bulletin of the san fernando valley dental society

Transcription

VOL. XXXXI
NO. 1
Winter
2008
BULLETIN OF THE SAN FERNANDO VALLEY DENTAL SOCIETY
• Getting Sued?
• Sick? Go to Work or Stay Home?
• CDA Working For Us
• Thumbnail Sketches
published by the
San Fernando Valley
Dental Society
Table of Contents
3
President’s Message
4
Welcome New Members
5
Welcome New Members/Classified Ads
Executive Committee
6
CDA Working for Us
Harry H. Markarian, D.D.S.
President (818) 763-1991
7
Thumbnail Sketches
8
Identity Theft Prevention
Jorge A. Alvarez, D.D.S.
President-Elect (818) 990-4412
9
General Meetings
Mark. A. Amundsen, D.D.S.
Treasurer (818) 340-7320
10 General Meetings
Mehran Abbassian, D.D.S.
Secretary (661) 259-9100
11 Sick? Go to Work or Stay Home
Gray G. Berg, D.D.S.
Editor (818) 790-2010
12 Sick? Go to Work or Stay Home/Transitions
Joseph P. Sciarra, D.D.S.
Trustee (818) 224-2970
13 Ten Things Employers Do to Get Sued
Alan R. Stein, D.D.S.
Trustee (818) 772-6546
22110 Clarendon Street, Suite 101
Woodland Hills, California 91367
Office: (818) 884-7395
Fax: (818) 884-2341
E-mail: [email protected]
Web Site: www.sfvds.org
Jason W. Pair, D.D.S.
Immediate Past President
(818) 349-4956
T. Andris (Andy) Ozols
Executive Director
E-mail: [email protected]
Sponsors
Dentsply/Tulsa Dental
Procter & Gamble
Thanks to our advertisers
GKC America, Northridge Hospital
Johnson & Johnson, TDIC
On the Cover
Published quarterly by the San Fernando Valley
Dental Society. The Society solicits essays, letters,
opinions, abstracts and publishes reports of the various committees; however, all expressions of opinion
and all statements of supposed fact are published on
the authority of the writer over whose signature they
appear, and are not regarded as expressing the view
of the San Fernando Valley Dental Society unless
such statement of opinions have been adopted by its
representatives. Acceptance of advertising in no way
constitutes professional approval or endorsement.
Produced by Wilshire Graphic Press, Inc.
2
Winter 2008 • San Fernando Valley Dental Society
Left to Right: Jason Pair, immediate Past President,
Andy Ozols, new Executive Director, Harry Markarian,
President
President’s Message
As tag lines go, CDA’s “Moving forward. Together” is a pretty
good one. If the ultimate test for an assocation is how well it
moves to respond to members’ needs, then CDA certainly has
gained my deep respect. This year our component was compelled
to make serious decisions and make changes that would impact
us significantly. In response to our appeals, CDA and other components around the state gave sincere expressions of support, and
more importantly, lent generous help to allow us to move forward; the results were gratifying, comforting and should be
sources of great pride for all of us as members.
A
Life is a series of transitions and each carries its own set of challenges and opportunities. This year our component has had its
share of new developments: we have a new central office, a new
Executive Director and soon, new office staff. Thanks to many
of our experienced and conscientious board members, under the
capable leadership of President Jason Pair, the transition to this
new administrative staff has been and will continue to be
smooth, hopefully with minimal interruptions in services.
Joining us as Executive Director for our component is Talis
Andris “Andy” Ozols. Andy is a long time valley resident and
has worked in the area for almost 20 years. He holds an MA in
Well Being
Committee
We would like to
inform you that the
Well Being Committee
has been reactivated with Dr.
William Slavin
as Chairman and
intermediary.
You may reach him for
your confidential call
by phoning:
(818) 437-3204
BOARD SEEKS
EXPERT CONSULTANTS
The Dental Board of California is recruiting
dentists as consultants to assist in reviewing
cases under investigation. The consultant
will make determinations relating to complaints involving allegations of substandard
dental treatment. The Board is seeking general dentists and Board Certified specialists
who meet the following criteria:
• Have been in active practice at least (5)
years;
• No disciplinary action against your license
• Have had no malpractice judgements over
$5,000
FOR THOSE INTERESTED CONTACT:
Theresa Lane
(714) 247-2100
Psychology and an MBA in
Finance. He is no stranger to
the position of Executive
Director, having held that
position in two other organizations. He understands that
our society was organized,
established and looks forward
to being the intial contact for
our members. We hope that in
the coming months you will
take the opportunity to meet
him and enjoy a relationship
that will span many years.
There are so many new things
at our component this year
that some have dubbed us The
New San Fernando Valley Dental Society. Although not all new
things are necessarily good things, we will try our best to prove
to you that this actually is The New and Improved San Fernando
Valley Dental Society.
Harry H. Markarian, D.D.S.
“Life is a series of
transitions and each
carries its own set
of challenges and
opportunities.”
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Welcome New Members
Oscar H. Cortes, D.D.S.
217 Triunfo Canyon Rd. Apt. 210
Westlake Village, CA 91361-2105
General Practitioner
Colegio Odonto Colobian, 1980
Alexis Gutierrez, D.D.S.
14047 Fenton Ln.
Sylmar, CA 91342-1656
(transfer)
Tandis Namvar-Nami, D.D.S.
1245 Wellesley Ave. Apt.303
Los Angeles, CA 90025-1171
(transfer)
Nergis A. Gurses, D.D.S.
19117 Merion. Dr.
Northridge, CA 91326-1834
University of Pittsburgh, 2007
Jaspreet Kaur, D.D.S.
19642 Schoenborn St.
Northridge, CA 91324-4143
Indiana University, 2007
Sanah A. Sohrab, D.D.S.
4519 Alcorn Dr.
La Canada, CA 91011-1930
USC, 2005
Karen E. Martinez, D.D.S.
931 N. Orchard Dr.
Burbank, CA 91506
Dalhousire University, Canada, 2007
Alcira Melida Urrutia, D.D.S.
