The end-of-the-year holidays can be a happy, wonderful occasion, when staff
can celebrate 12 months of hard work with a party, some tasteful
decorations, and a few days off. Or a medical practice can become a place
of rancor when celebrations hit an off-note, staff get injured decorating
the office, and vacation policies result in time off being allocated in a
way that is perceived as unfair.
Experts say your practice can foster the first scenario and make the latter
less likely by asking the staff how they want to celebrate and doing so in
a way that reflects the values of the practice.
"There's enough stress on everyone. You don't want to add to it," said
Demetrian Dornic, MD, medical director of the Eye Specialists of Carolina
in Raleigh, N.C.
"We look at our employees as very valuable. I want them to feel
appreciated."
This can manifest in different ways. Last year, employees at the East
Tennessee Medical Group in Alcoa decided to forgo a holiday party and
contributed those funds to Habitat for Humanity.
"We're going to celebrate by giving to the community," said Ron German, the
group's chief executive officer. "Our employees have donated their time and
their money, and these ideas are from the bottom up. They are not from the
physician-owners." The group also contributes throughout the year to
several other organizations chosen by the staff.
Spreading good cheer
Plans made only by the boss, as well-meaning as the intent may be, can lead
to a holiday party no one appreciates.
Crystal Reeves, a consultant with Coker Group in Atlanta, gave the example
of a Las Vegas physician who threw a lavish party at a casino, complete
with limousine transportation for staffers. Employees were less than
thrilled. Staff members had to dress up and were uncomfortable with the
ostentatiousness.
In 2004, 5,822 people ended up in emergency departments with holiday
decorating injuries.
"He thought he was doing something wonderful for his staff. It didn't come
across as positive," Reeves said. "It's important to ask staff members what
they want to do to avoid a lot of disappointment on both sides."
If staff opt for a gift exchange, it should be with small tokens of
appreciation. And participation in any "secret Santa" or grab bag gift
program should be voluntary. Expensive presents given publicly to some and
not to others can give rise to resentment.
In addition, anything that can be converted to cash, such as gift
certificates given by an employer to an employee, must be reported as
income, and taxes on it must be paid.
Dreaming of a day off
When many staffers request time off, deciding who gets it can be a source
of strife. The end of the year may be especially problematic for
scheduling, as practices can be busy with patients wanting to see the
doctor before their health care deductible resets. Add in respiratory
illness season, made busier because of influenza A(H1N1), and many waiting
rooms will be filled.
Experts suggest establishing a rotating system for time off, based on
seniority, a lottery or other means, but not adopting a first-come,
first-served approach. Staff will be happier because everyone will, in
theory, have a fairer chance at getting prime time off.
For medical practices that are open on Dec. 25 and Jan. 1, experts suggest
allowing employees to take off one or the other or providing a floating
holiday. Ask for input from the staff. Some employees prefer to work on
Christmas and New Year's Day and take a different day off.
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Experts also say that care needs to be taken in decorating and expressing
holiday cheer.
"If [employees] want to wear Christmas sweaters, that's fine," said German
of the East Tennessee group. "You have got to have a little levity in your
work place."
But it's important to remember that not everybody celebrates Christmas.
While the majority of Americans do, some observe Hanukkah, St. Nicholas
Day, Boxing Day -- or nothing at all.
Everyone likes a party, but religious overtones may make some
uncomfortable. Mandating employee participation in something that could be
viewed as a religious event also might run afoul of anti-discrimination
statutes, experts said.
Decking the halls
Beyond the emotional impact, holiday decorations also present potential
risk of injury or infection.
Experts say it's important to know when to call in professionals to hang
decorations. If a staff member breaks a bone after falling from a chair
while trying to hang holiday lights, the season can turn particularly
miserable.
Influenza was widespread in 32 states as of Dec. 1, 2009.
No numbers are available on how many employees have been hurt decking the
halls of physician practices, but an analysis in the CDC's Morbidity and
Mortality Weekly Report estimated that in 2004, 5,822 people ended up in
the emergency department as a result of injuries sustained while hanging
holiday decorations.
"We have maintenance people hang decorations," said Randy Stevens, MD, a
family physician and medical director of the Center for Occupational Health
in Terre Haute, Ind. "We don't require anyone else to climb ladders or
stand on a table."
The influenza pandemic that is hanging over this holiday season means that
additional thought needs to be given to infection control. To reduce flu
spread, the American Academy of Family Physicians recommends removing
anything that patients may share, such as toys and magazines, from the
waiting room. Holiday decorations that invite touching could fall in this
category. The Centers for Disease Control and Prevention reported that
influenza was widespread in 32 states as of Dec. 1.
The holidays don't have to be fraught with peril. Experts say if they are
marked in a way that reflects the staff, there should be plenty of comfort
and joy. Celebrations are also an opportunity to connect with patients.
For instance, Reeves said, the staff at one pediatric oncology practice
marked the holidays by giving each patient a small gift. "It made it a
special occasion," she said.
The children "were going through a lot, and this was a wonderful time to
address their other needs."
The full and original article can be found here:
http://www.ama-assn.org/amednews/2009/12/07/bil21207.htm
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