| If you are impacted by wildfires, know that CDA and TDIC are here to support you. Contact CDA or call TDIC at 877.269.8844 to file a claim or explore resources. |
| If you are impacted by wildfires, know that CDA and TDIC are here to support you. Contact CDA or call TDIC at 877.269.8844 to file a claim or explore resources. |
In dentistry, where the demands of patient care and business management intertwine, practice owners often experience the complex challenge of…
As part of CDA’s ongoing efforts to support member-dentists in their roles as practice owners and California employers, new sets of required posters will be available at no cost in the spring of 2025.
California’s minimum wage will rise to $16.50 per hour on Jan. 1, 2025, for employers of every size due to inflation. But many cities set their minimum wage even higher.
Updated Nov. 15, 2024, to include information about a law that expands the ability of California employers to seek temporary…
California dentists are required to follow Cal/OSHA’s “Heat Illness Prevention in Indoor Places of Employment” standard that took effect July 24.
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.
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.
