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Federal and state laws requiring employers to provide COVID-19 supplemental paid sick leave and voluntary sick leave tax credits are set to expire Sept. 30; however, several cities and counties in California implemented their own supplemental paid leave ordinances that include small-employer obligations.

Dental-office staff in Los Angeles County, San Francisco and Berkeley are required to show proof of vaccination to work in or enter those facilities in accordance with local public health orders first issued in fall of 2021.

CDA has developed resources to help members comply with the California state order issued July 26 requiring health care workers either show proof of COVID-19 vaccination or submit to regular testing.

California issued an order today requiring all health care workers in the state to either show proof of full vaccination against COVID-19 or be tested regularly. The statewide policy will take effect Monday, Aug. 9, with full compliance required by Aug. 23.

Gov. Gavin Newsom on April 16 signed a bill that requires employers in certain industries statewide to rehire employees who were laid off because of the COVID-19 pandemic. Dental practice owners who hire and employ an individual janitorial staff member to clean their dental office are considered covered employers and must comply with the new obligations. 

New federal and state paid sick leave laws related to COVID-19 that were recently passed affect small businesses, including some dental practices. Here’s what practice owners need to know about national and statewide paid sick leave laws and how they apply to their dental office.

A recent California Supreme Court ruling that requires stricter meal practices in the workplace underscores the responsibility of dental practice owners to enforce break policies that are compliant with California laws.

The California Supreme Court on Jan. 14 upheld its 2018 decision that employers’ use of the ABC test to classify their workers applies retroactively for the purposes of California wage orders.

A new law that expands the list of individuals who are required to report suspected child abuse and neglect could apply to certain dental practice employees.