12489 Bradley Ave.
Sylmar, CA 91342
Office: 1024 N. Maclay #3
San Fernando, CA 91340
818-365-8653
University of El Salvador, 1999
Daniel Vogl, D.D.S.
16101 Ventura Blvd.
Suite 345
Encino, CA 9143
818-501-1072
Marquette University, 1988
Anisha M. Ranchhod, D.D.S.
4604 Cahuega Blvd. #3
Toluca Lake, CA 91602
UOP, 2006
Cedars-Sinai, GPR, 2007
Evelinda Datingaling Jacob, D.M.D.
17100 Mandarin Ct.
Granada Hills, CA 91344
Office: 12120 Saticoy St.
North Hollywood, CA 91344
818-225-2244
Manila Central University, 1989
Punita Sharma, D.D.S.
240 S. Third St. #M
Burbank, CA 91502
College of dental Surgery, India, 1994
Cyrus Helmi, D.D.S.
19100 Ventura Blvd. Suite 3
Tarzana, CA 91356
818-344-8247
Tehran University Dental School, 1966
University of Chicago,
Orthodontics, 1980
Annie A. Aboulian, D.M.D.
1117 Allen Ave. #205
Glendale, CA 91201
Office: 520 E. Broadway
Glendale, CA 91205
818-242-4046
University of Nevada, 2007
Vartan Ter Poghossian, D.D.S.
444 Piedmont Ave. #318
Glendale, CA 91206
USC, 2007
Shelley A. Milera, D.M.D.
8576 Remmet Ave.
Canoga Park, CA 91304
Office: 8320 De Soto Ave.
Canoga Park, CA 91304
University of the Philippines,, 1996
Eleanor C. DeGuzman, D.D.S.
17885 Maplehurst Pl.
Canyon Country,, CA 91387
Office: 532 W. Glenoaks Blvd.
Glendale, CA 91202
818-547-4949
University of the Philippines, 1995
Katherine P. Llaguno-Jingco, D.D.S.
14500 Van Nuys Blvd. #8
Panorama City, CA 9140
Centro Escolar University, 1998
Hope L. Wettan, D.D.S.
9701 Penfiekld Ave.
Chatsworth, CA 91311
Office: 16917 Enadia Way
Van Nuys, CA 91406
Oral and Maxillofacial Pathology
NYU College of Dentistry, 1996
Goldwater Memorial Hospital, GPR Certificate
NYU Hospital Medical Center of Queens,
Oral & Maxillofacial Pathology, 2001
Lawrence Lozada, D.D.S.
24001 Cape May Ct.
Valencia, CA 91355
Office: 24355 Lyons Ave. Suite 200
Newhall, CA 91321
University of the Philippines
Joesef Youssef, D.D.S.
21839 Ventura Blvd.
Woodland Hills, CA 91364
818-347-8444
University of Cairo, 2000
Farbod Parvinjah, D.M.D.
17256 Barneston Ct.
Tufts University, 2007
Jason Gee, D.M.D.
1234 Wilshire Blvd. #618
Los Angeles, CA 90017
Office: 1521 W. Ave. J, Suite 2
Lancaster, CA 93534
661-948-6096
Endodontist
University of Pennsylvania, 2004
University of Pennsylvania, Endodontics, 2006
Natalya Carmichael, D.D.S.
1537 Silverwood Dr.
Loma Linda University, 2007
Payman Kakoli, D.D.S.
18144 Burbank Blvd., #202
Tarzana, CA 91356
Endodontist
University of Maryland, 2004
University of Maryland, Endodontics, 2007
Jeffery S. Savangphol, D.D.S.
12601 Lithuania Dr.
USC, 2007
Continued on page 5
4
Welcome New Members
Continued from page 4
Steve I. Braslavsky, D.D.S.
5434 Zelzah Ave. Apt. 209
Encino, CA 91316-2240
Office: 15545 San Fernando
Mission Blvd.
Mission Hills, CA 91345
818-266-1390
New York College of Dentistry, 2004
Daniel Hemmati
15009 Moorpark St.
Sherman Oaks, CA 91403
UCLA, 2007
Mayvic R. Conte, D.D.S.
25880 Tournament Rd., Suite 212
Valencia, CA 91355-2389
(transfer)
Nichole H. Sun, D.D.S.
1223 Federal Ave. #202
Office: 1400 W. Olive Ave., Suite
101
Burbank, CA 91506
818-563-3825
UCLA, 2004
UCLA Orthodontics, 2007
Faria Chohan, D.M.D.
5763 Tenneyson Dr.
Agoura Hills, CA 91301
Temple University, 2007
House of Delegates 2007
Joe Sciarra DDS, Ella Sciarra, Anette Masters DDS, Mark
Amundsen DDS
Classified Ads
PLANMECA PM 2002CC PROLINE PANOREX MACHINE.
Like new, was placed in storage facility 6 months after purchase; Autoprint patient name and date; digital ready; $8,000.00 OBO
(818) 996-1200 Natalie or Pam
UNIQUE SERVICES OF LAB AND CLINICAL ORAL
PATHOLOGY is now available in your local community. It includes
the following: Biopsy services; Diagnosis and therapeutic management
of oral mucosal lesions & follow-up programs; Radiographic consultations of pathologic lesions; Orofacial pain including neuropathic and
TMJ disorders; Comprehensive care of prior/past radiotherapy for
head/neck cancers. Dr. Lan Su, D.M.D., Ph.D., Westlake Village,
(818) 865-1039.
GENERAL DENTAL PRACTICE and BUILDING FOR SALE in
WEED, CALIFORNIA 20 year established, busy practice, booked 3
months advance Collects $166K with 4 day week, 6 1/2 hour day, 2
months vacation 1176 sqft building, on .23 acres, Built in 1990. 3
Operatories, Lab, Sterile room, Office, Reception area, 2 Restrooms.
PRACTICE: $120K – BUILDING: $225K or lease/option. Thomas L.
Galbraith DDS 530-938-3338 [email protected]
EXCLUSIVE DENTAL SUITES. Short/long term lease, state-of-theart equipment and accommodations. Includes: operatory, sterilization
and x-ray room, waiting and consultation room, parking and storage
space. Conveniently located off 101 Freeway. Carlos Vazquez.
