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This coverage helps protect you and your personal assets, your practice and your patients. It compensates for damages, loss or injury suffered by the patient, as well as legal defense costs. Since 1946, D.C.s have recognized NCMIC as the malpractice leader. Today more D.C.s rely on NCMIC’s Malpractice Insurance Plan than all other chiropractic malpractice insurance companies combined.
NCMIC wants to make sure you have the insurance you need for your business and personal life. Whether you need business owners', workers’ compensation, EPLI, data breach/cyber liability, auto, homeowners or long term disability insurance, NCMIC can help you find the right coverage at the right price.
Are you adding or upgrading practice equipment? Would you like to save money on credit card processing? Do you need working capital cash or a no annual fee business card that pays you back? NCMIC Finance Corporation can help you achieve your financial goals.
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At NCMIC, we believe that supporting the chiropractic profession is an important part of our heritage. No other insurance provider has provided more support for the profession than NCMIC.
In the past 5 years, NCMIC has attended more than 1,000 chiropractic events including college homecomings, seminars and state/national association conventions. We also offer business training and malpractice risk management seminars and resources to D.C.s as a complement to the education provided by the chiropractic colleges.
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It's no small undertaking to run a practice regardless of whether you're just starting out or have been in practice for a while. Ensuring your practice runs smoothly requires attention at every stage. Learn more about tips for handling employment and staff situations.
Practice managers often feel dissatisfied, overworked and stressed out. They have daily problems to solve, regulations to master, employee concerns to handle, doctors to support and consistently feel like they are putting out fires.
"Drama" is best enjoyed with popcorn, from a comfy seat. What do you do when it creeps into the office?
Investing in employees, and looking at ways to increase benefits without impacting cash flow, can have significant positive impact on success.
Every day it seems we hear yet another story of inappropriate behavior in the workplace. Right now the brightest spotlights are shining on entertainers and politicians, but that doesn't mean corporations, or small businesses, are immune. Small businesses may not have the media ‘oomph' of a celebrity or elected official, but the damage to morale and reputation could be devastating.
As entrepreneurs, many chiropractors assume several roles, especially in the early years of building their practices. However, as the practice grows, many doctors find they can no longer be the office manager, bookkeeper, appointment scheduler, and treat patients at the same time. But where do you begin and what is the process to hire someone?
One of the most effective ways to motivate and communicate with your employees is to hold regular staff meetings. Make the most of this time to ensure your practice is running smoothly and that you address any issues or concerns that arise.
Once you've identified your staffing needs and developed appropriate job descriptions, it's time to begin the search to find a qualified individual to fill the position. Many chiropractors decide to hire patients because they have first-hand experience and a knowledge base of the chiropractic profession. Or you may also choose to hire someone who doesn't have much knowledge of chiropractic, but who has the right attitude, open-mindedness and potential.
I was speaking with a doctor recently and couldn't believe my ears. We were discussing communication techniques with staff and patients and the ability to listen and respond appropriately. He said his front desk staff had confided that one of his employees is stealing from him daily. He told me, "No way! This employee has been with me over nine months and would never do this."
For many individuals, the job interview can be a scary process – even if you're the one hiring. You'll want to be prepared for interviews you conduct with job applicants with appropriate questions that can help you choose the right person.
Often the best people on your staff are those who are interested in developing themselves. Though the size of your office may limit the advancement opportunities, you often can retain employees by providing on-going training that expands their knowledge and expertise.
The information in the NCMIC Learning Center is offered solely for general information and educational purposes. It is not offered as, nor does it represent, legal or professional advice. Neither does this information constitute a guideline, practice parameter or standard of care. You should not act or rely upon this information without seeking the advice of an attorney familiar with the specific legal requirements of the state(s) in which you practice. If there is a discrepancy between the site and an insurance policy you have with NCMIC, the policy will prevail.