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It also covers workplace safety obligations, additional laws like OSHA, HIPAA, and ERISA, plus practical guidance for recruiting, interviewing, and setting job expectations.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/resumes/","Resumes",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/establishing-your-practice-hiring-and-managing-administrative-staff/306030/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/establishing-your-practice-hiring-and-managing-administrative-staff/306030.png","ImageObject",442,249,{"name":42,"@type":43},"Maeve","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-09-26","2026-09-19",true,{"@type":52,"interactionType":53,"userInteractionCount":26},"InteractionCounter",{"@type":54},"ViewAction",{"@type":56,"mainEntity":57},"FAQPage",[58,64,68],{"name":59,"@type":60,"acceptedAnswer":61},"What hiring criteria should be used when selecting administrative staff?","Question",{"text":62,"@type":63},"Only skills and work experience that directly affect a candidate’s ability to perform the job should influence hiring decisions. Factors such as age, sex, race, marital status, religion, and sexual orientation cannot be considered.","Answer",{"name":65,"@type":60,"acceptedAnswer":66},"Which federal laws are highlighted as key compliance requirements?",{"text":67,"@type":63},"The text lists seven key laws: FLSA, Equal Pay Act, Title VII of the Civil Rights Act (including harassment rules), ADEA, Pregnancy Discrimination Act, IRCA, and ADA.",{"name":69,"@type":60,"acceptedAnswer":70},"How should interviews be conducted to get accurate and lawful information?",{"text":71,"@type":63},"Begin with casual conversation to put the candidate at ease, then move to focused questions about skills, interests, and job-related experience. Avoid unacceptable or possibly illegal questions and, if unsure, consult an attorney or a Department of Labor representative.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},306030,1790448280,{"code":4,"msg":81,"data":82},"success",[83,88,92,97,102,107,112,117,122],{"id":84,"doc_module":22,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},11,"Presentations",90,"presentations",{"id":89,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":90,"slug":91},12,80,"resumes",{"id":93,"doc_module":22,"doc_module_name":25,"category_name":94,"show_sort_weight":95,"slug":96},14,"Invoices",70,"invoices",{"id":98,"doc_module":22,"doc_module_name":25,"category_name":99,"show_sort_weight":100,"slug":101},15,"Posters",60,"posters",{"id":103,"doc_module":22,"doc_module_name":25,"category_name":104,"show_sort_weight":105,"slug":106},16,"Social Media",50,"social-media",{"id":108,"doc_module":22,"doc_module_name":25,"category_name":109,"show_sort_weight":110,"slug":111},17,"Forms",40,"forms",{"id":113,"doc_module":22,"doc_module_name":25,"category_name":114,"show_sort_weight":115,"slug":116},18,"Letters",30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":81,"data":127},{"doc_id":78,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":89,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":33,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":33,"language":135,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":12,"update_tm":139,"read_time":26},5909877438554,"https://ap-avatar.wpscdn.com/avatar/5600025385ad2bf12a7?_k=1778553567797529272","8  \nHIRING AND MANAGING ADMINISTRATIVE STAFF  \nAn enthusiastic and productive staff can make the difference between a successful, fulfilling practice and a sluggish, unsatisfying one that will have an impact on your patients as well as you. In order to ensure the former, it is critical that the physician be a strong and effective leader and be knowledgeable about employment laws, successful hiring techniques, and how to maintain an orderly yet open office in which communication is a high priority.  \nEMPLOYMENT LAWS AND REGULATIONS  \nBefore you hire and manage administrative staff, it is important that you understand the laws that govern this kind of employer-employee relationship. As far as hiring is concerned, a general rule to follow is that only the skills and work experience that directly influence a candidate’s ability to effectively perform the duties of the position should affect his likelihood of obtaining the job. Factors such as age, sex, race, marital status, religion, and sexual orientation cannot be considerations in the hiring process.  \nThe following are seven of the key federal laws that psychiatrists, and all employers, must keep in mind when hiring staff:  \n1. Fair Labor Standards Act of 1938 (FLSA), as Amended - sets requirements for a minimum wage, overtime pay, child labor regulations, and prohibits wage discrimination based on sex.  \n2. Equal Pay Act of 1963-prohibits wage discrimination based on sex.  \n3. Title VII of the Civil Rights Act of 1964 - prohibits discrimination based on religion, national origin, race, sex, etc. and created the Equal Employment Opportunity Commission (EEOC) for enforcement. Acts of harassment, including sexual harassment, are also prohibited under this law.  \n4. Age Discrimination in Employment Act of 1967 (ADEA) - prohibits discrimination based on age.  \n5. Pregnancy Discrimination Act of 1978 - prohibits discrimination based on pregnancy.  \n6. Immigration Reform and Control Act of 1986 (IRCA) - requires employers to maintain proof of employees’ citizenship.  \n7. Americans With Disabilities Act of 1990 (ADA) -prohibits discrimination against a “qualified individual with a disability.”  \nEmployers must also comply with employee safety and health standards as set forth by the Occupational Safety and Health Administration (OSHA) . These regulations are designed to ensure that employees have a safe work environment. For compliance information, contact your local OSHA office or access [its website at](its website at www.osha.gov)[ ](its website at www.osha.gov)[www.osha.gov](its website at www.osha.gov) .  \nAdditional laws and regulations that must be adhered to include, but are not limited to:  \n􀁸 Workers’ compensation laws (mostly state mandated);  \n􀁸 Federal record-keeping requirements;  \n􀁸 Wage deductions;  \n􀁸 Unemployment compensation;  \n􀁸 Social security;  \n􀁸 Employee safety and rights poster requirements (mandated by the Department of Labor and the Equal Employment Opportunity Commission);  \n􀁸 Employee Retirement Income Security Act of 1974 (ERISA) (see Chapter 42);  \n􀁸 Consolidated Omnibus Budget Reconciliation Act (COBRA); and  \n􀁸 Health Insurance Portability and Accountability Act of 1996 (HIPAA) .  \nThe Small Business Regulatory Enforcement Fairness Act of 1996 (SBREFA) requires agencies to write compliance guides that explain in plain language what the new regulations require. The guides are available through Department of Labor (DOL) Regional Offices, and the Small Business Administration's (SBA) Small Business Development Centers (for the one nearest you, call SBA at (800) 827-5722 or go their website, [www.sba.gov](www.sba.gov) ) .  \nInformation on complying with federal employment laws, along with an abundance of additional helpful information, including the contents of many pertinent federal regulations (and the address of your regional Department of Labor (DOL) office) can be found on the DOL website [at](at www.dol.gov. In)[ ](at www.dol.gov. In)[www.dol.gov](a","cbCaiu66G35rINRs","https://ap.wps.com/l/cbCaiu66G35rINRs","pdf",156029,"English","# Hiring and Managing Administrative Staff\n## Employment Laws and Regulations\n## Hiring and Expectations","[{\"question\":\"What hiring criteria should be used when selecting administrative staff?\",\"answer\":\"Only skills and work experience that directly affect a candidate’s ability to perform the job should influence hiring decisions. Factors such as age, sex, race, marital status, religion, and sexual orientation cannot be considered.\"},{\"question\":\"Which federal laws are highlighted as key compliance requirements?\",\"answer\":\"The text lists seven key laws: FLSA, Equal Pay Act, Title VII of the Civil Rights Act (including harassment rules), ADEA, Pregnancy Discrimination Act, IRCA, and ADA.\"},{\"question\":\"How should interviews be conducted to get accurate and lawful information?\",\"answer\":\"Begin with casual conversation to put the candidate at ease, then move to focused questions about skills, interests, and job-related experience. Avoid unacceptable or possibly illegal questions and, if unsure, consult an attorney or a Department of Labor representative.\"}]","Establishing Your Practice - Hiring and Managing Administrative Staff | PDF",1789832190]