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April 1, 2019: The DFEH has released a new notice.

Employers are required to post the updated and renamed Family Care and Medical Leave and Pregnancy Disability Leave notice (DFEH-100-21 / March 2019). Formerly known as, the Family Care and Medical Leave (CFRA Leave) and Pregnancy Disability notice. Effective April 1, 2019, California employers covered by the California Family Rights Act (CFRA) and the NPLA are required to post this new notice. Employers with 20 to 49 employees will need to post the Family Care and Medical Leave and Pregnancy Disability Leave notice in their workplace, and employers with 50 or more employees will need to replace their existing notice with the new version.

April 1, 2020: Families First Coronavirus Response Act (FFCRA) notice

On or before April 1, 2020, employers must post or provide the new Families First Coronavirus Response Act (FFCRA) notice to employees.

Each covered employer must post a notice of the Families First Coronavirus Response Act (FFCRA) requirements notice in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees, or posting this notice on an employee information internal or external website.

Download the notice on the DOL website. 

 

Aug. 30, 2018: Replace three Prop. 65 signs with single sign

Proposition 65 regulations were amended in 2016, requiring dental practices to replace multiple notices with one notice or provide the warning as part of the written informed consent. A dentist employing 10 or more employees and using one or more of the chemicals on the Proposition 65 list must provide a warning notice. CDA strongly encourages dental offices with fewer than 10 employees to post the sign or use the warning notice, because the definition of employee is broad and dentists should err on the side of caution. The new regulation is effective Aug. 30, 2018. However, dental practices may choose to comply with the new regulations now and they will be considered in compliance. The posting of the old Proposition 65 warning notices for restorative materials, nitrous oxide and bisphenol A is deemed compliant until the effective date of the new regulation. CDA has developed a Proposition 65 resources (zip) that includes frequently asked questions and Prop. 65 notices in numerous languages.

August 21, 2019: Hazardous pharmaceutical waste prohibited from disposal down the drain.

EPA’s newest rule requires healthcare facilities and other businesses that generate pharmaceutical hazardous waste to properly dispose of the waste. The first part of the rule, the prohibition on “sewering” hazardous pharmaceutical waste, is effective August 21. All nonhazardous pharmaceutical waste that are not controlled substances must be disposed as regulated medical waste. See Dental Office Waste Management Options.

Dec. 22, 2016: Changes to employee rest period

Due to a California Supreme Court decision, employees must now be relieved of all duties for their two 10-minute paid break periods to be considered lawful. Employers should ensure the rest break policy does not restrict or require an employee to stay on the premises or remain available to answer business operations questions while on break. Use Sample Meal and Rest Break Policy (Doc) to update employee manuals and Practice Policy Revision Employee Acknowledgment Template (Doc) when informing staff of policy changes.

December 1, 2020 Small Business Hiring Tax Credit application portal opens today

The California Department of Tax and Fee Administration (CDTFA) began accepting applications today for a small business hiring credit against California state income taxes or sales and use taxes. Qualified business employers who employed 100 or fewer employees as of December 31, 2019; and suffered a 50% decrease or more in income tax gross receipts when comparing second quarter 2020 to second quarter 2019, may apply between Dec. 1, 2020 through Jan. 15, 2021 to receive a credit of $1,000 for each net increase in qualified employees from April 1, 2020 through June 30, 2020. The credit reservations will be allocated to qualified small business employers on a first-come, first-served basis.

Employers should be prepared with all the required information to start their online application. Visit www.cdtfa.ca.gov/taxes-and-fees/SB1447-tax-credit.htm for details.

February 15, 2018: Implement New Tax Withholding Tables

On Jan. 11, 2018, the IRS issued revised tax withholding tables for employee paychecks. To comply with IRS Notice 1036, employers should implement the 2018 withholding tables as soon as possible, but no later than Feb. 15, 2018. The notice provides early release copies of the new percentage method tables for income tax withholding. To learn more about your tax responsibilities as an employer, refer to Publication 15 and recent developments at irs.gov.

Jan. 1, 2017: Implement new minimum wage

The minimum wage for a large employer with 26 or more employees in California will increase from $10 per hour to $10.50 per hour, and employers with 25 or fewer employees will remain at $10.00 until Jan. 1, 2018. Some cities and counties have their own ordinances beyond what is required by state law, with more expected to follow. 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.

Jan. 1, 2017: Use updated informed consent forms

Written informed consent forms for the sedation/anesthesia of a minor patient must now include specific language. CDA has updated the forms to reflect the change. The language is as follows: “The administration and monitoring of general anesthesia may vary depending on the type of procedure, the type of practitioner, the age and health of the patient, and the setting in which anesthesia is provided. Risks may vary with each specific situation. You are encouraged to explore all the options available for your child’s anesthesia for his or her dental treatment, and consult with your dentist or pediatrician as needed.”