(818) 758-3557.
AGOURA HILLS PRACTICE FOR SALE – (Gateway to Santa
Monica mountains) Established 7 years in a 3-story building. Has 2,000
sq. ft. w/3 operatories (2 fully equipped). Seller is moving. Recently
renovated office. Gross in 2006 was $266k. Sees 220 pts./mo; 15–20
new. Asking $320,000. [email protected] or 888-277-6633.
DENTAL SUITE AVAILABLE. Three chair opporatory already
plumbed and ready for the decorators. 1,050 sq ft is offered on a full
service gross $2.50/sq ft. Located on a well trafficked street with dentist on two of the four corners. Dental suite is walking distance to Lake
Avenue business and restaurant district. Parking is greater than 4/1000
sq ft. Landlord is a dentist looking for a tenant who would like a 5 – 10
year lease. For more information call Cliff Houser at (626) 583-8484.
Jason Pair DDS, George Maranon, Lou Schwartzbach
Tanya Stein ADHP Member, Jason Pair DDS, Alan Stein
DDS
5
CDA Working For Us
By James Mertzel, Legislative Chairman
As the Legislators submitted their completed bills to the Governor,
it was his turn to approve or veto the abundance of bills submitted
in the final days of the legislative session.
able visit per month. This policy is not consistent with current
standards of care which may require multiple visits in one month
and no visits the next month.
Listed below are some of the bills which relate to organized dentistry.
This bill established a quarterly system of reimbursement, allowing a more flexible system to reflect individual treatment needs.
AB 387 – Dental Office Ownership -Signed into law
Under existing California Law, with the death of a practicing dentist, the family or estate had no legal option to keep the practice
running, as the law stated that only a dentist could hire another
dentist to perform professional services. When a dentist died
unexpectedly, patients were not able to receive continuity of care
and had to seek another dental office, even if they were in the middle of treatment. This obviously affected the value of the practice
which could possibly be a large part of the estate’s value.
SB 534 Veto
There were a number of facets to this bill. One of the stipulations
was to create a Dental Hygiene Committee under the jurisdiction
of the Dental Board. In addition it placed jurisdiction of dental
assistants with the Board. CDA had supported the final provisions
of this law.
A
This bill, which was passed, allows the spouse or estate of the
deceased dentist to hire a dentist for a limited time, not to exceed
12 months, to keep the practice running, while negotiations transpire in an attempt to sell the practice.
AB 895 – Coordination of Benefits – Signed into law
Secondary insurance company plans have been denying claims
that exceed the amount they would have paid if they had been the
primary insurance. As an example, a patient had a $1,500.00 dental bill. The insured had $1,000.00 benefits on both the primary
and secondary plans. The primary insurer paid $1,000.00. The
secondary insurance declined to pay the additional $500.00 stating
that the insured only had $1,000.00 worth of benefits and that
amount had been paid by the primary insurance plan. When a
patient has two plans, they are entitled to receive benefits from
both plans, not to exceed the total cost of the services.
This legislation assures to the insured that they will receive the
total benefits for which they are entitled.
AB 383 – Denti-Cal Orthodontic Care Reimbursement – Signed
into law
Orthodontists who provide services under the Denti-Cal, Healthy
Family or California Children’s Services were limited to one bill-
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CDA is concerned about the fact that this bill contained an
extension to the Dental Board which is scheduled to sunset on
July 1, 2008. If not extended, the Board’s functions would be
transferred to a bureau within the Dept. of Consumer Affairs.
CDA hopes to have legislation passed in the special health care
legislative session to extend the sunset law. Other state boards
will also require extensions. If the extension is not passed in the
emergency health care session, it is very likely that the earliest an
extension could be granted would be January 1, 2009, which
would mean that there would be a six-month period of time that
Dental Board functions would be performed by a bureau structure
under the Department of Consumer Affairs. One concern is that
the leader of the Senate, Senator Perata, may not allow the extension without addressing the issue of the Dental Hygiene
Committee.
CDA HAS BEEN VERY EFFECTIVE IN ADVOCATING
FOR THE ISSUES WHICH WILL BENEFIT ALL THE
DENTISTS OF CALIFORNIA. THEIR EFFECTIVENESS
IS A REFLECTION OF THE INFLUENCE OF CAL-D-PAC
AND THE GOVERNMENT RELATIONS DEPARTMENT.
OUR GRATITUDE TO CDA’S LIZ SNOW, MICHELE
RIVAS, PAM WOUDSTRA and their staff for an outstanding
effort.
Dr.Anita Rathee
Anita attended dental school at Dalhousie University in Halifax, Nove Scotia
and completed a General Practice Residency in Vancouver, B.C. She married
an American citizen and moved to California where she earned a master’s
degree in Public Health Policy Management and Administration at UCLA.
Coming from Canada, where there was only private practice and no dental
insurance, to the US involved more than a little culture shock. Her core beliefs
are volunteerism, solo practice, one-to-one patient education and organized
dentistry’s obligation to educate the public on the importance of regular care
and the link between oral and systemic health.
In support of her beliefs she has served as a director of MEND, is on our
Dental Care Council, is on the CDA Interdisciplinary Affairs Council, has
been membership chair of Cal AGD, has been a delegate for the AGD HOD
for eight years and is immediate past president of California AGD.
As well she has lobbied in Washington, DC for issues affecting the practice of
dentistry and patient’s rights.
A
Michaelangelo Among Us
Surresh Iyengar, D.D.S. was born in India and earned his B.D.S. in Bombay
before he came to the US and completed the foreign dentist program at
USC in 1972. He maintains a solo practice in Sherman Oaks, has been married for 34 years and has a daughter that is getting a master’s degree at
S
Carnegie Mellon Institute. Suresh is a member of the Pasadena Society of
Artists, and has had his art exhibited as part of a cultural show at the Norton
Simon Museum of Art.
All dentists are artistic, have good eye-hand coordination, have good depth
perception and on a small scale are sculptors. Most of us limit our talents
to serving our patients and earning a living doing what we spent years
learning in dental school.
