Dentist job description templates for dental practices: general, associate, solo, and pediatric, plus hygienist and assistant, with FLSA and DEA guidance.
6 templates for dental practices: general, associate, solo, and pediatric dentist, plus hygienist and assistant, with the licensing, DEA, and classification guidance generic templates skip. Download as DOCX.
Most dentist job descriptions online are written for large dental groups with recruiting departments. That misses who is usually doing the hiring: a practice owner. Roughly seven in ten dentists own their practice, and a large share run a single location, which means the person writing the job description is the same person treating patients all day. The hire that matters most to that owner is the associate dentist, and it turns on two things a generic template ignores: how the associate is paid, and whether they are a W-2 employee or a 1099 contractor.
This page gives you six templates for the practice owner: general dentist, associate dentist with the compensation and classification spelled out, solo single-location, and pediatric, plus companion templates for the two most common support hires, hygienist and assistant. At FirstHR, we build hiring and onboarding tools for small practices like yours. For the principles behind any posting, the guide to writing a job description covers the fundamentals.
TL;DR
A dentist examines, diagnoses, and treats patients' teeth and gums, requiring a DDS or DMD and an active state license. A W-2 dentist is exempt under the FLSA learned-professional exemption. The key hire for an owner is the associate, usually paid a percentage of collections or production, with the W-2 versus 1099 call governed by the IRS control test. The BLS reports a median wage of $179,210 (May 2024). This page has six templates across the practice team; download all as one DOCX.
What a Dentist Does
A dentist examines, diagnoses, and treats problems with patients' teeth, gums, and the related parts of the mouth. The core work is removing decay, filling cavities, repairing fractured teeth, placing crowns and bridges, performing extractions, and creating treatment plans, alongside educating patients and supervising the clinical team. The role requires a DDS or DMD degree, a state license, and strict infection-control practices because of the exposure to blood and saliva involved.
The federal occupation is dentists, general (SOC 29-1021), distinct from specialist occupations like orthodontists and prosthodontists. For the employer writing the posting, the defining fact is that most dentists are practice owners, so the person hiring is usually a small-business owner adding to a team of six or seven, not a corporate recruiter. The six templates split by role and scenario so the document matches the real hire.
Dentist Duties and Responsibilities
Dentist duties cluster into four areas: diagnosis and planning, clinical treatment, patients and team, and records and compliance. A strong job description picks the specific responsibilities from each area that match the role rather than listing every possible task. These are the duties grouped the way the templates use them.
Diagnosis and planning
Examine patients and review history
Diagnose decay, disease, and oral conditions
Take and interpret x-rays and create treatment plans
Clinical treatment
Perform fillings, crowns, bridges, and extractions
Administer local anesthesia and manage comfort
Deliver preventive and restorative care
Patients and team
Educate patients on oral health and options
Build lasting patient relationships
Supervise and collaborate with hygienists and assistants
Records and compliance
Maintain accurate clinical records and chart notes
Follow OSHA and infection control standards
Comply with DEA and prescribing rules where applicable
The emphasis shifts by role: an associate focuses on building a patient base within the practice's standards, while a pediatric dentist adds behavior management and parent counseling. For a structured way to scope the role to your practice, the guide to defining job responsibilities walks through the process.
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Pick the template by role and scenario. The clinical core runs through all six, but each one frames the duties, credentials, and compensation for a specific kind of hire, which reads more credibly to a candidate and screens for the right fit. Use this guide to choose, then adjust.
General Dentist
The standard version
Full-scope general dentistry: exams, diagnosis, restorative work, and patient care, with the license, DEA, and OSHA requirements built in. Start here for most hires.
Associate Dentist
The key hiring scenario
The version a practice owner uses to add a dentist: includes the collections-based pay, daily guarantee, and the W-2 versus 1099 classification decision spelled out.
Solo / Single-Location
Owner-operated practice
A lean, no-jargon version for a single-location practice owner hiring directly, where the dentist wears several hats and works closely with a small team.
Pediatric Dentist
Children and adolescents
The specialty version: pediatric residency, behavior management, parent counseling, and special-needs care, for a practice serving children.
