today’s VOL. 38, NO. 4 • JULY/AUGUST 2026
A PUBLICATION OF THE FLORIDA DENTAL ASSOCIATION
2026 FLA-MOM and FDC2026 Recaps
Navigating HR Challenges
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How a Handbook Can Save You From an HR Headache Page 36
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How to Retain Top-Tier Dental Hygienists and Assistants Page 38
How to Hire Employees: A Step-by-Step Guide to the Hiring Process Page 44
Vol. 38, NO. 4 JULY/AUGUST 2026
YO U R FIRS T YE A R O F COVERAGE IS COVERED!
New Grads,
BIG PERKS
Stay in Florida, join the Florida Dental Association and get your first-year malpractice insurance with The Doctors Company reimbursed, the only malpractice carrier endorsed by the FDA, at no cost to you — because Florida dentists support Florida dentists.
Call/Text FDA Services (The FDA’s Insurance carrier) at 850.681.2996 or visit FDAS at www.fdaservices.com.
contents JULY/AUGUST 2026 floridadental.org
HUMAN RESOURCES ISSUE
36
10 FDAPAC-supported Candidates 31 Congratulations to FDA Members on Their Newly Elected Positions 32 Florida Board of Dentistry Meets in Jacksonville 36 How a Handbook Can Save You From an HR Headache 38 How to Retain Top-Tier Dental Hygienists and Assistants 44 How to Hire Employees: A Step-by-Step Guide to the Hiring Process 52 Controlling the Office Schedule 59 HIPAA Basics for Dental Practices: What You Actually Need to Know 62 Should Dentists in One Office Have One Malpractice Insurer?
38
64 A Special Thank You to the 2026 FLA-MOM Benefactors 67 2026 FLA-MOM Leadership 68 Restoring Smiles and Changing Lives: The Power of Volunteering at Florida Mission of Mercy 70 2026 FLA-MOM Photo Recap 74 Recognizing Elder Abuse Through Oral Health Indicators: A Critical Role for Dental Professionals 76 Donated Dental Care Gives Veteran His Life Back 80 FDC2026 Recap
IN EVERY ISSUE 2
Staff Roster
4
President’s Message
7
Did You Know
8
Legislative Action
44
14 Preventive Action 17 Dental Benefits Spotlight 18 Practice Management 24 news@fda 26 Welcome New FDA Members
Check out Today’s FDA online
27 In Memoriam 87 Diagnostic Discussion 92 Career Center 94 Advertising Index 96 Off the Cusp
Today’s FDA | 1
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2 | July/August 2026
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president’s president’smessage message
Pathway to Leadership By FDA President Dan Gesek, DMD
Where did it all start? How did I get involved? Did I have help? It all started many years ago in a small town in upstate New York. Back in the early 1970s, my father practiced dentistry in a small-town dental office. For years, I helped him in whatever capacity I could. This included emptying trash cans, organizing model boxes by year and alphabetically, pouring and trimming models and ultimately, as a dental assistant. Who knew I would go on to be an oral and maxillofacial surgeon, let alone President of the Florida Dental Association (FDA). Me, that little kid from Olean, NY. As you started reading this article, I know you thought this was going to be about me! Well, no, it is about leadership and development. How does one become a leader in organized dentistry? Leaders come in all shapes and sizes. Leadership can be raising a family, being an elder in a church, or treating patients in your dental office. It is not defined by a title or position. It is defined by service, integrity and the willingness to make a difference. As president of the FDA, I have had the privilege of serving alongside remarkable dentists from all corners of the state and country. They come from diverse backgrounds, practice models and career stages in clinical practice. They all share one thing in
4 | July/August 2026
Leadership is not measured by the positions you hold, but by the dentists you have influenced, relationships built and the opportunities you helped create for other member dentists.
common: their willingness to serve in any capacity. It starts the first day you attend a local dental society meeting as a member dentist. Friends are made. Colleagues take an interest in you and your success both personally and professionally. Some become friends and a few will become mentors. After attending a few meetings, you are hooked. Now you are attending monthly dental meetings and possibly specialty meetings. Then comes the state dental meeting, the Florida Dental Convention. And now it really begins! Every generation of leaders in organized dentistry benefited from someone who opened that door to leadership. It is rare to wake up and become a leader. Leadership is developed through years of experience, mentorship, service, and, of course, the willingness to say yes to new responsibilities and opportunities. The FDA is constantly creating opportunities for its members to grow into leadership. This may include serving on a council, committee, task force, or the House of Delegates (HOD). It all starts by serving on your local dental society or association. Most importantly, that can happen at
different times for each and every dentist. Each step along the way provides the member with a chance to develop skills such as listening first, collaborating, building consensus and making decisions. Leadership is learned by participation. Have I piqued your interest yet? Leadership is not measured by the positions you hold, but by the dentists you have influenced, relationships built and the opportunities you helped create for other member dentists. A true leader celebrates the team’s success, encourages new voices and understands the importance of shared responsibility. Every dentist has something valuable to contribute. Organized dentistry benefits from the sharing of ideas, new voices, fresh faces and different practice beliefs. The FDA is stronger and better prepared to serve its members and patients because of the diversity of its leaders. This leadership helps to continuously shape the future of dentistry. It does not require perfection or years of experience, but a willingness to say yes to learning, serving and helping others succeed.
tists at every stage of their careers to consider becoming leaders. Start by attending your local or component dental society meetings. Meet new friends and mentors in dentistry. Then attend another meeting. When asked to serve on a committee or council, say yes. Join the FDA HOD. Give back generously to a profession that has given so much to you and all those before you. Leave this great profession better than when you joined. Leadership is not about being in the front of the line. It is about lifting up others, serving with integrity, and leaving the profession stronger than you found it. Embracing leadership opportunities is a calling. Are you ready to say yes yet? Finally, I am grateful to serve alongside our many dedicated leaders at the FDA. They give of their time, both away from their families and practices. Each brings expertise, drive and passion. Now it is your turn. Let me open that door so you can walk through it! FDA President Dr. Gesek can be reached at dgesek@bot.floridadental.org.
The future of organized dentistry and the FDA is bright. I encourage all denToday’s FDA | 5
Your Team’s Next Career Move Starts Here. The Florida Dental Association’s Restorative Function for Dental Auxiliaries (RFDA) training and certification equips qualified dental assistants and hygienists to perform restorative procedures under a Florida dentist’s supervision — reducing chair time, increasing efficiency and elevating patient care. After a supervising dentist prepares the tooth, certified RFDAs may:
Place, pack and contour restorative materials
4-week Completion Hands-on Training Board-approved Labs
Size, fit and contour stainless steel crowns
Use slow-speed handpieces and hand instruments only
Train Your Team. Be an Instructor. Qualified dentists can serve as RFDA instructors, training the next generation of dental auxiliaries, whether for a single day or a full program. It’s a rewarding way to work hands-on with your team or support the profession, all while being compensated for your time.
Ready to take the next step? Scan the QR code to join the interest list. Be the first to know about upcoming programs for your team or learn how you can get involved as an instructor. C3FDA.COM
FREE ONLINE CE FOR FDA MEMBERS! Diagnostic Discussion Rooted in Dentistry BI-MONTHLY COLUMNS
WEBINAR SERIES
FDA members can earn up to 6 hours of general continuing education (CE) by reading the Diagnostic Discussion column included in the bi-monthly Today’s FDA and taking a quick online quiz.
This webinar series is your opportunity to stay informed, grow your skills and earn up to 6 CE hours at no cost.
Discussions and quizzes are available 24 hours a day at the convenience of your home or office.
Webinar topics include implant restoration, peri-implant disease, systemic oral health, diagnostic advancements and more!
Learn more at www.floridadental.org/online-ce
6 | July/August 2026
did you know?
Medical Emergency Kits: What Florida Dentists Need to Know By FDA Chief Legal Officer Casey Stoutamire
Did you know there is no specific Board of Dentistry (BOD) Rule or Florida Statute that dictates the items that must be in your medical emergency kit? The best practice is to use your best clinical judgment and you can also speak with your medical malpractice representative. However, BOD rules require that every dental office have an automated external defibrillator (AED), and if your office does not have one, the rule states that you shall be considered to be practicing below
the minimum standard of care. See Rule 64B5-17.015. In addition, if you have an anesthesia permit, depending on the type of permit you hold, the BOD rules require you to have specific types of equipment, emergency equipment and medicinal drugs in your office. See Rules 64B5-14.008, 14.009 and 14.010. The text of all rules can be found at floridasdentistry.gov/resources/ under the Florida Statutes and Administrative Codes tab. FDA Chief Legal Officer Casey Stoutamire can be reached at cstoutamire@floridadental.org.
Today’s FDA | 7
2026 Legislative Wrap-Up By FDA Chief Legislative Officer Joe Anne Hart
This year’s legislative session took many twists and turns, including multiple special sessions, ultimately resulting in a state budget totaling approximately $117 billion for fiscal year 20262027.
8 | July/August 2026
legislative action The House and Senate leadership struggled to come to an agreement on budget priorities for the second year in a row under House Speaker Danny Perez (R-Miami) and Senate President Ben Albritton (R-Bartow). Additionally, the Legislature held a special session to propose a constitutional amendment that would implement multiple increases to the homestead tax exemption for non-school property taxes. The Florida Dental Association (FDA) pursued legislation this year to address reimbursement rates and network adequacy in the Medicaid program. Additionally, the FDA filed legislation to address the loophole in the Mobile Opportunity by Interstate Licensure Endorsement (MOBILE) Act. Unfortunately, these bills did not make it to the finish line this session. The FDA will continue to pursue legislation to ensure that plans provide adequate provider lists so patients can access timely care, and that all pathways for dental licensure in Florida require applicants to be graduates of a dental school accredited by the Commission on Dental Accreditation.
Sine Die Capital Report For a comprehensive report of the 2026 Legislative Session, read the Sine Die edition of Capital Report, available at bit.ly/4ppiZ7w.
Approved Florida Mission of Mercy (FLA-MOM)
Secured $350,000 for the 2027 FLA-MOM scheduled to be in Tallahassee. Veterans Dental Care Grant Program
Legislation was passed to expand eligibility for the Veterans Dental Care Grant Program, allowing more veterans to qualify for services. Additionally, $1.5 million was approved to fund the program (an increase of $500,000).
Defeated Dental Therapy
Defeated legislation seeking to authorize dental therapists in Florida. Scope of Practice Expansion
Defeated legislation that would authorize dental hygienists to prescribe, dispense and administer certain rinses and other treatments.
FDA Chief Legislative Officer Joe Anne Hart can be reached at jahart@floridadental.org.
Today’s FDA | 9
FDAPAC candidates
FDAPAC-supported Candidates Primary Election: Tuesday, Aug. 18, 2026 Thanks to your FDAPAC membership and support, FDAPAC has already contributed to many candidates’ campaigns for the 2026 Primary Election. Without the FDAPAC membership, FDAPAC Century Club Members, and FDAPAC Capital Hill Club Members, organized dentistry would not be as effective during the Legislative Session. Below is a list of FDAPAC-supported House and Senate candidates for the 2026 Primary Election.
ATLANTIC COAST DISTRICT
CENTRAL FLORIDA DISTRICT
John Snyder, R-Palm City H-86
Malik Moore, D-Gainesville H-21
Jervonte Edmonds, D-West Palm Beach H-88
Chase Tramont, R-Port Orange H-30
Debra Tendrich, D-Lake Clarke Shores H-89
Brian Hodgers, R-Viera H-32
Rob Long, D-Boynton Beach H-90
RaShon Young, D-Orlando H-40
Kelly Skidmore, D-Boca Raton H-92
Jennifer “Rita” Harris, D-Orlando H-44
Christine Hunschofsky, D-Coconut Creek H-95
Samuel V. Santiago, D-43
Dan Daley, D-Sunrise H-96
Jose Alvarez, D-Kissimmee H-46
Mitch Rosenwald, D-Oakland Park H-98
Jason Brodeur, R-Lake Mary S-10
Daryl Campbell, D-Fort Lauderdale H-99 Eric Stelnicki, R-Ft. Lauderdale H-100 Hillary Cassel, R-Hollywood H-101 Mike Friend, D-Davie H-102 Robin Bartleman, D-Weston H-103 Marie Woodson, D-Pembroke Pines H-105 Mack Bernard, D-West Palm Beach S-24 Lauren Book, D-Hollywood S-30 Rosalind Osgood, D-Tamarac S-32
10 | July/August 2026
NORTHEAST DISTRICT Chase Brannan, R-Lake City H-10 Sam Garrison, R-Fleming Island H-11 Audrey Gibson, D-Jacksonville H-13 Dean Black, R-Jacksonville H-15 Judson Sapp, R-Palatka H-20 Clay Yarborough, R-Jacksonville S-4 Jennifer Bradley, R-Fleming Island S-6
For additional information about FDAPAC-supported candidates, contact the FDA Governmental Affairs Office at 850.224.1089 or gao@floridadental.org.
NORTHWEST DISTRICT
Karen Gonzalez Pittman, R-Tampa H-65
Patt Maney, R-Fort Walton Beach H-4
Traci Koster, R-Tampa H-66
Shane Abbott, R-Marianna H-5
Bill Conerly, R-Lakewood Ranch H-72
Tricia Berry, R-Panama City H-6
Melton Little, R-Palmetto H-71
Gallop Franklin, D-Tallahassee H-8
Fiona McFarland, R-Sarasota H-73
Allison Tant, D-Tallahassee H-9
Colleen Burton, R-Winter Haven S-12
Jay Trumbull, R-Panama City S-2
Josie Tomkow, R-Tampa S-14
SOUTH FLORIDA DISTRICT Wallace Aristide, D-North Miami Beach H-107 Demi Busatta, R-Coral Gables H-114 Kevin Chambliss, D-Homestead H-117 Mike Redondo, R-Miami H-118 Juan Carlos Porras, R-Miami H-119 Ashley Gantt, D-Miami S-34 Alexis Calatayud, R-Miami S-38 Ana Maria Rodriguez, R-Doral S-40
WEST COAST DISTRICT Jennifer Canady, R-Lakeland H-50 Adam Anderson, R-Tarpon Springs H-57 Kim Berfield, R-Clearwater H-58 Kyandra Darling, D-St. Petersburg H-62
Fentrice Driskell, D-Tampa S-16 Nick DiCeglie, R-St. Petersburg S-18 Jim Boyd, R-Bradenton S-20 James Buchanan, R-North Port S-22 Lauren Melo, R-Naples S-28 Please note, those listed in purple are FDAPAC-supported candidates who were elected to office without opposition after the June 14 qualifying deadline. Their names will not appear on the election ballot. Names italicized are FDAPAC-supported candidates that will move directly to the general election since no one qualified against them in the primary. Their names will not appear on the election ballot for the August primary. For additional information on FDAPAC-supported candidates, contact the FDA Governmental Affairs Office at 850.224.1089 or gao@floridadental.org.
Today’s FDA | 11
Dentists’
Day Hill on the
Save the Date TUESDAY, MARCH 23, 2027
REGISTRATION IS OPEN! Scan the QR code to reserve your room in the Four Points by Sheraton room block.
12 | July/August 2026
Scan the QR code to register, or visit
floridadental.org/ddoh.
ARE YOU A MEMBER OF
FDAPAC CENTURY CLUB? A portion of your dues is transferred to the Florida Dental Association Political Action Committee (FDAPAC). FDAPAC provides campaign contributions to dental-friendly candidates.
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FDAPAC Century Club members provide additional financial support of $150 or more for state campaigns. FDAPAC dues and contributions are not deductible for federal income tax purposes.
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Today’s FDA | 13
preventive action
Why Every Dental Practice Owner Should Consider Employment Practices Liability Insurance By FDA Services Chief Operating Officer Scott Ruthstrom
As a dental practice owner, you know that your business is constantly exposed to risk. From malpractice claims to slip-and-fall accidents, many things can go wrong. But one category of risk that’s easy to overlook, and increasingly costly, is employment-related liability. Employment Practices Liability Insurance (EPLI) is designed to address exactly that.
