Part Timers vs. Full Timers
Obamacare indicates that if you are an employer with 50 or more full time employees, it is necessary for you to offer health insurance to your employees and cover a portion of the premium or suffer a penalty. If you have less than 25 full time employees and would like a tax credit, you can also offer health care to your employees to receive the credit. This is it in a nutshell, and I am not an expert. The reason for bringing this subject up is that the question regarding full time vs. part time is more relevant now.
Why do we employ part time employees anyway?
Challenges of Working with Part Time Employees
2. A part time employee’s loyalty to the practice is not as strong as a full time employee who is receiving benefits and feels empowered to make a difference in the practice. There are exceptions, and I understand that some employees choose to only work a couple days a week opposed to full time. I am referring to those part timers that work a few days in your office and a few days in another office, just waiting like a vulture for an opening to come available in one of the two offices.
3. Communication and continuity is difficult without very specific guidelines on how to keep the part timers “in the loop” regarding changes in office policy, the office dynamics, and most importantly the sharing of work-related responsibilities with their co-workers. How many times do you hear, “I don’t know, Dr. Jones…Susie Parttime must have done it!”? If you have two employees that are job sharing, their ability to communicate and work as a single unit is vital for them to be successful. Otherwise, as the saying goes, “the right hand doesn’t know what the left hand is doing.”
4. Fitting into the circle of employees is difficult since they are not always considered a part of the team. Although not intentional, they may feel left out. “Out of sight - out of mind”.
When Does it Make Sense to Hire a Part Time Employee?
Be careful when your team says that they are just too busy to get the day-to-day tasks completed in a timely manner and they need more help. I can promise you that they are not considering what it’s going to cost to hire another employee, especially when that employee is not revenue-producing. Reviewing their time management skills and job descriptions would be helpful before you make a decision based on their request.
Let’s say that you determine your practice can afford to employ a part time person to manage the insurance claims, eligibilities, submissions and follow-up for claims. Your outstanding claims over 60 days are out of control and your only front desk person just can’t seem to find the time away from the “hot seat” to make these calls. It would make sense to hire someone part time for this position, AND this position will improve the cash flow for the practice.
How to Hire a Good Part Time Employee?
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