Suresh has let this whole art thing get completely out of hand. He sketches, paints and sculpts in foam, clay, wood and marble. He began his formal
training in sculpture in 1990. Among his projects are marble copies of old
masters, Indian bas-relief sculpture and painting, props for stage productions, and forced perspective sidewalk chalk art.
The most widely viewed examples of his work are the figures he sculpts in
foam for Burbank’s Rose Parade floats.
Oh, I forgot – he also finds time and energy to train for and run seven
marathons a year. Three times he has qualified for and run in the Boston
Marathon. It didn’t come up during the interview, but I suspect Suresh is
either bionic or an insomniac.
In the Wake of Jacques Cousteau
Walking into the office of Sherman Oaks dentist Harold Perlaza is not that far
from opening a copy of National Geographic featuring a deep sea diving expedition. Before graduating from the UCLA foreign dentist program in 1990, he
was already an accomplished scuba diver and photographer.
The degradation of popular sites keeps Harold going further afield to find suitable places to dive and take his mind boggling photographs. He is recently back
from dives in the Philipine and Maldive Islands, where he found clear water and
the opportunity to get close to large populations of varied subjects, both day and
night.
Night photography brings lots of predators to the light (the better to eat you my
darling), raising the number of subjects available.
The same passion Harold brings to his hobby carries over to his concern for the
fate of the fragile ocean and ultimately the earth. Pollution, global warming and
overfishing are combining to seriously injure the seas – an environment that
W
covers 7/8ths of the earth’s
surface. The oceans can
only be saved by their judicious use. Selfishness, tradition and the economic interests of fishing fleets ravage
their bounty, which has been
viewed by many as boundless. Japan and Norway lead
in killing whales, sharks and
dolphins.
Shephard of the Sea, lead by
Captain Paul Watson, is at the forefront of educating whole populations of the
immenent danger to the seas. Hopefully the trend can be reversed in time to save
us all.
7
Identitity Theft Prevention
Please read this, share it with your friends and make a copy for
your files in case you need to refer to it someday. Maybe we
should all take some of his advice! A corporate attorney sent the
following out to the employees in his company.
P
1. Do not sign the back of your credit cards. Instead, put
“PHOTO ID REQUIRED.”
2. When you are writing checks to pay on your credit card
accounts, DO NOT put the complete account number on the
“For” line. Instead, just put the last four numbers. The credit
card company knows the rest of the number.
3. Put your work phone# on your checks instead of your home
phone. If you have a PO Box use that instead of your home
address. If you do not have a PO Box, use your work address.
Never have your SS# printed on your checks. (DUH!)
4. Place the contents of your wallet on a photocopy machine. Do
both sides of each license, credit card, etc. You will know what
you had in your wallet and all of the account numbers and
phone numbers to call and cancel. I also carry a photocopy of
my passport when I travel. We’ve all heard horror stories about
fraud that’s committed on us in stealing a name, address,
Social Security number, and credit cards. Photocopying this
critical information can help limit the damage in case this
happens to you or someone you know:
5. We have been told we should cancel our credit cards immediately. But the key is having the toll free numbers and your card
numbers handy so you know whom to call.
6. File a police report immediately in the jurisdiction where your
credit cards, etc., were stolen. This proves to credit providers
you were diligent, and this is a first step toward an investigation (if there ever is one).
7.
8
Here’s what is perhaps most important of all (I never even
thought to do this). Call the three national credit reporting
organizations, IMMEDIATELY, to place a fraud alert on your
name and also call the Social Security fraud line number. The
alert means any company that checks your credit knows your
information was stolen, and they have to contact you by phone
to authorize your credit. By the time I was advised to do this,
all the damage had been done. There are records of all the
credit checks initiated by the thieves’ purchases, none of
which I knew about before placing the alert. Since then, no
additional damage has been done. It seems to have stopped
them dead in their tracks.
Now, here are the numbers you always need to contact if your
wallet, etc., has been stolen:
1) Equifax: 800-525-6285
2) Experian (formerly TRW): 888-397-3742
3) Trans Union: 800-680-7289
4) Social Security Administration (fraud line): 800-269-0271
jjj
WE ARE POSTER-FULL
The 2007-2008 required CAL-OSHA poster sets are
now available to CDA/SFVDS members.
To request your free poster set,
please call the central office at
(818) 884-7395
General Meetings
The Sportmen’s Lodge
4234 Coldwater Canyon • Studio City • 818-755-5000
January 16, 2008 – 2 p.m. - 9 p.m.
February 20, 2008 – 2 p.m. - 9 p.m.
Speaker: Roger P. Levin, D.D.S.
Speaker: Jonathan L. Ferencz, DDS, FACP
Less Stress – More Success: Supercharge Your
Systems to Maximize Production & Profit
Implant Restorations: Techniques to Guarantee
Predictability, Profitability and Patient Satisfaction
About the Speaker:
About the Speaker:
Roger P. Levin, DDS Chief Executive Officer, Levin
Group, Inc. Since 1985, third-generation general dentist
Roger P. Levin has embraced one single mission — to
Improve the lives of dentists. For more than 20 years
Levin Group has provided the dental industry with a wide
array of consulting, financial and transition services and
has partnered with thousands of dentists to help them achieve personal fulfillment and professional success. An author, international lecturer, columnist, and key industry leader, Dr. Levin has served in numerous capacities
for non-profit charitable organizations and industry boards. He is the current
Board of Visitors Chair for the National Museum of Dentistry and has been
inducted into the Ernst & Young Entrepreneur of The Year, Hall of Fame.
About the Program:
How do you take your practice to the next level? To achieve long-term
growth, you need to create and implement the right systems.Without them,
dental practices often struggle for years. The insights and information presented will reenergize you as a leader, motivate your team, and provide you
the tools needed to take your practice forward. in this exciting seminar, you
will learn the principles of greater practice success, including:
1.
2.
3.
4.
5.
6.
7.
8.