14 | July/August 2026
Employment-related issues can arise unexpectedly, exposing dental practice owners to costly legal battles, potential reputation damage and significant financial setbacks. In today’s environment, where workplace expectations are evolving and employees are more aware of their legal rights than ever, dental practice owners should seriously consider EPLI for the following reasons.
preventive action
Employment-related issues can arise unexpectedly, exposing dental practice owners to costly legal battles, potential reputation damage and significant financial setbacks. 1. Protection Against Employee Claims
4. Reputation Protection
One of the primary reasons dental practice owners invest in EPLI is protection against employee claims. These can include allegations of wrongful termination, discrimination, harassment, retaliation and other employment-related issues. No matter how well a dental practice is managed, disputes can and do arise. Having EPLI in place provides the financial protection necessary to respond to these claims without putting the practice at risk.
An employment claim, even one that is ultimately resolved in your favor, can affect how your practice is perceived by patients, staff and the broader community. EPLI provides access to legal counsel and other resources that help manage the situation professionally, minimizing potential damage to your practice’s reputation.
2. Legal Costs and Defense Defending against employment-related lawsuits can be expensive, even when claims are ultimately dismissed. Legal expenses, attorney fees, court costs and settlements add up quickly and can significantly impact the financial stability of a dental practice. EPLI ensures the practice has the resources to mount a proper defense and cover costs associated with these legal actions.
3. Peace of Mind Knowing your practice is protected against employment-related claims allows you to focus on what matters most: delivering quality patient care and growing your business. With a solid EPLI policy in place, you can address workplace issues with confidence rather than anxiety.
5. Defense Against Unfounded Claims Even baseless claims require a response, and that response takes time and money. EPLI helps dental practice owners address unfounded allegations without draining practice resources. The insurance carrier will assess the claim and support an efficient resolution, allowing the practice to move forward with minimal disruption. As the dental workforce continues to evolve and employment litigation remains a persistent risk in 2026, EPLI is an increasingly essential part of a well-rounded risk management strategy. Investing in this coverage gives dental practices the means to navigate employment law complexities with confidence and the financial protection to weather claims that could otherwise threaten everything you’ve built. FDAS Chief Operating Officer Scott Ruthstrom can be reached at scott.ruthstrom@fdaservices.com.
Contact FDAS For Your Insurance Needs! fdaservices.com | insurance@fdaservices.com | 850.681.2996 Today’s FDA | 15
OPIOIDS
HEALTH CARE PROVIDER CHECKLIST: INFORM Nonopioid alternatives are available for pain treatment, which may include nonopioid medicinal drugs or drug products. Nonopioid interventional procedures or treatments are available, which may include: acupuncture, chiropractic treatments, massage, physical or occupational therapy or other appropriate therapy.
DISCUSS Advantages and disadvantages of nonopioid alternatives. Patient’s risk or history of controlled substance abuse or misuse and patient’s personal preferences.
DOCUMENT IN PATIENT’S RECORD Nonopioid alternatives considered.
SUMMARY: All health care providers must include nonopioid alternatives for pain and pain management electronically or in printed form in their discussions with patients before providing anesthesia, or prescribing, ordering, dispensing or administering a schedule II controlled substance for the treatment of pain.
PROVIDE “Alternatives to Opioids,” an educational information pamphlet created by the Florida Department of Health is available in printed and electronic formats (required, available at bit.ly/2KXvZ2h). A checklist and poster are also available.
Exclusive Member Benefit!
FOR THE LATEST ON OPIOIDS, GO TO:
FLORIDADENTAL.ORG/NYK
NONOPIOID ALTERNATIVES LAW:
GO TO bit.ly/2KXvZ2h
dental benefits spotlight
Ghost Networks
By FDA President-elect Bertram J. Hughes, DMD
Have you ever changed your employment status, where you worked in-network at an office or clinic but relocated to a fee-for-service or outof-network location? Many times, insurance companies will use your national provider identifier number to populate their network using your previous location. This is one way “ghost networks” are formed. Ghost networks occur when an insurance
company lists providers on its network list, even though they may not actually be providing services at the office where they are listed. This is very frustrating for both patients and dental offices. From the patient’s perspective, they often have to call multiple offices to receive care. Often, the patient gets upset with the dental office because a particular provider may be listed as in-network when they are not contracted to provide services. Dental offices, on the other hand, are finding themselves fielding a number of phone calls
that become challenging to handle due to the patient’s frustrations. In addition, the dentist’s name and reputation are often at risk because they are unknowingly being advertised as an in-network provider at an office when there is no contractual relationship. These are real administrative burdens that can be quite costly for the dental office and the dentist involved. Best practices include making sure you formally leave a network or end the contractual relationship when leaving a location. This means sending a certified letter with a return receipt and requiring acknowledgment from the insurance company of the new relationship you now have. Another best practice is to understand all network leasing agreements you are part of. If you are finding it difficult to resolve this situation, sending a cease-and-desist letter to the insurance company to remove your name and reporting the situation to the Florida Office of Insurance Regulation can also be helpful. The Florida Dental Association (FDA) is another great resource for navigating issues with ghost networks. Members are always welcome to contact dentalbenefits@ floridadental.org. Here we can help you with this particular issue, or many others. FDA President-elect and Vice Chair of the ADA Council on Dental Benefit Programs, Dr. Hughes can be reached at BHughes@bot.floridadental.org.
Today’s FDA | 17
practice management
t s ge r e t mb me iscoun A D d F DS 10% gniteD ! on I rvices se
HR and the Real Cost of Avoiding Difficult Conversations By David Rice, DDS
I’m betting you didn’t go to dental school expecting to become a fulltime people manager. The reality is, I’m also betting that’s exactly what most days feel like. See if this sounds familiar. It’s what my team and I hear every week. “I was happy on the way to work. I was ready to be my best self. I pulled in, parked, walked in and within the first 5 minutes … One of my front desk team members shared their frustration with scheduling, One of my hygienists gave me ‘that less-than-happy look’, An assistant repeated the same mistake we’d spoken about five times, And I found myself wondering why it is I was doing this dentistry thing in the first place.” The same conversations, the same frustrations, the same problems and you find yourself wondering why things seem harder than they should. 18 | July/August 2026
• You’re working harder today than you were five years ago. • You’re continually investing in expensive technology. • You’re attending continuing education classes. • You’re improving your clinical skills. • Yet somehow, the people side of the practice continues to feel exhausting.
Ring a bell? You’re not alone. The fact is, one of the greatest misconceptions in dentistry today is that many practice challenges are team problems. Very often, they’re not. They’re leadership, communication and accountability problems disguised as team problems.
The Greatest Threat to Practice Growth Many dentists believe the greatest threats to growth are reimbursement, competition, artificial intelligence, team shortages or economic uncertainty. Sure, those matter. But after working with hundreds of dental practices, our team has observed some notable differences. The greatest threat to your practice growth and peace today isn’t
reimbursement, competition, AI or team shortages — it’s communication breakdown. And a communication breakdown is very expensive because it rarely appears on a profit-and-loss statement. Instead, it shows up disguised as:
• Team turnover • Burnout • Scheduling inefficiencies • Reduced treatment acceptance • Poor patient experiences • Production stagnation • Drama • Frustrated leaders • Difficulty growing
• Who owns unscheduled treatment follow-up? • Who owns patient reactivation? • Who owns insurance aging? • Who owns same-day treatment opportunities? When “ownership” is unclear, everyone assumes it’s someone else’s job, and accountability disappears. 3. Inconsistent Expectations Many practices unintentionally create confusion because expectations vary depending on the day, the doctor’s stress level or the situation. When expectations are inconsistent, teams stop trusting the system and begin relying on personal interpretation. 4. Assumptions Replacing Communication One of the most dangerous phrases in any practice is … “I thought someone else was handling that.”
Most practices do not suffer from a lack of effort. They suffer from a lack of alignment.
Assumptions create gaps. Gaps create mistakes. Mistakes create frustration.
Where Communication Breaks Down
5. Failure to Address Problems Early Small issues rarely remain small. A scheduling issue becomes a production issue. A communication issue becomes a culture issue. A performance issue becomes a resignation.
Communication failures rarely happen because people are intentionally creating problems. They happen because leaders assume everyone understands their expectations when they don’t. Have a look at where it goes sideways and ask yourself what hits home: 1. Avoidance of Difficult Conversations A team member consistently underperforms. Everyone knows it. Nobody addresses it. Days become weeks. Weeks become months. Months become years. Then the behavior spreads because the rest of the team sees that poor performance carries no consequences. The problem isn't the employee. The problem is the conversation that never happened. 2. Lack of Role Clarity Ask five team members who owns a particular responsibility and you may receive five different answers. Simple examples I’d ask today if I were you:
Problems don’t magically disappear as we’d hope. Most major practice problems begin as minor conversations that you and I postpone.
How Communication Problems Become a Production Problem Communication challenges are often viewed as “people issues.” In reality, they quickly become business issues. Please reread that. Communication is not a soft skill. It’s as critical as everything we do with a handpiece. Consider a patient who leaves without scheduling treatment. It’s easy to assume your treatment coordinator (or admin team member) will follow up.
• The treatment coordinator assumes the patient needs more time. • The front desk believes someone else has ownership. • No one follows up.
t
Today’s FDA | 19
practice management
• The patient disappears for six or more months. • Their treatment never gets completed. • They no longer believe the treatment is urgent. • Their care is compromised, and • The revenue is lost. Was that a treatment acceptance problem? Or was it a communication problem? The same pattern appears everywhere.
• Poor handoffs between hygienists and doctors create patient confusion. • Unclear financial conversations reduce patient confidence. • Missed reappointment opportunities create hygiene gaps. • Inconsistent scheduling protocols create chaos. • Poor communication creates cancellations, no-shows and unfinished treatment. • The result is lower production, lower profitability and higher stress.
Here’s Why We Struggle With This If you're reading this and thinking, “Guilty as charged,” that doesn't mean you’re a poor leader. It means you’re normal. Dental school taught us to be clinicians. It didn’t develop us as organizational leaders. Most dentists graduate with extensive clinical knowledge but little to no education in:
• Leadership • Conflict resolution • Team development • Accountability systems and/or • Performance management
As a result, many of us default to what feels safe; we avoid conflict, hope problems improve and take on more work ourselves to compensate. Here’s the deeper challenge, and I know, superficially, if you’re like me, you’ve convinced yourself this is a positive character quality.
Communication may feel intangible. Its financial consequences are not.
Because you genuinely care about people, you want to be liked, you want harmony and you don't want to hurt feelings.
Every Team Is Perfectly Designed for the Conversations It Is Willing to Have
Unfortunately, avoiding crucial conversations most often creates greater harm over time.
This may be the most important leadership lesson in dentistry. Culture is not created by mission statements. Culture is not created by posters on the wall. Culture is created by what leaders tolerate, avoid, reinforce and address. If accountability conversations never happen, accountability disappears. If difficult behaviors are ignored, those behaviors become normalized. If expectations are unclear, inconsistency becomes the culture. Every practice is producing exactly what its communication system is designed to produce. The good news? You can redesign this in your practice right now. 20 | July/August 2026
The highest-performing leaders are not the most aggressive; they’re just the most willing to have honest conversations early. Add the realities of patient care, production goals, team pressures, personal responsibilities and emotional exhaustion becomes inevitable. The result is a leader who feels overwhelmed and a team that lacks direction.
Let’s Talk Practical Solutions That Create Immediate Improvement The solution is not more meetings — it’s better communication systems.
But often the greatest opportunity lies in conversations that haven't happened yet.
1. Weekly Leadership Meetings You’re going to want to shoot the messenger. You’re going to wonder where you’re going to find the time. I’m okay with it, as every practice should have a dedicated leadership meeting. Not a production meeting. Not a schedule review. A leadership meeting. This is where leaders discuss:
• Team challenges • Accountability • Key metrics • Upcoming priorities • Operational obstacles
Proactive leadership prevents reactive firefighting. 2. Daily Huddles A well-run morning huddle aligns the team before patients arrive. It’s a deeper dive, and if you’d like our exact recipe, visit bit.ly/4eJypja now. This meeting discusses:
• The most important action each individual team member will focus on today • Same-day opportunities • Unscheduled treatment • Money • New patients • Potential challenges
Alignment reduces confusion and increases confidence. 3. Role Clarity Documents Every team member needs to know exactly:
• What winning is in your practice • What they own • Who can help when they need it • How performance is measured
Clarity reduces conflict and increases accountability. 4. Accountability Scorecards If performance matters, we have to measure it. Simple scorecards create objectivity. Objectivity removes emotion and focuses conversations on outcomes rather than opinions. 5. Structured One-on-Ones Most team members receive feedback only when something goes wrong. Friends, that’s a mistake. Routine oneon-one meetings create real relationships, trust, better communication and identify challenges before they become crises. 6. Performance Conversations In short, the best time to address a problem is when it’s still small. You know it won’t get better on its own. Timely conversations prevent resentment, confusion and cultural erosion. 7. Consistent Communication Rhythms Great practices operate on predictable communication systems.
• Daily huddles • Weekly leadership meetings • Monthly team meetings • Quarterly reviews
Consistency creates stability. Stability creates trust. Trust creates predictable performance.
The Conversation That Changes Everything Many dentists spend years searching for the next breakthrough. A new technology. A new marketing strategy. A new service. A new hire. Those investments can absolutely matter. But often the greatest opportunity lies in conversations that haven't happened yet. t Today’s FDA | 21
practice management
• The conversation about accountability. • The conversation about expectations. • The conversation about ownership. • The conversation about performance. • The conversation about character and culture. When you and I, as leaders, become willing to have the conversations that matter, something remarkable happens. Stress decreases, alignment improves, patients feel the difference, teams become stronger and growth becomes easier. Not because we found better people, but because we finally created a better system for people to succeed. It took my team and me years to see it and build systems to replicate this. If you’re ready for help, go to bit.ly/4eJypja.
FDA members get a 10% discount; learn more at floridadental.org/member-center/member-resources/ ignitedds. Dr. Rice can be reached at david.rice@ignitedds.com. Best-selling author, executive coach and founder of IgniteDDS, the nation’s largest community for new dentists and students, Dr. David Rice is a dynamic thought leader in the world of dentistry. With a passion for mentorship, leadership and business success, Dr. Rice travels the globe educating and connecting today’s top young dentists to their self-determined future. As Editor-in-Chief of DentistryIQ and Adjunct Faculty at The Pankey Institute, Dr. Rice is at the forefront of innovation in dentistry, guiding professionals in clinical excellence, business mastery and leadership development. *The FDA may receive a portion of the fee from purchases made through this advertisement.
* The FDA may receive a portion of the fee from purchases made through this advertisement.
22 | July/August 2026
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800.877.7597 FDASERVICES.COM Today’s FDA | 23
news@fda THANK YOU FOR ATTENDING THE 2026 FLORIDA DENTAL CONVENTION! On behalf of the Florida Dental Association (FDA) Committee of Conventions & Continuing Education (CE) and staff, we hope you and your team had a memorable experience at the 2026 Florida Dental Convention (FDC), “Plug In. Amplify. Rock Your Practice!” Go to bit.ly/3QWtD95 and use your Registration ID to view your FDC2026 CE certificate. According to the Florida Board of Dentistry, CE credits were awarded to attendees who participated for at least 50 out of the 60 minutes of each course. Please note that partial credits will be reflected in CE certificates by July 25. If you have any concerns about your credits, please reach out to Ashley Jarrell at ajarrell@floridadental.org or 850.350.7162. All full and partial credits will be reported to CE Broker by July 25. Did you have your photo taken at the 2026 Florida Dental Convention? Visit bit.ly/4fcT8Lw to view the photo gallery. Thanks to our photography sponsor, Digital Floss.
SALES TAX EXEMPTION ALERT sales tax may have been inadvertently applied to these purchases. If you have any questions or encounter issues, please contact FDA Chief Legal Officer Casey Stoutamire at cstoutamire@floridadental.org.
