California businesses open to the public are required to establish and maintain a workplace violence prevention plan. CDA resources help members comply.
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.
HIPAA does not prohibit the use of virtual assistants, including those who work outside of the U.S. However, as HIPAA-covered entities, dentists and the business associates they contract with are responsible for ensuring assistants are trained to safeguard patient information.
Local dental societies and dentists have successfully launched dental assistant training programs to provide effective, accelerated training to the labor force in their areas. Some of these utilize CDA’s Dental Assistant Training curriculum. Learn more about these local programs and CDA’s upcoming Smile Crew CA Dental Assistant Training Bootcamp.
CDA encourages its members to take a proactive approach to employee meal and rest break compliance. Doing so requires an understanding of the regulations involved and communicating with employees about them.
The four-part series explores the crucial stages of finding qualified candidates, successfully integrating new team members into the dental practice and retaining top talent.
Soon, all California employers with at least one employee and no employer-sponsored retirement plan will be required to facilitate CalSavers enrollment for their workers, including new hires within 30 days of hiring.
