Resources

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.

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.

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.

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

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.

Developed to assist dentists in understanding the contents of a typical agreement. Many common contract terms and conditions are included in this sample with considerations provided for those areas that may be ambiguous. 

Checklist of the items that should be addressed or considered when forming a group dental practice.

Term and termination; liability; referrals; utilization review; grievance system

An overview of how to use the complete guide, what laws apply to dentistry and how they work, and what CDA's attorneys can do for you.

This Chapter addresses Practice Considerations including but not limited to: Business Structures, Licences & Permits, Contracts, Antitrust, Malpractice, Tax Issues, Office Design and Marketing.

Contains answers to frequently asked questions about the CDPA and compliance.

Provides answers to a series of questions related to employment laws or requirements. Employers are obligated to understand and comply with these laws.

This chapter addresses Patient Considerations including but not limited to: Examination and Diagnosis, Communications and Records.