How to Design Step-By-Step Systems
Strategies of Highly Successful Leaders
How to Achieve Superior Customer Service
How to Find Lost Hours Through Power Cell Scheduling™
The Impact of a High-Performance Hygiene Department
The Importance of Key advisors
How to Create a Life Plan to Achieve Ultimate Success
How to Boost Case Acceptance
Jonathan L. Ferencz, DDS, FACP Dr. Ferencz is a
clinical professor of Prosthodontics and Occlusion in the
Department of Advanced Education in Prosthodontics at
New York University College of Dentistry. A diplomate of
the American Board of Prosthodontics, Dr. Ferencz has
served as president of the American College of
Prosthodontists. He has also served as president of the Greater New York
Academy of Prosthodontics and the Northeastern Gnathological Society,
and is a member of the Academy of Osseointegration. Dr. Ferencz has given
over 150 presentations and maintains a private practice limited to prosthodontics in New York City..
About the Program:
This presentation will focus on the role of the restorative dentist in planning
and treating the implant patient. The full gamut of implant restorative procedures will be covered, ranging fromthe single tooth implant retained
crown to the full arch implant restoration. Topics to be covered include
essential steps in planning, abutment selection and connection, impression
procedures, and fabrication and delivery of the final restoration. Special
emphasis will be given to implant restorations in the esthetic zone with an
in-depth focus on soft tissue development and optimal esthetic outcomes
using zirconia and alumina CAD/CAM procedures. Understanding the simplicity and predictability of these concepts can greatly enhance your confidence and profitability in implantprosthodontics.
Continued on page 10
9
General Meetings
(continued)
March 19, 2008 – 2 p.m. - 9 p.m.
April 16, 2008 – 2 p.m. - 9p.m.
Speaker: Stephen R. Snow, D.D.S.
Speakers: Leslie Canham, CDA, RDA & Gerald Vale, D.D.S.
The Esthetic Excellence Paradigm:
Digital Discernment and Dependable Dentistry
The Dental Practice Act and Infection Control
About the Speaker:
About the Speakers:
Stephen R. Snow, DDS is an Accredited Member of
the American Academy of Cosmetic Dentistry and an
Associate Member of the American Academy of Esthetic
Dentistry. He is a published author who lectures internationally on smile design, cosmetic treatment techniques,
and digital technology. He is on faculty at UCLA’s Center
for Esthetic Dentistry and is the director of Perfect Perspectives Advanced
Dental Seminars. He maintains a full-time private practice in Danville, CA
emphasizing cosmetic restorative dentistry.
About the Program:
Have you implemented cosmetic restorative treatment in your practice only
to experience difficult patient communication and unpredictable patient satisfaction? Are you confident in choosing the right materials and methods to
get the results you want – profitably? Have you referred patients to specialists for multi-disciplinary treatment only to encounter misunderstandings
and uncertain results? Have you received disappointing restorations from
laboratory technicians who tried hard but didn’t deliver the results you or
your patient expected?
This presentation will cover the essentials for achieving esthetic predictability in dental practice. Basic and advanced concepts in esthetic analysis,
smile design, and treatment planning will be highlighted. Specific clinical
indications for successful material selection, preparation design, tissue management, and cementation consideration will be explored.
Skillful use of dental photography is the most effective means for communication in the dental office. Of course, “A picture is worth a thousand
words.“ This course will also explore and illustrate the fundamental principles of digital photography for the contemporary dental practice. A no-nonsense strategy for equipment selection will be discussed. Essential techniques will be presented for achieving stunning photographic images, and
reviewing them with patients, colleagues and technicians. Learn to inspire
treatment acceptance and achieve predictable results.
10
Leslie Canham, CDA, RDA is a Speaker and Consultant
specializing in Infection Control, OSHA Compliance, Dental
Practice Act and HIPAA regulations. Leslie has over 36 years of
experience in dentistry and is the founder of Leslie Seminars. In
addition to speaking nationwide, Leslie conducts in-office training, “mock” OSHA inspections, and consulting on infection control and safety. Leslie is the moderator of the Infection Control
Forum on Dentaltown.com, and is an active member of the Organization for Safety
and Asepsis Procedures, the Academy of Dental Management Consultants, the
Speaking Consulting Network, the National Speakers Association, and the California
Dental Association. Leslie is authorized by the Dept. of Labor as OSHA Outreach
Trainer in General Industry Standards.
Gerald L. Vale, D.D.S., MPH, JD has earned
advanced degrees in orthodontics, in public health, and in
law. He was Interim Dean of the USC School of Dentistry
in 1999 and 2000, and was Director or Co-Director of
Dentistry at the Los Angeles County – USC Medical
Center for 24 years. Dr. Vale has also served as vice-president of the Dental Board of California. He has been the
senior forensic dental consultant for the Los Angeles County Department of
Coroner since 1968, and in 2004 he was named Distinguished Fellow in the
American Academy of Forensic Sciences. Dr. Vale is a member of the State
Bar of California, presently inactive, and taught Dental Jurisprudence at the
USC School of Dentistry for many years. He has also served as an arbitrator, expert witness and consultant in dental malpractice cases. 2006 marks
the 58th year of Dr. Vale’s career in Dentistry.
About the Program:
This seminar focuses on the California minimum infection control standards
Section 1005 as required for dental license renewal. The participant will be able
to determine if their current infection control procedures meet CA regulations
infection control and will be provided resources for infection control training
and information.
Sick? Go to Work or Stay Home?
By Kay Carl, RN, BS
For years, dental healthcare workers (DHCW) did not have access to
suggested work restrictions for healthcare personnel infected or
exposed to major infectious diseases in healthcare settings.
Fortunately, we now have that information from the Centers for
Disease Control and Prevention (CDC) 2003 Guidelines for Infection
Control in Dental Health-Care Settings - 2003, online at
www.cdc.gov/mmwr/mmwrhtml/rr5217a1.htm
F
Go to Table1, at the end of the document, after the references. If you
have a CD from the AzDA OSHA Manual Workshop, it will be under
tab 9b, pages 82 and 83. This is a great resource for the dental office.
The table is just two pages, so I recommend printing it out and having a copy readily available for use. I do not wish to list every disease
as the table is so complete. I wish to elaborate on some diseases listed as they relate to dentistry.
