Employment Practices
It can be challenging to balance the roles of healthcare provider and employer, but it doesn't have to be. Find resources to help hire your dream team and keep your staff productive and happy. Get advice on how to write job descriptions, create applications, place help wanted ads, set meal breaks, establish alternative work schedules, and terminate an employee. In addition, all of this is supported by an Employee Manual that can be customized to your practice.
Time-saving toolkits for your practice.

Access all the employee management resources you need in one place using new CDA Practice Support toolkits.

Minimize Hiring Temporary Employees

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

Compliance essentials: Hiring and paying temporary employees (Article, 4/9/2019)

Offer Letter: Nonexempt Temporary Employee (.doc)

Minimize Hiring Associates
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Ready for a better way to compile all your employment policies?

A well-structured employee manual can provide your dental team clear expectations, prevent misunderstandings and protect your practice. Our new employee manual generator from HR for Health walks practice owners through a series of questions to efficiently create an up-to-date, customized, compliant manual.

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In the News
'ABC test' is now the law, but it's not a free ticket for independent contractors

Beginning Jan. 1, 2020, it will be more difficult for most employers in California to classify workers as independent contractors, rather than employees, and in some cases will make employees out of independent contractors. And although CDA secured an exemption for dentists, employee classification still isn’t clear-cut, and dentists will need to err on the side of caution when classifying their workers. Read more >>


Proceed with caution when making pay deductions for salaried employees

The decision to classify your employee as exempt or nonexempt should not be taken lightly. The distinction between the two is significant, and the two are also managed very differently. Therefore, employers should understand not only how to determine an employee’s classification but how to follow appropriate pay requirements as well. Read more >>


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Tip of the Week
When sharing space with another dentist or having a specialist come to your practice to treat your patients, you should avoid financial arrangements that could be characterized as fee splitting. Fee splitting occurs when one healthcare provider pays the percentage of a patient’s fee to another healthcare provider, typically for a referral. If a specialist treats your patients in your office, you may only collect from the specialist the fair market value for the space, equipment, staff and supplies used.Check out the Guide to Dental Practice Act Compliance for more details and tips on compliance.