Employers should develop a policy to accommodate any worker who meets one of the exemptions from wearing a face mask. If a worker is unable to wear a mask due to a medical condition, they should be provided with a non-restrictive alternative, such as a face shield with a drape attached to the bottom edge, for example. Employers may provide this form to an employee to obtain medical certification from their health care provider supporting their request for an accommodation.

California law requires employees receive their final paychecks within a certain time based on the reason they separated. 

Provides extensive questions and considerations to guide you through the interview and associate agreement process.

This toolkit covers recruiting, interviewing, hiring and onboarding, and provides a general list of basic hiring documents. 

Outlines steps for developing policies, posting compliance, notice and distribution requirements, and employee training. CA employers have a duty to take reasonable steps to prevent and promptly correct discriminatory and harassing conduct.

Before bringing an associate into the practice, take the time to carefully examine the basis for this decision and evaluate the possible limitations of adding another dentist.

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.

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.

Guidance for dentists looking to hire or become an associate. Hiring an associate will affect practice staff, the well-being of the business and the welfare of the patients. Take the time and research strategies prior to making any hiring decisions.

Short-term employees are considered employees by the State of California and require additional documentation. This toolkit covers hiring, paying and terminating temporary employees.

Identifies California laws and clarifies office policies and benefits related to holiday pay throughout the year.

Covers how employers must pay staff during a COVID-related illness, exposure or quarantine, time off to receive or recover from the COVID-19 vaccine, or to seek a diagnosis. 

Use this letter (or Notice to Employee Change in Relationship resource) to record and document the employer initiated termination of an employee.

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.

Best practices for developing a job description outlining required qualifications, expectations and job duties for every employee. Includes sample descriptions for key positions in the dental practice.

Use this job offer letter to provide the details of rate of pay, job title, classification, and start date and time when offering employment to a potential salaried employee.

Use this letter to document an hourly employees terms of the employment relationship in advance of the employees start date. A written job offer must be provided prior to conducting a background check.

Use this letter to provide the employee a written offer in advance outlining the terms and timeline of the employment relationship.

Although the Department of Labor’s website description for the Employee Polygraph Protection Act (EPPA) Poster still shows reference to the 2016 posting date, the poster itself has been added to reflect a “2/22 revision” update.

Both CA and federal law require you to reasonably accommodate employees who want to express breast milk at work. 

Information provided by CA Labor Commissioner's Office on employing minors. Employers in California must follow applicable laws when employing almost all minors under the age of 18.

If you have made the decision to require your employees to receive the COVID-19 Vaccine Booster, you can use the policy addendum below as an addition to your existing vaccination policy.

Assists with drafting specific break policies for your practice that are compliant with California laws. 

If you want to reduce your risk of labor litigation, it’s important you understand California’s meal and rest break requirements.

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.