EXCLUDE FROM DUTY
Measles, Mumps, Rubella, Varicella (Chicken Pox) are infections that
require the DHCW to be excluded from duty. These are all vaccinepreventable diseases and the CDC recommends DHCWs be vaccinated against these diseases. If an employee is exposed to any of these
diseases, has not been vaccinated and does not have a positve antibody titer for the disease, there are work restrictions for the time period in which the employee could be contagious.
VIRAL RESPIRATORY INFECTIONS
Usually this is the most common form of illness that we deal with in
the dental setting, both with employees and patients. The majority of
the time the respiratory infection is the common cold but rarely is
there a confirmed diagnosis. It could be the flu or respiratory syncytial virus (RSV) or another more serious infection. Most dental office
teams are small in number, and the loss of one employee for the day
can be disruptive. It is a hard call. Analyze the situation. Is the
employee in the initial stages, febrile, coughing, sneezing and easily
able to infect others? Restrict from duty. Are there high-risk patients
on the schedule who are medically compromised and not able to tolerate a respiratory infection? Restrict from duty. Is there a place in the
office where the employee can be restricted from direct patient care?
Can the coughing and sneezing be controlled by medication? Take all
this into account before a decision can be made to allow the employee to work. With a confirmed diagnosis, the decision is much easier
to make.
In addition, I do not recommend treating patients with respiratory
infections. We usually do not have a clear understanding of what disease the patient has, and we do not want to be infected or transmit it
to other patients. Patient education is the key in this situation, and we
should remind the patient that he or she would not tolerate a dental
procedure very well. Reclining and being subjected to water spray
that can be inhaled can make it an unpleasant experience. Patients can
be educated to not present for treatment when ill.
CONJUNTIVITIS
Most of us are aware that an employee infected with conjunctivitis is
restricted from patient contact and their environment. For years we
have also been told that 24 hours after medication has been started, an
employee can return to work. This is not true. The work restriction is
until discharge ceases. Employee health personnel are seeing more
viral conjunctivities and if medication prescribed is for a bacterial
infection, it will not be effective and the employee is still contagious.
HEPATITIS
Hepatitis A infected personnel are restricted from patient contact and
their environment until seven days after onset of jaundice. Hepatitis B
infected personnel, both acute and chronic, are cautioned to not perform invasive procedures and to be subject to advice from a review
panel. Hepatitis C infected personnel are not restricted from work but
are cautioned to follow aseptic technique and standard precautions.
Medical and dental schools in the U.K. and other European countries
are now requiring proof of positive antibodies to hepatitis B before
admission. In some countries, healthcare workers infected with hepatitis B are prohibited from performing exposure-prone procedures.
U.S. schools are also testing students pre-admission for immunity. It
is my understanding that the prospective hepatitis B e-antigen-positive student is discouraged from attending the school. Some schools
have formed review panels for this. It can be quite a difficult situation
because it puts the school in a tenous risk management position if it
allows the student to treat patients, and the risk of transmission to
patients would continue for that individual after completion of studies.
There have been many instances in which hepatitis B infected practitioners were implicated in worker-to-patient transmission without any
known breach of technique. In addition, we now have our first confirmed case of patient-to-patient transmission of hepatitis B in a dental setting, published this year. Investigators of this case were able to
determine that transmission did take place, by conducting DNA
sequencing, but were unable to determine how it happened. It happened in an oral surgeon’s office in New Mexico. See
www.cdc.gov/OralHealth/infectioncontrol/hepB.htm
Hepatitis B is still our “Big Dragon to Slay” as it remains easy to
transmit if aseptic technique is not diligently observed.
HERPES SIMPLEX
Genital herpes infection has no work restriction but use good hand
hygiene and aseptic technique. Herpetic whitlow (hands) infection
requires restriction from work until lesions heal. We rarely see this
11
Sick? Go to Work or Stay Home?
(continued)
infection in dentistry since wearing gloves during patient treatment
has become the standard of care. Orofacial infection requires evaluation to consider restricting from care of patients at high risk. Again
good hand hygiene and aseptic technique is a must. If a patient presents with active orofacial herpes, a decision must be made as to
whether the dental procedure can be safely performed. This is another situation in which patient education is important. A patient who
routinely has this infection should be medicated before treatment to
prevent infection or taught to reschedule timely with an outbreak.
HUMAN IMMUNO DEFICIENCY VIRUS (HIV)
According to the CDC guidelines, an HIV infected worker should not
perform invasive procedures and should be subject to advice from a
review panel. However, it is interesting to note that the Society for
Healthcare Epidemiology of America (SHEA) in a 1997 position
paper (Management of healthcare workers infected with hepatitis B
virus, hepatitis C virus, human iummuno deficiencey virus, or other
blood borne pathogens; Infection Control and Hospital Epidemiology
Journal, 1997; 18(5)349-363] recommended that with double gloving,
the HIV infected healthcare worker could perform invasive procedures unless incriminated in an outbreak. The web site for this document is www.shea-online.org/publications/shea_position_papers.cfm
SHEA is the infectious disease physicians’ association, and their opinions hold great weight in the infection control community.
ZOSTER (SHINGLES)
Localized in a healthy person, the employee can work if the lesions
are covered, but is restricted from care of patients at high risk.
Generalized or localized in an immuno suppressed person, the worker is restricted from patient contact. If an employee that has been
exposed to shingles, has not been vaccinated for chicken pox and does
not have a positive antibody titer for chicken pox, that employee is
restricted the same as exposed to chicken pox. If a worker has had
chicken pox vaccinations, has a positive antibody titer or has had the
disease, there is no work restriction. Use the table; it works!
FINALLY…
A follow-up to Shoes with Holes.CrocsTM footwear now offers shoes
without holes for use in the work place. For more information, visit
www.CrocWorkShoes.com
Questions? Reach me at [email protected]
Reprinted from Inscriptions Journal of Arizona Dental Associations
Transitions
Robert Merin in September 2007
joined the 3% of dentists who have
been awarded Fellowships in the
American College of Dentists.
