The Curious Dentist – Practice Management, Cosmetic Dentistry, Implant Dentistry #practice #management,


Posted on 7 Jul 2017

I m excited to be a part of the Success in Practice event hosted by Jill Parker, RDH. Jill is bringing together several practice management experts for a unique podcast experience. We sat down to discuss practice overhead and expenses. How

Posted on 16 May 2017

In this video we combine the concepts from Part One and Part Two and practice calculating overhead from your Profit and Loss Statement. It s easy! Now you can quickly find out if you re on target with your expenses or, if

Posted on 14 Mar 2017

How much money did your business collect and how much did it spend? These pretty darn important questions are answered on the Profit and Loss Statement, also known as the P L, also known as the Income Statement. Your accountant should be

Posted on 17 Feb 2017

I ve started a new video series called DE s Business Lab. I ll explore a practice management topic over the course of a few short videos. First up overhead. Enjoy!

Posted on 12 Jan 2017

I ve been knee deep in research on gross profit margins. It s a fundamental concept in business that has been sorely missed in dentistry. I ll have an article published in Dental Economics in March of 2017, but in the mean time

Posted on 2 Aug 2016

Ask a dentist how they value a practice and you ll typically hear something along the lines of 75% of last years gross. Here s what that means. They are taking last year s gross collections (before deducting staff expenses and other types

Posted on 5 Jul 2016

I am not an expert in retirement planning. Not by a long shot. But I ve rounded up some of the best, non-biased information out there for you so you can start having better conversations with your financial planner. There are

Posted on 28 Jun 2016

For the foreseeable future, ADA research shows that there will continue to be an increase in the supply of dentists and a decrease in the demand for our services by adults. And yet we keep opening dental schools, but don t

Posted on 26 Apr 2016

Look at your dental supply catalog and you may be shocked at how expensive a bottle of bonding agent can be. It won t be a surprise then to find out that the cost of dental materials is one of the

Posted on 21 Apr 2016

I want to walk you through a concept I ve been writing and lecturing about for a few years. It s called procedure cost and it s a way of evaluating your fees. I wrote about how to calculate procedure cost back in

Workers Compensation #workers #compensation #employee #rights


  • Workers’ Compensation for State Employees
  • When an Accident Occurs
  • To File a Claim:
  • Pharmacy

The Division of Claims Administration administers the workers’ compensation program for state employees only. If you are looking for workers’ compensation information for employees who work for anyone other than state government, contact the Tennessee Bureau of Workers’ Compensation at:

The Division of Claims Administration contracts with a third party administrator for the processing of state employees’ workers’ compensation claims with a managed care organization for provider network and managed care services, and with a pharmacy benefits manager for a pharmacy network and processing of pharmacy bills. The Division’s staff monitors the work done by these companies and acts as a liaison between state employees, the third party administrator and medical providers.

Reporting fraud involving state employee s workers compensation claims:
If you feel a state employee has fraudulently filed a workers compensation claim you may report the fraud by calling the Comptroller of the Treasury s hotline at 1-800-232-5454 or online at You should click on the Report Fraud, Waste Abuse box in the lower right hand corner, then on the next screen click on For Citizens and finally click on the Fraud Hotline Online Report Form box.

These procedures are to emphasize the importance of all employees notifying his/her supervisor immediately of any incident, injury or illness that occurs while on duty. It is also imperative that any employee who experiences an incident, injury or illness while on duty follow up with his/her supervisor to make sure all documentation of the injury or illness is filled out correctly and submitted to the Human Resources office for reporting purposes. Even if you did not receive medical treatment, reporting the incident protects you if any physical ailments or illnesses become issues in the future. For the purposes of workers’ compensation, an incident is any event that is or should be reported to the supervisor/manager, any event that the manager witnesses or any event in which there is a possible need for medical treatment.

The following guidelines as set forth in this notice will help minimize the potential denial of a workers’ compensation claim. Not following these procedures will increase chances of sustained injuries not being recognized as qualifying for workers’ compensation. Therefore, the claim potentially may be denied.


What should I do if I m involved in an incident on the job?

