MedWay Docs

A great HR leader doesn’t just react—they anticipate and prevent issues before they arise. Here’s how: ?? Regularly assess workplace culture and employee concerns. ?? Implement clear policies to prevent conflicts and misunderstandings. ?? Stay updated on industry regulations to ensure compliance.

A strong retirement plan attracts top talent, builds loyalty, and sets your company apart. Here's three things to consider for your retirement offering: ? Pick a plan that fits your budget without sacrificing value. ? Offer benefits your employees actually want and need. ? Maximize tax advantages while meeting regulations.

The right HR & payroll system does more than process payroll—it helps your practice thrive. Is yours doing enough? Here are three essential features to look for in your HR & payroll system: 1?? Automation – Eliminate manual tasks with seamless payroll & compliance tracking. 2?? Integration – Sync with benefits, scheduling, & tax management for a stress-free experience. 3?? Personalized Support – Access expert HR guidance designed specifically for independent practices. Your independent practice deserves an HR & payroll system that works for you, not against you.

Tired of juggling admin tasks? Take control of your independent practice in 2025 with three simple strategies: ? Adopt integrated software to utilize platforms that combine scheduling, billing, and patient records. ? Delegate administrative tasks by assigning non-clinical duties to dedicated staff or services. ? Hold regular training sessions to keep your team updated on the latest tools and protocols.

Employment disputes cost U.S. companies $300 billion per year. Strong HR policies like these protect your practice from legal trouble: ??Document & keep records of employee performance, disciplinary actions, and workplace incidents. ?? Have a clear employee handbook that outlines workplace policies, expectations, and compliance requirements. ?? Conduct regular HR audits to periodically review payroll, contracts, and labor law compliance. ?? Establish a complaint resolution process to ensure employees can report issues before they escalate into lawsuits.

Three Steps to Successful Onboarding for Independent Practices: ?Structured Orientation: Provide a comprehensive introduction to your practice's culture and procedures. ?Mentorship: Pair new hires with experienced staff for guidance and support. ?Regular Feedback: Schedule check-ins to address concerns, track progress, and provide encouragement. Efficient onboarding leads to higher retention and a cohesive team.

Hiring the right team starts with asking the right questions. Here are five key questions to help you find the best fit for your independent practice: 1?? What experience do you have in a medical practice setting? 2?? How do you handle high-pressure situations with patients and staff? 3?? Can you give an example of how you’ve resolved a workplace conflict? 4?? What does great patient care mean to you? 5?? How do you stay up to date with healthcare regulations?

By outsourcing administrative tasks like HR and payroll, independent practices can save up to 3-4 hours per day and increase patient-facing time by 15-20%.

Three keys to establishing good company culture: ? Identify Your Practice's Culture & Values ? Foster Positive & Supportive Work Environments ? Enhance Communication & Relationship Building

Managing independent practices can feel overwhelming. But you don't have to go it alone. Started by the nation’s leading physician association, California Medical Association, MedWay manages the HR, payroll and staffing challenges facing independent practices.