Fellowship is by invitation and is
based on demonstrated leadership
and contribution to the dental profession and society.
Robert Merin, DDS
12
Dr. Merin, UCLA Dental Alumnus
of the Year in 2000, is currently on
the ADA Anesthesia Committee. He
is past-president of the California
Society of Periodontics, the UCLA
Dental Alumni and the West Hills
Hospital Dental Staff.
jjj
• Dennis Roginson, long-time everything at SFVDS, has retired and
turned over the conduct of his practice in Woodland Hills to
Kourosh Zarrinni, former Chairman of the Orthodontic
Departments of Temple University and Northwestern University.
jjj
• Peer Review has added a co-chairman, Alan Lewis, to help longtime chairman Dan Hilton in the conduct of the business of a very
busy committee.
jjj
• Michael Simmons, new Ethics Committee Chairman, is filling a
void created when the long-time chairman Fred Sherman was
appointed to a position at CDA which precludes him from continuing on the Ethics Committee.
Top Ten Things Employers Do To Get Sued
By Diana G. Ratcliff, RDH, Esq. and Cynthia Elkins, Esq.
While most employer-dentists have the best of intentions, often they
are unaware of certain employment laws which, if violated, can land
them into serious trouble. Following is a list of the top 10 things
employers often do, and the reasons they are likely to get sued for
doing them.
W
1. Establishing a "Use-it or Lose-it" Vacation Policy
Many employers are unaware that "use it or lose it" vacation policies
are illegal in California. A "use it or lose it" policy means employees
lose accrued vacation days if the employee does not take the accrued
time off by a specific deadline. According to the California Supreme
Court, accrued vacation is a "vested" benefit that can not be taken
away once it is earned. Therefore, there can be no "forfeiture" or a
"use it or lose it" vacation policy in California. Acceptable alternatives are reasonable caps on accrual, and cash-out policies. Under a
"cap" plan, once an employee has accrued a predetermined amount of
vacation but has not used it, the employee ceases earning (or accruing) vacation until the employee uses some of the accrued vacation,
thereby reducing the accrual below the "cap." Employers may also be
required to cash out accrued vacation to employees for time earned
but not taken.
All accrued but unused vacation must be paid out at the end of the
employment relationship. This is true regardless of the reason for the
separation of employment.
2. Holding Final Paycheck until Employee Returns Employer's
Equipment
Holding a final paycheck seems like a reasonable practice to ensure
that an employee will return employer property such as uniforms, cell
phones, pagers, etc. so that the employer is not at a financial loss;
however, such failure to provide a final paycheck within the legal
time limits, regardless of what the employee refuses to return can be
a costly mistake.
A terminated or laid off employee is entitled to all final wages, including unused vacation, on the last day of work. An employee who
resigns with fewer than 72 hours notice must receive a final paycheck
no later than 72 hours after notice is given. An employee who quits
with more than 72 hours notice must receive his/her final paycheck on
the last day of work.
Failure to meet a final paycheck deadline subjects an employer to
"waiting time penalties" pursuant to Labor Code Section 203. This
penalty is a continuation of the employee's wages on a day-to-day
basis until the final paycheck is provided, up to a maximum of 30
days. No offsets or deductions for unreturned property is permitted.
3. Terminating an Employee Who Files a Workers’ Compensation
Claim or Takes a Legally Approved Leave of Absence
California's Labor Code Section 132(a) prohibits an employer from
terminating, threatening to terminate, or discriminating against an
employee because s/he had received a workers' compensation award,
has filed or even intends to file a workers' compensation claim, or has
participated in the filing of a workers' compensation claim. Violation
of this law increases the employee's workers' compensation benefits
by one half, up to $10,000, and requires payment of costs and expenses up to $250. The employee also becomes entitled to reinstatement
and reimbursement for lost wages and benefits. These claims are not
covered by the employer's workers' compensation insurance policy;
13
therefore, the costs of defense and any award is payable directly from
the employer.
In addition, most state and federal laws providing for leaves of
absence have anti-retaliation provisions, which require the employee
to be reinstated to his/her same or substantially equivalent position
upon return from leave. Any termination or other "adverse employment action" following a leave could be considered retaliatory in
nature.
An employer is not shielded from a lawsuit simply because the
employee has returned to work for a period of time. Once the employee claims a termination(or other discriminatory conduct) was a result
of filing a workers' compensation claim, or as a result of a legal leave
of absence, the burden falls on the employer to show there was a legitimate business necessity for its actions.
4. Implementing an "Alternative Work Schedule" Without
Following IWC Orders
Wage and hour laws place many restrictions on the number of hours
an employee may work each day and week without overtime pay.
Allowing a 4-day/10- hour schedule (or any schedule the employee
chooses) without following the very strict legal requirements of the
Industrial Welfare Commissioner's Wage Orders will result in liability based on overtime compensation.
Even when an employee agrees in writing to this type of "alternate"
schedule, if the legal procedure is not followed, the employee may file
a claim against the employer and receive overtime compensation with
interest for all additional hours worked over 8 per day or 40 per week
under California overtime regulations. Seek legal counsel if you
intend to implement an alternative work schedule for your office.
5. Failing to Train Managers
Managers deal with employees every day and are an employer's best
defense against litigation. Basic management training on such topics
as sexual harassment, discrimination, leaves of absence, and wage
and hour laws (including "exempt" versus "non-exempt" status) is
essential and is recommended under the EEOC and State of California
regulations and guidelines.
Management training can be used as a defense in employment litigation to establish that the employer has undertaken a pro-active, positive attitude towards compliance with state and federal laws, and to
establish that the employer took steps to prevent improper conduct,
based upon the fact that a manager attended annual management
training.
6. Classifying Employees as "Permanent" Following "Orientation"
Period
Under California law, employment is presumed to be "at-will" so the
employer can terminate the employment with or without "cause" or
reason and with or without notice, as long as the reason is not illegal,
(e.g., discrimination). The employee can also resign at their "will."