The FDA has received reports from members indicating that sales tax is being charged on oral hygiene products purchased through various dental suppliers. Pursuant to legislation supported by the FDA, effective July 1, 2023, oral hygiene products — including electric and manual toothbrushes, toothpaste, dental floss, dental picks, oral irrigators and mouthwash — are exempt from sales tax. The FDA encourages all dentists to review their supplier invoices to ensure that sales tax is being applied correctly. If discrepancies are identified, please contact your supplier and request that the issue be corrected. The FDA will also be asking suppliers to audit their sales tax records and proactively issue appropriate refunds where
24 | July/August 2026
UTILIZE THE FDA’S JUMPSTART PROGRAM IN SOLVING WORKFORCE CHALLENGES
The FDA’s Jumpstart program is an initiative to connect member dentists with pre-dental students who are interested in volunteering or working with dental offices. It’s a creative solution to assist in solving workforce challenges faced by Florida dentists. Jumpstart is a fast pass for students to gain real-world experience, connect with dentists and master skills that will help them stand out in
the dental school application process and in the competitive field of dentistry. All of this while providing staffing for offices that may have difficulty hiring the right people. A true win-win!
Where in the World is Today’s FDA?
As a result of the FDA’s efforts, members can access a student directory at floridadental.org/jumpstart. It notes students’ geographic location, interests and roles they could fill. If you have an interest in engaging any of these students, please contact them directly and make suitable arrangements. If you know pre-dental students who may be interested in registering, encourage them to visit floridadental.org/jumpstart to sign up and learn more about transforming their enthusiasm into expertise.
CURIOUS ABOUT LEADERSHIP OPPORTUNITIES WITH THE FDA? Volunteer Now
BUILT BY MEMBERS Shaped by Engagement
Complete an interest form to help FDA identify, develop and connect future leaders. Learn more at floridadental.org/leadership-central
The FDA’s annual “Call for Volunteers” is a way for members to raise their hand and let us know they’re interested in getting involved. While openings vary from year to year, we keep these responses on file and use them to invite members to leadership development programs, task forces and local opportunities.
Thank you, Dr. Steve Hochfelder, for taking Today's FDA to the Basilica Sacre-Coeur in Paris, France. Do you have vacation plans this year? On your next trip, take a copy of Today’s FDA with you, take a photo and send it to jrunyan@floridadental.org to see it featured in an upcoming issue. Where will Today’s FDA venture next?
Visit floridadental.org/leadership-central to learn more.
Today’s FDA | 25
news@FDA Learn more by visiting our virtual Member Center at floridadental.org
Welcome New FDA Members The following dentists recently joined the Florida Dental Association (FDA). Their memberships allow them to develop a strong network of fellow professionals who understand the day-to-day triumphs and tribulations of practicing dentistry.
Atlantic District Dental Association
Dr. Macey Martin, Gainesville
Dr. Alexa Angelos, Fort Pierce
Dr. Natalie Masri, Melbourne
Dr. Pamella Araujo, Fort Lauderdale
Dr. Mary Matta, Casselberry
Dr. Flavia Santos Bada, Wellington
Dr. Stephen McLeod, Groveland
Dr. Aldo Broceta Argilagos, West Palm Beach
Dr. Lynn Nguyen, Melbourne
Dr. Ashley Colby, Boca Raton
Dr. Carla Nunez De Jimenez, Orlando
Dr. Richard Darsky, West Palm Beach
Dr. Altamiro Flavio Ribeiro Pacheco, Orlando
Dr. Lisset Fernandez, Vero Beach
Dr. Antonio Pinero, Lake Mary
Dr. Olivia Gruner, Palm Beach Gardens
Dr. Olivia Potter, Lake Mary
Dr. Adrian Morano, Vero Beach
Dr. Nanditha Rajini, Gainesville
Dr. Andino Nguyen, Wellington
Dr. Shannon Robinson, Port Saint Lucie
Dr. Madelyn Robinson, Miami
Dr. Dennis Sampson, Ocala
Dr. Andrew Ruggiero, Jupiter
Dr. Alexis Selli, Gainesville
Dr. Juliette Ruiz, Pembroke Pines
Dr. Rachel Shive, Port Orange
Dr. Andres Vaca Diez, Jupiter
Dr. Alejandra Sosa Perez, Orlando
Central Florida District Dental Association Dr. Rubem Costa Araujo, Rochester Dr. Marguerite Bonhomme, Coral Springs
Dr. Sarah Khan, Orlando
Dr. John Sorgenfrei, Melbourne Beach Dr. Steven Staudt, Port Orange Dr. Omar Vera, Winter Garden Dr. Daniel Yevseyevich, Palm Coast
Northwest District Dental Association Dr. Sydney Bello, Pensacola Dr. Christopher Bowen, Niceville Dr. Bridget Callaway, Tallahassee Dr. Isabelle Diniz, Mexico Beach Dr. Brentyn Dodd, Panama City Dr. Joshua Gale, Santa Rosa Beach Dr. Dylan Hayes, Lynn Haven Dr. Tiffany Herrmann, Crestview Dr. Josie May, Pensacola Dr. Garrison Melzer, Sneads Dr. Daniel Perkowski, Tallahassee Dr. Marshall Powell, Panama City Dr. Olivia Prather, Baker Dr. Logan Severson, Cantonment Dr. Nicholas Varcadipane, Graceville
South Florida District Dental Association Dr. Christopher Aguilar, Hialeah
Dr. Iria Diaz Cacheiro, Melbourne
Northeast District Dental Association
Dr. Yeniffer Albernas Soto, Miami Gardens
Dr. Christian Concepcion Diaz, Winter Springs
Dr. Ghazal Ashrafzadeh, Jacksonville
Dr. Indira Alvarez, Doral
Dr. Nhi Doan, Lithia
Dr. Francesa DeVille, Jacksonville
Dr. Rodrigo Fernandes, Winter Springs
Dr. Raquel De Mello Gomes, St. Augustine
Dr. John Gammichia, Altamonte Springs
Dr. Joseph Michael, St. Johns
Dr. Miguel Ortiz Gonzalez, Orlando
Dr. Manuel Miguel, St. Augustine
Dr. Tristan Hollon-Brooks, Gainesville
Dr. Hallie Moehring, Jacksonville Beach
Dr. Ingrid Hoffmann Lopez, Geneva
Dr. Elaina Montaleone, Jacksonville
Dr. Hameed Jamal, Land O Lakes
Dr. Kristin Shannon, Jacksonville
Dr. Riddhi Jani, Casselberry
Dr. Victoria Verville, Green Cove Springs
Dr. Brianne Brummett, Gainesville
Dr. Monica Khazaal, Palm Coast
26 | July/August 2026
Dr. Masiel Acevedo Jimenez, Miami Dr. Genesis Alvarado Jimeno, Weston Dr. Ivan Alpizar, Miami Dr. Nathalia Andrade Lopes Da Silva, Miami Dr. Amine Barquet Llibre, Miami Dr. Katherine Borshov Frid, Sunny Isles Beach Dr. Carolina Cabrera, Miami Dr. Roxana Cabrera Curbelo, Miami Dr. Jewelyn Dela Cruz, Miami
Dr. Emily Echerri, Miami
West Coast District Dental Association
Dr. Arletis Fernandez Dominguez, Miami
Dr. Mina Abdelmalek, Lutz
Dr. Vladimir Jovic, Tampa
Dr. Luke Fogarty, Hollywood
Dr. Shaheer Ahmad, Tampa
Dr. Matthew Le, Clearwater
Dr. Patricia Forte Diaz Arguelles, Miami
Dr. Noor Alrawi, Tampa
Dr. Camille Marques, Lehigh Acres
Dr. Mark Garrigo, Pinecrest
Dr. Carla Al-khouri, Safety Harbor
Dr. Jamie McGuire, Fernandina Beach
Dr. Luis Alejandro Gonzalez, Miami Beach
Dr. Jose Alvarez, Bonita Springs
Dr. Caridad Mijares Rodriguez, Tampa
Dr. Ashley Hakim, Weston
Dr. Morgan Bennett, St. Petersburg
Dr. Angelo Milli Hernandez, Brandon
Dr. Emilia Ledo Perez, Miami
Dr. Adrian Blanco Rodriguez, Brandon
Dr. Yoelin Mohip, Brandon
Dr. Vanessa Marcellus, North Miami
Dr. Daria Borisova, Odessa
Dr. Ernesto Morales Gonzalez, Naples
Dr. Michelle Martinez, Miami
Dr. Sydney Cabrera, Lakeland
Dr. Lovell Morris, Naples
Dr. Alicia Mirabal Pallerols, Homestead
Dr. Maitê Camargo, Clearwater
Dr. Aaron Nowak, Alpena
Dr. Victoria Molina, Miramar
Dr. Ruth Delli Carpini, Sarasota
Dr. Maria Orta Rumbos, Davenport
Dr. Maya Morad, Ann Arbor
Dr. Brooke Cary, North Fort Myers
Dr. Landy Pacheco Chaviano, Naples
Dr. Carlos Moreno, Miami
Dr. Brandon Cartran, Bradenton
Dr. Aarti Patel, Valrico
Dr. Michelle Moskal, Miami
Dr. Anthony Choueifati, Dunedin
Dr. Nicholas Pustam, Land O Lakes
Dr. Pollyanna Pereira, Hialeah
Dr. Yessica Coosemans Novales, Tampa
Dr. Ellen Shabo, Palm Harbor
Dr. Claudia Pichardo, Miami
Dr. Andrei Dragomer, Winter Haven
Dr. Suhayb Syed, Tampa
Dr. Flavia Leal Rosado, Miami
Dr. Bassant Estfanous, Clearwater
Dr. Mariam Youssef, Palm Harbor
Dr. Marisol Rodriguez Rigau, Sunrise
Dr. Mera Girgiss, Palm Harbor
Dr. Carolina Zuleta, Tampa
Dr. Genesis Salas Caban, Hialeah
Dr. Jonathan Gomogda, Palmetto
Dr. Lia Sanchez Torres, Homestead
Dr. Samira Heeren, Fort Myers
Dr. Sarah Shulman, Hollywood
Dr. Amber Hartley, Sarasota
Dr. William Thornton, Davie
Dr. Nicole Holownia, Myakka City
Dr. Jonathan Dougherty, Miami
Dr. Madison Hook, Tampa Dr. Leah Hopson, Sarasota
Dr. Maxwell Webber, Hollywood
in memoriam The FDA honors the memory and passing of the following members: Dr. Marc A. Gale Gainesville Died: 5/5/2026 Age: 84
Dr. L. Carl De Jongh Palmetto Died: 5/26/2026 Age: 81
Dr. James Thomas Cannon Ellenton Died: 6/11/2026 Age: 52
Dr. Joyce Cosby Gainesville Died: 6/15/2026 Age: 73
Today’s FDA | 27
Celebrating 40 Years of service Built by dentists. Trusted for decades. For 40 years, FDA Services Inc. (FDAS) has existed to serve one purpose: protecting dentists and their practices. What began as a bold decision by the Florida Dental Association has grown into a trusted insurance organization. This anniversary celebrates that commitment — past, present and future.
A Purpose That Never Changed
Built to Lead, Built to Last
FDAS was created when dentists needed an advocate
From the beginning, FDAS was designed for the long
— someone willing to challenge the status quo and
term. Careful leadership, strong carrier partnerships
build a better solution. From those early decisions to
and a steady focus on integrity created an organization
today’s national presence, the mission has remained
dentists could rely on — not just for coverage, but for
constant: simplify insurance, provide stability and stand
confidence.
beside dentists as their practices and careers evolve.
Get a quote in minutes. www.fdaservices.com
850.681.2996 (CALL/TEXT)
What started as a response to a challenge became a long-term promise to dentistry.
Frank Lauria served as FDAS’s first general manager from 1986 to 2010 and played a central role in shaping the organization from its earliest days. With deep industry knowledge and steady leadership, he built FDAS from the ground up — establishing credibility, strong carrier partnerships and a professional insurance operation dentists could trust. Frank laid the foundation for the organization’s long-term stability and success, setting a standard that continues to guide FDAS today. FDAS Board celebrates Frank Lauria’s (second from the right) retirement.
2027 FDA Awards Honor Someone Who Inspires You
Award Nominations are now open. Every year, the FDA recognizes members who have made exceptional contributions to dentistry, organized dentistry, their communities and the next generation of the profession. Whether it’s an outstanding dental student, an emerging leader, a dedicated volunteer or a colleague whose career exemplifies excellence, we want to hear from you. Nomination submissions are open through September 4, 2026 at floridadental.org/nominate. Award recipients will be recognized during the 2027 Florida Dental Convention. Take a moment to recognize someone who has made a difference — your nomination could help shine a spotlight on their remarkable contributions.
Nominate a colleague, mentor, team member or student today — the deadline is September 4, 2026!
new leadership positions
Congratulations to FDA Members on Their Newly Elected Positions Please join us in congratulating the Florida Dental Association (FDA) members elected to leadership positions at the 2026 Florida Dental Convention (FDC). For a full list of the FDA’s Board of Trustees, please go to floridadental.org/ leadership-central/board-of-trustees. Newly elected officers and trustees include:
President: Dr. Dan Gesek (automatic)
President-elect: Dr. Bert Hughes
Editor: Dr. Hugh Wunderlich
Secretary: Dr. Karen Glerum
At-large Trustee: Dr. Reese Harrison
Immediate Past President: Dr. John Paul (automatic)
At-large Trustee: Dr. Sam Desai
Speaker of the House: Dr. Tom Brown
At-large Trustee: Dr. Brenna Kever
In addition, the Board received a new component designated trustee from the Northwest District Dental Association, Dr. MaKeba Earst.
Today’s FDA | 31
board of dentistry
Florida Board of Dentistry Meets in Jacksonville By FDA Chief Legal Officer Casey Stoutamire
• A pulse oximeter is required for
all procedures performed in a dental office that involve the use of minimal sedation and its same day preop and postop readings must be documented in the dental records.
• An applicant for any type of anes-
The next BOD meeting is scheduled for Friday, Aug. 14, at 7:30 a.m. ET in Tampa. The Florida Dental Association (FDA) was represented by Board of Dentistry (BOD) Liaison Dr. Steve Hochfelder and Lobbyist Brandon Edmonston. Dr. Andy Brown was also in attendance. BOD members present included Dr. Nick White, chair, Ms. Karyn Hill, vice chair, Drs. Marc Anderson, Brad Cherry, Andrew Forrest, Chadwick Marshall, Thomas McCawley, and Jessica Stilley-Mallah, Ms. Angela Johnson, and Mr. Ben Mirza. Newly appointed consumer member Ms. Kelly Mallette was absent as her recent appointment did not allow sufficient time for onboarding and training.
32 | July/August 2026
thesia permit must submit proof of:
• (b) Documentation of actual
The Board approved 11 Mobile Opportunity by Interstate Licensure Endorsement (MOBILE) applications, denied one, and the remainder were withdrawn. The denial was because the board found the applicant had not taken a national or regional licensure exam and stated his specialty recognition alone does not meet the standards set forth in the statute. The Anesthesia Committee held a meeting the day before the Board meeting to discuss multiple updates to the Anesthesia rules. The Board then passed multiple proposed updates to these rules. Major highlights are found below. To see the full text of the proposed rules, please visit bit.ly/4dSvAMt.
clinical administration of anesthetics to 20 dental or oral and maxillofacial patients conducted within two (2) years prior to the permit application date. of the particular type of anesthetics for the permit applied for The level of sedation in each case must correspond to the level of sedation addressed in the particular permit. The submitted dental records must demonstrate compliance with Rules 64B5-14.008(7) and (8), 64B5- 14.009(7) and (8), or 64B5-14.010(7) and (8), F.A.C. as it pertains to the type of permit and with the minimum standard of performance in diagnosis and treatment as set forth in Section 466.028(1)(x), F.S
• An applicant for a Pediatric
Moderate Sedation Permit who completed the required clinical demonstration of anesthetics
Remember, it is much better to be a spectator than a participant in BOD disciplinary cases.
more than two (2) years prior to submission of the application have the option to satisfy the requirement by completing the American Association of Pediatric Dentistry’s comprehensive course on the Safe & Effective Sedation for the Pediatric Dental Patient. This course must be completed in person.
