Important COVID-19 resources
Support and key resources to manage COVID-19 cases, exposure in the dental office.
Before you head into the new year, take CDA’s Practice Health Check to ensure your practice has addressed key employment topics and audits before January 1.
Work through the questions below and assess your practice’s readiness around employee wages, your 2021 holiday schedule and break-time policies. Utilize the resources provided with each question to implement change and mitigate risk in your practice.
Are your exempt employees’ wages meeting California minimum salary thresholds?
In addition to meeting exempt duties qualifications, exempt employees must earn a salary of no less than two times the state minimum wage for full-time employment. The minimum annual salary is based on the current state minimum wage, calculated as follows: minimum wage x 2 x 2080 hours. As of Jan. 1, 2021 the minimum weekly salary for an exempt employee is $1040 for employers of 25 or less and $1120 for employers of 26 or more employees. Employee Exemption Checklist and/or City and State Minimum Wage and Paid Sick Leave Ordinances.
Which holidays will your practice observe in 2021?
It is good business practice to provide employees or post a list of days the office will be closed for holidays and whether the employees will be paid during those closures. Check out our Holiday Pay FAQ for more information on related policies.
Are your employees following your meal and rest break policies?
As a best practice, employers should audit employee time records to ensure employees are able to take and are following meal and rest break policies. Meet with employees at least annually to discuss timing, compliance and any barriers to taking required rest and meal breaks. Sample meal and rest break policy.
Access more Practice Health resources in our comprehensive Practice Support Resource Library.
Catching up? Use previous Practice Health Checks to check the preparedness of your practice and access helpful resources.