Dental practice owners should be prepared for major changes to the California Family Rights Act. The changes take effect Jan. 1, 2021, and will impact very small businesses who will soon be required to provide 12 workweeks of job-protected unpaid family leave benefits to eligible employees annually.
With an increasing demand for dental assistants throughout California, CDA is encouraging member dentists to consider transferable skills while recruiting and hiring. Smile Crew CA aims to create a pool of qualified candidates by targeting job seekers who have been displaced from service roles with adaptable skills that would make them a viable dental assistant.
The manufacturer of a decontamination system used to decontaminate certain N95 respirators for health care personnel received a warning notice last week from the U.S. Food and Drug Administration for “failure to comply with regulatory requirements for medical device reporting.”
The Work Sharing program minimizes or eliminates the need for employers to lay off or furlough employees during periods when business demand is low. Under the program, employers can reduce hours and wages for individual employees, allowing those workers to receive partial unemployment benefits.
Several companies have vowed to improve diversity, equity and inclusion within their organizations over the last few months. These steps can help practice owners create a welcoming environment for employees of all backgrounds and keep staff engaged.
Very small businesses, including dental practices with just five or more employees, will soon be subject to the California Family Rights Act’s requirement to provide protected unpaid family leave to their employees.
Understand workplace protections and rules that can help employers navigate the impact of COVID-19 in the workplace and accommodate employees at high risk.
Update: Employers in California may continue to use mandatory arbitration agreements as a condition of employment following a decision issued Feb. 15, 2023, by the Ninth Circuit Court of Appeals
Employers in California can now visit a single website to help them understand their requirements under a new law that further restricts their ability to classify their workers as independent contractors. Launched late last year by the California Labor & Workforce Development Agency, the website provides employer-specific resources and FAQ summarizing AB 5 and the ABC test and more.
Many employers fear that allowing employees to work from home will result in lowered productivity and misrepresented time sheets. However, studies have shown that allowing employees to work from home on occasion has numerous benefits, including improved morale and better employee retention. But employers are often uncertain about their responsibilities for managing risk. Who is responsible if an employee becomes injured on the job? What about HIPAA considerations?
Start your new year on the right foot by auditing your human resources systems and records. To diminish the possibility of legal issues and to ensure that your practice seeks to comply with labor and employment laws, it is important to perform an HR audit. An audit can include timekeeping and wage statements and all of the following.
Protections for nursing mothers in California were significantly expanded under a bill signed into law in October by Gov. Gavin Newsom. Senate Bill 142 clarifies employer obligations to provide breaks and safe, private locations that include specified accommodations. The bill increases penalties for noncompliance and requires that employers implement a written lactation accommodation policy beginning Jan. 1, 2020.
