Human Resources Management
Mary Schmidt has over 30 years of experience within the optical field including ten years of
hands-on office experience along with practice administration for multi-doctor practices,
outside sales and marketing experience and as manager of education and training for a
large practice management group.
1) Human Resource Management
Introduction to Human Resources: the work of managing the organization. It is the effective use of the
organizations human resources to improve its performance. It takes knowledge, skills and abilities.
Only by effectively managing the practice’s human resources will the goals and objectives be met.
2) Extensive Review of Legalities

Equal pay Act 1963

Title VII Civil Rights Act of 1964

Age Discrimination in Employment Act of 1967

Equal employment opportunity Act of 1972

Pregnancy Act of 1978

Americans with Disabilities act of 1990

Civil Rights Act of 1991

Uniformed Services Employment and Reemployment Rights Act 1994

Fair Labor Standards Act – FLSA*

Exempt vs. Nonexempt Employees
-Nonexempt employees are entitled to overtime pay
-Exempt employees are NOT entitled to overtime pay
3) Legal Resources

Your Local Chamber of Commerce

US Department of Labor (DOL) www.dol.gov

US Equal Employment Opportunity Commission (EEOC) www.eeoc.gov

Internal Revenue Service (IRS) www.irs.gov

Occupational Safety and Health Administration (OSHA) www.osha.gov
4) Best Practices for Hiring
Important to set a strong foundation.
As a precursor to hiring and recruiting, first evaluate each position within the practice and consider the
needed skills and personal attributes. A review of where to find good people.
Constructing an application: Consider what do you want to know and why? Things to consider:
penmanship; completion; content; questions; references; and background checks. In-depth review of
interview process and also how to conduct second interviews. Review of what to avoid in interviews.
5) Policy Manual
Review of what policy manuals should include and not include. What do they look like? Are they
necessary?
6) Job Descriptions
The foundation of a strong practice. Includes detailed review of job descriptions for all facets of
optometry businesses and how each position interacts with each other and executes responsibilities.
7) Training Schedules
Clear communication on expectations and responsibilities is key. Workshop provides detailed 3-week
training schedule for new employees, with time line and goals. 26-page training manual provided as
worksheet for workshop.
8) Performance Appraisals
Providing feedback to support team success. Frequency and content for new hires, throughout the
training process; frequency and content for existing employees, including how to conduct evaluations as
part of termination process. Sample evaluation provided.
9) Staff Development
Review of questions for employees to consider as they review their impact on the practice; two levels.
10) Discipline and Termination
A review of documentation methods. Discussion of appropriate and professional disciplines including
verbal and written warnings, as well as suspension, demotion or job reassignments. Improper forms of
discipline are also covered.
11) Termination
A review of proper reasons for termination. Defining employment at will and good cause. A review of
improper reasons for termination. Develop a termination/resignation checklist to ensure that all aspects
ending employment are completed. Workshop covers all aspects of checklist.
12) Wrap Up
Great ideas for keeping staff motivated and having fun. Acts per day and per week that make a
difference. Concludes with participants committing to three priorities, setting timelines for success.