BOP Newsletter

You may have noticed that 2023 was a big year for employment laws across the nation. We saw an unprecedented number of changes from both the federal and state governments, and we revamped more policies than ever before to ensure compliance with our materials. Whew! It was a lot for everyone!

The holidays are upon us! Can you believe it? It’s already that time of year for holiday parties and offices closing for one or a few days to spend time with family and friends and to prepare for a new year. Where has the time gone? We thought it would be a great time to remind everyone of some common issues during this (somewhat crazy) time of year, sort of an annual holiday refresher to keep everyone on the right track!

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.