Variety of options exist to learn how to become a dental hygienist

By Patricia Hunt Sinacole | September 30, 2007

Q. I am interested in going back to school to be a dental hygienist. I was wondering if you know of any schools that offer this at night. I am in my mid-40's and never went beyond high school. I am recently back in the workforce and am appalled at what little money I make since I do not have a college degree. I cannot afford to give up my job during the day but would love to take classes at night. Do you know of any schools?

A. I admire your ambition. Returning to school at night is a challenge but well worth the hard work.

According to Robin B. Matloff, associate professor of the dental hygiene program at Mount Ida College, there are a variety of educational options in the field. Entry-level programs are often a sound choice for a newcomer to the field.

At a minimum, a student must graduate from a two-year associate's degree program and pass the requisite licensing exams before working as a dental hygienist. The American Dental Hygienists' Association is a wonderful resource for information. Its website, adha.org, offers a wealth of information on education and careers. It also provides a listing of the institutions that offer online or distance learning options in Massachusetts and other states.

I was unable to find any programs in the Boston area that offer evening classes but there are several programs that offer distance or online learning options.

Although distance and online learning options have become increasingly popular, many programs still require some on-campus time to complete tests, exams and to fulfill clinical and laboratory course requirements.

According to the Bureau of Labor Statistics bls.gov, dental hygienists are expected to be one of the fastest growing occupations in the United States over the next 10 years.

Another alternative may be to explore employment options at an institution where dental hygiene is offered as a field of study. Often colleges and universities offer either reduced or even free tuition to their employees.

You raise a valid point that transcends beyond the world of dental hygiene. You have discovered that higher education typically leads to higher earnings. A recent report supports your real-life experience. According to the Education Pays 2007 report, published by CollegeBoard, the typical full-time year-round worker with a four-year undergraduate degree earns 60 percent or more than a worker with a high school diploma.

The same research indicates that unemployment rates are lower for adults with higher levels of education across the United States.

Additionally, CollegeBoard found that 46 percent of bachelor's degree recipients (ages 35-44) working full time in 2005 earned $60,000 or more while only 12 percent of high school graduates (ages 35-44) earned $60,000 or more.

It may seem like a daunting and expensive choice to return to school but the research indicates it is a sound investment. In addition to the increased earning power that college graduates enjoy, research has also found that college graduates enjoy an improved quality of life.

Business owner has the power to hire, fire

Q. I was recently fired from my job at a bakery. My boss said it was because I was not doing my job. But he never gave me any areas to improve in. Is this legal and if not is there any legal actions I can take?

A. Getting fired is a difficult experience. Unfortunately, managers, company representatives and business owners can usually hire and fire whomever and whenever they wish. Unless you have a contract or are a member of union, you were likely an "at-will employee" while employed at the bakery. In simple terms, this means that a company, or its representatives, can terminate an employee for any reason, or for no reason at all. It sounds like your manager may have been dissatisfied with your work performance. Although it would have been helpful to you to know what part of your work performance was unsatisfactory, your manager was not required to provide detailed reasons for your termination nor is he or she required to provide areas in which you need to improve.

You can consider taking legal action if you wish. You can explore filing a complaint with the Massachusetts Commission Against Discrimination or the Equal Employment Opportunity Commission if you think you have been discriminated against. For more information, visit mass.gov/mcad.

Additionally, you could also hire an attorney to represent your interests and discuss your legal options. If you choose to hire an attorney, you should select an attorney whose areas of expertise include labor and employment and possibly even wrongful terminations. If you choose to hire an attorney, it is important to ask about the attorney's experience with similar cases. You should also inquire about their associates, paralegals and other team members. Lastly, make sure that you have a discussion about how the attorney would be compensated. Financial arrangements can vary between attorneys.

'Problem' offers good time to talk to manager

Q. I just received a job offer from a great company. The position is a step up from what I do now, it's more money, and it's closer to my home. On the other hand, in this new role my duties will be more restricted and I'll have less flexibility and autonomy than I do now. I really do like my current company and believe in its future. I want to stay where I am, but without a promotion and salary boost, it would make better sense for me to move on. I'm not really the type to play negotiating games, and I want to do right by both my current company and my potential new employer. What should I do?

A. You must be a talented individual and your "problem" is a good one to have. Many of us are managing work-related trade-offs. You have two viable opportunities to consider.

The one advantage that you have working for your current company is that it is a known entity. While enticing, you know less about the other company simply because you haven't worked there yet. You know more about your current company - the culture, the norms of the work environment, your position requirements, salary and benefits, co-workers, and the way information is communicated. This is important.

I hate to see a reasonably satisfied employee leave a company without first having a discussion with their current employer. I am unclear from your question whether you sought out this new position or you stumbled upon it without an active job search.

I consulted Emily Minton, director of human resources at Boston's Eduventures. Minton explains: "Employee retention is key to any organization. At Eduventures, we use a performance management system that offers employees the chance to have formalized discussions with their managers with a focus on goals and career development strategies. Both are key to retaining valued employees."

If your company has such a performance management system, when is the next assessment cycle? If not, you might want to schedule a meeting with your manager. Have you asked your manager about promotional opportunities? Is there an internal process for posting job opportunities? Does your current company offer salary increases at specific intervals during the year? Is there bonus potential?

Some job seekers find it helpful to rank what is most important to them. You have mentioned some of the factors that are often important to employees - the commuting distance, compensation, the company, career path, flexibility and autonomy. Benefits and the job requirements are also both important considerations. It may be helpful for you to list what is most important to you in a job.

Leave of absence often depends on eligibility

Q. I work for a small company and need to take a leave of absence for a family member's health issues. My employer tells me they have no leave of absence policy. Doesn't my employer have to give me the time off?

A. Well, the answer is. . .it depends. First, it depends upon the actual headcount of your company. If your company employs fewer than 50 employees, your employer is not required to comply with the Family and Medical Leave Act. Additionally, not all employees are eligible to take leaves under the act. There are several eligibility restrictions. Leaves under the act can be taken to allow the employee to care for a serious health condition of a family member but again there are restrictions.

There is also the Small Necessities Leave Act in Massachusetts which permits an employee to take up to 24 hours of time off each year so the employee can attend events like a child's parent/teacher conference or other school-related activities. It also permits the time to be taken off for an employee to accompany an elderly relative to a medical appointment. SNLA only applies to firms with 50 or more employees.

In Massachusetts, employers with six or more employees must comply with the Massachusetts Maternity Leave Act. The act requires an employer to provide eligible female workers with up to eight weeks of leave to give birth or for the adoption of a child.

Please note, the laws mentioned do not require this time off to be paid. Employer's practices and policies regarding paid time off vary greatly.

Patricia Hunt Sinacole is president of First Beacon Group LLC (firstbeacongroup.com), a human resources consulting firm in Hopkinton, and a visiting professor in the business school at Mount Ida College in Newton.

E-mail questions to jobdoc@globe.com or mail to Job Doc, Boston Globe, Box 55819, Boston, 02205-5819.

© Copyright 2007 The New York Times Company