The California public health order of July 26 requires all health care workers in the state to either show proof of full vaccination against COVID-19 or be tested regularly. CDA is seeking guidance from the state on outstanding questions, particularly about how the weekly testing requirements for unvaccinated individuals must be implemented.
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.
As of Jan. 1, employers may voluntarily provide emergency paid sick leave or emergency paid FMLA leave under FFCRA. If an employer chooses to voluntarily offer leave, it must be used for the same purposes and subject to the same conditions as originally outlined in FFCRA.