Using the term "permanent" can imply the employer no longer has a
right to terminate the employee "at will" and without "cause." A better term is "regular employee." Of course, an employer should do
(continued)
more to ensure at-will employment relationships. The concept of “atwill” employment should be confirmed on employment applications
and in employee handbooks. Managers should be trained to avoid creating oral contracts to help prevent allegations of "permanent"
employment or "good cause" standards for termination.
7. Treating All Employees as "Exempt" Without Paying Overtime
Wages
Under both state and federal law, certain employees are "exempt"
from overtime requirements and can be paid a base salary no matter
how many hours a week they work.
The Industrial Welfare Commission Wage Order sets forth narrow
definitions for each classification of Exempt Employee. An "exempt"
employee is an "Executive, Administrative or Professional" employee. Other types of exempt employees include "artists," some computer professionals or outside sales people.
All other employees are "non-exempt" and must be paid overtime
compensation. Non-exempt employees cannot agree to forego overtime pay in exchange for receiving a base salary. Titles such as
"Executive Secretary" or "Administrative Assistant" are irrelevant to
the determination of whether an employee is exempt or non exempt.
Merely placing an employee on a salary does not exempt that employee from the wage and hour laws. While a "non exempt" employee
legally can be paid in the form of a "salary," that employee must still
be paid for overtime based on an hourly wage rate.
8. Allowing Employees to Work Through Lunch Breaks, or to
Consolidate Meal and Break Periods
Non-exempt employees are entitled to a minimum of one half-hour
unpaid, duty-free meal break for every work day of more than six
hours. In addition, employees are entitled to a paid ten-minute rest
break for each four hours of work (or major fraction thereof).
Employees may not combine meals and breaks together or waive
either meals or breaks to leave earlier. For each workday an employer does not give an employee a required meal or rest break, the
employer owes the employee one additional hour of pay.
To avoid penalties, the employer must "ensure that workers are actually relieved of all duty, not performing any work, and are free to
leave the work site during the meal period." "On duty" meal periods,
where employees are paid for their normal meal period and allowed
to eat on the job, generally are permitted only in extremely limited situations where the nature of the work truly prevents an employee from
leaving. Exempt employees are not subject to the meal or rest break
requirements and may work any number of hours without a meal or
rest break.
9. Making Employees "Independent Contractors" to Avoid
Employment Law and Tax Hassles
Do you have an associate or a dental hygienist whom you have designated an independent contractor? Many employers operate under
the myth that a worker can legally be an independent contractor as
long as the employer and employee agree that the worker will be
treated as an independent contractor, signs a written contract, or
works for more than one employer.
14
(continued)
In fact, independent contractor status is determined primarily by the
degree of control the worker has over the manner and means of performing the work. The consequences for mis-classifying an employee as an independent contractor can be significant tax, wage and benefits liabilities, as well as substantial fines that may be imposed by
state and federal agencies.
10. Failing to Keep Time Records Non-exempt Employees
All non-exempt employees must record their "hours worked," i.e., all
time that they actually spend working (including rest breaks, but
excluding meal periods). It is the employer's obligation to maintain
proper time records for all non-exempt employees. Failure of the
employer to maintain time records is a violation of the Labor Code
and Wage Orders.
It is imperative that non-exempt employees properly record their time
worked and not be permitted to "clock" out or in early or late. Further,
it should be grounds for termination for an employee to "clock" in or
out for another employee without prior management authorization.
Deductions for time missed should be noted on the time sheet and are
permissible once an employee has exhausted their accrued vacation,
sick leave or PTO.
the employer, office managers and employees are well-informed. An
Employee Handbook which clearly sets forth your office policies, as
prescribed by California law, should be part of your practice management. A good Employee Handbook will also help you avoid negotiating with each employee regarding policies you wish to follow, and
will avoid accusations of favoritism. Most importantly, implementing
and following the policies in the Employee Handbook will help
defend the employer-dentist in the event that a complaint is made to
the Labor Commissioner or the Department of Fair Employment and
Housing, or a lawsuit ensues.
A word of warning: in working with dental clients, we have become
aware of “generic” handbooks sold by vendors. If the handbook you
purchased is not based on California law, seek legal counsel before
implementing policies.
Disclaimer: This article is intended as a brief summary of employment law. While
every effort has been made to ensure the accuracy of the information contained herein, it is not intended to serve as "legal advice," or to establish an attorney-client relationship. If additional information is needed on any of the topics contained herein,
please contact the Law Offices of Cynthia Elkins. All rights reserved. ©2007.
What Should You Do To Help Avoid Lawsuits?
Employment-related misunderstandings are less likely to occur when
15
San Fernando Valley Dental Society
22110 Clarendon Street, Suite 101
Woodland Hills, California 91367
PRESORTED STANDARD
U.S. POSTAGE
PAID
CANOGA PARK, CA
PERMIT NO. 337
DATED MATERIAL
Debilitated by Trigeminal
Neuralgia Pain, Actor Edits
Script to Include
GAMMA KNIFE
RADIOSURGERY
Diagnosed with Trigeminal Neuralgia nine years ago, 89-year-old actor and retired colonel
John Haskin suffered incapacitating left facial pain. Trigeminal Neuralgia is considered to be
the most painful affliction known to medical practice. Medication did not alleviate his pain.
John and his physician chose Gamma Knife Radiosurgery at Northridge Hospital Medical
Center. Gamma Knife Radiosurgery is the least invasive method of treating this condition.
Take 2: John is still symptom free more than one year after
Gamma Knife Treatment, no longer thwarted by the pain.
GAMMA KNIFE Facts:
•
•
•
Northridge Hospital has the only Gamma Knife in
the San Fernando Valley and whose physicians have
treated more than 500 patients
Radiation conforms to the shape of the lesion or
tumor while sparing the surrounding tissue.
More than 350,000 patients have been treated with
Gamma Knife worldwide.
Trigeminal Neuralgia Support Group at Northridge Hospital
In partnership with the Trigeminal Neuralgia Association
For Trigeminal Neuralgia and related facial pain sufferers to obtain information,
encouragement and treatments explanations, call (818) 885-8500, ext. 2565.
(818) 885-5432
www.NorthridgeHospital.org

bulletin of the san fernando valley dental society

Transcription

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