Most states are "At-Will," meaning, in essence you can let an employee go at anytime for any reason as long as it’s not discriminatory. Even so, you still want to document bad behavior and policy in case you decide to fight an unemployment claim. Dismissing an employee is never fun but, it can be less stressful if you keep the following points in mind:
1. Staff are the ones deciding whether they are to be dismissed by either playing by the rules or not.
2. It is the employee who is either making themselves valuable to you or not. If they are doing so, dismissing them will never enter your mind. On the other hand, if they are not making themselves valuable, you will be doing them and yourself a favor by giving them the opportunity to find a practice or other employment that is a better fit for them.
3. Foremost you have to do what is right for your patients, the rest of the staff and yourself.
4. Short term it might be a bumpy road but, you will always feel better long term once you get rid of an employee you have lost trust in.
Kevin Tighe, Cambridge Dental Consultants, Senior Consultant, got bitten hard by the business and marketing bug during long summer days working at his dad's Madison Avenue ad agency. After joining Cambridge as a speaker in the mid-1990s, Kevin went on to become Cambridge’s senior consultant and eventually CEO. Cambridge Dental Consultants is a full-service dental practice management company offering customized dental office manuals. Frustrated? High overhead? Schedule a chat with Kevin at .