Format and content, patient access to records and requests to amend, disclosure of information, data breach notification, retention and disposal, transferring records in a sale.

Although the Department of Labor’s website description for the Employee Polygraph Protection Act (EPPA) Poster still shows reference to the 2016 posting date, the poster itself has been added to reflect a “2/22 revision” update.

A recent update to federal law providing additional rights to parents who must express breast milk at work has impacted the federal Minimum Wage poster. Known as the “PUMP” Act (Providing Urgent Maternal Protections for Nursing Mothers), the law impacts employers who are not covered by California’s more expansive protections. Since it came into effect employers must accommodate nursing mothers by, among other things, providing a location other than a bathroom to express breast milk. California has required lactation accommodation for a number of years and requires notices to employees above and beyond poster notice requirements.

Dental practices must regularly evaluate the appropriateness of safety sharps. A dental practice must either use the sharps or document the reason why safety sharps are not used. 

Questions and answers on obtaining consent for minor children with divorced parents or no parents, coordination of insurance plans between parents and step-parents, and who can access records of minor children.

Poster last revised: April 2023 (the April 2016 and February 2013 versions still fulfill the posting requirement). The April 2016 version is contained in the 2023-2024 Required Poster Set. CDA Members may still choose to print and affix the new poster over the FMLA poster contained in the 2023-2024 Required Poster Set. The poster must be displayed in a conspicuous place where employees and applicants for employment can see it. 

A California dentist should know the scope of practice and settings for a registered dental hygienist in alternative practice (RDHAP) and a dentist’s responsibilities when working with an RDHAP.

This resource may be shared with patients to address some of the common questions about dental coverage and where to go when they are experiencing challenges with their dental plan. 

The interview process provides an opportunity for both the practice owner and associate candidate to assess whether their working relationship will be compatible. Get tips in this resource.

This FAQ offers do's and don'ts on how to have patient discussions regarding their dental benefit plans.

Sample scripts to help make sure the entire staff is saying the same thing when having financial discussions with patients.

Here you’ll find a compiled list of items to help prepare you for the financial consultation and ensure your team is ready to have a knowledgeable conversation.

Here you’ll find some tips to help prepare your team for financial consultations. 

Common patient collection considerations while working with dental benefit plans.

There are many options to choose from, and when researching which options your practice will offer, you will likely come across practice owners who have had much success with certain methods and others who have had negative experiences with the same systems.

The advice below was gathered from multiple interviews conducted by CDA staff with CDA dentists who are, or recently were, associates. The members selected for the interviews represent a variety of associateship experiences and backgrounds.

Use this resource to help navigate and document the interactive process for reasonably accommodating an employee with a disability. ​​

Use this letter to document the expectations of the day, rate of pay and documentation to bring. This will serve as a single day employment document and can put the employee on notice that they are not yet eligible for benefits.

If utilizing the services of licensed staff, request and verify that the license is current and in good standing. DCA LICENSE SEARCH

CDA encourages you to take time to review and improve the way your practice handles records requests, analyzes risk and communicates privacy policies.

Prescribers who apply for a new DEA registration, or who want to renew their registration, on or after June 27, 2023 are required to complete 8 hours of education on “treatment and management of patients with opioid or other substance use disorders.” The hours can be completed with one or more courses from an acceptable course provider. The individual is only required to complete the hours once for DEA registration or renewal. The new requirement is part of the Medication Access and Training Expansion (MATE) Act that was enacted in 2022 as part of a federal spending bill. For more information see this article.

New C.E. requirements include a mandated opioid course for dentists and new activity eligible for earning C.E. credit. For more information see “Continuing Education Requirements and FAQ.”

Requirements and best practices when separating an employee from employment.

The rule sets standards to protect patient information in electronic form. A covered entity must implement or address more than 30 administrative, physical and technical standards summarized here.

Visit Delta Dental's FYI blog for industry-related news on policies, guidelines, claim filing, educational tools, events and more.

It is required to notify dental plans of a new provider treating patients in the office.  This resource provides information and a sample letter that can be customized and printed on office letterhead when informing dental plans of a new provider.

Outlines sample policy language and considerations for billing when employees have dental benefit plan coverage.