California launched CalSavers to give employers an easy way to comply with the mandate and help their employees save for retirement.

State law now requires all businesses with five or more employees to facilitate CalSavers if they do not sponsor a retirement plan. Deadlines for employers to comply vary based on the size of business. The deadline for employers with five or more employees is June 30, 2022. Eligible employers with 5 or more employees who have not yet registered, should do so as soon as possible to avoid penalties. Visit CalSavers.com for more information on how to register.

Continuation of FFCRA tax credit provisions extended through September 30, 2021. Since Jan 1, 2021, all employers are no longer required to provide FFCRA leave to employees – rather, employers can choose whether to provide FFCRA leave to employees and obtain tax credits to offset 100% of employee wages and healthcare premiums associated with providing the leave. Employers who choose to provide the FFCRA leave must do so universally with all employees.

A recent update to federal law providing additional rights to parents who must express breast milk at work has impacted the federal Minimum Wage poster. Known as the “PUMP” Act (Providing Urgent Maternal Protections for Nursing Mothers), the law impacts employers who are not covered by California’s more expansive protections. Since it came into effect employers must accommodate nursing mothers by, among other things, providing a location other than a bathroom to express breast milk. California has required lactation accommodation for a number of years and requires notices to employees above and beyond poster notice requirements.

Poster last revised: April 2023 (previous versions, including the August 2016 version included in CDA’s Required Poster Set, no longer fulfill the posting requirement and should be replaced). You must download a pdf of the revised poster and affix it over the prior poster.

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.”

Requires written notice to employees in the event of a COVID-19 exposure in the workplace. Also, under the new law, if an employer is aware of a COVID-19 outbreak ― defined as three confirmed cases within 14 days ― occurring at the worksite, the employer is required to report within 48 hours the confirmed cases to their local public health agency. Read more here. Check here later for a resource that includes sample notification language.

Employers of five or more employees must begin to provide up to 12-weeks of unpaid, job-protected leave to eligible employees. Employees who meet the eligibility requirements can take leave for the birth, adoption or foster care placement of a child or for a serious health condition of the employee or a specified family member. Employers should watch for updated notices and update practice leave policies. Check here later for additional resources.

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.

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.

Poster last revised: February 2022 (previous versions, including the July 2016 version included in CDA’s Required Poster Set, no longer satisfy the posting requirement and should be replaced). You must download a pdf of the revised poster and affix it over the prior poster.

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.

California launched CalSavers to give employers an easy way to comply with the mandate and help their employees save for retirement.

State law now requires all businesses with five or more employees to facilitate CalSavers if they do not sponsor a retirement plan. Deadlines for employers to comply vary based on the size of business. The deadline for employers with more than 50 employees is June 30, 2021 and June 30, 2022 for employers with five or more employees. Eligible employers with 50 or more employees who have not yet registered, should do so as soon as possible to avoid penalties. Smaller employers may register early without penalty. Visit CalSavers.com for more information on how to register.

The California Department of Industrial Relations has released an updated notice since the print date of the 2021-22 poster set. Download and print the posting listed below for use with your current set. 

Safety and Health Protection on the Job revised March 2021 Print on 11 X 17 paper only

Dentists, registered dental assistants and registered dental hygienists whose active license expires Oct 2021 are granted an extension of time to complete continuing education required for license renewal. The CE must be completed by March 28, 2022. Read more in this DCA order.

Poster last revised: April 2023 (the April 2016 and February 2013 versions still fulfill the posting requirement). The April 2016 version is contained in the 2023-2024 Required Poster Set. CDA Members may still choose to print and affix the new poster over the FMLA poster contained in the 2023-2024 Required Poster Set. The poster must be displayed in a conspicuous place where employees and applicants for employment can see it. 

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

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.”

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.