Dental Hygienist
Preventive care
A companion template for the hardest-to-fill support role: cleanings, x-rays, screening, and patient education, with the hygiene license requirement.
Dental Assistant
Chairside support
A companion template for the highest-volume hire: chairside assisting, room setup, sterilization, and x-rays where certified, hourly and non-exempt.
Match the Template to the Hire
A standard dentist hire is General Dentist. Adding a dentist to your practice is Associate Dentist, which spells out pay and classification. An owner-run single location is Solo / Single-Location. A children's practice is Pediatric Dentist. The two most common support hires are Dental Hygienist and Dental Assistant. When hiring an associate, the compensation and W-2 versus 1099 sections are the parts that matter most.
6 Dentist Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: practice and job summary, key responsibilities, qualifications, a compensation or compliance note where it applies, and how to apply, with an EEO statement. Fill in the role, compensation, and credentials before you post.
Download All 6 Job Description Templates
General, associate, solo, pediatric, hygienist, and assistant. All in one DOCX.
Template 1: General Dentist (Standard)
Full-scope general dentistry: exams, diagnosis, restorative work, and patient care, with the license, DEA, and OSHA requirements built in. The baseline to adapt for most hires.
The version a practice owner uses to add a dentist: collections-based pay, daily guarantee, and the W-2 versus 1099 classification decision spelled out in a read-before-posting note.
Template 3: Solo / Single-Location Practice Dentist
A lean, no-jargon version for a single-location practice owner hiring directly, where the dentist wears several hats and works closely with a small team.
Solo / Single-Location Practice Dentist Job Description
FLSA status: Exempt if W-2 (licensed professional)
Compensation: $_ or [__]% of collections / production
ABOUT US
We are an owner-operated, single-location dental practice hiring a
dentist to help us care for our patients. We are a small, close-knit
team, so this is a hands-on role with real say in patient care and a
direct relationship with the owner.
JOB SUMMARY
Our practice is hiring a licensed Dentist to examine, diagnose, and
treat our patients across general dentistry. You will deliver quality
care, work directly with our small team, and help the practice grow.
This role is ideal for a dentist who wants to practice good dentistry
without the bureaucracy of a large group.
KEY RESPONSIBILITIES
•Examine, diagnose, and treatment-plan for patients
•Perform restorative, preventive, and routine procedures
•Take and read x-rays; administer local anesthesia
•Educate patients and build long-term trust
•Work alongside the hygienist, assistant, and front desk
•Keep accurate clinical records
•Follow OSHA and infection control standards
REQUIRED QUALIFICATIONS
•DDS or DMD from an accredited dental school
•Active dental license in [State]
•DEA registration, or eligibility, for controlled substances
•Current CPR/BLS certification
•Comfortable in a small-practice, wear-several-hats environment
COMPENSATION AND HOW TO APPLY
Compensation: $_ or [__]% of collections / production
Benefits: __ (malpractice, CE, PTO)
To apply, email __ with your resume and license.
We are an equal opportunity employer.
Template 4: Pediatric Dentist
The specialty version: pediatric residency, behavior management, parent counseling, and special-needs care, for a practice serving children and adolescents.
A companion template for the hardest-to-fill support role: cleanings, x-rays, screening, and patient education, with the state hygiene license requirement.
Dental Hygienist Job Description
DENTAL HYGIENIST JOB DESCRIPTION
Practice: __ ([City, State])
Reports to: __ (Owner Dentist / Office Manager)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [Confirm: many hygienists are non-exempt and hourly;
some salaried roles may be exempt; see classification note]
Pay: $_ per hour [or $_____ per year]
JOB SUMMARY
[Practice Name] is hiring a Dental Hygienist to provide preventive
dental care and patient education. You will clean teeth, take x-rays,
screen for oral health issues, and help patients maintain healthy
smiles, working closely with our dentists and team. We are looking
for a thorough, friendly hygienist our patients will trust.
KEY RESPONSIBILITIES
•Perform cleanings, scaling, and root planing
•Take and develop dental x-rays
•Screen for oral disease and chart findings
•Apply preventive treatments (sealants, fluoride)
•Educate patients on oral hygiene and home care
•Document care and communicate findings to the dentist
•Follow OSHA and infection control procedures
REQUIRED QUALIFICATIONS
•Associate or bachelor's degree in dental hygiene
•Active dental hygiene license in [State]
•Current CPR/BLS certification
•Local anesthesia / radiology certification where required
•Strong chairside manner and attention to detail
COMPENSATION AND HOW TO APPLY
Pay: $_ per hour [+ benefits]
To apply, email __ with your resume and license.