• An electrocardiograph (EKG) is •
•
now required as standard equipment for moderate sedation permit holders. The patient who is administered a drug(s) for moderate sedation must be continuously monitored intraoperatively by electrocardiograph (EKG), in addition to pulse oximetry and capnograph and the continuously monitored vital signs must be taken and recorded at a minimum of 5-minute intervals. An initial anesthesia inspection must be still conducted by a consultant with an active license and sedation permit. Inspectors must have current Advanced Cardiovascular Life Support (ACLS) and Pediatric Advanced Life Support (PALS) certifications and have completed a Commission on Dental Accreditation (CODA) approved Basic Airway Management course and Medical Emergency
2.
Preparedness course within two (2) years of the appointment. Interested applicants may contact MQA.dentalsedation@flhealth. gov.
• During the initial inspection a
dental procedure must be observed and evaluated and the dentist must demonstrate full knowledge and treatment of the patient during simulated emergencies. This demonstration must include placement of an intravenous catheter by the dentist themselves.
• The anesthesia committee
and board reminded sedation permit holders that IV access of any kind is not a delegable duty to a dental assistant or hygienist. Furthermore, EMTs and paramedics are not sanctioned anesthesia providers.
• When a permit holder informs
the Board office of a change in authorized locations, the notice must be sent to mqa.dentalsedation@flhealth.gov. Written confirmation of receipt of the aforementioned notification must be received from the Board office prior to the holder of any general anesthesia, moderate sedation, or pediatric moderate sedation permit administrating any sedation at any of the new or
additional locations. Any additional location shall be subject to a routine inspection no later than one year from the date of the added location. In addition to the proposed rule changes, the following items were discussed by the Anesthesia Committee, but no final decision was made. The FDA anticipates the Anesthesia Committee will meet before the August BOD meeting to continue discussions on the following topics.
• The administration of moderate
sedation in conjunction with enteral medications or pharmacologic substances that have been prescribed preoperatively by the permit holder.
• The length of a procedure in
which a patient is under moderate or pediatric moderate sedation in the dental office setting.
• Defining the maximum Body Mass Index (BMI) a patient under any level of anesthesia may have if the procedure is completed in a dental office setting.
The Board approved the following changes to 64B5-16.001 Definitions of Remediable Tasks and Supervision levels.
t Today’s FDA | 33
Support Starts Here. FDA Member Assistance Program (MAP)
Built for You. Extended to Your Team. The FDA Member Assistance Program (MAP) provides trusted resources, expert guidance and confidential support at no cost to help you reduce stress, improve mental health and make life easier with resources now available for you and your entire team.
MAP Resources Balancing your practice and personal life can be challenging. With MAP, support is closer than you think. Resources include: • Mental Wellness Counseling
• 24/7 Mental Health Support
• Stress Management Assistance
• Life Coaching
• Child and Elder Care Resources
• Legal Referrals
• Grief and Loss Support
• Financial Consultation
Getting Connected is Easy No matter the concern, find the free confidential support you need with MAP.
You may be thinking... Between patients and staff, I am feeling stretched thin. How do I handle it all?
I need help with finding my work-life-balance.
I'm feeling overwhelmed with my student loans. Where do I begin?
• FDA members receive up to 4 counseling sessions, covering all household members. • Team members who work for an FDA member receive in-the-moment counseling.
Call: 800.451.1834 or visit AllOneHealth.com/portal to access your services. FDA Member Code: fdamap Team Member Code: fdastaff
Where do I even start on finding support for my aging parents?
For information on all wellness resources available for FDA members and their team, visit
floridadental.org/healthydentist.
board of dentistry
• Clarification that general supervision may be conducted via a HIPAA-compliant tele-dentistry platform.
• Cementing temporary crowns
and bridges with temporary cement can now be performed by a hygienist who has received training in pre-licensure education or has received formal training as defined by Board rule under general supervision.
• Using adjunctive oral cancer
screening medical devices approved by the U.S. Food and Drug Administration can now be performed by a hygienist who has received training in pre-licensure education or has received formal training as defined by Board rule under general supervision.
The Board also approved the proposed changes to 64B5-16.0061 which covers restorative functions for dental assistants. Since amalgam is no longer required to be taught, the total hours in the simulated lab were slightly reduced, but hours were added to the time required in the delegating dentist’s office. This was to increase the instruction and practice on patient management, which cannot be taught in a simulated setting A slight change to Rule 64B5-4.002 Advertising and Soliciting by Dentists was also approved. The rule now reads: (2) All advertising in any media must identify the Florida licensed dentist, who assumes total
responsibility for the advertisement. The term “identify” shall mean the use of the license number of the dentist as it appears on his license and renewal certificate or the use of the licensee’s commonly used name together with the current full name, address and telephone number the licensee has on file with the Department. In addition, the Board approved a new rule relating to dispensing medicinal drugs in a dental office. The new rule, Rule 64B5-7.009 Dental Dispensing Registration reads: 64B5-7.009 Dental Dispensing Registration (1) A dentist who dispenses medicinal drugs for human consumption for fee or remuneration of any kind, whether direct or indirect, must register with the Board of Dentistry by completing and submitting to the Board of Dentistry Form DHXXXXMQA, Dental Dispensing Registration, which is incorporated by reference herein (5/2026) and can be obtained from flrules.org/Gateway/reference. asp XXXXXXXXX, or the Board of Dentistry, Department of Health, 4052 Bald Cypress Way, Bin #C-XX, Tallahassee, Florida 32399-3256 or at http://XXXXXXXXXXXX.gov/resources/. The Board shall notify the registrant by letter of any deficiencies in the aforementioned form within 30 days after the form is filed. The registrant shall rectify all deficiencies in the form within one year from the date of such letter or the form will be processed as an incomplete
form and the application file will be closed. (2) The Board shall register only those applicants who have completed and submitted the application form and remitted the dispensing fee set forth in Rule 64B5-15.025, F.A.C. As a reminder, these rules are not yet effective as they have to move through the rulemaking process. Please contact the FDA with any questions on the effective date. Ms. Karyn Hill announced she is stepping down as the Council on Dental Hygiene chair and Ms. Angie Johnson will now serve as chair. The FDA thanks Ms. Hill for her service and looks forward to working with Ms. Johnson during the upcoming year. There were two disciplinary cases (one case was dismissed), one informal hearing where the Board recommended revocation of the dentist’s license due to prior history involving a federal indictment, prison time, and additional concerns from the BOD members and one voluntary relinquishment. The case involved failing to perform or delegate to another dentist and failing to complete an oral cancer evaluation. FDA Chief Legal Officer Casey Stoutamire can be reached at cstoutamire@ floridadental.org.
Today’s FDA | 35
How a Handbook Can Save You From an HR Headache We all know what it’s like when you start a new job. You show up to work, a nameless human resources (HR) person shoves a big pile of papers in front of you, and you sign more things than you would if you were buying a house. By Maria S. Hossain, Of Counsel, Ausley McMullen
But is any of that even worthwhile? The truth is that providing an up-todate Employee Handbook to your employees on their first day (and updated copies annually thereafter) helps you, as the employer, and your
36 | July/August 2026
employees. Handbooks set expectations for job duties, lay out frameworks for HR processes (such as absenteeism, dress code, overtime and bonus structures), and inform employees where to go with complaints. Having guidelines for discipline, Family and Medical Leave Act (FMLA) usage, and accommodations (disability, pregnancy and religious) helps ensure that employers have a
human resources structure to refer to in order to treat employees equally and that serves as support in fighting any future claims of disparate treatment that may arise in litigation. What about a small dental practice with just one doctor and nine staff members? Would they need an employee handbook? While the size of the business exempts the practice from employment litigation claims of disparate treatment under Title VII or under the Florida Civil Rights Act, as well as exempts the business form being required to comply with Americans with Disabilities Act (ADA), Pregnant Workers Fairness Act (PWFA) and FMLA, employers may still be liable for suits brought under Federal Labor Standards Act (FLSA), the Florida Whistleblower’s Protection Act and employment-related torts. Regardless of the size of the office, having an Employee Handbook and using it judiciously is a solid business practice which could help to prevent future expensive litigation. Keep in mind that as your number of employees fluctuates (for example, with part-time staff, kids working at the office or seasonal paid interns), even adding one person to your staff could open you up to liability under various federal or state laws, which each have different thresholds for the number of employees that would make the laws applicable. Additionally, miscategorizing an employee as a contractor could also lead to costly litigation. That is why it is important to have an employment attorney review your Employee Handbook annually to ensure it remains compliant for your office’s size. Employees should also review the handbook annually and sign a form indicating that they are familiar with any changes made.
Handbooks set expectations for job duties, lay out frameworks for HR processes (such as absenteeism, dress code, overtime and bonus structures), and inform employees where to go with complaints.
While no business likes to spend money if they don’t have to, hiring an employment attorney to draft an Employee Handbook specific to your business needs is the equivalent of having insurance. No one enjoys spending money monthly on insurance, but if you ever get sued, making sure that your HR procedures are legally sufficient will have been a small and worthwhile investment compared to the literal millions that you would otherwise have to spend defending an employment lawsuit. Maria S. Hossain can be reached at MHossain@ausley.com.
Today’s FDA | 37
human resources
How to Retain Top-Tier Dental Hygienists and Assistants By Tim Badolato, founder and CEO of eCardWidget
A busy dental practice doesn’t have spare bandwidth for turnover. Every time a hygienist or assistant leaves, the schedule gets thinner, the remaining team picks up the load, and the recruiting cycle restarts. The cost shows up in overtime, in postponed cleanings, and in the energy your front-desk team spends explaining why their favorite provider isn’t there this month. The pressure isn’t unique to your clinic. GoTu’s 2026 State of Work Report (view report at bit.ly/4vc81Et) found that burnout affects more than three in five dental hygienists, and clinic conditions make it worse: physical pain from the work itself (view article at bit.ly/44eIVsF ) is one of the most common reasons clinical staff leave the profession entirely. By the time someone resigns, the conditions that pushed them out have usually been building for months. The good news: dental teams that deliberately invest in retention keep more of their existing staff, and they do so at a cost far lower than constantly hiring new ones. This guide covers the strategies that actually move the needle, from competitive incentive plans to employee appreciation eCards (view article on bit.ly/4vs15D6) to continued learning support.
38 | July/August 2026
The clinics that hold onto their best people don’t treat retention as a fire drill that starts after someone gives notice. They build it into the practice’s rhythm: clear policies, real incentives, daily recognition and a visible commitment to professional growth.
Offer Compelling Incentive Plans Retention starts before anyone walks out the door. The foundational human resource (HR) policies your clinic has in place shape (view article at bit.ly/4fMzyHN) whether employees see themselves staying for years or just months. It’s worth reviewing yours every 12 months and asking whether they actually compete with what other practices in your area offer. A few categories that consistently show up in the policies of dental practices with low turnover:
• A robust leave policy: Dental
work is physically and emotionally taxing. Time off isn’t a perk, but a recovery requirement. Make sure your paid time off (PTO), sick leave and holiday allocations (view article at bit.ly/4uDkwaX) are competitive and make sure the culture actually lets people use them without guilt.
• A meaningful incentive plan
(view article at bit.ly/4gqE4fg): A strong incentive plan blends monetary rewards (production bonuses, retention bonuses tied to tenure milestones) with non-monetary perks employees genuinely value: continuing education stipends, paid certifications or a flexible schedule once they hit a certain tenure.
The clinics with the lowest turnover treat compensation as a conversation, not a once-a-year line item.
Build a Culture of Daily Peer Recognition Even the best incentive plan can’t replace the feeling of being noticed. Dental work involves hundreds of small acts of skill and care every day — most of which never come up in a performance review. Peerto-peer recognition is what fills that gap. eCardWidget explains (view article at bit.ly/4eoBmEs) that peerto-peer recognition is the process
by which team members publicly appreciate each other for their dayto-day efforts. This practice reduces feelings of isolation, builds a more collaborative environment, and gives the whole team a steady source of morale that doesn’t depend on the practice owner to deliver it. A few practical ways to build peer recognition into a dental practice:
• Send employee gifts to recognize their dedication and hard work. A handwritten note paired with a small gift — a coffee card, a wellness item, a half-day off — turns a moment of effort into a memory.
• Celebrate important milestones
like birthdays (view article at bit.ly/4fLGrJo) and celebratework anniversaries. Automated eCards make it easy for any team member to send a personalized note on the right date, without anyone having to keep a birthday calendar. Tenure milestones (one, three and five years) deserve more weight than they usually get in clinical settings. t
Today’s FDA | 39
human resources
• Host a special employee appre-
ciation day. Pair a catered lunch with a brief recognition ceremony, during which each team member receives a personalized note. For practices that want a recurring rhythm, a quarterly award (e.g., Patient Care Champion, Above-and-Beyond Award, Calm-Under-Pressure Award) gives the staff something tangible to look forward to.
The point isn’t the dollar value of any single gesture — it’s the consistency. A practice where appreciation is part of the weekly rhythm holds onto staff longer than one where recognition only shows up at the end-of-year holiday party.
Provide Ongoing Learning Opportunities Top-tier hygienists and assistants are ambitious. If they can’t grow inside your clinic, they’ll grow somewhere
else. One of the most effective retention investments is making continued learning easy and affordable. Practical moves any clinic can make:
• Share information about confer-
ences and trade shows hosted by reputable dental associations. Forward the dates, offer to cover travel expenses and treat attendance as part of the role — not a vacation where employees burn PTO to attend.
• Cover registration costs when
the budget allows. Even a partial subsidy signals that the practice is invested in the employee’s development, and many states require continuing education hours for licensing renewal anyway.
• Build internal cross-training. Let
hygienists shadow assistants and vice versa. Cross-trained teams cover gaps more gracefully and
give employees a sense of forward momentum.
Wrapping Up: Make Retention a Habit, Not a Reaction The clinics that hold onto their best people don’t treat retention as a fire drill that starts after someone gives notice. They build it into the practice’s rhythm: clear policies, real incentives, daily recognition and a visible commitment to professional growth. Strong recognition programs, refreshed and updated as the team evolves, are what keep morale durable through busy seasons and slow ones alike. Tim Badolato is the CEO of eCardWidget. com an innovative platform for digital employee recognition, donor acknowledgment, business marketing, and nonprofit marketing. He has a passion for using technology to drive positive outcomes for mission-driven businesses and nonprofits. He can be reached at support@ecardwidget.com.
Today’s FDA | 41
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human resources
How to Hire Employees: A Step-by-Step Guide to the Hiring Process By Jody Stolt, Sr. Director, Talent and Onboarding at Paychex
Hiring your first employee or expanding your current team involves more than posting a job ad. There are multiple phases and legal requirements when hiring employees, and each step plays a role in compliance, efficiency and long-term success. This guide explains how to hire employees in the U.S., including legal requirements, recruiting strategies, and onboarding best practices for small businesses and growing organizations.
44 | July/August 2026
Establish Your Legal Foundation Before Hiring Employees Before you begin hiring new employees, make sure your business is legally prepared to employ workers. Understanding how to hire employees legally starts with getting your foundation right.
Key Takeaways
Start with these requirements:
• Register for an Employer Identification Number (EIN) • Set up state and local tax accounts • Determine workers’ compensation insurance require-
1
Before posting a job, register for an EIN, set up payroll and tax accounts, determine workers’ compensation insurance requirements, and prepare required new hire paperwork such as Form I-9 and Form W-4.
2
A clear, accurate job description is foundational to the entire hiring process — it attracts the right candidates, supports ATS screening, and sets measurable expectations before the first interview.
You should also define the role clearly before recruiting. Identify responsibilities, required skills and expectations so you can hire employees who align with your business needs.
3
Structured interviews, background checks, and reference checks reduce hiring risk and lead to more informed decisions — skipping these steps increases the likelihood of a costly mis-hire.
Prepare your new hire paperwork in advance, including:
4
Onboarding is not a one-day event. A structured process over the first 30 to 90 days — with check-ins, clear goals, and early connection to the team — directly affects retention and engagement.
5
Pay transparency requirements are expanding. Many states now require pay ranges in job postings — review your jurisdiction’s rules before you post.
ments based on applicable state laws and workforce structure
• Understand federal, state and local wage and hour
laws, anti-discrimination laws and pay transparency requirements
• Set up payroll systems • Confirm new hire reporting obligations
• Form W-4, which provides your employees’ paycheck tax withholdings • Form I-9 to verify identity and employment eligibility • Direct deposit authorization • Employee handbook and acknowledgments • Consent to drug testing forms, if applicable to your business and allowable by law
Some states require additional disclosures, such as wage notices or paid leave information. Review requirements before you hire — not after.
