Are You In Compliance?

New C.E. requirements include a mandated opioid course for dentists and new activity eligible for earning C.E. credit. For more information see “Continuing Education Requirements and FAQ.”

Employers can find updated information for 2023 payroll withholding on the EDD website.

The United States Equal Employment Opportunity Commission (“EEOC”) released the “Know Your Rights” poster. This new poster replaces the previous “EEO is the Law” poster which employers are required to display. The EEOC explains that the updated “Know Your Rights” poster is available in both English and Spanish, and will be available in additional languages at a later date.  CDA Members should print and affix the new poster over the “EEO is the Law” poster contained in the 2021-2022 Required Poster Set. 

Enforcement of this rule, which is to improve patient access to their electronic health information, is expected to commence on this date. For more information see “Information Blocking Rule Q&A.”

Senate Bill 501, which changed requirements to hold general anesthesia and sedation permits, took effect. Any holder of a general anesthesia, conscious sedation or oral conscious sedation for minors permit is required to apply for a new permit once their current permit expires after Jan. 1, 2022. Implementing regulations and permit applications became available in August 2022. See the news article for more information.

Employers have until July 31 to update the I-9s of current employees who presented an expired List B document between May 1, 2020, and April 30, 2022. Employers were permitted to accept certain expired documents under the COVID-19 Temporary Policy for List B Identity Documents. That policy expired on April 30, 2022.

On July 1, 2022, minimum wage increases take effect in several California localities and may require updated postings. See Minimum Wage and Paid Sick Leave Ordinances by City/County on cda.org

Dentists are authorized to administer flu and COVID-19 vaccines. The Dental Board has adopted related regulations on training, continuing education, notification and reporting.

Employees who work for employers of 26 or more employees are entitled to up to 80 hours of COVID-19 related sick leave. Upon request, retroactively from January 1, 2022 to September 30, 2022. Employers must post this notice and begin compliance by February 19, 2022.

The minimum wage for a large employer with 26 or more employees in California will increase from $14 per hour to $15 per hour, and employers with 25 or fewer employees will increase from $13 per hour to $14 per hour on Jan. 1, 2022. These increases effect both hourly and salaried employees. Some cities and counties have their own ordinances beyond what is required by state law - new to the list is increased minimum wage and paid sick leave for West Hollywood. CDA provides a guide to minimum wage ordinances by city and county and employers are advised to check with their local jurisdictions to ensure they are in compliance.