[Practice Name] is an equal opportunity employer.
Template 6: Dental Assistant
A companion template for the highest-volume hire: chairside assisting, room setup, sterilization, and x-rays where certified, hourly and non-exempt.
[Practice Name] is hiring a Dental Assistant to support our dentists
chairside and keep the clinical day running smoothly. You will
prepare rooms and patients, assist during procedures, take x-rays
where certified, and handle instrument sterilization. This is a
hands-on role for a reliable, organized person who is good with
patients.
KEY RESPONSIBILITIES
•Prepare treatment rooms and set up instruments
•Assist the dentist chairside during procedures
•Take and process x-rays where certified
•Sterilize instruments and follow infection control
•Take impressions and pour models where trained
•Comfort and prepare patients for treatment
•Keep clinical areas stocked and clean
•Update patient records and assist front office as needed
REQUIRED QUALIFICATIONS
•Dental assisting certificate or on-the-job training
•Radiology / x-ray certification where state requires
•[CDA or state registration a plus]
•Current CPR/BLS certification
•Reliable, organized, and good with patients
COMPENSATION AND HOW TO APPLY
Pay: $_ per hour [+ benefits]
To apply, email __ with your resume.
[Practice Name] is an equal opportunity employer.
Hiring an Associate: Pay and Classification
Hiring an associate dentist is the scenario these templates are really built for, and it turns on two decisions a generic posting skips: how to structure the pay, and how to classify the role. Get both right before you post.
Associate compensation is most often a percentage of collections or production, commonly in the 25 to 35 percent range, frequently set as the greater of that percentage or a daily guarantee so a new associate has predictable income while building a patient base. Collections-based pay ties compensation to money actually collected; production-based pay ties it to the value of work performed. Whichever you use, state the formula, any guarantee, malpractice responsibility, and tail coverage in writing.
W-2 vs 1099 Is an IRS Decision, Not a Preference
In most cases an associate working in a practice they do not own should be a W-2 employee, because the practice sets the schedule, provides the equipment and staff, and controls how the work is done, the markers of employment under the IRS control test. A 1099 arrangement fits only when the dentist genuinely controls the means and methods of the work. Misclassifying an employee as a contractor carries real tax and penalty risk, and some states apply stricter tests. Confirm with a tax or employment advisor. This is general information, not legal advice.
Licensing, DEA, OSHA, and FLSA
Dental hiring carries compliance a generic template skips: the licensing gate, DEA registration for prescribing, the OSHA standards that govern the clinical setting, and the FLSA classification that splits the dentist from the support team. Get these right and your posting attracts the right candidates and protects the practice.
Licensing: the non-negotiable gate
Every dentist you hire must hold a DDS or DMD from an accredited dental school and an active license in the state where the practice operates. Licensure is required in all states, and the requirements vary by state, typically including written and clinical board exams. For a posting, the practical step is to require an active state license up front and to verify it against the state dental board before the first day, because an unlicensed dentist cannot legally treat patients. A new graduate is fine to hire, but the license has to be active before they pick up an instrument. This is general information, not legal advice.
DEA registration and the MATE Act
Any dentist who prescribes or administers controlled substances in Schedules II through V must register with the Drug Enforcement Administration, renewing every three years, and many states also require a separate state controlled-substance permit. Under the federal MATE Act, registrants must complete a one-time eight-hour training on safe prescribing and substance use disorder to receive or renew the registration. If your associate will prescribe, make DEA registration a condition of the role and confirm the state permit and any prescription-monitoring-program enrollment apply in your state. This is general information, not legal advice.
