Employment Practices

Unexpected emergencies can affect your practice and your employees. Below are a few common scenarios employers should know about paying and scheduling their California employees.

California law requires employees receive their final paychecks within a certain time based on the reason they separated. 

Provides extensive questions and considerations to guide you through the interview and associate agreement process.

This toolkit covers recruiting, interviewing, hiring and onboarding, and provides a general list of basic hiring documents. 

Outlines steps for developing policies, posting compliance, notice and distribution requirements, and employee training. CA employers have a duty to take reasonable steps to prevent and promptly correct discriminatory and harassing conduct.

Before bringing an associate into the practice, take the time to carefully examine the basis for this decision and evaluate the possible limitations of adding another dentist.

Associates may be classified as either an independent contractor or an employee. This toolkit includes information to help you determine how to hire an associate.

Employers should proceed with caution when using unpaid interns or volunteers. Most interns are considered employees in the eyes of the law, which means you must comply with wage and hour laws, including paying them at least minimum wage.

Guidance for dentists looking to hire or become an associate. Hiring an associate will affect practice staff, the well-being of the business and the welfare of the patients. Take the time and research strategies prior to making any hiring decisions.

Short-term employees are considered employees by the State of California and require additional documentation. This toolkit covers hiring, paying and terminating temporary employees.

Identifies California laws and clarifies office policies and benefits related to holiday pay throughout the year.

Use this letter (or Notice to Employee Change in Relationship resource) to record and document the employer initiated termination of an employee.

Employers who use the IRS standard mileage to reimburse employees who drive their personal cars on company business rate will need to pay a little more in 2025. The IRS announced on December 19 that the standard mileage rate for business use will increase to 70 cents per mile on January 1, 2025, up from 67 cents in 2024. These rates apply to electric and hybrid-electric automobiles, including gasoline- and diesel-powered vehicles.

Best practices for developing a job description outlining required qualifications, expectations and job duties for every employee. Includes sample descriptions for key positions in the dental practice.

Use this job offer letter to provide the details of rate of pay, job title, classification, and start date and time when offering employment to a potential salaried employee.

Use this letter to document an hourly employees terms of the employment relationship in advance of the employees start date. A written job offer must be provided prior to conducting a background check.

Use this letter to provide the employee a written offer in advance outlining the terms and timeline of the employment relationship.

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.

Both CA and federal law require you to reasonably accommodate employees who want to express breast milk at work. 

Information provided by CA Labor Commissioner's Office on employing minors. Employers in California must follow applicable laws when employing almost all minors under the age of 18.

In this webinar, you’ll learn how to foster a positive workplace culture that enhances employee satisfaction and drives employee retention.

This resource list provides information about varied state and federal leaves of absence laws that may pertain to a covered employer. Leaves of absence laws cover a variety of specifically defined reasons. Covered employer, employee eligibility, job and benefits-protections and any pay requirements (if any) can vary by leave.

In some instances, several leaves of absence can apply to one employee for the same reason.

Any corresponding required notices can be found in the CDA Required Poster Set or in Required Postings in a Dental Office.

Effective January 1, 2023, the State of California is now requiring all employer's to offer a retirement plan to their staff. 

If you have made the decision to require your employees to receive the COVID-19 Vaccine Booster, you can use the policy addendum below as an addition to your existing vaccination policy.

Assists with drafting specific break policies for your practice that are compliant with California laws. 

If you want to reduce your risk of labor litigation, it’s important you understand California’s meal and rest break requirements.