Step-by-Step Guide: How To Hire Employees If you want consistent hiring results, you need a structured approach. Knowing how to hire employees for a small business means balancing compliance, efficiency and long-term fit. Step 1: Determine Pay and Responsibilities Before you post, define what the role requires today and how it may evolve as your business grows. Benchmark compensation using industry salary surveys, labor market data and geographic pay trends — many employers use payroll platforms or HR systems to evaluate market ranges and maintain internal equity. This step is also
when you determine whether the position is exempt or nonexempt under the FLSA and applicable state requirements, which affects overtime eligibility and minimum salary thresholds. Pay transparency laws are expanding. Many states — including California, Colorado, New York, Washington and Illinois — now require employers to disclose salary ranges in job postings. Even where it isn’t required, publishing a range improves candidate trust and reduces negotiation friction. Review your jurisdiction’s requirements before you post. Step 2: Write a Job Description A clear, accurate job description is the foundation of an effective hire. It sets candidate expectations, imt Today’s FDA | 45
human resources proves ATS and AI screening accuracy, and filters out applicants who aren’t the right fit before the first interview. Cover the essentials — role responsibilities, required qualifications, compensation range, work location and how success will be measured. If the role is remote or hybrid, say so explicitly; candidates expect that clarity and it affects who applies.
Careers Page and Social Media: Keep listings current, highlight your culture, and make it easy to apply. Candidates who find you organically tend to be stronger fits.
Use this simple structure to organize your job description:
Step 4: Strategically Interview Applicants A structured interview process helps you evaluate candidates consistently and reduces hiring risk.
• Job title • Position summary • Responsibilities • Required qualifications • Preferred qualifications • Pay range • Benefits • Working conditions and environment
Step 3: Find Qualified Candidates You know what the job requires. Now you need to reach candidates who can actually do the work. Use a mix of these sourcing channels: Employee Referrals: Ask your current team who they know. Referral candidates move faster through the process and tend to align more closely with your culture. Job Boards: Post on general platforms like Indeed and LinkedIn for broad reach, or niche boards for specialized roles.
Compliance: Some states require pay ranges and benefits in job postings. Include them early to avoid delays and reduce compliance risk.
Phase
Description
Who Is Involved
Initial Review
Resume and application HR or hiring manager screening
Phone screening
Confirm qualifications
HR
and interest Interview round one Evaluate skills
Hiring manager
and experience Interview round two Assess team fit
Team or leadership
and deeper competencies Final decision
Compare candidates
Leadership
and select
Interview Process Overview
AI-Assisted Recruiting: Use AI tools to screen resumes and surface qualified candidates faster, reducing time spent on unqualified applicants. As AI laws and regulations trend, review any requirements as they pertain to automated employment decisions before implementation.
Here are some interview tips:
Networking: Reach out to industry contacts and peers — especially effective for senior or specialized positions.
A structured process and AI-assisted recruiting tools can help reduce bias, improve consistency and keep candidates engaged throughout.
Past Candidates: Revisit previous applicants who performed well but weren’t selected. 46 | July/August 2026
• Ask only job-related questions • Train interviewers on legal compliance • Keep the process consistent across candidates • Communicate timelines clearly
Step 5: Conduct Background and Reference Checks Once you identify a top candidate, consider extending a contingent job offer subject to successful background and reference checks. This approach allows you to move quickly while still protecting your business.
• Include the essentials in your offer letter. At mini-
Background checks confirm the information a candidate provided is accurate — employers typically verify employment history, education credentials, and professional licenses. Contact references to gain insight into past performance, reliability, and work style that resumes and interviews may not reveal.
your limits before negotiations start so the process doesn’t stall.
If you use a third party to conduct a background check, the Fair Credit Reporting Act (FCRA) imposes specific requirements. You must:
• Provide a clear, standalone written disclosure to the candidate • Obtain written authorization before running the report • Follow required notice procedures if you take adverse action based on the results
Federal, state, and local laws limit what information you can obtain or use, particularly with respect to criminal history. Requirements vary by jurisdiction, so review applicable laws before conducting checks. Step 6: Select a Candidate and Extend an Offer Once you complete interviews, select the candidate who can perform the role and consider if they bring a new perspective to your team — not just the best culture fit. Move quickly once you’ve decided. Most employers start with a verbal offer, then follow up with a formal written offer letter. Give candidates three to five business days to respond, and keep negotiations moving by knowing your compensation limits in advance. When extending an offer, make sure to:
• Make it contingent where needed. Tie the offer to
successful completion of background checks, reference checks, or other pre-employment requirements before the start date is confirmed.
• Always follow up in writing. Verbal offers can carry legal weight in some states — don’t rely on them alone. A written offer letter helps to protect both parties and reduce misunderstandings.
mum, cover compensation, benefits, start date, work location, job title, reporting structure and any contingencies such as background checks or drug testing.
• Handle counteroffers with clear parameters. Know • Close the loop with other candidates. Respond
promptly and professionally to those you didn’t select. A respectful rejection protects your employer brand and keeps the door open for future roles.
Step 7: Effectively Onboard Your New Employee Hiring doesn’t end when a candidate accepts your offer. Onboarding directly affects retention, engagement, and how quickly a new hire starts contributing — so treat it as a structured process, not a single event. Set expectations before Day 1, connect new hires to their team early and continue with regular check-ins and clear goals through the first 30 to 90 days.
Common Mistakes to Avoid When Hiring Employees Even with a structured process, hiring mistakes still happen. Most issues do not come from a lack of effort — they come from rushing decisions, skipping steps, or overlooking compliance requirements. Avoid these common hiring mistakes:
• Hiring Too Quickly: Do not hire just to fill an immediate gap. Rushed decisions often ignore long-term fit and lead to turnover.
• Skipping Reference Checks: Reference checks provide context that interviews cannot. Skipping them increases the risk of hiring someone who cannot perform as expected.
• Asking Inappropriate Interview Questions: Questions about age, family status, health or other protected characteristics create legal risk. Train interviewers and use structured questions.
• Ignoring Culture Add and Soft Skills: Do not focus
only on technical ability. Strong candidates contribute new perspectives and collaborate effectively. t Today’s FDA | 47
human resources
Treat hiring as a long-term investment. A structured hiring process helps you select candidates who fit the role and strengthen your organization.
• Writing Vague Job Descriptions or Unclear Success Metrics: Vague expectations may attract the wrong candidates and create confusion after hiring.
• Ghosting Candidates After Interviews: Failing to
follow up damages your reputation and discourages strong candidates from applying again.
• Ignoring Legal and Pay Transparency Require-
ments: Failing to disclose required compensation details or follow hiring laws creates compliance risk and potential penalties.
• Using an Inconsistent Interview Process: Treating
candidates differently introduces bias and increases legal exposure.
• Overlooking Internal Candidates: Review internal
talent before posting externally. Internal hires often ramp up faster and improve morale.
• Treating the Hire as Complete Once the Offer is Ac-
cepted: Stay engaged between offer acceptance and start date. Candidates can and do change their minds during this period.
A disciplined hiring process reduces risk and helps you hire employees who perform well and stay longer.
Hiring Employees Checklist Follow a structured checklist to keep your hiring process consistent, organized and compliant. Each step builds on the last, helping you define the role, evaluate candidates and move efficiently from sourcing to onboarding without missing key requirements. Include these tasks in your hiring checklist:
• Register your business and obtain an EIN 48 | July/August 2026
• Determine the role and pay range • Write a clear job description • Post the job opening • Screen applications • Conduct structured interviews • Extend a job offer • Check references and run background checks • Complete new hire paperwork • Onboard the employee A consistent process helps you hire employees more efficiently, reduce errors and improve long-term outcomes.
Hiring Remote Workers Remote hiring requires more than moving interviews to video. You need a process that evaluates how candidates work, communicate and stay productive without direct supervision. When hiring remote employees, focus on:
• Remote Work Experience: Ask how candidates have worked remotely and what environments help them stay productive.
• Communication Skills: Evaluate how clearly and consistently they communicate across email, messaging platforms and video calls.
• Time Management: Look for examples of how they prioritize tasks and meet deadlines without direct supervision.
• Technology Proficiency: Confirm comfort with the tools and systems your team uses.
• Accountability: Ask how they track progress and stay aligned with team goals.
Before Day 1, provide necessary technology, system access, and security protocols. Add remote employees to team communication channels and maintain consistent check-ins to keep them engaged and connected.
Tools That Can Improve Your Hiring Process The right technology reduces administrative work and helps you make more consistent hiring decisions. Most businesses rely on a combination of these tools:
• Applicant Tracking Systems (ATS): Centralize resume
management, track candidates through each hiring stage, and surface qualified applicants faster. An ATS also provides visibility into key metrics like time-to-fill and offer acceptance rates — helping you spot bottlenecks and improve over time.
• AI Recruiting Tools: Source and screen candidates
more efficiently by analyzing resumes, ranking applicants and automating routine communication. Use AI as a support tool, not a replacement for human judgment — and ensure any tools you use comply with applicable hiring laws.
• All-in-One HR Platforms: Connect hiring, onboarding,
payroll, and compliance in a single system. Solutions like Paychex Flex services eliminate duplicate data entry, reduce administrative burden and make it easier to scale without building a large internal HR team.
The Importance of Hiring the Right Employee Employees shape your business performance, team dynamics and customer experience. Every hire influences your brand and your results. Strong hires drive productivity, improve collaboration and bring skills that move your business forward. Poor hires do the opposite. They slow progress, increase turnover and create disruption across your team. Treat hiring as a long-term investment. A structured hiring process helps you select candidates who fit the role and strengthen your organization. When you hire well and support employees over time, you build engagement, retention and a more stable workforce. You can contact Paychex to learn more at www.paychex.com/.
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Today’s FDA | 49
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YOU AND YOUR PRACTICE MIKE TROUT
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office schedule
Controlling the Office Schedule By Dr. Gary Stough
In our two national surveys on dental practice stress, the number one stressor was “running behind schedule,” followed closely by “constant time pressures.” Ranked fourth was “dissatisfied, ungrateful patients.” These three issues, along with several others, can be significantly reduced 52 | July/August 2026
if the dentist and staff proactively manage the schedule rather than allowing it and patient demands to control them. A wise dentist schedules for peace, not panic. Learn to control your appointment book before your next meltdown, or it will ultimately control you! Admittedly, no one can completely eliminate running behind schedule or dissatisfied patients. Dentistry in-
volves imperfect humans working on imperfect humans, using imperfect materials under often unpredictable conditions. An unexpected cusp fracture or inadvertent pulp exposure can disrupt anyone’s schedule. Still, our primary objective must always be to minimize these situations through proactive scheduling and planning.
A Brief Illustration Early in my practice, there was Ms. Goss (not her real name), a difficult patient to say the least. She entered my practice before I knew enough to close the proverbial barn door. Initially, like many young dentists starting out in practice, anyone with a pulse seemed like a suitable patient. It soon became obvious that nothing we did would ever please Ms. Goss. Everyone’s blood pressure rose each time her name appeared on the schedule. Obviously, problem patients are not just the bane of new practices. Many long-established practices have tolerated the problem much too long as well, but lack the courage to face the issue head-on. The old adage “No guts, no glory,” as well as FDR’s “The only thing we have to fear is fear itself,” stand out here! The fourth stressor on our survey was “Dissatisfied, ungrateful patients.” You can be assured that problem patients represent a high percentage of these cases. A first step is to dismiss patients like Ms. Goss, those who always show up late, do not pay on time, miss multiple appointments or do not respect and appreciate you and/or your team to the extent they deserve. Once you make this decision, stick to it and don’t let the patient talk you into letting them remain in the practice. You’ll discover that dismissing difficult patients is likely to enhance your practice’s reputation rather than harm it. It matters little how many patients you have or how far your practice is scheduled out if 25% of the patients do not show up for appointments,
are unwilling to follow rules or pay on time, and make your life and that of your team miserable. Make sure you always follow state laws regarding patient dismissal and the time you must provide emergency care to allow them to find a new dentist. Scheduling Strategies for Success:
• Significant scheduling problems
often occur because appointment schedulers typically don’t understand clinical procedures unless they have previously served as assistants. Thus, educating schedulers and periodically cross-training them is essential. Train your scheduler thoroughly on the duration and complexity of various procedures, how to distinguish between real and perceived emergencies and how to handle each scenario properly. They must also understand how hygiene visits affect your schedule, particularly if you need to examine the patient, and the difficulty of the doctor’s current case if sedation or other factors require the doctor’s uninterrupted attention.
The concept that packing more people into the schedule makes more money is totally inaccurate, as it negatively affects the quality of care, personal relationships with your patients and your team’s attitude.
• Avoid overpacking your schedule, as it only increases stress and dissatisfaction among patients and staff and often negatively impacts practice revenue. It may seem counterintuitive, but sometimes less is more — more effective, more profitable and far less stressful. Must-see walk-ins must be informed that, in most cases, they may receive only palliative treatment. Late patients must be rescheduled as necessary.
t Today’s FDA | 53
Often, the issue with a packed schedule is that the practice is too busy and the scheduler does not know where to place people, so they end up stuck anywhere. I have consulted in practices where a one-hour composite appointment included a short procedure on the side, and the doctor was expected to check two hygienists. This scenario is how many practices commonly operate, but it is by no means the most efficient way to practice. It affects quality, increases the likelihood of patient dissatisfaction, and limits relationship-building. It can also stress out the entire team on a daily basis! The concept that packing more people into the schedule makes more money is totally inaccurate, as it negatively affects the quality of care, personal relationships with your patients and your team’s attitude. If the practice is too busy, consider hiring an associate and/or ceasing to accept new patients for a short period in order to reorganize. In the long run, adopting this change in practice philosophy will pay off multiple times over in terms of efficiency, productivity and office morale. Your bottom line will not be affected if your practice has an excellent reputation.
54 | July/August 2026
• Running over into the lunch hour
or at quitting time places a great deal of stress on the entire team if it is a common occurrence. The dentist and staff NEED a full lunch break to take a breath and attempt to recharge a bit. After a long day, people are ready to go home, leave the day’s often torrid pace behind, and resume a normal life. Do not be afraid to schedule a 15-minute buffer period before lunch and at the end of the day, because most of the time your schedule will run behind by that amount or more, and you need the time to catch up. Mondays often have a greater share of emergencies (or perceived emergencies) because many caring patients do not want to bother the doctor over the weekend, but on Monday morning, they want something done!! Therefore, we have always blocked out 45 minutes in the morning and afternoon, as the time is consistently used to see emergency patients, so as not to interrupt the remainder of the schedule. If not needed, the doctor and staff will have this time to catch up on other tasks. You will not lose money, and everyone, including the dentist, will be much happier.
Morning Meetings Are Essential Morning meetings (huddles) are crucial and should NEVER be skipped. It is imperative to have a fixed agenda and a designated facilitator so that things do not go off track and valuable time is not wasted. A well-run meeting should never take more than 15-20 minutes. Briefly reviewing your upcoming week’s schedule, either the week prior or on Monday morning, allows you to identify and address potential scheduling conflicts/challenges in advance. Review the day’s schedule, follow-up treatment inquiries, problem patients and patients’ special needs, and potential areas of conflict/bottleneck during the day. A well-run morning meeting improves communication between all areas, giving a big picture of the day’s events and improving coordination and cooperation and keeping the schedule running more smoothly. If time allows, supply or equipment concerns may be addressed, noted and attended to at a later time so as not to lose control of the meeting timewise. The Importance of a Call List:
• A well-managed call list is essen-
tial. Use it effectively to fill schedule gaps and cancellations. One suggestion is not to schedule the next phase of lab work or delivery
office schedule
of fixed/removable cases in advance. In general, delivering such cases is a great, usually appreciated way to fill gaps quickly, since patients are happy to proceed to the next step as soon as possible. The exceptions to this protocol would be patients who require a set appointment in advance or the delivery of large multi-unit cases. Patients often appreciate being called earlier than their appointed times if they are scheduled out a long way. Categorize your call list clearly by procedure, appointment length, patient preference for days, times, rainy days and required notice. Holes in the schedule are financially devastating each year if the issue is not planned for and addressed proactively to minimize them. Appointment Confirmations:
• Patients are informed (in writing) at the beginning that two noshows or repeated late arrivals may be a reason for dismissal
from the practice. Obviously, considerations are made on a case-by-case basis. They are informed that, as a courtesy, we will make every effort to remind them electronically and by phone, but ultimately the responsibility is theirs alone. Make sure to confirm appointments electronically several days in advance, and by phone as the time nears, and follow up with a personal call for cancellations or if no response is received. There are platforms available that can issue appointment reminders, confirm appointments and even allow patients to reschedule. Always follow up on cancellations, the reason for canceling, and do not let patients fall through the cracks.