Jan. 21, 2017: Employers must use updated Form I-9

Practice owners who are hiring or planning to hire new employees must use the new Employment Eligibility Verification Form I-9. As of Jan. 21, 2017, all previous versions of the form will become invalid. The new form is designed to be easier to use. It clarifies several points of confusion for employers, and includes embedded instructions for completing fields. The new form can be accessed via the U.S. Citizenship and Immigration Services website.

January 1, 2018: Display New Mandatory Poster on Transgender Rights

California recently passed a new law SB 396 that requires all California employers to post a “Transgender Rights in the Workplace” poster starting January 1, 2018. The new poster must be displayed along with other mandatory workplace notices in a prominent and accessible location in the workplace. View, download and print the Transgender Rights in the Workplace poster provided by the Department of Fair Employment and Housing.

January 1, 2019: Amendments to clarify ambiguities to salary history ban law

The new law amends the Labor Code to specify that an employer may now ask for an applicant’s salary expectations for the position being applied for, only external applicants (not current employees) and are entitled to request a pay scale for the position they are applying for, but only after completing an initial interview. The pay scale provided only needs to include salary and hourly wage ranges. AB 2282

January 1, 2019: Enroll in or opt out of Medicare

Dentists who order or provide Medicare-covered items and services (clinical laboratory services, imaging services or durable medical equipment, prosthetics, orthotics and supplies) will need to either enroll in Medicare using form CMS-855-I (PDF) or the shorter enrollment form CMS-855-O (PDF) or formally opt out of Medicare by Jan. 1, 2019. To assure one's status with Medicare and that patients' Medicare benefits do not lapse, dentists should allow sufficient time for processing whichever form is submitted. Learn more about enrollment requirements by visiting the ADA’s Facts and FAQ on Medicare.

January 1, 2019: Implement new minimum wage increases

The minimum wage for a large employer with 26 or more employees in California will increase from $11 per hour to $12 per hour, and employers with 25 or fewer employees will increase from $10.50 per hour to $11 per hour on Jan. 1, 2019. Some cities and counties have their own ordinances beyond what is required by state law, with more expected to follow. 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.

January 1, 2019: Mandatory opioid prescription discussion with minor or minor’s parent

Beginning Jan. 1, 2019, a prescriber is required to discuss the following with a minor or the minor’s parent or guardian before issuing the first opioid prescription in a single course of treatment:

  1. The risks of addiction and overdose associated with the use of opioids.
  2. The increased risk of addiction to an opioid to an individual suffering from both mental and substance-abuse disorders.
  3. The danger of taking an opioid with benzodiazepine, alcohol or another central nervous system depressant.

A new informed consent form, Consent to Prescribe Opioid to a Minor, (Spanish version) has been developed and is available on the TDIC and CDA Practice Support websites.

January 1, 2019: Prescriber obligation to prescribe and educate on naloxone use

As of Jan. 1, 2019, a prescriber must offer to a patient a prescription for naloxone hydrochloride or other FDA-approved drug for the complete or partial reversal of opioid depression when one or more of the following conditions are present:

  1. The prescription dosage for the patient is 90 or more morphine milligram equivalents of an opioid medication per day. (See this CDC document on how to calculate MME.)
  2. An opioid medication is prescribed concurrently with a prescription for benzodiazepine.
  3. The patient presents with an increased risk for overdose, including a patient with a history of overdose, a patient with a history of substance use disorder or a patient at risk for returning to a high dose of opioid medication to which the patient is no longer tolerant.

Additionally, a prescriber must provide education to a patient, or the patient’s guardian if patient is a minor, receiving a prescription per the above circumstance on overdose prevention and the use of naloxone hydrochloride or other FDA-approved drug for the complete or partial reversal of opioid depression. AB 2760

January 1, 2019: Update standard mileage reimbursement rate for 2019 (released by Internal Revenue Service)

See the IRS’s press release. For business expense reimbursement, the 2019 rate is $0.58 per mile. That’s up $0.035 from last year. California employers need to reimburse such common expenses as work-related travel, dining expenses and mileage when an employee uses a personal car for work-related business. However, employees who can prove they spend more than $0.58 per mile to operate their personal vehicles for business use may be entitled to reimbursement of the actual expense. It’s up to the employees to prove their expenses, however.

January 1, 2019: Updated Lactation Accommodation location requirements

Section 1031 of the Labor Code has now been updated to specify that employers should provide a location other than a bathroom. Employers must make reasonable efforts to provide the employee the use of a room, other than a bathroom, in close proximity to the employees work area to express milk in private. Employers should update their employee policy to reflect the new
lactation accommodation requirements. Sample Employee Manual (Doc)

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