefore, benefit the company, it makes sense to want employees to attend.

“To avoid overtime, I’m just going to pay everyone a salary.” We hear this phrase, or other iterations like it, a lot. And we’d love to say it was that easy. So many headaches and problems would just disappear if it were. Of course, it is not that easy (is anything when it comes to government regulations?). Sadly, paying an employee a salary does not, in and of itself, solve the overtime conundrum.  If you read no further in this article, know this: salary compensation is just a method of pay. It holds no other power as it relates to tracking employee hours, paying overtime, or having to adhere to other wage & hour laws that may be applicable. 

“To avoid overtime, I’m just going to pay everyone a salary.” We hear this phrase, or other iterations like it, a lot. And we’d love to say it was that easy. So many headaches and problems would just disappear if it were. Of course, it is not that easy (is anything when it comes to government regulations?). Sadly, paying an employee a salary does not, in and of itself, solve the overtime conundrum.  If you read no further in this article, know this: salary compensation is just a method of pay. It holds no other power as it relates to tracking employee hours, paying overtime, or having to adhere to other wage & hour laws that may be applicable.