1. Notify your supervisor immediately.

  • Tell your supervisor exactly what happened, how it happened, witnesses to the incident, and whether you were injured as a result of the incident. If you witness a work-related incident where a fellow employee is injured and cannot notify his or her supervisor, you should notify the supervisor for him or her. This may be as simple as calling the supervisor to report that an incident occurred resulting in injury or sending an email reporting the incident to the supervisor.

You should call 911 for all emergencies that result in serious bodily injury and/or seek treatment at the nearest emergency room.

2. You and your supervisor shall call the Workplace Injury First Notice of Loss Call Center at 1-866-245-8588, option #1, immediately after the occurrence of an incident.

  • By calling the Workplace Injury First Notice of Loss Call Center you (the injured employee) will speak with a 24/7 registered nurse to evaluate the nature of your injury and determine immediate care or treatment options. Your supervisor will only verify that you are reporting a work-related injury to the registered nurse.
  • If no medical treatment is recommended, the registered nurse will document the call for you and your supervisor and enter an incident report into the CareMC reporting system. No other action will be needed from you or your supervisor.
  • If the registered nurse recommends for you to seek immediate medical treatment, the nurse will direct you to the nearest State-approved medical provider. Your supervisor will be responsible for completing the reporting process of the claim with CorVel.
  • The 24/7 registered nurse will provide to you verbally the approved panel of physicians. The approved panel of physicians may also be posted in your break room and/or the Human Resources Office. You must choose a provider who is authorized in the State workers’ compensation network. This will be the only physician authorized to treat you for your compensable injury. The State will not pay any medical expenses you incur from a physician other than your treating physician or a network physician you are referred to by your treating physician.
  • Follow up doctor and/or specialist appointments must be arranged by CorVel and NOT by the injured employee or the employee s supervisor. Note: This does not apply in situations requiring immediate emergency room treatment for serious or life-threatening injuries.
  • If you are seen in an emergency room or a minor medical clinic and you were told to see a specialist or your regular/normal physician for follow-up care, you must call the Human Resources Department prior to any follow up treatment and Human Resources will call your CorVel examiner for a panel of three. The panel will be given to Human Resources and you will need to go to Human Resources to sign the panel form. All doctors must be on the State s approved physicians list prior to follow-up treatment.

3. To complete the reporting process your supervisor can ask the registered nurse to transfer the call to the First Notice of Loss Unit after he/she has entered their notes, or directly call 1-866-245-8588 and select option #2. The First Notice of Loss Unit will ask your supervisor additional questions. If your supervisor is unable to answer the questions, he or she must notify the Human Resources Department of the incident prior to the end of his/her shift.

  • Human resources personnel may also call 1-866-245-8588 and select option #2. or they may complete the First Notice of Loss online via CareMC. If the employee and supervisor did not call the 24/7 registered nurse, and the incident was a non-medical incident reported to the Human Resources Department, human resources personnel may enter the incident directly into CareMC.

When seeking medical treatment, you should notify the doctor’s office that you were injured while at work and that you will be filing a claim for workers’ compensation benefits with the state.

If you are given a prescription, DO NOT fill the prescription with the State personal health insurance provider. Tell the pharmacist the prescription is for a workers comp injury or illness and provide them with the Cypress First Fill Pharmacy Form.

DRUG SCREENS (IF APPLICABLE TO YOUR DEPARTMENT): If the employee is in an accident where a drug test is required, DO NOT request any drug tests from the workers comp medical provider. All drug tests must be performed by National Toxicology Specialists (NTS). Only drug tests from NTS are acceptable.

NOTE: It is your responsibility to keep your supervisor and/or human resources department notified on a daily basis regarding your work status while out of work on workers comp. Explain what medical care is being prescribed and your current condition. The employee should give copies of all the paperwork issued by the treating physician to the supervisor and/or human resources department stating when he/she can return to work, if follow-up visits are requested, or the need for physical therapy. This written documentation must be forwarded to Human Resources. Due to HIPPAA compliance, ONLY the Human Resources Department will store the medical records related to an employee s injury on the job .


