CDA’s Practice Support and The Dentists Insurance Company have experienced and increase in calls from dental offices that are unsure of how or if they are required to notify patients after a dentist or staff member tests positive for COVID-19.
A variety of situations can prompt patients who are not local to seek dental care while they are temporarily visiting or residing in your area. As the “secondary“ general dentist, you have more liability exposure than the dentist who is performing their routine dental care. Discover how to mitigate risk when you choose to treat these patients.
Outside the workplace, romance may know no bounds. But, if an office romance ends badly, the collateral damage could be much more than you or your practice’s reputation can afford. See case studies and get guidance.
With the holiday season’s arrival, Michelle Coker, employment practices analyst at CDA Practice Support, is taking calls from members who have questions about the laws governing holiday pay. She’s assembled tips to guide California dentists based on her conversations with callers.
Dental practice owners and other employers who have 5 to 50 employees and do not have a retirement plan in place will be required by state law to enroll their employees in CalSavers no later than June 30, 2022.
All health care providers, including dentists, will soon be required to comply with a new federal regulation that aims to enhance a patient’s right to access their health information. Under the new rule, patients will have greater and, at times, immediate access to health information.
Gov. Gavin Newsom on April 16 signed a bill that requires employers in certain industries statewide to rehire employees who were laid off because of the COVID-19 pandemic. Dental practice owners who hire and employ an individual janitorial staff member to clean their dental office are considered covered employers and must comply with the new obligations.
A recent California Supreme Court ruling that requires stricter meal practices in the workplace underscores the responsibility of dental practice owners to enforce break policies that are compliant with California laws.
With many people working to overcome financial setbacks caused by the COVID-19 pandemic, more employers have been focusing their efforts on helping employees improve their financial wellness and save for the future.
The California Supreme Court on Jan. 14 upheld its 2018 decision that employers’ use of the ABC test to classify their workers applies retroactively for the purposes of California wage orders.
A new law that expands the list of individuals who are required to report suspected child abuse and neglect could apply to certain dental practice employees.
The U.S. Equal Employment Opportunity Commission last December issued guidance indicating that employers may encourage or possibly require COVID-19 vaccinations, but policies must comply with the Americans with Disabilities Act and Title VII of the Civil Rights Act of 1964.
