Dental Professional
Temp Agencies
Assistance On Call / (303) 989-8011 - Placement for Hygienists, Assistants and Business Administrators - Invoices are sent every two weeks. Fee is billed at an hourly rate, and is complete – there are no hidden costs. All temporaries are "employees" of AOC, therefore, all legal taxes, including FICA and Medicaid are matched. Full workmen's compensation and property liability policies are carried on all employees. There is no additional paperwork for you or your accountant, offering you hassle-free bookkeeping. AOC is a corporation; therefore, it is not necessary to file any tax forms on behalf of AOC.
Dental Matchmakers / (303) 280-2078 - Placement for Hygienists, Chairside Assistants, Expanded-Duty Dental Assistants, Hygiene Assistants and Office Personnel - Dental Matchmakers, Inc. performs as a referral service; therefore, the staffing is paid directly by the dental office. Dental Matchmakers, Inc. bills the office directly for the daily temporary placement fee.
MEDployee Staffing / (303) 745-0770 -
Placement for Hygienists, Assistants, Expanded-Duty Dental Assistants and Front Office Personnel; Provides temporary, contract and permanent placement
options; All temporaries are employees of MEDployee; therefore all employee taxes and Medicaid are matched as well as business and professional liability and workers' compensation policies are carried on all employees.MEDployee is a limited liability company, so it is not necessary to file any tax forms on behalf of MEDployee.
Temporary Fill-Ins / (303) 790-8289 or (303) 690-4640
Temps, Inc. / (303) 300-3700
Informational Resources
How to determine who is employing the worker?
Your legal obligation to temporary agency workers
Temporary Professional Staffing: What Does My Practice Need to Reduce Risk
The decision to utilize temporary professional staff should follow an internal review to ensure that policies, procedures and oversight are in place to maintain the quality of dental care and to limit the practice's risk. Before entering into a relationship with a temporary staffing agency, you should have the following management framework in place:
- Policies and procedures guiding the decision-making processes involved with temporary professional staffing
- An assigned person, for oversight of the temporary professional staffing processes
- An opinion from your professional liability insurance carrier regarding the appropriateness of coverage to contracts with temporary staffing agencies and the utilization of temporary professional staff
Carefully review the agency contract and do not accept a rate sheet in lieu of a contract. Make sure the contract complies with or includes the following points:
- The contract is signed by an individual at the staffing agency able to enter into the agreement, usually an officer of the agency
- The contract provides the ability for you to amend the contract provisions
- Confidentiality provisions, including HIPPA language, are present
- If using a staffing agency, make sure independent contractors will not be utilized to fulfill the contract and that only employees of the staffing agency will be sent to your practice
- Mutual hold harmless and indemnification provisions are in place
- Staff qualifications, expectations and release provisions are specified
- The staffing agency agrees to cooperate with the investigation of any incidents involving an agency employee
- The staffing agency agrees to a risk management review of their agency’s policies, procedures and practices
- Appropriate insurance provisions exist. Make sure your practice will receive notice of cancellation or modification of applicable insurance policies and have your practice listed as an additional insured.
Understanding the agency’s insurance coverage is essential. You should at a minimum know whether they have coverage for:
- Professional Liability
- Employer Liability
- Worker's Compensation
- Umbrella Liability
Supervision of temporary professional staff is the responsibility of the dental practice. Temporary professional staff must receive both an orientation to the practice/facility and the specific position in which they will work. Every effort should be made to maintain a specific assignment for the temporary staff member. Switching positions should be avoided. During the orientation process, be sure to:
- Provide a written supervision plan to the temporary staff member and their direct supervisor
- Review the reporting process for any on-the-job injury sustained by the temporary staff member
- Review your practice's patient care variances and incident reporting processes
The selection of a staffing service should be like any other vendor. There are several things to look for when choosing a temporary personnel company:
- Get references
- Beware of long contracts and small print
- Simple accounting procedures - you should pay the agency directly for their services - Do not pay temporary agency staff directly, they should be paid as employees by the agency
- A no pay guarantee for poor performance
Determining the qualifications of the temporary professional staff member is essential for ensuring the individual has the skills and aptitude to function as a healthcare provider in your practice. The agency should provide you with a signed authorization from the prospective staff member, authorizing your review of their personnel records. The records you receive from the agency should include:
- Screening and hiring techniques solely for healthcare applicants
- Applicable license verification (dentists and dental hygienists)
- OSHA bloodbornepathogen training / HIPAA training
- Hepatitis vaccinations
- CPR and radiation certification
- Health history and immunization records
- Education verification
If you decide not to utilize a temporary staffing agency and hire an independent contractor, you should consider similar policies, procedures, oversight and records as you would for a temporary staffing agency. Several additional items you should receive when hiring an independent contractor include:
- Copy of Professional Liability Insurance (Dentists, Hygienists)
- Independent Contractor Agreement
- Copy of Worker’s Compensation Insurance (only if they have their own employees)
- Copy of required licenses, certifications, training and immunizations
- I-9 Form
- W-4 (If paying employment taxes on independent temp worker)
Our intention is for these recommendations to help guide your practice in reducing risks associated with hiring temporary professional staff and should not be considered professional advice. Contact your attorney, accountant, insurance agent and human resource professionals for advice on your particular situation and needs.
