Clear and effective HR policies are essential for every dental practice, as they facilitate communication and establish clear expectations for employees and employers. These policies provide a consistent framework by guiding employees on how to behave, supporting leaders in their decision-making and ensuring equitable treatment of all team members while supporting the Practice Owner or Principal Dentist in efficiently managing the practice and minimising risk. The following are key policies that every practice should implement.
1) Discrimination, Bullying, and Harassment Policy Employers must take reasonable steps to prevent discrimination, bullying, and harassment. A clear policy:
Defines what constitutes inappropriate behaviour, including bullying, harassment, sexual harassment, and discrimination.
Outlines reporting mechanisms, available support and consequences for breaches.
Demonstrates the practice's commitment to a safe, inclusive workplace.
Reflects compliance with the latest legislation.
2) Work Health and Safety (WHS) Policy Beyond infection prevention and control, a WHS policy:
Outlines safety protocols, employee responsibilities and leader responsibilities.
Addresses risk assessments, emergency procedures, and incident reporting.
Reflects compliance with the latest WHS legislation.
3) Leave policy A comprehensive leave policy should:
Cover entitlements such as annual, personal, parental, and long-service leave.
Outline procedures for requesting and approving or refusing leave applications.
Include provisions for sudden or compassionate leave and practice closures.
4) Code of Conduct This policy defines acceptable and unacceptable behaviours, setting clear expectations aligned with the practice's values. It:
Helps manage conduct issues.
Guides ethical and professional behaviour.
5) Corrective Action and Discipline Policy This policy assists in addressing performance and behavioural issues whilst maintaining procedural fairness:
Includes guidelines for performance reviews, feedback, and managing underperformance.
Details of disciplinary actions and appeal processes.
6) Drugs and Alcohol Policy A zero-tolerance approach ensures a safe workplace:
Emphasises the importance of sobriety at work.
Covers appropriate behaviour at social events.
Specifies consequences for breaches, with support options like Employee Assistance Programs (EAPs) where applicable.
7) Internet, Email, and Technology Use Policy This policy ensures the responsible use of practice resources. It should:
Define acceptable usage of the internet, email, and practice devices.
Address cybersecurity and confidentiality requirements.
Provide guidance on handling sensitive patient information.
8) Social Media Policy A robust policy helps safeguard the practice's reputation:
Defines appropriate use of social media during work and in personal contexts.
Includes guidelines for representing the practice online.
Outlines consequences for breaches.
9) Grievance Policy A grievance policy provides a structured process for resolving disputes:
Encourages open communication and resolution at the lowest possible level.
Ensures fair and prompt handling of complaints.
10) Diversity and Inclusion Policy This policy emphasises the value of a diverse workforce:
Encourages equitable hiring practices.
Promotes cultural competence and inclusivity.
11) Privacy and Confidentiality Policy A critical policy in healthcare settings:
Details how patient and employee data is collected, used, stored, and shared.
Reflects compliance with the Privacy Act 1988 (Cth) and Australian Privacy Principles (or as relevant in your country).
12) Flexible Work Policy
Reflecting modern work trends, this policy:
Supports arrangements such as part-time work, job sharing, and remote work.
Outlines eligibility and procedures for requesting flexible work arrangements.
13) Workplace Wellbeing Policy
A newer focus area, this policy promotes mental health and wellbeing:
Includes initiatives like mental health support, stress management, and work-life balance.
Provides access to Employee Assistance Programs or EAPs or wellbeing programs.
14) COVID-19 and Infectious Disease Policy A policy tailored for pandemic response and similar situations:
Addresses hygiene, vaccination, and illness reporting requirements.
Details procedures for managing exposure or outbreaks in the workplace.
15) Training and Development Policy To foster growth and retention, this policy:
Details support for professional development, CPD requirements, and upskilling.
Encourages continuous learning aligned with practice goals.
16) Recruitment Policy To provide guidance on recruiting for vacant positions:
Provides detail of processes and approvals required to hire for vacant positions.
Can reconfirm your approach to supporting diversity.
17) Return to Work Policy To support employees return to work from illness or injury:
Provides detail of processes to support timely return to work.
Can assist the transition to be smoother and employees to feel better supported.
18) Remote Work Policy To provide guidance if you have employees who work away from the office:
Provide detail of requirements, responsibilities, equipment, safety and how to promote wellbeing.
Ensures a clear understanding for all, for example how internet connection is paid for and what if the employee has technical difficulties.
19) Travel Policy To provide guidance in the instance that an employee is required to travel for work:
Provides detail to support planning travel and how expenses are managed.
May include information on sustainability expectations.
20) Reward and Recognition Policy To provide guidance on benefits provided that are above standard award entitlements:
Outlines the types of benefits provided, both formal recognition such as performance based monetary recognition and informal recognition such as length of service awards.
Can confirm budget expectations.
21) Information Management and Security To manage risks associated with information systems and preventing incidents:
Details governance structure.
Confirms account and password management rules.
Outlines commitment to incident management and business continuity management.
Good HR policies empower practices to manage workplace challenges with confidence. For expert guidance and customisable templates, contact Prime HR Solutions at info@primepractice.com.au.
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