• Another effective strategy is to
assign a staff member (compensated appropriately) to handle confirmations remotely in the evening. If someone cancels, they can immediately go to the call list
and fill that time. This ensures fewer surprises, dramatically reduces last-minute cancellations, and is a huge financial benefit. One additional suggestion for patients who have NOT confirmed by 48 hours prior to their scheduled appointment is to leave them a message (voice and email/ text) that their appointment will be canceled if not confirmed within 24 hours of the appointment time. Consider the financial impact of just one unfilled appointment slot per day, four days a week — calculate what this lost production equates to over a full year. Dr. Gary Stough is the author of “Beyond the Dental Chair,” a general dentist, former Marine Corps combat aviator, GAGD Editor and President and PACE CE provider. He espouses a common-sense approach to achieving a less stressful dental practice. Dr. Stough can be reached at gstoughdmd@gmail.com.
Today’s FDA | 55
SAVE THE DATE Friday, January 22, 2027 L E A D E R S E M E R G I N G A M O N G D E N T I ST RY
GROW YOUR IMPACT. BUILD YOUR NETWORK. LEAD WITH CONFIDENCE. LEAD – the Florida Dental Association’s premier leadership development program. LEAD is your opportunity to sharpen leadership skills, explore FDA leadership pathways, and connect with mentors and peers from across the state.
Orlando, FL
REGISTRATION OPENS
THIS FALL
85% of Disabled Veterans enrolled in the VA do not qualify for VA Dental Care. The Wounded Veterans Relief Fund aims to change veterans’ access to critical dental services across Florida, and we need your help.
Help Us Save Lives, Become a Dental Partner Today
WVRF’s Critical Dental Assistance Program Pays Dental Partners Directly for treating veterans in our program.
To inquire about becoming a dental partner with WVRF's Critical Dental Assistance Program, contact our Dental Outreach Coordinator, Tami Martin.
561-408-5576
EMAIL: DENTAL@WVRF.ORG
Today’s FDA | 57 https://wvrf.org
The Compliance Software Florida Dentists Trust. Proudly endorsed by the Florida Dental Association.
Peace of Mind For Your Practice Abyde keeps your practice covered with the Security Risk Analysis, staff training, document management, and more — all in one place. Book a free educational consultation Looking for a place to start? We’re here to help! Call us at 800.594.0883 or visit abyde.com/consultation
abyde.com
hipaa
HIPAA Basics for Dental Practices: What You Actually Need to Know By FDAS Crown Savings Partner Abyde
ance Portability and Accountability Act (HIPAA) is complex, constantly evolving and the stakes for getting it wrong are high. As the Florida Dental Association’s (FDA) compliance partner (to view Abyde on the FDA Services website go to fdaservices.com/ abyde), we’re here to cut through the noise and tell you what you need to know.
What is HIPAA? HIPAA exists to protect Protected Health Information (PHI). PHI casts a wide net and includes: names, X-rays, billing records and appointment schedules, paper, electronic or spoken aloud in a hallway. If it can be traced to a patient, it’s covered.
What You Need to Have
• A Compliance Officer: This
person is the point of contact for how records are secured, shared, and accessed, and stays informed about technical safeguards even when an outside IT company manages them. Larger organizations often split this into a privacy officer and a security officer.
This article is intended for educational purposes and does not constitute legal advice. For guidance tailored to your practice, consult with a qualified healthcare attorney or compliance professional.
• Written policies and procedures:
Running a dental practice means wearing a lot of hats, and compliance can easily slide to the bottom of the list. That’s a problem when the Health Insur-
t
These must be documented and accessible to your team. If your
Today’s FDA | 59
hipaa
procedures change, your policies must reflect that. You’ll also need a personalized Notice of Privacy Practices (NPP), posted on your website and provided to patients, that explains how their information is used. The required information in the NPP was just recently updated to include Substance Use Disorder (SUD) data protections. If it’s not written down, it doesn’t exist in the eyes of the Office for Civil Rights (OCR).
The SRA must be kept current as your practice changes, and it’s recommended to be reviewed annually.
Every team member with access to patient information must be trained on HIPAA before interacting with PHI, and at least once a year thereafter, with records documenting who completed it and when.
• A breach response plan: Breach-
es are common enough that it’s a matter of when, not if. When one occurs, you’re required to quickly notify affected patients and report the breach to the OCR. Larger breaches also require notifying the media and the state on a faster timeline.
• Annual staff training: Every team • Access controls and encryption: member with access to patient information must be trained on HIPAA before interacting with PHI, and at least once a year thereafter, with records documenting who completed it and when.
• Signed Business Associate
Agreements (BAAs): Any vendor that handles patient data on your behalf, such as your IT provider, billing service or cloud storage provider, needs a signed BAA in place before they gain access.
• A Security Risk Analysis (SRA): An SRA is one of the most commonly missed HIPAA requirements. The SRA is a thorough review of your practice’s physical, technical and administrative safeguards that protect patient data. If your IT company says they are handling this for you, they are likely just focused on the technical aspect.
Staff must only get access to what their role requires, with their own login, no exceptions. Data gets encrypted in transit and at rest, whether that’s an email, a laptop or anything moving between your systems and a vendor’s.
Why the Documentation Matters as Much as the Action Doing the right things and proving you did them are two very different things. If the OCR ever investigates your practice, usually triggered by a patient complaint, a staff complaint or a reported breach, they’ll ask for your documentation first. A practice that did everything right but can’t produce the paperwork is in a much weaker position than one that can.
The Bottom Line HIPAA compliance isn’t about memorizing regulations. It’s about handling patients’ data safely and securely and documenting it correctly. If building and maintaining all this sounds like another job on top of running your practice, you don’t have to do it alone. Abyde provides a compliance hub that includes training, the SRA, documentation and more, so you have exactly what you need the moment it’s requested. To learn more about Abyde’s FDA member benefits, visit abyde.com/fda/.
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malpractice
Should Dentists in One Office Have One Malpractice Insurer? By Laura Archer, The Doctors Company Vice President of Underwriting
Protecting your practice against allegations of professional negligence is of the utmost importance in today’s litigious environment. One often overlooked strategy for a group practice is having all dental professionals covered by the same malpractice insurer. With a group policy, a practice can keep up with changes, avoid damaging conflicts, maximize chances for desirable outcomes when claims arise — and even potentially realize a positive impact on premiums. As your practice matures, the scope of services offered may change, and your insurance needs to change, too. Perhaps you’ll add some cosmetic services that may or may not be covered by your current malpractice policy. Perhaps new dental professionals will join the practice, necessitating insurance decisions. Often, partners or new employees come into the fold having their own insurance, and they may resist
62 | July/August 2026
With a group policy, a practice can keep up with changes, avoid damaging conflicts, maximize chances for desirable outcomes when claims arise — and even potentially realize a positive impact on premium.
changing carriers. This is understandable, but consider a simple claims scenario where having multiple carriers could cause things to go awry: Two dental professionals are named in the same lawsuit, and each has their own malpractice carrier. The two carriers have a duty to vigorously defend their respective clients. Each carrier assigns legal representation — and each counsel has the same fiduciary responsibility to act in the best interests of their own client. What if the best outcome for one provider comes at the expense of the other? Now, imagine two dental professionals are named in the same lawsuit, and each is named on the same group policy: A shared carrier may assign a single defense attorney to a case with multiple defendants — provided that there are no conflicts of interest — and if two defense attorneys are deemed necessary, having one carrier coordinate the defense effort is still beneficial. Avoiding the dreaded “finger pointing” at a provider can have positive results on the final case resolution. Maintaining a group policy with one carrier can also simplify the handling of entity claims (i.e., claims against the corporation and not the provider). In such a scenario, the policy typically is issued in the name of the entity, and
each dental professional is scheduled with his or her own limits of liability. Employed or contracted ancillary employees, such as dental hygienists and dental assistants, are almost always automatically covered by the base insurance contract language. Any economies of scale that can be achieved by a unified defense and/or a group policy can translate into a more favorable loss profile for a group, which may help stabilize the practice’s insurance premium. Consider selecting a single carrier for your professional liability needs, and be sure to ask your licensed insurance agent about the benefits of a group policy — particularly if you believe your practice will grow in the future. The guidelines suggested here are not rules, do not constitute legal advice, and do not ensure a successful outcome. The ultimate decision regarding the appropriateness of any treatment must be made by each healthcare provider considering the circumstances of the individual situation and in accordance with the laws of the jurisdiction in which the care is rendered. Contact Florida Dental Association Services (FDAS) at 800.877.7597 or email insurance@fdaservices.com to talk with an FDAS agent.
Today’s FDA | 63
PRESENTS
MISSION OF MERCY
A SPECIAL THANK YOU TO OUR 2026 BENEFACTORS
A H I G H E R S TA N D A R D … A H I G H E R C A L L I N G
PRESENTING BENEFACTORS
STATE OF FLORIDA DEPARTMENT OF HEALTH
PLATINUM BENEFACTORS
GOLD BENEFACTORS
64 | July/August 2026
SILVER BENEFACTORS
N O R T H E A S T
D I S T R I C T D E N TA L A S S O C I AT I O N A COMPONENT OF THE AMERICAN & FLORIDA DENTAL ASSOCIATIONS
DR. LIZ MOREJÓN & DR. OSCAR MOREJÓN DR. GERRI FERRIS
BRONZE BENEFACTORS ATLANTIC COAST
CENTRAL FLORIDA
D I S T R I C T D E N TA L A S S O C I AT I O N
D I S T R I C T D E N TA L A S S O C I AT I O N
A COMPONENT OF THE AMERICAN & FLORIDA DENTAL ASSOCIATION
A COMPONENT OF THE AMERICAN & FLORIDA DENTAL ASSOCIATIONS
Dr. Stuart Beauchamp
Dr. & Mrs. Sol and Leslie Brotman
Dr. Oscar Menendez
Ms. Paula Britten
Dr. Dan Gesek
Dr. Jeff Ottley
Dr. Andy Brown
Dr. Kristopher Harth
Dr. Thomas Plunkett Dr. John Thousand
Dr. John Craig
PATRONS
CHAIR SPONSORS
FRIENDS OF FLA-MOM
Dr. & Mrs. Jim and Susan Antoon
Dr. & Mrs. Terry and Karen Buckenheimer
Dr. William Baldock
Dr. Richard Bastien
Dr. John Cordoba
Dr. Bryan Bergens
Dr. & Mrs. Gerald and Jerilyn Bird
Dr. Victor Dea
Dr. Gerald Goebel
Dr. Susan Byrne
Dr. Karen Glerum
Dr. Susan Goebel
Dr. Tom Brown, Jr.
Dr. Joshua Golden
Ms. Kathy Haeussner
Dr. Marcos Diaz
Dr. Johnny Johnson
Dr. Cecilia Hines
Dr. Alan Fetner
Dr. Sandra Lilo
Dr. Marissa Whitehead
Florida Association of Orthodontists
Dr. Stephanie Mazariegos
Dr. Bertram Hughes
Dr. Katie Miller
Dr. Rudy T. Liddell
Dr. Richard Mufson
Dr. Rory Mortman
Dr. Paul Palo
Dr. Barry Setzer
Dr. Jolene Paramore
Dr. Bruce Tandy
Dr. John Paul Dr. Sanford Rosenberg Dr. Barry Stevens Dr. Richard Stevenson Dr. Beatriz Terry
Today’s FDA | 65
2026 FLA-MOM IMPACT JACKSONVILLE Florida Mission of Mercy (FLA-MOM) is the state’s largest charitable dental clinic. FLA-MOM provides care to any patient at no cost, with the goal of serving the underserved and uninsured in Florida. The 2026 FLA-MOM was held in Jacksonville on May 15-16.
VALUE OF CARE
PROCEDURES
PATIENTS TREATED
VOLUNTEERS
$1.92 MILLION
12,458
1,603
1,868
66 | July/August 2026
fla-mom 2026
FLA-MOM Leadership Thank you to the amazing volunteers who contributed their time and talents to make the 2026 Florida Mission of Mercy a great success! Dr. John Cordoba
Ms. Jenna Milavickas
Dr. Peggy Dennis
Dr. Katie Miller
Ms. Debbie DeVille
Ms. Lisa Mims
Dr. Marcos Diaz
Dr. Oscar Morejon
Dr. Suzanne Ebert
Ms. Abby Morken
Dr. Tracy Eckles
Dr. John Obeck
Dr. Sam Elias
Ms. Amanda Oliver
Dr. Monica Franklin
Dr. Paul Palo
Dr. Sarah Hagerty
Dr. John Paul
2026 FLA-MOM LEADERSHIP
Dr. Jenna Hart
Dr. Daniella Peinado
Dr. Tom Brown
▪ 2026 Co-Chair Dr. Bethany Douglas ▪ 2026 Co-Chair Dr. Andy Brown ▪ Statewide Co-Chair Dr. Chris Bulnes ▪ Statewide Co-Chair Dr. Oscar Menendez ▪ Statewide Co-Chair
Dr. Kristopher Harth
Dr. Joe Richardson
Dr. Bert Hughes
Ms. Katie Schutte
Dr. Alana Humberson
Dr. Vrinda Shah
Dr. Reza Iranmanesh
Ms. Heather Sirk
Mr. David Keough
Dr. Bruce Tandy
Dr. Lee Anne Keough
Dr. Linda Trotter
2026 FLA-MOM COMMITTEE
Dr. John Lazzara
Mr. Bruce Wells
Dr. Stephanie
Dr. Tourner Wright
Mazariegos
Dr. Steve Zuknick
Dr. Sudhir Agarwal
Dr. Sol Brotman
Dr. Brandon Alegre
Ms. Karen Buckenheimer
Dr. Vanessa Alexiou
Dr. Terry Buckenheimer
Ms. Diana Alter
Ms. Kelsey Bulnes
Mr. Clay Archer
Ms. Beth Burwell
Mr. Jake Blackman
Dr. Brad Cherry
Mr. Richard Blackman
Ms. Stephanie Chieppa
Dr. Dan Branca
Dr. Steve Cochran
FDA FOUNDATION STAFF
▪ Director of Foundation Affairs Ms. Deidra Green ▪ Foundation Coordinator Ms. Madelyn Espinal ▪ Foundation Assistant Ms. R. Jai Gillum
Today’s FDA | 67
fla-mom 2026
Restoring Smiles and Changing Lives: The Power of Volunteering at Florida Mission of Mercy By Florida Dental Association Foundation Director R. Jai Gillum
“
The meaning of life is to find your gift. The purpose of life is to give it away. ~ Pablo Picasso
68 | July/August 2026
”
For every patient who attends a Florida Mission of Mercy (FLA-MOM) charitable dental clinic, there’s a story — of confidence regained, comfort restored and smiles renewed. When you volunteer your time and skills at FLA-MOM, you step right into the heart of each patient’s story. Whether helping with parking, working in patient registration, taking vitals or restoring a tooth — FLA-MOM volunteers witness firsthand the difference they make in our patients’ lives. Serving as the philanthropic arm of the Florida Dental Association (FDA), the FDA Foundation is a catalyst for uniting people and organizations to improve oral health and provide dental care and education to underserved communities throughout Florida. The FDA Foundation launched FLA-MOM, its signature philanthropic program, in 2014. FLAMOM is the largest charitable dental clinic in the state, providing care to underserved and uninsured patients in Florida. For the past twelve years, FLA-MOM has provided $21 million
2027 FLA-MOM Please plan to join us for the 2027 FLA-MOM on April 2-3, 2027, in Tallahassee. For more information on how you can participate as a volunteer or sponsor, please visit FLA-MOM.ORG or call the FDA Foundation at 800.877.9922. Volunteer registration will open in October.