OSHA: bloodborne pathogens and hazard communication
There is no dentistry-specific OSHA standard, but dental work falls squarely under general-industry standards, most importantly the Bloodborne Pathogens standard (29 CFR 1910.1030), because the work involves exposure to blood and saliva, which OSHA treats as potentially infectious. That means an exposure control plan, training at hire and annually, Hepatitis B vaccine offered at no cost, and PPE. The Hazard Communication standard (29 CFR 1910.1200) covers the chemicals and materials in the operatory. These obligations apply to the whole clinical team, not just the dentist, so build them into onboarding for every hire. This is general information, not legal advice.
FLSA: dentists are exempt, the support team often is not
A licensed dentist paid on a salary basis generally qualifies for the learned-professional exemption under the Fair Labor Standards Act, because the role requires advanced knowledge in a field of science acquired through prolonged specialized study, so a W-2 dentist is typically exempt from overtime. The support team is different: dental assistants are non-exempt and hourly, and many hygienists are non-exempt as well, so they earn overtime over 40 hours in a week. Classify each role by its actual duties and pay, not by the fact that it works in a dental office. Some states set stricter rules. This is general information, not legal advice.
The Standards That Define a Dental Hire
Dental work is covered by the OSHA Bloodborne Pathogens standard (29 CFR 1910.1030), which OSHA confirms applies because dental procedures involve exposure to blood and saliva, requiring an exposure control plan, training, PPE, and a Hepatitis B vaccine offer. A dentist who prescribes controlled substances must hold a DEA registration, renewed every three years, and complete the one-time eight-hour MATE Act training.
Dentist requirements start from the non-negotiable credentials, the degree and the license, then scale by role and scenario. The SHRM guide to job descriptions covers the standard sections; for a clinical role, the difference is making the licensing and credential gate explicit and verifiable.
Requirement
What to look for
Education
DDS or DMD from an accredited dental school
License
Active dental license in the practice's state, verified before day one
DEA
DEA registration where the role prescribes controlled substances
Certification
Current CPR/BLS; PALS for pediatric where required
Experience
Years of clinical experience, or new graduates welcome by role
Classification
Exempt if a salaried W-2 dentist; confirm associate W-2 vs 1099
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic. Requiring the active state license up front and verifying it against the dental board is the single most important screen, because an unlicensed dentist cannot legally treat patients.
Dentist Salary
Dentists are among the higher-paid healthcare practitioners, with pay varying by specialty, location, ownership, and experience. For an associate, the relevant number is often the compensation model rather than a flat salary, but the federal data sets the market baseline.
Median $179,210 a Year (BLS)
The Bureau of Labor Statistics reported a median annual wage of $179,210 for dentists as of the May 2024 data, with the lowest 10 percent under $84,740 and the highest 10 percent at $239,200 or more (U.S. Bureau of Labor Statistics). Dentists held about 149,300 jobs, with employment projected to grow 4 percent from 2024 to 2034 and roughly 4,500 openings a year.
Practice owners often earn more than salaried associates because they keep the practice's net income, and specialists such as orthodontists earn substantially more than general dentists. Because an associate is more often paid on a percentage of collections or production than a flat salary, benchmark to your local market and the model you are using, and state the structure clearly so candidates can evaluate the real offer.
Hiring a Dentist for a Small Practice
A large dental group hires through a recruiting team and a structured process. An owner-operated practice makes this hire directly, and faces three things the corporate templates ignore: the owner is also the HR department, the associate hire is a compensation and classification decision, and one hire is really part of staffing a whole team. Here is how to handle all three.
You are the clinician and the HR department at the same time
The published dentist job descriptions online are mostly written for or echo large dental groups and DSOs that have recruiting and HR teams. The reality for most of the field is different: roughly seven in ten dentists are practice owners, a large share run a single-location practice, and tens of thousands are solo owners. That owner is the clinician, the CEO, the marketer, and the HR manager all at once, writing the job description between patients. The templates above are built for exactly that owner: pick the version that matches your practice and the role, fill in the brackets, and post, without translating a corporate dental group's job description down to your size.
The associate hire is a compensation and classification decision, not just a job posting
Hiring an associate dentist is the buyer scenario these templates are really built for, and it turns on two decisions a generic template ignores. First, compensation is usually a percentage of collections or production, often the greater of that or a daily guarantee, so the posting needs a real structure, not a vague salary. Second, the W-2 versus 1099 question is a legal call governed by the IRS control test, not a preference: if you set the schedule, provide the chair and equipment, and direct how the work is done, the associate is generally a W-2 employee, and misclassifying them as a contractor carries real tax and penalty risk. The associate template states both up front so you decide them deliberately before you post.