The State of Tennessee and the State s TPA reserves the right to review certain claims for compensability and may assign a case manager to assist an employee. Certain outpatient procedures must be pre-certified by state processes before occurring. Providers of these services know they should contact the adjuster before diagnostic testing, physical therapy, injections, surgeries, referrals, etc.



Training Administration Software, Scheduling, Tracking, Registration, employee training tracking software.#Employee #training #tracking


employee training tracking software

TrainingRegister® is a user friendly training management system designed to help manage, track, schedule and document daily training activities and monitor training requirements. TrainingRegister® gives instant access to training records and provides on-time management reports for organizations of all sizes.

TrainingRegister® can be installed on a single workstation for a single person, or installed on a network so it can be used simultaneously used by many training administrators, coordinators, supervisors and participants. The users can be in the same facility or scattered around the world. And, there is not an extra cost for the number of users or the size or your organization!

TrainingRegister® permits creating Training Programs that define curricula for people based on their job, group, task, certification or individual development plan. Reports can then be prepared that list needed classes, people who need the training, and individual progress. Training can be required once in a lifetime or on a periodic basis.

The TrainingRegister® Skill Tracking feature lets you classify and locate individuals who possess a specific or general skill and skill level.

The TrainingRegister® Evaluation Feature permits participants to evaluate training they have completed based on client designed questions and one narrative response. Trainers can report or export the data collected for study and improvement of training.

The TrainingRegister® Web Module contains Self-Enrollment, Personal Reporting, Management Reporting and Training Evaluation features. Participants can schedule for training from anywhere in the world and receive instant confirmation.

TrainingRegister® has Import Utilities that can be used to update employee data from an HR system, and import completed training records from other systems such as computer based training.

TrainingRegister® can help you both manage your training department and keep tabs on the details. Summary management reports provide overall training progress, costs and projected costs by department, division or account code. Detail reports let you confirm an employee’s training, monitor their training progress and see what training they need.

TrainingRegister® is a great Training Management System for organizations that need to schedule and document required training and avoid duplicate or unnecessary training.

TrainingRegister® is a perfect tool for tracking OSHA, ISO, Safety, FDA regulated, and other required or mandated training. We are committed to staying current with these issues.

Most importantly, TrainingRegister® will help you ensure that your employees are trained to perform their tasks safely and efficiently.

© 1998 – 2017 Chris Collins, Inc. All rights reserved. 06/23/2017

How to Keep Track of Employee Hours #tracking #employee #hours


How to Keep Track of Employee Hours

The Federal Labor Standards Act says companies must keep track of employee hours, but doesn’t specify how. Although this means you can use anything from a paper-based sign-in sheet to a complex computer system, the company is ultimately responsible for making sure that time sheets are correct — not the employees. For this reason, the method isn’t as important as finding a system that works and sticking with it consistently.

Tracking Requirements

The FLSA requires that payroll records include specific data regarding hours worked and the wages an employee earns. No matter how you keep track of employee hours, work hour data must include the time and day that an employee’s workweek begins, the hours worked each day and the total hours worked each week. In addition, you must retain source documents — such as time cards, work schedules and work tickets– for two years, either on-site or in an off-site central storage location.

Standard Time Tracking

Standard time tracking works for both full-time and part-time employees, whether they work the same or different hours each week. With standard tracking, employees must punch in and punch out using an electronic time clock or a computer, two-to-four times each day depending on whether they take a meal break. According to the U.S. Department of Labor, you can establish a policy, such as recording time to the nearest five minutes or one-tenth of an hour, that accounts for minor discrepancies between clock records and actual hours worked since not all employees can clock in or out at exactly the same time.

Exception Tracking

You can record hours using exception tracking for administrative or other employees who usually work the same hours every week. With exception tracking, you create a form showing standard working hours and require employees to record time only if it varies from the normal workday. For example, if the workday normally starts at 8 a.m. and an employee arrives at 8:10 a.m. but works the rest of the day as normal, the starting time will show the exception and the day’s work hours will be 10 minutes short.

Tracking Off-site Employees

Most businesses use computer software to track hours for employees who work at home or at off-site locations. Virtual time tracking records attendance in real time, most often down to seconds. Set the program up to run automatically when a user logs in to her work computer to reduce the chance that an employee will forget to punch in. That way, the first screen an employee will see every morning is her virtual time card. Options for virtual time tracking range from free programs to proprietary software.

