7%. So if you have an ND on a 60/40, you will end up with 27% before you deal with anything else. When negotiat-ing a salary based on a split, you must take this into consideration; there’s also the straight monthly salary option. I don’t recommend this as it can be a disincentive to your therapist from wanting to work. They’ll happily show up, and work what they’re given, but may not be very energetic when it comes to re-booking clients. If someone de-mands it, you can do a low monthly salary plus bonus arrangement. Contracting therapists is most com-mon, but the key element is to avoid the CRA determining your contractor is actually an employee and hitting you up for all of your employer remittances and your contractor having to submit CPP, EI, and employee taxes. This is a disas-trous scenario. You can largely avoid this by ensuring that the contractor is in charge of setting their own hours, can make changes to schedule, sets their own fee schedule, and owns the equip-ment in their own room. It goes deeper and more complicated than this, but this is the high level view. Demanding they are on-site certain hours, or that they must do certain tasks makes them an employee in the eyes of CRA. BUILDING YOUR TEAM You simply can’t put out an ad and expect to build a solid team. As a seri-ous clinic owner, you want to develop your “pipeline.” These are relationships that you, your business, the educational institutions and current and former students has. You should spend at least a full year building a relationship with a practitioner before they join your clinic. They should have multiple op-portunities to shadow and to bounce ideas off of their mentors, and the same for you as well. Hiring someone off of an ad is a crapshoot. People can really fake it in interviews however if they don’t have the chops you will end up with a revolving door, which is both frustrating AND expensive. Beyond having long standing personal relationships and a year-long interview process, there are ways you can assess a candidate and learn how to “speak their language.” Remember, this is a two-way street. A candidate is trying to determine if they WANT to work with you. One method is to utilize personality tests (Myer’s-Briggs, Enneagram, “Love Languages,” etc.) and although they are admittedly controversial and should not be the end all, be all, the results of these tests are more of a road map to move forward, rather than an end point for decisions. Don’t forget to challenge the candidate. If you find someone who doesn’t provide high quality care, has poor emotional intelligence, or doesn’t know how to book clients or speak to them, your relationship is likely to be a short lived one. For more information on building your team, visit cndoctor.ca/dreamteam Support GI Health Healthy GI function is essential for optimal health. Designs for Health provides a broad array of evidence-based, expertly formulated products to help support digestion and gastrointestinal health. GI Revive ™ helps support a healthy mucosa and a normal inflammatory response. Digestzymes ™ supports optimal digestion of proteins, fats, and carbohydrates. ProbioMed 50 ™ is a high-potency probiotic formulation consisting of ten highly-researched probiotic strains packaged in a unique moisture-resistant, desiccant-lined bottle to ensure strain survivability. GI Microb-X ™ helps support a healthy balance of intestinal microflora by discouraging growth of potentially pathogenic micro-organisms. Consult with your healthcare practitioner about your specific circumstances and any questions you may have. Designs for Health and logo are trademarks of Designs for Health, Inc. © 2021 Designs for Health, Inc. All rights reserved. designsforhealth.ca www.Cndoctor.ca CND_Design for Health_MayJune21_CSA.indd 1 May/June 2021 Chiropractic and Naturopathic Doctor 17 2021-05-11 8:03 AM
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