We receive calls every week from dentists complaining about employees who are taking too many illness or disability related absences. Dentists are frustrated because in a small office the absence of even one employee can be incredibly disruptive. Ten percent of employees are unscrupulous and will abuse the right to take sick days. We also routinely encounter employees who are disciplined by the employer for not doing their job properly, and suddenly struck down with an undefined illness for an indefinite duration.
If the term labour union conjures up images of “blue-collar” automotive or factory workers, then you likely are not aware of the changing face of unions in Canada. In 2014, Credit Valley Oral Surgery was the first dental office to become unionized in Ontario. We are receiving an increasing number of enquiries concerning unionization, and it is believed that a specific union is targeting dental offices for unionization. If this is to occur, it will represent a seismic shift in the employment law landscape for dentists.
Haste Makes Waste: The Danger in Allowing an Employee to Commence Employment Before Properly Implementing a Dental Employment Contract
We consistently run into employers who have taken the time to prepare a new written employment agreement and have a new employee sign it, before the start of their first shift. Unfortunately, it is quite often the case that these employment agreements were actually signed after the employee truly commenced employment.
If possible, we recommend that employers put employment contracts in place prior to the employee commencing employment, by having prospective employees sign written offers of employment before commencing employment.
A question we often receive from dentists who run their own practice is: “What are the benefits of having written dental employment contracts in place?”