SMRT, director among those charged over fatal train accident #smrt #trains,penal #code,trainee,train,charge,public

SMRT, director among those charged over fatal train accident

SMRT, director among those charged over fatal train accident

SINGAPORE: Transport operator SMRT Trains Ltd, one of its directors as well as a former employee were on Thursday (Dec 1) charged over the Mar 22 accident that saw two trainees hit and killed by an oncoming train.

SMRT was charged under Section 12 of the Workplace Safety and Health Act, which states that it is the duty of every employer to take measures necessary to ensure the safety and health of employees at work so far as is reasonably practicable.

It had failed to ensure its employees complied with approved operating procedures when heading down to the tracks, and failed to ensure that the procedures practised by staff that day to access the tracks passed safety audits, were documented and disseminated, the charge sheet stated.

SMRT Chief Technology Officer Ng Bor Kiat was in court on Thursday to receive the charge on behalf of the company.

One of its directors, Teo Wee Kiat, was also charged under Section 48 (1) of the same Act, which states that should an offence be committed by a corporate body, an officer of this body shall be guilty of the offence and be liable to be punished.

According to the law, anybody found guilty under this Act and has no penalty expressly provided shall be liable to a fine not more than S$200,000 or jail of up to two years, or both. If it is the case of a corporate body, the fine is up to S$500,000.

In addition, prosecutors also charged Lim Say Heng, the technician who is understood to be standing ahead of the two trainees when the incident took place, with causing death by a negligent act under the Penal Code.

Lim was the person in charge of the work party accessing the train tracks that day, and he failed to ensure that the necessary safety measures were in place to make sure trains do not enter the train track while they were there, according to the charge sheet.

Channel NewsAsia understands that Lim was sacked by SMRT in September over the incident.

He faces a jail term of up to two years, a fine, or both, if found guilty.

Investigations are still ongoing to determine if any other individuals may be liable for workplace safety lapses in connection with the incident, the Attorney-General’s Chambers said in a press release.

A bail of S$15,000 has been offered to Lim, and pre-trial conference has been set on Dec 30 for all three charges.

On Mar 22, SMRT trainees Nasrulhudin Najumudin, 26, and Muhammad Asyraf Ahmad Buhari, 24, were killed after they were hit by an oncoming train near Pasir Ris MRT station. The two men were part of a team investigating a possible fault involving a signalling device on the tracks.

The public transport operator admitted after the accident that maintenance staff had not followed safety procedures.

The two SMRT staff had been sacked in September, with one of them said to be the driver of the train that hit the two trainees.

The National Transport Workers’ Union (NTWU) subsequently submitted an appeal to SMRT management against their dismissal, after it had reviewed their cases.

In a statement following the charges on Thursday, NTWU Executive Secretary Melvin Yong said the union will “continue to work closely with our member, to provide him and his family support, and to ensure he is fairly represented”.

“Whilst we cannot comment on any ongoing legal proceedings, the union maintains that it is important to allow due process to take its course and all facts to be revealed before drawing any conclusions,” Mr Yong added.

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  • Everything You Should Know About Corporate-Owned Life Insurance #key #employee #life #insurance


    Everything You Should Know About Corporate-Owned Life Insurance

    Life insurance provides financial protection for millions of people in America and around the world. Not all life policies are purchased by individuals; many companies and other institutions also use life insurance for various purposes, such as to provide liquidity. But the rules that pertain to corporate ownership of life insurance are somewhat more complex than for individual or group policies. This article examines the history, purpose and taxation of corporate-owned life insurance (COLI) in America.