One hire is really a team, and onboarding is where the compliance lands
A dental practice is a small team: a dentist or two, a hygienist or two, assistants, and a front desk, often six or seven people. Hiring is constant across those roles, and each new hire carries the same after-offer work made specific by healthcare: a signed offer, the I-9 and tax forms, license and DEA verification, a signed bloodborne pathogen training acknowledgment, the Hepatitis B vaccine offer, and HIPAA and OSHA training. FirstHR fits this people side for a practice owner: e-signature for the offer letter and acknowledgments, training modules for bloodborne pathogens, HIPAA, and hazard communication, task workflows for license and DEA verification, and document management for signed forms and the exposure control plan. To be clear about scope, FirstHR is an onboarding and HR platform, not a dental practice-management or billing system, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a dentist accepts, the same document becomes the basis for the offer and a healthcare-specific onboarding, and because the role carries licensing, DEA, and OSHA obligations, a smooth, repeatable process pays off every time you hire. The paperwork comes first: the offer in writing, the I-9 with documents verified, the W-4 and state tax forms per the new hire paperwork guide, plus license and DEA verification.
Send the offer in writing
Confirm the role, the compensation structure, the classification, the schedule, and the start date in a written offer, so a dentist knows exactly what they accepted.
Verify license, DEA, and credentials
Confirm the active state license against the dental board, plus DEA registration, state controlled-substance permit, and CPR/BLS before the first patient.
Train on safety and compliance
Bloodborne pathogen, HIPAA, and hazard communication training at hire, with the Hepatitis B vaccine offer and signed acknowledgments kept on file.
Store the records
Keep the signed offer, license and DEA copies, training acknowledgments, and the exposure control plan organized, since training records are kept for years.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, training acknowledgments, and onboarding workflow in one place so a small practice can manage the full process, including bloodborne pathogen, HIPAA, and hazard communication training, from one system. FirstHR is an onboarding and HR platform, not a dental practice-management or billing tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Most dentists are practice owners, so the person writing the job description is usually a small-practice owner, not a corporate recruiter.
Use the template that matches the role: general, associate, solo single-location, or pediatric, plus hygienist and assistant for the support team.
The associate hire turns on two decisions: the compensation structure (usually a percentage of collections or production) and W-2 versus 1099 classification.
Classify the associate by the IRS control test, not preference; in most cases an associate in your practice is a W-2 employee, and misclassification carries risk.
A salaried W-2 dentist is exempt under the FLSA learned-professional exemption; dental assistants and many hygienists are non-exempt and hourly.
Require the active state license up front, plus DEA registration where prescribing; the BLS reports a median dentist wage of $179,210 (May 2024).
Frequently Asked Questions
What does a dentist do?
A dentist examines, diagnoses, and treats problems with patients' teeth, gums, and the related parts of the mouth. Day to day, that means removing tooth decay, filling cavities, and repairing fractured teeth, along with placing crowns and bridges, performing extractions, taking and interpreting x-rays, administering local anesthesia, and creating treatment plans. Dentists also educate patients on oral health, prescribe medications where licensed, and supervise hygienists and dental assistants. In a small practice, the dentist often also carries business responsibilities, since most dentists are practice owners. The work requires a DDS or DMD degree and a state license, and it is performed under strict infection-control and safety standards because of the exposure to blood and saliva involved.
What are the main dentist duties and responsibilities?
Dentist duties cluster into four areas. Diagnosis and planning: examining patients, reviewing history, diagnosing decay and disease, taking and interpreting x-rays, and creating treatment plans. Clinical treatment: performing fillings, crowns, bridges, and extractions, administering local anesthesia, and delivering preventive and restorative care. Patients and team: educating patients on oral health, building lasting relationships, and supervising and collaborating with hygienists and assistants. Records and compliance: maintaining accurate clinical records, following OSHA and infection control standards, and complying with DEA prescribing rules where applicable. A strong job description picks the specific responsibilities from each area that match the role, whether a general dentist, an associate, or a pediatric specialist, rather than listing every possible task.