in donated care to more than 18,900 patients. Each FLA-MOM clinic offers a comprehensive array of dental services, including oral health education, X-rays, oral cancer screenings, extractions, fillings, root canals, cleanings and a limited number of immediate dentures and partials. FLA-MOM also successfully connects patients with a dental home by providing a resource guide of local community dental programs and clinics. FLA-MOM is held in a different Florida community each year. Previous locations include Tampa, Jacksonville, Pensacola, North Fort Myers, Orlando, Tallahassee, West Palm Beach, Lakeland and Daytona Beach. The 2026 FLA-MOM was held May 1416 at the Prime F. Osborn III Convention Center in Jacksonville. Under the leadership of Co-chairs Drs. Bethany Douglas and Tom Brown, the 2026 FLA-MOM Leadership Team worked for a year to plan this year’s clinic. More than 1,800 volunteers joined us in Jacksonville, and we provided $1.92 million in donated care to 1,603 patients. Charitable dental events like FLAMOM bring together every corner of the dental profession — dentists, hygienists, dental assistants, lab techni-
cians, students, and general community volunteers — who collaborate toward one shared mission: service to the community. At FLA-MOM, the same skills that you learned in dental school and use every day with your patients become a direct act of compassion. A repaired denture or a relined partial can change how a patient eats, speaks or smiles. And for *Amy, a single mom of 3 who left an abusive relationship and gained a fresh start working in the hospitality industry, the new partial she received at FLA-MOM gave her the confidence to apply for a promotion at work. She wrote to us saying, “I just can’t thank you, guys, enough for what you did for my family and me! My new smile gave me the boost I needed to apply for a front-desk position at work, and I got it!! This promotion has helped my family more than you know and I just wanted to reach out and say thank you.” FLA-MOM is not intended to be a solution for dental care access issues, but the program highlights the significant and immediate need for long-term solutions to ensure dental care for all Floridians, particularly those in underserved communities. As Florida’s advocates for oral health, the FDA and FDA Foundation work collaboratively to raise awareness about the challenges that some Flo-
ridians face in accessing critical dental care, and our organization champions policies that make oral health attainable for all Floridians. FLA-MOM provides tangible faces, stories, and data to illustrate the significant need for better oral health programs and policies. Due to successful fundraising efforts, FLA-MOM was also able to provide $40,000 in grant funding to support four non-profit dental programs in Duval, Clay, Nassau and St. Johns Counties. The success of our FLA-MOM clinics is due in large part to our amazing FDA members and other volunteers, who are the lifeline of the program. Ask any volunteer who has ever attended FLA-MOM to describe the program, and you will probably hear the same phrase used repeatedly by FLA-MOM patients: life-changing. Immediate Past President of the FDA Dr. John Paul says: “I can’t tell you or even put into words how it feels to do this kind of work for people in our community. You have to feel it for yourself. Personally, I get more out of it than I ever put in.” Dr. Paul has served on the planning committee for every FLA-MOM clinic since the first one in Tampa in 2014. FDA Foundation Director R. Jai Gillum can be reached at rjaigillum@floridadental. org. Today’s FDA | 69
fla-mom 2026
70 | July/August 2026
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fla-mom 2026
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Tallahassee FLORIDA MISSION OF MERCY
SAVE THE DATE
APRIL 2-3, 2027 FLORIDA MISSION OF MERCY Florida Mission of Mercy (FLA-MOM) is the state’s largest charitable dental clinic that provides care to any patient at no cost, with the goal of serving the underserved and uninsured in Florida – those who would otherwise go without care. Since 2014, FLA-MOM has provided $21 million in donated care to more than 18,000 patients.
FLAMOM.ORG 800.877.9922
YOU CAN MAKE A DIFFERENCE! VOLUNTEER • DONATE
Recognizing Elder Abuse Through Oral Health Indicators: A Critical Role for Dental Professionals By Florida Partnership to End Domestic Violence Interim Chief Executive Officer Tanesha McDonald
As the population of older adults continues to grow, so does the responsibility of healthcare professionals to recognize signs of abuse, neglect and exploitation. Dental professionals are uniquely positioned to identify concerns that may otherwise go unnoticed. Because many forms of elder abuse involve injuries to the head, face, neck and mouth, dental teams may be among the first professionals to observe warning signs and help connect older adults to safety and support. Elder abuse is a significant public health issue. According to the National Center on Elder Abuse (NCEA), 74 | July/August 2026
approximately one in 10 adults age 60 and older in the United States experiences some form of abuse each year. Experts believe the true number is much higher, as only about one in 24 cases are reported to authorities. Elder abuse can include physical abuse, neglect, emotional abuse, sexual abuse and financial exploitation. It often occurs within relationships where there is an expectation of trust, such as among family members, caregivers or intimate partners.
domestic violence Oral Health Indicators That May Signal Abuse or Neglect While not every concerning finding indicates abuse, dental professionals should remain alert to patterns that warrant further assessment:
•
Unexplained bruising, lacerations, burns or fractures involving the face, head or neck
• Repeated oral injuries with
sionals as important partners in recognizing and responding to elder mistreatment.
What to Do If You Are Concerned If abuse or neglect is suspected: 1. Prioritize patient privacy whenever possible.
inconsistent explanations
2. Document objective observations, including injuries and patient statements.
severe periodontal disease resulting from neglect
3. Avoid making assumptions or accusations.
inconsistent with the patient’s previous level of care
4. Follow your organization’s policies regarding reporting and consultation.
appliances or delayed replacement of essential oral health devices
5. Become familiar with your state’s Adult Protective Services reporting procedures and available community resources.
• Untreated dental infections or • Poor oral hygiene appears
• Missing dentures, broken dental • Signs of dehydration, malnutrition or significant weight loss that may affect oral health
• Fearful, withdrawn or anxious
behavior during appointments
• A caregiver who refuses to leave
the room, answers questions on behalf of the patient, or appears controlling
Dental hygienists and dentists often see patients regularly over many years, allowing them to notice changes in appearance, health status, behavior and caregiving dynamics that others may miss. Research has identified oral health profes-
The goal is not to investigate or confirm abuse but to recognize potential warning signs and take appropriate steps to support patient safety. The Florida Partnership to End Domestic Violence’s (FPEDV) Interim Chief Executive Officer, Tanesha McDonald, can be reached at taneshamcdonald@fpedv.org.
A Call to Action Older adults deserve dignity, respect and freedom from harm. As trusted healthcare providers, dental professionals have an important opportunity to identify concerns early and contribute to a coordinated response. By understanding the oral and behavioral indicators of elder abuse, dental teams can help protect vulnerable patients and promote healthier, safer aging for all. For additional resources, training materials and reporting guidance, visit the National Center on Elder Abuse at bit.ly/4ukQVTv and the National Clearinghouse on Abuse in Later Life at ncall.us/.
FPEDV is committed to supporting you through training, resources and collaborative opportunities that strengthen your response to intimate partner violence (IPV) in clinical settings. For more information, visit fpedv.org or contact us directly to learn how to integrate IPV awareness better into your practice.
Today’s FDA | 75
dental lifeline
Donated Dental Care Gives Veteran His Life Back
Dr. Steven Hochfelder, Jay and dental assistant Liz.
Jay’s Story Jay, 62, is a U.S. Navy veteran living with disabilities. During his time in the military, Jay served for five years as a nuclear operator on a submarine. Since 2021, Jay has suffered from heart failure. He relies on an implanted mechanical pump to help one side of his heart circulate blood more effectively until he can get a heart transplant. Unfortunately, Jay’s oral health also caused him great difficulty. In 2023, he had all his teeth extracted by the U.S. Department of Veterans Affairs (VA) due to a risk of sepsis from a past infection and in order to qualify for the heart transplant list he desperately needed to be on. While Jay is very thankful for the VA’s help with his heart issues, he did not qualify for further dental coverage with the VA.
By Dental Lifeline Network
Throughout Florida, veterans who once served our nation are facing a crisis: a lack of access to essential dental care. While many believe these needs are fully covered, the reality for many aging veterans is that comprehensive dental care is not. Dental Lifeline Network’s Donated Dental Services (DDS) program helps veterans like Jay, who served our country and have nowhere else to turn for the dental care they need. 76 | July/August 2026
Unable to chew his food, Jay could not maintain a healthy diet and became increasingly worried about his nutrition. Getting the necessary dental care would be life-changing for Jay, who could not afford the treatment he needed to have teeth and eat once again.
DDS Volunteers Make a Difference Thankfully, Jay found the help he needed through Dental Lifeline Network’s DDS program. Dental Lifeline Network matched Jay with volunteer dentist Dr. Steven Hochfelder, who fabricated a set of full upper and lower dentures for him, generously donated by volunteer lab Sakr Dental Arts. Thanks to these amazing volunteers,
Dr. Victor Dea Earns Top Volunteer Award Nine years of service and $60,000 in donated treatment to the DDS Program
Jay received thousands of dollars in donated treatment that restored his mouth and ability to eat again! “I finally have a mouthful of teeth again!” said Jay. “Dr. Hochfelder had to rebuild my mouth from scratch, since I had no teeth whatsoever — you have no idea how much of a profound psychological impact this treatment has on me. This is going to aid me in my overall transplant recovery. I am so grateful.”
How You Can Help Jay’s story is just one of many. Throughout Florida, countless individuals are suffering simply because they lack access to dental treatment. When you volunteer with Dental Lifeline Network, you can change the lives of more vulnerable adults who have nowhere else to turn. Since 1997, DDS volunteers across Florida have delivered more than $12 million in donated care, restoring health and dignity to 2,310 people. Join our network of dedicated providers and deliver life-changing care to a neighbor in need today.
Don’t wait! Sign up to be a volunteer by scanning the QR code below or visit WhyIDental.org and you can transform the lives of individuals in need of life-saving dental care.
Dr. Victor Dea receiving his DDS award from FDA President Dr. John Paul at the June 2026 Florida Dental Convention. Since joining Dental Lifeline Network’s DDS program in 2015, Dr. Dea has demonstrated an outstanding commitment to serving vulnerable patients in Florida. Through his generosity and compassion, he has provided life-changing donated dental care to nine DDS patients, helping restore not only oral health but also confidence, comfort and quality of life. As the founder of Dea Family Dentistry in Boynton Beach, Dr. Dea is known for delivering patient-centered, compassionate care in a welcoming, family-oriented environment. His practice emphasizes treating each patient as an individual and providing the highest quality care with integrity and kindness. “I volunteer for the DDS program because I believe dentistry has the power to change lives,” shared Dr. Dea. “As a DDS volunteer, I have the opportunity to help patients who otherwise may not have access to care, and it’s incredibly fulfilling both personally and professionally.” Dental Lifeline Network • Florida and the Florida Dental Association are proud to recognize Dr. Dea as a top volunteer for his dedication to improving the lives of patients who otherwise could not access needed dental treatment. His continued support of the DDS program reflects the very best of organized dentistry and the spirit of volunteerism within the profession.
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Why settle for less than you deserve? Scan here for a rapid premium indication. thedoctors.com
78 | July/August 2026
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FLORIDA DENTAL CHATTER This Facebook group is designed for dentists to interact with other members, receive the latest updates and information, and engage with FDA leaders and staff across the country. This is the place to be in the know!
Join us at facebook.com/groups/floridadentalchatter.
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The 2026 Florida Dental Convention (FDC), "Plug In. Amplify. Rock Your Practice," hit all the right notes June 25–27 at the Gaylord Palms Resort & Convention Center in Orlando. More than 8,300 dental professionals, including 1,300-plus Florida Dental Association (FDA) members, plugged into three days of world-class continuing education (CE), cutting-edge innovation, meaningful networking and unforgettable experiences. This year’s FDC featured 150-plus dynamic CE courses, including lectures, hands-on workshops, and mini-residencies for the entire dental team. From The Dawson Academy’s two-day Core 1 course to digital full arch workflow, oral pathology, crown lengthening, sleep dentistry, and more, there was something for everyone on the dental team. Attendees could earn up to 22 CE hours for license renewal. The energy continued in the Exhibit Hall, where more than 350 leading dental companies showcased the latest technology, products and practice solutions to help attendees rock their practices long after the convention ended. Dental team members and non-members could use free Exhibit Hall Passes to make connections at FDC. New this year, the FDC Merch Booth gave attendees the chance to amplify their style with custom trucker hats and on-demand screen-printed T-shirts. Of course, no FDC would be complete without the fun. Staying true to the FDC motto, Come for the CE, Stay for the Fun™, attendees turned up the volume starting on Thursday with the Welcome Cocktail Reception in the Exhibit Hall before singing along at the always-popular Dueling Pianos Party. On Friday, the FDA Awards Luncheon celebrated outstanding leaders in organized dentistry, recognizing Dr. Jeff Ottley as Dentist of the Year and Dr. Rudy Liddell with the J. Leon Schwartz Lifetime Service Award. Friday closed out in legendary fashion as the Legends & Lore Party transformed the evening into a magical celebration filled with mythical adventures, family-friendly entertainment and lasting memories. Now it's time to look ahead. Mark your calendar for June 24–26, 2027, as FDC returns to the Gaylord Palms Resort & Convention Center with "Uniting Dentistry's All-Stars!" Expect another all-star lineup of world-class CE, an expansive Exhibit Hall, exciting networking opportunities and unforgettable fun. Best of all, FDA members will once again receive complimentary registration. The full course lineup will be available in October 2026, and registration opens in March 2027 at floridadentalconvention.com. Thank you to everyone who helped make FDC2026 an electrifying success. We can't wait to see you back in 2027. #FDCYouSoon. 80 | July/August 2026
fdc2026 recap
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diagnostic discussion
Diagnostic Quiz By Elizabeth Thomas, DDS*, Nadim M. Islam, DDS, Indraneel Bhattacharyya, DDS and Sarah Fitzpatrick, DDS
An 80-year-old female was referred to Dr. Scott F. Johnson, a periodontist in Naples, for evaluation of a papillary lesion involving the maxillary anterior gingiva. Clinical examination revealed a small pink papillary growth located on the buccal gingiva in the region of teeth #8 and #9. The lesion involved the papilla between the teeth. The lesion had been present for several months and was asymptomatic. The clinical impression was papilloma. An incisional biopsy was performed and submitted to the Oral & Maxillofacial Pathology Biopsy Service at the University of Florida (UF) in Gainesville.
Question: What is the most likely diagnosis based on the clinical history and clinical picture? A. Squamous papilloma B. Verruciform xanthoma C. Inflammatory papillary hyperplasia D. Early papillary squamous cell carcinoma E. Condyloma acuminatum
t
Fig. 1. Clinical photograph. Small pink papillary lesion involving the maxillary buccal gingiva in the region of teeth #8 and #9.
Fig. 2. Histopathology. Severely dysplastic keratinizing epithelial proliferation with bulbous rete ridges, marked cytologic atypia, abnormal keratinization, and epithelial islands suspicious for early stromal invasion.
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diagnostic discussion
Free Online Continuing Education (CE) for FDA Members! FDA members can earn up to six hours of general CE by reading the Diagnostic Discussion column and taking the online quiz, available 24 hours a day, at www.floridadental.org/online-ce.
A. Squamous papilloma Incorrect. Good choice! Squamous papilloma should be included in the differential diagnosis of papillary lesions of the gingiva or other regions of the oral mucosa. Papilloma is a benign papillary proliferation of stratified squamous epithelium, often associated with low-risk HPV types 6 and 11. It is usually a small, painless, exophytic lesion with finger-like or cauliflower-like projections. On the gingiva, they may grow in a “flatter” pattern. Common sites include the palate, tongue, lips, and buccal mucosa, although it may occur anywhere in the oral cavity. In this case, the clinical impression of papilloma was reasonable because the lesion was small, pink, papillary and asymptomatic. However, squamous papillomas in the oral cavity are typically pedunculated, though sessile lesions have also been reported. Papillomas of the oral cavity can be seen across the lifespan. They tend to be more common in young people. Histopathologically, papillomas are lined by cytologically bland squamous epithelium and typically show fibrovascular cores without significant atypia. Conservative excision is usually curative for squamous papilloma.
