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Employment Practices

Balancing the roles of healthcare provider and employer can be a challenge. 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.

Training and Non-productive Work Time Rate Sample Policy

August 26, 2021 3031

Employers need to reimburse such common expenses as work-related travel and expenses incurred within the scope of employment. 

Employee expenses should be paid for costs associated with required training, obtaining the weekly COVID-19 test, or other meetings and the time traveling to and from the event site (in excess of the employee’s regular commute time). 

The rate of pay for non-exempt (hourly) employees the time spent testing (non-productive work time) can be a paid at their regular rate of pay or reduced rate no lower than current state or local minimum wage. If employers should choose to establish a second reduced wage for weekly COVID-19 testing and travel time, employers should notify employees in advance (at least 15 days) of the new testing and travel wage rate. 

When employers require employees to attend training, or other required non-productive events after work hours or on a day off, this may result in overtime of over eight hours a day, or over 40 hours in a workweek. The overtime calculation of two or more rates of pay must include a "weighted average" of all rates of pay resulting in the employees "Ragular Rate of Pay". Visit for more information.  

Use a Change in Relationship Form to document the reduced weekly COVID-19 travel and non-productive time rate and provide an updated Notice to Employee form.

Minimum Wage and Paid Sick Leave Ordinances by City/County

Individual cities and counties across California have passed local ordinances relating to minimum wage and sick leave laws — with eligibility rules varying from city to city. Check with local city government as to whether any local minimum wage ordinances may apply to employees in your practice. Periodically check local websites as rates in these cities could change at any time.  

Interns and Volunteers

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.

CFRA Guidance

Dental practice owners should be aware and prepared for major changes to California’s Family Rights Act that go into effect Jan. 1, 2021.

Learn more


End of Year Updates for Your Practice

What you need to know to keep your practice compliant and avoid legal risks in 2021.


Employee Manual Resources

Create a personalized employee manual using an online tool or a sample employee manual.

General New Hire Toolkit

This toolkit covers recruiting, interviewing, hiring and onboarding, and provides a general list of basic hiring documents. If you are hiring a temporary employee or associate dentist, you will also need our additional hiring toolkits.

View General New Hire Toolkit
Hiring Associates Toolkit

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.

View Hiring Associates Toolkit
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.

View Hiring Temporary Employees Toolkit

View Hiring Temporary Employees Toolkit

Resource Library

Access an online library of downloadable articles, guides, templates, checklists and forms.

Employment Practice News

Romance, risks and regret: The drama of interoffice dating

Outside the workplace, romance may know no bounds. But, if an office romance ends badly, the collateral damage could be much more than you or your practice’s reputation can afford. See case studies and get guidance.

The spine of a large binder on a desk reads: EMPLOYEE HANDBOOK Holiday pay in California: The law and best practices for dentists

With the holiday season’s arrival, Michelle Coker, employment practices analyst at CDA Practice Support, is taking calls from members who have questions about the laws governing holiday pay. She’s assembled tips to guide California dentists based on her conversations with callers.

Image of an official vaccination record card that has not been filled out. It reads: COVID-19 Vaccination Record Card. Please keep this record card, which includes medical information about the vaccines you have received. State, local COVID-19 vaccination orders still apply to California dental practices

Although federal OSHA delayed its rule requiring COVID-19 vaccination for workers at larger employers across the U.S., dental practices of every size in California should continue to follow state and any applicable local vaccination and testing orders that are already in effect.