Resources

Customize sample plan to describe how the practice complies with safe work practices, communicates with staff and more. This resource is part of the Regulatory Compliance Manual. Updated Dec. 2022

Below are resources and start-up guides developed to help vaccine providers begin ordering and administering vaccines to patients.

Use this sample form to describe the practice’s sterilization protocol, as required by the Dental Board. This resource is part of the Regulatory Compliance Manual. Updated May 2014.

Intro to Hand Hygiene to help protect you and your patients.

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

Understand the CA law that regulates what dentists can charge patients for procedures that the policy does not cover AB 2275.

Dentists, registered dental assistants and registered dental hygienists whose active license expire in the period March 31, 2020 to Sept 30, 2021 are granted an extension of time to complete continuing education required for license renewal. The CE must be completed by Jan 26, 2022. Read more in this DCA order

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.

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.”

California prescribers are required to use electronic data prescribing for all prescriptions starting Jan. 1, 2022. Legislation, AB 2789, establishing this mandate was passed in 2018. For additional information on how to get started prescribing electronically and on the new rules, refer to Prescribing & Dispensing Q&A.

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.

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

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.

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.

The “Know Your Rights: Workplace Discrimination is Illegal” poster has been updated by the U.S. Equal Employment Opportunity Commission (EEOC). This new notice includes information regarding the Pregnant Workers Fairness Act (PWFA) which became effective June 27, 2023. Practice owners must print and post this notice over the (10/2022) notice contained in the 2023-2024 Required Poster Set.  

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

Prescribers who apply for a new DEA registration, or who want to renew their registration, on or after June 27, 2023 are required to complete 8 hours of education on “treatment and management of patients with opioid or other substance use disorders.” The hours can be completed with one or more courses from an acceptable course provider. The individual is only required to complete the hours once for DEA registration or renewal. The new requirement is part of the Medication Access and Training Expansion (MATE) Act that was enacted in 2022 as part of a federal spending bill. For more information see this article.

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.

Considerations when leasing office space. Contracts will include both assets and liabilities that will govern your tenancy, poorly negotiated leases could have negative financial impact on a practice.

Summarizes the laws and regulations applicable to California dental practices.