What is the difference between a general dentist and an associate dentist?
The two terms describe different things and are not mutually exclusive. General dentist describes the scope of practice: a dentist who provides a full range of routine dental care, as opposed to a specialist like an orthodontist or pediatric dentist. Associate dentist describes the employment relationship: a dentist who works in a practice they do not own, employed or contracted by the practice owner, as opposed to the owner or a partner. So an associate dentist is usually a general dentist by scope, and the owner hiring them is also typically a general dentist. When you write the posting, the general template defines the clinical role, while the associate template adds what matters for that hire: the collections-based compensation structure and the W-2 versus 1099 classification decision.
Should an associate dentist be a W-2 employee or a 1099 contractor?
It depends on the working relationship, and the decision is governed by the IRS control test, not preference. In most cases an associate working in someone else's practice should be a W-2 employee, because the practice typically sets the schedule, provides the chair, equipment, and staff, and controls how the work is done, which are the markers of employment. A 1099 independent contractor arrangement is appropriate only when the dentist genuinely controls the means and methods of the work, often while working at multiple practices. Misclassifying an employee as a contractor to avoid payroll taxes and benefits carries real tax and penalty risk, and some states apply stricter tests that make 1099 arrangements hard to justify in clinical settings. Decide by the actual relationship, state the classification clearly in the offer, and confirm with a tax or employment advisor. This is general information, not legal advice.
How is an associate dentist usually paid?
Associate dentists are most commonly paid on a percentage of collections or production, often in the range of 25 to 35 percent, frequently structured as the greater of that percentage or a daily guarantee. Collections-based pay ties compensation to money actually collected, which protects the practice but exposes the associate to billing and collection timing; production-based pay ties it to the dollar value of work performed. A daily or base guarantee gives a new associate predictable income while they build a patient base. The right structure depends on the practice and the associate's experience, and whichever you choose, the formula, the guarantee, any caps, malpractice responsibility, and tail coverage should be stated clearly in writing and operate consistently with the W-2 or 1099 classification. This is general information, not legal advice.
Is a dentist exempt or non-exempt under the FLSA?
A licensed dentist paid on a salary basis is generally exempt under the Fair Labor Standards Act, specifically under the learned-professional exemption, because the role requires advanced knowledge in a field of science acquired through prolonged, specialized study, the DDS or DMD degree. That means a W-2 dentist is typically not entitled to overtime. The support team is classified differently: dental assistants are non-exempt and paid hourly, so they are overtime-eligible, and many dental hygienists are non-exempt as well, though some salaried hygiene roles may qualify as exempt. The key point is to classify each role by its actual duties and compensation rather than assuming everyone in a dental office shares one status, and to remember that some states set stricter overtime rules. This is general information, not legal advice.
What licenses and certifications does a dentist need?
A dentist must hold a DDS or DMD degree from an accredited dental school and an active license in the state where they practice; licensure is required in all states, with requirements that vary by state and typically include written and clinical board examinations. A dentist who prescribes or administers controlled substances must also register with the Drug Enforcement Administration, renewing every three years, and complete the one-time eight-hour MATE Act training on safe prescribing; many states require a separate state controlled-substance permit and enrollment in a prescription monitoring program. Current CPR or BLS certification is standard, and specialists such as pediatric dentists complete additional residency training and may need specialty recognition. For a posting, require the active state license up front and verify it, plus DEA registration where the role prescribes, before the first day. This is general information, not legal advice.
How much does a dentist make?
Dentists are among the higher-paid healthcare practitioners, with pay varying by specialty, location, ownership, and experience. The Bureau of Labor Statistics reported a median annual wage of $179,210 for dentists as of May 2024, with the lowest 10 percent earning under $84,740 and the highest 10 percent earning $239,200 or more; dentists held about 149,300 jobs, with employment projected to grow 4 percent from 2024 to 2034 and about 4,500 openings a year. Practice owners often earn more than salaried associates because they keep the practice's net income, and specialists such as orthodontists earn substantially more than general dentists. For a posting, an associate is more often paid on a percentage of collections or production than a flat salary, so benchmark to your local market and the compensation model you are using. This is general information, not legal advice.