    Nature and Purpose of COLI
    As the name states, COLI refers to life insurance that is purchased by a corporation for its own use. The corporation is either the total or partial beneficiary on the policy, and an employee or group of employees, owner or debtor is listed as the insured(s). Fundamentally, COLI differs from group life insurance policies that are typically offered to most or all of the employees in a company, because this type of insurance is designed to protect the employees and their families and not the company itself. COLI can be structured in many different ways to accomplish many different objectives. One of the most common is to fund certain types of nonqualified plans, such as a split-dollar life insurance policy that allows the company to recoup its premium outlay into the policy by naming itself as the beneficiary for the amount of premium paid, with the remainder going to the employee who is the insured on the policy. Other forms of COLI include key person life insurance that pays the company a death benefit upon the death of a key employee. and buy-sell agreements that fund the buyout of a deceased partner or owner of a business. In many cases, the death benefit is used to buy some or all of the shares of company stock owned by the deceased (such as with a closely-held business). COLI is also frequently used as a means of recovering the cost of funding various types of employee benefits.

    History of COLI
    COLI has existed in one form or another for well over 100 years; its nickname as “dead peasant” insurance originates in 19th century Russia, where feudal serfs were bought and sold as property by the rich. Members of the ruling class could “buy” dead serfs that had been counted in previous censes from their former owners in a morbid effort to acquire collateral to obtain loans. Companies used COLI in America 100 years later to exploit a loophole in the Internal Revenue Code that permitted a form of tax arbitrage. where the owner of a life insurance policy could take out large loans from the cash value of the policy and then pay deductible interest on the payments back into the policy, which was in turn not counted as income to the policy owner. The Internal Revenue Service (IRS) eventually limited this loophole to $50,000 of cash value per policy, but the use of COLI as a tax shelter continued into the 1980s, when many firms would buy policies on large numbers of their lowest tier employees (often without their knowledge and/or consent) and then take loans out of the cash values of these policies. The tax deductions that companies received were often greater than the actual cost of the premiums paid. Furthermore, the company would collect the death benefit from the policy if the employee died, leaving little or nothing for the employee’s family or estate. The 1990s saw the demise of much of this activity as the IRS cracked down on these practices in tax courts and won mostly favorable rulings.

    Current Tax Law for COLI
    The tax rules pertaining to COLI are fairly complex and also vary somewhat from one state to another, in some cases. Life insurance is one of the most tax-advantaged vehicles in existence; the death benefit from any life policy is always tax-free for individual and group policies. However, this is not always true for policies owned by corporations. In an effort to limit corporate tax evasion through the use of COLI, these policies must now meet several criteria in order to retain their tax-advantaged status:

    • COLI policies can only be purchased on the highest-compensated third of employees.
    • Any employee named as the insured on a COLI policy must receive written notification before purchase of the policy of the company’s intent to insure the employee and also the amount of coverage.
    • The employee must also receive written notification if the company is a partial or total beneficiary of the policy.

    There are two instances where these notifications are not necessary in order for the company to receive a tax-free death benefit. The first is when an insured employee dies who worked for the employer at any time during the previous year. (This rule prevents companies from continuing to hold policies indefinitely on former workers who are no longer employed by the company.) The other applies to directors and highly-compensated employees; any death benefit paid upon the death of this type of employee is also exempt from taxation. But money that is placed inside cash value policies by corporations grows tax-deferred just as for individuals. However, the issue of whether the insured’s families or other beneficiaries of some types of COLI policies could receive tax-free death benefits has also been the subject of litigation. Initially, the IRS disallowed the tax-free status of this benefit, it eventually recanted and permitted the policies to be paid without taxation to families and other heirs. although it stated that it felt that the death benefit in this case should be taxable according to its interpretation of the tax laws.

    Corporate-owned life insurance is used by companies to accomplish many types of objectives, and its rules and taxation are complex topics that are somewhat subject to interpretation in some cases. For more information on this topic, consult your financial advisor.

    Get A Quote For Public Liability Insurance, Professional Indemnity and Commercial Vehicle

    # for Public Liability Insurance, Professional Indemnity Insurance, Van Insurance

    Running a business is a huge undertaking, and there are a number of obligations that you need to consider. One of the most important ones is ensuring that you’re fully prepared for any claims that could be made against you so you’re not held personally accountable, making liability insurance an essential consideration.

    Why do you need liability insurance?

    This form of insurance is there to provide valuable protection to you as well as your business in the event that a claim was to be made against you. You shouldn’t even consider trading until you’ve got this insurance in place, because having it there is vital if you want to be fully protected against anything that could happen.

