Regulatory Compliance

Beginning Jan 1, employers must provide 5 days or 40 hours of paid sick leave annually. Employers should, update their policies, inform payroll providers of changes, provide employees with a new copy of the Notice to Employees required under California’s Wage Theft Protection Act and post the updated paid sick leave poster available on the Labor Commissioner’s website.

Employers must make available to employees this Cal/OSHA regulation on who can and how to access employee exposure and medical records. This copy is included in the Regulatory Compliance Manual as Appendix 2. Updated Sept 2019.

Tips for reducing employee exposure to air contaminants including formaldehyde, glutaraldehyde and nitrous oxide in order not to exceed Cal/OSHA permissible exposure levels.

An overview of the Cal/OSHA requirements for a dental practice to have an air compressor/tank permit.

Information on EPA rule requiring dental practices to install amalgam separators and comply with specific best management practices.  Includes a sample inspection and maintenance log.

A list of best practices and information resources on managing amalgam waste.

Amendments to California's Fair Employment and Housing Act regulations, which generally apply to employers of five or more employees, require employers to develop and distribute antidiscrimination, anti-harassment and complaint investigation policies. CDA has developed sample policy language and a sample employee manual template for dental practices.

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 post the revised Fair Labor Standards Act (FSLA) Minimum Wage Poster, no smaller than 11 inches by 17 inches, as well as the revised Employee Polygraph Protection Act (EPPA) Poster.

EPA’s newest rule requires healthcare facilities and other businesses that generate pharmaceutical hazardous waste to properly dispose of the waste. The first part of the rule, the prohibition on “sewering” hazardous pharmaceutical waste, is effective August 21. All nonhazardous pharmaceutical waste that are not controlled substances must be disposed as regulated medical waste. See Dental Office Waste Management Options.

State requirements for a business that acquires an automated external defibrillator for use on the public.

An overview of dental practice responsibilities under Americans with Disabilities Act and state disability laws. 

Dental practices must have a copy of this regulation to provide to employees upon request. Updated June 2024.

Compliance requirements for preventing transmission of aerosol transmissible diseases (ATDs) at health care facilities. 

A summary of the pathways to obtain a California dental license, the first of many licenses, permits, certificates and registrations necessary to practice dentistry, as well as to own and operate a dental practice, in the state.

California law designates certain individuals as "mandated reporters” for known or suspected abuse or neglect of a child, elder and dependent adult and incidents of violence. Dentists, and many members of the dental team, are required to acknowledge their responsibility and make reports as well as consider training for their teams.

Outlines laws, provides links & other useful resources. California has many laws aimed at protecting the personal and confidential information of its residents.

A checklist of actions a dental practice must take after an employee is exposed to blood or OPIM.  Updated June 2024.

Use form to document patient’s decision. The form is part of the Regulatory Compliance Manual. Updated June 2024.

Sample form to obtain patient consent for use or disclosure of patient information as required by HIPAA and state law.

Document prescriber’s discussion with a minor and guardian on opioid risks prior to prescribing the medication in non-emergency circumstances.

This is a summary and FAQ of the Dental Board’s continuing education regulations as of Jan. 1, 2025. To determine if a CE provider is registered with the Dental Board, use the Department of Consumer Affairs database.

This sample addendum to the injury and illness prevention plan has been updated for consistency with the Cal/OSHA nonemergency COVID-19 prevention regulation effective in 2023. Updated June 2024.

On May 22, 2024, CDPH retired its guidance on isolation and testing of individuals known or suspected of having COVID-19. However, the state Public Health Officer Order remains in place as does the Cal/OSHA non-emergency COVID-19 Prevention regulation. California employers must continue to exclude employees with, or suspected of having, COVID-19 during the infectious period. Employers also must provide testing to employees who have close contact with someone with COVID-19, except for asymptomatic employees who recently recovered from COVID-19. Employees must wear a mask when returning to work before a full 10 days has passed since symptoms started or testing positive.

A credit card company may request information when a patient disputes a charge to a dental practice. Use these resources to respond to the company.

All controlled substance prescribers in California are required to register to access the state prescription drug monitoring program known as CURES (Controlled Substance Utilization Review and Evaluation System), which is managed by the state Department of Justice. The site is not accessible to those using the Internet Explorer (IE) browser.