Dental Assistant Job Description Dental Assistant Job Description Dental Assistant Job Description This dental assistant sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements. Dental Assistant Job Responsibilities: Supports dental care delivery by preparing treatment room, patient, instruments, and materials; passing instruments and materials; performing procedures in compliance with the dental practice act. Dental Assistant Job Duties: Prepares treatment room for patient by following prescribed procedures and protocols. Prepares patient for dental treatment by welcoming, comforting, seating, and draping patient. Provides information to patients and employees by answering questions and requests. Provides instrumentation by sterilizing and delivering instruments to treatment area; positioning instruments for dentists access; suctioning; passing instruments. Provides materials by selecting, mixing, and placing materials on instruments and in the patients mouth. Provides diagnostic information by exposing and developing radiographic studies; pouring, trimming, and polishing study casts. Maintains patient appearance and ability to masticate by fabricating temporary restorations; cleaning and polishing removable appliances. Helps dentist manage dental and medical emergencies by maintaining cpr certification, emergency drug and oxygen supply, and emergency telephone directory. Educates patients by giving oral hygiene, plaque control, and postoperative instructions. Documents dental care services by charting in patient records. Maintains patient confidence and protects operations by keeping information confidential. Maintains safe and clean working environment by complying with procedures, rules, and regulations. Protects patients and employees by adhering to infection-control policies and protocols. Ensures operation of dental equipment by completing preventive maintenance requirements; following manufacturers instructions; troubleshooting malfunctions; calling for repairs; maintaining equipment inventories; evaluating new equipment and techniques. Maintains dental supplies inventory by checking stock to determine inventory level; anticipating needed supplies; placing and expediting orders for supplies; verifying receipt of supplies. Conserves dental resources by using equipment and supplies as needed to accomplish job results. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies. Contributes to team effort by accomplishing related results as needed. Dental Assistant Skills and Qualifications: Dental Health Maintenance, Use of Dental Technology, Infection Control, Patient Services, Creating a Safe, Effective Environment, Listening, Teamwork, Bedside Manner, Health Promotion and Maintenance, Use of Medical Technologies, Performing Diagnostic Procedures Employers: Post a job in minutes to reach candidates everywhere. Job Seekers: Search Dental Assistant Jobs and apply on now. Learn more about recruiting: Video: Todays Recruiting Landscape How to Hire Lifelong Learners Optimize the Job Title in your Job Description
5 Tips to Help Employers Deal With Legal Marijuana Use 5 Tips to Help Employers Deal With Legal Marijuana Use Support for the use of medical marijuana to treat a variety of health conditions is quickly gaining traction in the U.S. Today, clinicians prescribe marijuana to address a range of ailments, including cancer, glaucoma, and chronic pain. According to the Drug Policy Alliance, there is strong bipartisan support for medical marijuana use, with more than 70% of voters in favor of the right to use medical marijuana if recommended by a doctor. Today, both the use and production of medical marijuana are legal in 23 states and the District of Columbia. The medical marijuana movement and the push to legalize marijuana for recreational use are expected to expand. The mainstreaming of marijuana poses a dilemma for employers, who may be unsure whether and how to accommodate marijuana users in the workplace. These tips can help companies set the right policies. Responding to employee inquiries about medical marijuana use. When employees ask whether they are allowed to use doctor-prescribed marijuana, some employers may be tempted to respond with a put-down, such as, “Stoners don’t come into work.That’s the wrong answer. Instead, ask the employee to describe any accommodations he or she may require. It’s important to respect the employee’s right to privacy in discussions that touch on medical issues. Employers, however, have a legitimate interest in ensuring that any medications the employee takes are used in a responsible manner and will not affect job performance. Accommodating employee use of medical marijuana. Some employees may rely on medications, including medical marijuana, to enable them to tolerate pain and function at the highest levels. In these cases, it is reasonable for employers to insist on discreet usage and the avoidance of marijuana plant flowers.State laws may dictate whether employers should allow use under these conditions or uphold a zero-tolerance policy. Some states require accommodation for medical marijuana use, whereas others, like Colorado, explicitly state that employers do not have any excuses to tolerate medical marijuana use in the workplace. Often, it comes down to a judgment call by a responsible employee and considerate employer. Setting workplace policies for recreational marijuana use. Some states, including Colorado, Washington, Alaska, and Oregon, allow citizens to use marijuana for recreational purposes. That means employers in these states should revise the wording of their drug policies.It may be helpful to model the company’s recreational marijuana policy after the existing policies on alcohol use, i.e., it is allowed on the employee’s own time but coming into work under the influence is prohibited.In general, it’s a good idea to prohibit employees from smoking marijuana at the office or to come to the workplace under the influence of any psychoactive substance. Employers should spell out the consequences of using marijuana during working hours in states where recreational use is permitted. Banning marijuana use completely. Some employers mistakenly believe the simplest policy is to prohibit marijuana use completely, even in states where it is legal. This can be a problem from an employee-relations standpoint as well as from an enforcement perspective.Instead, employers should focus on regulating on-the-clock behavior; this approach respects employee privacy and is more enforceable.In industries that require employees to operate heavy machinery or where other safety concerns are relevant, working under the influence of marijuana should be strictly prohibited, just as on-the-job alcohol use is. Companies can also alter drug screening guidelines to exclude cannabis during routine drug tests. Setting marijuana policy for lunch and breaks. Most employers want to respect employee privacy on breaks and at lunchtime. That being said, employers do have a vested interest in ensuring that employees return from breaks on time and ready to resume productive activities. Employers can and should demand that employees operate at full capacity and not under the influence of psychoactive substances throughout the workday. In setting lunch and break time policy for marijuana, employers may find it helpful to follow the existing policy for alcohol. Medical marijuana will continue to gain legal recognition in more states and recreational use of marijuana will become more mainstream. It’s a good idea for employers to revise their policies to address the issue. Striking the right balance between respecting employee privacy and ensuring peak productivity may seem challenging at first. However, the issues involved in addressing marijuana use in the workplace are similar to issues employers have long encountered regarding alcohol use. To effectively address marijuana use in the workforce: Employers should educate themselves on the laws in effect in their state.Approach employee requests for accommodation in a compassionate, respectful manner. By following these tips, employers can outline clear policies and ensure that their organization is ready to keep up with evolving marijuana laws.
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