B. Verruciform xanthoma Incorrect. Again, an excellent choice!! Verruciform xanthoma is an uncommon benign lesion that frequently involves the gingiva or alveolar mucosa. These lesions are considered to be reactive and are seen due to trauma. Clinically, it may appear as a well-demarcated, sessile, papillary, granular, or verrucous plaque, which makes it a great fit for this particular presentation. Verruciform xanthoma can be white, yellow-white, pink or red. Because of its gingival location and papillary surface, it may mimic a squamous papilloma, condyloma, verruca vulgaris, or even an early carcinoma. Histologically, the key diagnos88 | July/August 2026
tic feature is the presence of numerous lipid-laden foam cells within the connective tissue papillae. Although the clinical appearance in this case could suggest verruciform xanthoma, the biopsy did not show xanthoma cells. Verruciform xanthoma is treated by conservative excision, and recurrence is uncommon.
C. Inflammatory papillary hyperplasia Incorrect. Inflammatory papillary hyperplasia is a reactive papillary change of the mucosa, most often seen beneath a maxillary denture on the hard palate. It usually presents as diffuse erythematous, pebbly or papillary proliferation of the mucosa. It is commonly associated with chronic denture irritation, poor denture hygiene, continuous denture wear and sometimes secondary candidiasis. Inflammatory papillary hyperplasia may also be seen in chronic mouth breathers or in patients with high palatal arches. The present lesion was localized to the maxillary anterior buccal gingiva rather than appearing as a broad palatal process, making this diagnosis less likely clinically. Microscopically, inflammatory papillary hyperplasia may show epithelial hyperplasia and chronic inflammation, but the epithelium should remain cytologically bland. No atypical features are seen. Management includes correction of local irritation, improved denture hygiene, antifungal therapy when indicated and excision of persistent lesions.
D. Early papillary squamous cell carcinoma Correct. Great selection!! Papillary squamous cell carcinoma is an uncommon variant of squamous cell carcinoma in the oral cavity and may clinically resemble benign papillary lesions. This is an important diagnostic pitfall, especially in older patients, and has been reported most frequently on the gingiva, making it highly relevant to
the present case. Clinically, these lesions may appear as exophytic, papillary or verruciform growths and may not always show obvious malignant features such as ulceration or induration. In addition, papillary squamous cell carcinoma of the gingiva may often grow in a sessile pattern and can involve any part of the gingiva. This overlap is important because oral squamous papilloma is usually a benign, solitary, exophytic papillary lesion, often small and asymptomatic, but persistent or unusual papillary lesions still require histopathologic examination for definitive diagnosis.
lary projections and viral koilocytic changes within the epithelium. Treatment is usually conservative excision, with follow-up because recurrence can occur.
In the present case, the lesion was a small sessile asymptomatic papillary growth on the maxillary buccal gingiva and was clinically interpreted as a papilloma. However, histopathologic examination revealed severely dysplastic keratinizing proliferative epithelium with bulbous and arborizing rete ridges extending into the underlying connective tissue. Additional findings included marked nuclear pleomorphism, increased nuclear-to-cytoplasmic ratios, complete loss of cellular polarity, individual-cell keratinization, squamous eddies and keratin pearl formation. Occasional dysplastic epithelial islands were also present within the superficial lamina propria, raising concern for early stromal invasion. These findings are consistent with early invasive papillary squamous cell carcinoma. Treatment requires complete surgical excision with assured clean margins and continued close clinical follow-up.
The dental professors operate a large, multi-state biopsy service. The column’s
E. Condyloma acuminatum Incorrect. Condyloma acuminatum is a benign, HPV-associated papillary epithelial proliferation, most commonly associated with HPV types 6 and 11. Oral lesions are usually pink to white, sessile and papillary, with short, blunted surface projections, hence a good choice in this situation. They tend to be the same color as the surrounding mucosa. These lesions are often broader-based and larger than squamous papillomas and may occur in clusters. Common sites include the labial mucosa, lingual frenum, soft palate and tongue. Condyloma is not common on the gingiva. Although condyloma can resemble papillary carcinoma on clinical examination, microscopic examination can readily distinguish the two. Histologically, condyloma typically shows acanthosis, broad papil-
References Available Upon Request
Dr. Islam
Diagnostic Discussion is contributed by UF College of Dentistry professors, Drs. Nadim Islam and Indraneel Bhattacharyya, who provide insight and feedback on common, important new and challenging oral diseases.
case studies originate from the more than 16,000 specimens the service receives annually from all over the United States. Dr. Bhattacharyya
Clinicians are invited to submit cases from their practices. Cases may be used in the “Diagnostic Discussion,” with credit given to the submitter. Conflict of Interest Disclosure: None reported for Drs. Islam and Bhattacharyya. *Resident in Oral & Maxillofacial Pathology Drs. Islam and Bhattacharyya can be reached at oralpath@dental.ufl.edu. The Florida Dental Association is an American Dental Association (ADA) CERP Recognized Provider. ADA CERP is a service of the ADA to assist dental professionals in identifying quality providers of continuing dental education. ADA CERP does not approve or endorse individual courses or instructors, nor does it imply acceptance of credit hours by boards of dentistry. Concerns or complaints about a continuing education provider may be directed to the provider or to ADA CERP at ada.org/goto/cerp.
Today’s FDA | 89
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Dental Office for Sale in Altamonte Springs. Absolutely Stunning 2,500 sq. ft. Free-Standing Dental Office with Beautiful Landscaping in a Highly Sought-After, High-End Area of Altamonte Springs, Florida. This property is a fully operational Dental Office featuring six functional operatories, with plumbing in place for two additional operatories. The office has three restrooms. A new beautifully tiled roof. The practice has been operating continuously since 1995 and is fully digital, offering a seamless, modern workflow for any incoming Dentist. The purchase price is $1.75 mil. Don’t miss this rare opportunity to own a turnkey Dental Office in a fantastic location! The traffic count is 40-55k per day. Very high visibility with excellent signage. For more information and photos and to schedule a showing, please call or text Dr. Robert S. Kilcourse, Jr., Broker, Exclusive Real Estate: 407-230-5255 or 407-767-9000. Visit careers.floridadental. org/job/dental-office-for-sale-in-altamonte-altamonte-springsflorida-0285.
Jacksonville, FL Dental Practice for Sale. Located in the greater Jacksonville area, this general dental practice offers a strong opportunity in Northeast Florida’s desirable First Coast region. With access to the Atlantic coast, a growing regional economy, and proximity to one of Florida’s largest metro areas, the practice is well positioned for long term stability and continued growth. The owner doctor has practiced in the community for more than a decade and has built a strong reputation with a large, active patient base. They are interested in exploring all transition options, creating flexibility for a buyer or group looking to step into an established, high volume practice. The practice is equipped with seven operatories and was recently remodeled, offering a modern and efficient clinical environment. The office supports multiple providers in addition to the owner doctor, providing built in production capacity and continuity of care. With effective advertising efforts, the practice serves 7,300 active patients and attracts an average of 40 to 45 new patients per month. With $2.6 million in collections and $250,000 in EBITDA, this is a prime opportunity to purchase a dental practice in the greater Jacksonville area. Practice highlights: 7 operatories; Collections of $2.6 million; Over $250,000 in EBITDA; 40-45 new patients/
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month; Multiple providers. The greater Jacksonville area offers a strong mix of coastal access, outdoor recreation, and everyday convenience. With Amelia Island, Atlantic beaches, state parks, kayaking, fishing, and miles of trails nearby, the region appeals to those who want an active lifestyle without giving up access to a major metro. The area also offers historic communities, a growing economy, diverse dining, arts and culture, and convenient access to Northeast Florida and coastal Georgia. To learn more about this opportunity, contact Professional Transition Strategies: bailey@theptsgroup.com or call 719.694.8320. Reference #FL6326. Visit careers.floridadental.org/job/jacksonville-fldental-practice-for-jacksonville-florida-0313.
Beautifully Equipped Dental Office for Rent, Quincy. Fully equipped, 1705 Square foot operational dental office for rent. Turn key ready. Modern equipment. 3 Operatories. Dentrix Software. Dexis X-ray System. Intra-oral camera. Warm inviting building. Quaint small city location; great for a family practice. Are you a new dental grad looking to set up practice without going further into debt? Are you a seasoned northern dentist ready to get out of the rat race and relocate to a calmer, warmer State with great business opportunities? Then Quincy, Florida might be the perfect place for you. Visit careers.floridadental.org/job/ beautifully-equipped-dental-office-quincy-florida-0312.
Tallahassee, FL Dental Practice for Sale. Goal: The owner doctor is seeking a transition for a long standing North Florida general dental practice. After practicing in the community for thirty years, the doctor is interested in selling the practice to another dentist and transitioning into retirement, offering a buyer the opportunity to step into an established practice with a loyal patient base, recently remodeled facility, and real estate available at the time of sale. Overview: Located in North Florida, about 60 miles east of Tallahassee, this general dental practice is positioned in a close-knit community along the I-10 corridor with access to the broader Tallahassee and South Georgia markets.
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The practice has served the community for three decades and has built a trusted reputation through consistent care, long standing patient relationships, and steady word-of-mouth referrals. The practice operates from a free standing building with ample parking, and the real estate is available at the time of the practice sale. The facility was recently remodeled and features five operatories, creating a comfortable and efficient setting for both patients and staff. With 1,135 active patients and an average of 10 new patients per month, the practice continues to show steady demand while operating just four days per week. Collections total $635,000, with true take-home earnings of $226,000, making this an excellent opportunity for a dentist seeking an established North Florida practice with real estate, stability, and room for future growth. Highlights: 5 operatories; Collections of $635,000; TTH of $226,000; Real estate available. To learn more about this Tallahassee, FL dental practice for sale, contact Headwaters Transition: bailey@theptsgroup.com or call 719.694.8320. Reference #FL61726H. Visit careers.floridadental.org/job/ tallahassee-fl-dental-practice-for- sale-tallahassee-florida-0315.
Associate Dentist, Tallahassee. General Dentist – Join Our Private Practice Team. Craig Dental Associates is seeking a compassionate, skilled General Dentist to join our established, patient-focused private practice located in Tallahassee, FL. We are looking for a dentist who is committed to providing exceptional comprehensive care while building lasting relationships with patients. Whether you are an experienced clinician or a recent graduate eager to learn and grow, we welcome the opportunity to meet you. What we offer: Established patient base of over 40+ years; Modern technology and equipment; Supportive, experienced clinical and administrative team; Positive, collaborative work environment; Competitive compensation; Full-time
or part-time opportunities; Largely fee for service-based practice. Qualifications: DDS or DMD from an accredited dental school; Active Florida dental license (or ability to obtain one); Strong communication and interpersonal skills; Passion for comprehensive, patient-centered dentistry. If you’re looking for a long-term opportunity in a practice that values quality care, teamwork, and professional growth, we’d love to hear from you. Please send your CV and a brief introduction to bcraigdmd@gmail.com. or contact us at (850) 510-2003 for a confidential conversation. We look forward to hearing from you. Visit careers.floridadental.org/job/ associate-dentist-tallahassee-florida-0316.
Beautiful Fully Equipped 1,500 Sq. Ft. Dental Suite for Rent in Brickell, Miami. Rent our beautiful 1,500 sq. ft. dental office suite located within an established orthodontic practice in one of South Florida’s most desirable locations — Brickell (Miami). This turnkey space is fully equipped, newly updated, and move-in ready, offering a rare opportunity for an experienced dentist to establish or expand an independent practice in high-traffic area with ideal patient demographics. Highlights: Modern, fully equipped operatories with sterilization and utilities included; Flexible rental options — fulltime or part-time availability; Ideal for general dentists or specialists seeking low-overhead independence; Beautifully designed, turnkey environment ready for immediate occupancy;Don’t miss this rare opportunity to launch or grow your own practice in one or both of our premier South Florida locations. We have availability all days except Thursdays and the last Tuesday of every month. Interested in touring the space? Contact us today at south floridadrpartners@gmail.com. Visit careers.floridadental.org/ job/beautiful-fully-equipped-1-500-sq-ft-dental-suite-forrent-in-brickell-miami-miami-florida-0311.
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The FDA Foundation is the philanthropic and charitable organization for dentistry. Bringing together volunteer dentists, donors and community partners to serve the underserved and uninsured in Florida.
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HELPING MEMBERS SUCCEED SINCE 1884 545 John Knox Road, Ste. 200
Tallahassee, FL 32303
800.877.9922
850.681.3629
Fax 850.561.0504
floridadental.org
We the Dentists of the United States ,
in Order to form a more perfect Profession, establish Clinical Excellence, insure Ethical Conduct, provide for the Relief of Pain, promote the General Oral Health, and secure the Blessings of Knowledge and Trust to ourselves and our patients, do ordain and establish this Editorial for the Profession of Dentistry.
Article. I.
All powers herein discussed are derived not from the handpiece, scaler, curing light or implant wrench, but from the solemn covenant between practitioner and patient. Dentistry shall not be defined solely by the procedures performed, the production achieved, nor the revenue generated, but by the judgment, education and fiduciary responsibility exercised in service to those who seek our care.
Article. II.
A trade is measured by the completion of a task. A profession is measured by the wisdom to determine whether the task should be performed at all. The dentist shall examine before treating, diagnose before restoring and consider the long-term welfare of the patient before considering personal gain. The authority to drill, extract, restore and replace shall be accompanied by the duty to exercise restraint when restraint best serves the patient.
Article. I I I.
The profession of dentistry shall be founded upon learning. Every dentist shall pledge allegiance not to habit or convenience, but to science, continuing education and the relentless pursuit of improved patient outcomes. The diploma shall grant entry into the profession; however, it shall not constitute the end of education. Lifelong learning shall remain the constitutional amendment by which dentists maintain competence and public trust.
Article. IV.
No patient shall be regarded as a collection of teeth, radiographs, insurance benefits or production opportunities. Each shall be recognized as a person deserving dignity, compassion and honest counsel. The dentist shall communicate clearly, obtain informed consent faithfully, and place the interests of the patient above all competing influences.
Article.V.
Whereas technology advances and business models evolve, let it be remembered that dentistry’s highest purpose remains unchanged. Artificial intelligence may assist, corporations may employ and technologies may transform, yet none shall supersede the independent professional judgment of the licensed dentist. Therefore, let it be resolved that dentistry is, and shall remain, a profession. For while tradesmen shape materials, professionals shape lives. We restore more than teeth; we restore comfort, confidence, function and health.
done
in unanimous consent, with mallet and mirror, scanner and explorer, guided by science, ethics and service, we reaffirm this enduring truth: dentistry is not merely what we do; it is a profession entrusted to us by the public and worthy of that trust.
Hereunto subscribed my name,
96 | July/August 2026
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DDS, CDE
Your annual tax-deductible gift to the Foundation supports these life-changing programs: Florida Mission of Mercy
Project: Dentists Care
Donated Dental Services
Emergency Disaster Assistance
emeraldclub.floridadental.org Contributions to the FDA Foundation may be tax deductible. All contributions, including those to named funds, are considered unrestricted unless a specific purpose is designated by the donor. The organization is located at 545 John Knox Road, Ste.200, Tallahassee, FL 32303. A COPY OF THE OFFICIAL REGISTRATION AND FINANCIAL INFORMATION MAY BE OBTAINED FROM THE DIVISION OF CONSUMER SERVICES BY CALLING TOLL-FREE WITHIN THE STATE: 1-800-HELP-FLA OR VIA THE INTERNET AT WWW.800HELPFLA.COM. REGISTRATION DOES NOT IMPLY ENDORSEMENT, APPROVAL, OR RECOMMENDATION BY THE STATE. SPONSOR’S REGISTRATION NUMBER IS CH2435. NO CONTRIBUTIONS ARE RETAINED BY PROFESSIONAL SOLICITORS THEREFORE 100% OF ALL CONTRIBUTIONS ARE RECEIVED BY FDAF.
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