California employers have new ways to defend and mitigate claims under the California Private Attorneys General Act now that two PAGA reform bills were enacted into law.
Exempt or nonexempt? In California, the distinction is a legal one. Wage and hour orders protect nonexempt employees, and employers who misclassify their employees can face steep penalties.
Recent tragic events and resulting legislation have led business owners, including dentists, to think seriously about workplace violence. As a…
California law prohibits the inclusion of noncompete clauses in employment contracts, voids existing contracts that include noncompete clauses and requires employers to notify employees that the noncompete clauses in their agreements are considered void.
California dental practices are required to establish, implement and maintain a workplace violence prevention plan. CDA resources can help members comply.
Every quarter, CDA publishes a Practice Health Check focusing on a different topic related to the business side of dentistry. Alternative Workweek schedules and employee onboarding are the topics in the second quarter of 2024.
Software that incorporates mandated breaks into scheduling and notifies employees about their required meal and rest periods can save employers from fines, lawsuits and closure.
Employers who are not already following stricter state laws on worker classification must use a more complex multi-factor analysis when determining whether a worker is an employee or independent contractor.
Employees in California are allowed to take five days of paid sick leave up from the current three as of Jan. 1, 2024, under state law.
Seeking specialized advice from risk management experts is essential for addressing the complexities of running a dental practice and managing employee dynamics. Collaboration with TDIC’s Advice Line analysts contributes to the long-term viability, success and prosperity of the dental practice.
A Los Angeles city ordinance requires employers who hire and retain freelance workers within the city to provide a written contract and timely payment.
California employers still can choose to mandate COVID-19 and flu vaccination for their workers with some potential exemptions. A recent California appeals court decision provides guidance for employers who choose to do so.