    But, having such a policy isn’t necessarily a legal requirement although it’s good business practice to have it, and some companies won’t even work with you unless you’ve got the necessary level of protection. There are a number of liability insurance options to consider depending on the needs of your business, and just a few of them are:

    Public liability insurance. offers valuable protection against any unforeseen claims. If anyone were to be injured on your property or as a result of your work you’d be liable to severe penalties, making at a vital consideration to give you valuable peace of mind that everything is under control.

    Employee liability insurance is often purchased as an addition to a current public liability insurance policy, offering additional cover in the event that an employee had an accident at work. It should always be considered by anyone that has any employees, because with it in place you won’t have to pay any legal fees or compensation out of your own pocket.

    Professional indemnity insurance is slightly different in that it protects you against any claims from dissatisfied clients, for example if you mis-quoted them, printed false information that damaged their reputation, gave incorrect advice or if you infringed on their rights in some way. This is vital for many different professions, and again many companies won’t work with you until you have it in place.

    These are just a few of your options, in each case the level of cover and added extras you can get will vary accordingly. Public liability insurance can include various different options depending on your industry and your individual needs, with employers’ liability insurance usually being an addition instead of a stand-alone policy. The same applies to professional indemnity insurance – you might only need a small amount of cover (if you’re a sole trader, for example) or you could be more comfortable with protection that runs into the millions. Whatever you need from insurance, it’s vital that you’ve got the policy to accommodate, making heading to the experts the only option.

    Get public liability or professional indemnity insurance from the experts

    When you come to, you can be confident in getting cover that will totally meet your needs. You can tweak your policy accordingly to get the level of protection that’s right for you, giving you valuable peace of mind that you’re totally prepared for any eventuality.

    Most insurers that specialise in this business will offer a range of different policy options, whether you’re looking for professional indemnity insurance alone or want to add public liability and employers’ liability insurance into the mix as well. The level of cover (and the resulting price) will vary accordingly, but it’s vital that you have everything that you need if you don’t want to lose out later down the line.

    Why for public liability/indemnity insurance?

    If you’re looking for indemnity or liability insurance that can give you just what you’re looking for, you’ve come to the right place. We can offer a range of policy options to totally meet your needs, and with everything being tailor-made you can be sure that your policy will suit your exact requirements.

    You can purchase the relevant insurance policies in no time at all; it’s quick, simple and totally hassle-free, because when you can get an instant on-screen quote and immediate cover you can be fully protected in the quickest time possible. We offer competitive pricing on all of our policies so you won’t be breaking the bank either, so for insurance that totally meets your needs, make sure to come to us today and you can run your business without having to worry about the consequences.

    2011 is a trading name of Master Cover Insurance Services Ltd. Master Cover Insurance Services Ltd are authorised and regulated by The Financial Conduct Authority – 309016

    MN Minnesota Insurance Quote Auto Home Health Life Blue Cross Crystal MEDICA


    As an Independent Insurance Agent,
    it is my goal to provide you with the best coverage
    at the lowest price from a top quality company.

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    There are quote forms for most lines of personal insurance such as Automobile, Homeowners, motorhome
    (AAA, Allied, Auto Owners, Dairyland, Encompass, Kemper, Midwest Family Mutual Progressive)
    Health, Medicare Supplements, Medicare Advantage Plans, Medicare Part D Prescription Drug Plans,
    ( Blue Cross and Blue Shield of Minnesota an independent licensee of the Blue Cross and Blue Shield Association.
    An authorized independent agency for Blue Cross and Blue Shield of Minnesota, MEDICA , Assurant Health) ,
    Life (Banner Life, Genworth, Hartford, ING, Met Life, Protective Life, Prudential), Dental (individual and group),
    Long-Term Care, Disability Income, Global / Travel Medical, Employee Benefits, RV,
    Church / Synagogue, Contractor / Construction, Commercial, Critical Illness, Motorcycle, Watercraft (boats),
    Motor Home, Jet Ski (personal watercraft) Snowmobile insurance. Fill out the quote form to receive rates
    from top rated companies doing business in MN.

    Call the number below with any questions you may have.

    Personal Lines Insurance

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