Frighteningly good competition!
As some of you might know, in October we will be celebrating our 10 year anniversary of owning Park Lane Orthodontics. We would like to thank all of you for your support and referrals over the last 10 years and thought we would hold a competition as part of our celebrations!
We are offering one lucky patient the chance of having their ”fangs” made into a fabulous smile for FREE and are looking for deserving candidates amongst your own patients.
Who is eligible?
Patients must be between the ages of 12-18 years old, ready to start orthodontic treatment, be dentally fit and well, a regular attender at your practice, and have been assessed and declined orthodontic treatment under the NHS (their IOTN less than 3(6)).
If you have any patients that fit that bill, and who you feel would be worthy of, and benefit from, free orthodontic treatment, get them to email some photos of their teeth and a paragraph outlining why they think they should win!
Entries must be received by 31st October 2015 and submitted to the following email address: email@example.com.
More options for your younger patients
Although adult orthodontics is growing fast, don’t forget there are plenty of good reasons for some of your younger patients to consider private orthodontic treatment too.
As well as early interceptive treatments to correct jaw mismatches or to make more room for adult teeth, many self-conscious teens have a growing interest in a more cosmetic solution for their orthodontic treatment. With a range of discrete brace solutions, including lingual braces and Invisalign Teen, there is now a full choice of treatment options for adolescents at Park Lane Orthodontics, and from less than £90 per month it doesn’t have to burn a hole in mum and dad’s pocket.
Did you know?
Recent court rulings mean that certain overtime must be included in the calculation of holiday pay.
Situations where overtime must be included in the calculation of holiday include:
Currently where the worker is free to turn down an overtime request made by the employer, there is no need to include this in the calculation of holiday pay. However, if this overtime has become so entrenched in operational practice, that both employer and worker expect it to be undertaken, this may confer contractual status upon it and hence will need to be calculated in holiday pay.
We hope you’ve enjoyed September’s edition of our newsletter. If you have benefitted from it, please forward to other colleagues.If you have any questions, require further information about any of the articles, or would like to give us any feedback on the service we provide, please give either of us a call or email us on firstname.lastname@example.org Ben and Paula
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