Human Resources in Veterinary Practice

Vocabulary flashcards related to human resources topics discussed in the lecture.

Human Resources (HR)

• The department or activities related to hiring, training, managing, and terminating people in a business or company.

• The size of the HR (human resources) department is directly related to the size of the practice.

• Small practices may not have an HR department specifically and instead possibly the practice owner makes the employee decisions.

Inside HR

• When the HR department is a part of the specified company.

• Can be seen in any size practice.

Human Resources (HR)

• The department or activities related to hiring, training, managing, and terminating people in a business or company.

• The size of the HR (human resources) department is directly related to the size of the practice.

• Small practices may not have an HR department specifically and instead possibly the practice owner makes the employee decisions.

Inside HR

• When the HR department is a part of the specified company.

• Can be seen in any size practice.

Outside HR

• When the HR duties have been outsourced to an outside company.

• Can be seen in any size practice but usually small and medium sized businesses.

Hiring

Varies by practice but if there is a practice manager, this typically will be handled by the PM.

Total Compensation

Includes wages and benefits.

Although the hope when hiring any employee is that they continue with the company for an extended time period, it is particularly cost effective for DVMs to be employed long term and that is why the PO is usually present.

Why do you think this is the case?

DVMs represent a significant investment in training and resources, so retaining them long-term helps ensure the financial viability of the practice.

Announcement of the job opening is posted

• Online with job services platforms

• Word of mouth

• Website

• In some cases, openings may still be posted in printed sources such a journals or newspapers but there is a delay in those openings being seen.

Candidate Search

• Detailed position announcements tend to yield a smaller quantity of candidates, presumably because the smaller pool is qualified for the position.

• Quality, not quantity, is the goal.

• Completed application

Interview Process

• Varies by hospital

• Initial phone interview

• In-person interview +/- “working” interview

An organizational chart and job description should be available to the applicant. Why?

This provides clarity on the roles, responsibilities, and hierarchy within the practice, helping candidates understand their potential fit and the scope of the position.

Slow to hire and fast to fire.

where organizations take their time to select the right candidates, ensuring thorough vetting, but are quick to terminate employees who do not meet expectations or fit the company's culture.

The objectives of having a compensation system

• Attract, retain, and motivate high performers

• Maintain internal consistency

• Recognize and reward performance

Benefits

• Insurance

• Health, dental, life

• Vacation pay

• Sick pay

• Paid holidays

• Pet discounts

• CE allowance

What are the advantages and disadvantages to a business having a stated salary or wage range for a position?

For example, at Practice X, the wage for kennel assistants is $8-$10 per hour and for veterinary assistants $10-$14 per hour.

Orientation

• Usually occurs the first day of employment

• Is more of the big picture

• Schedule

• Cell phone policy

• Dress Code

• Breaks

• Parking areas

• Probationary period

• OSHA

Training

• Will typically last several weeks at minimum and is designed to prepare you for your specific position in the company.

• Some hospitals have a designated trainer for consistency and then others rotate around so different ways of accomplishing the same task can be seen

• The only thing worse than training an employee and having them leave the company is to not train one and have them stay

Fair Labor Standards Act (FLSA)

Establishes minimum wage, overtime pay, recordkeeping, and youth employment standards.

Minimum Wage

The lowest hourly wage an employer can legally pay their employees.

Overtime Pay

Pay at a rate not less than one and one-half times the regular rate of pay, required after 40 hours of work in a workweek.

Right-to-work State

A state where employees can opt out of union membership and the associated dues.

FMLA (Family and Medical Leave Act)

A federal law providing job-protected leave for certain family and medical reasons.

OSHA (Occupational Safety and Health Administration)

A part of the US Department of Labor created to ensure safe and healthful working conditions for workers.

Orientation

Initial onboarding process, typically on the first day of employment, covering the big picture items like schedule, policies, and dress code.

Training

A process designed to prepare an individual for their specific position in the company, often lasting several weeks.

Labor Laws

Laws that define the rights and obligations of both the employee and the employer.

Right-to-work

• South Carolina became a right-to-work state in 1954.

• “Denial of right to work for membership or nonmembership in labor organization declared against public policy.”

• Employees can opt out of union membership and the associated dues