This form should be used in tandem with your Mandatory COVID-19 Booster Policy.

 

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.

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.  

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.

Employers who wish to implement a reduced wage for employee training and other non-productive time may use this template to inform and document the new practice policy. 

Employers must establish a method to track unvaccinated or incompletely vaccinated workers for weekly COVID-19 testing. Use this sample form to track weekly testing.

Use this form to document an employee's request for accommodation from a mandatory vaccine for a sincerely held religious belief.

Use this form to document an employee's request for accommodation from a mandatory vaccine for a medical exemption.

Employers may require employees to be vaccinated for COVID-19 as long as they engage in the interactive process with any employee who requests a reasonable accommodation

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

Use this form when an employee reports symptoms, exposure or positive test for COVID-19 to help track the incident.

Use this form to obtain verification and proof of vaccine status for each employee's confidential personnel file.

Use this form to track track employee COVID-19 vaccination status at-a-glance. This form can be used in conjunction with the Self-Certification of Employee Vaccination Status obtained from each employee. 

The following FAQ generally applies to California’s Mandatory Paid Sick Leave Law and are based on calls received by CDA Practice Support.

Use this letter to document Pregnancy Disability Leave (PDL) leave agreements and establish the terms of leave.

Use this form for each employee to keep track of the variety of documentation and tracking of other time off available to the employee during such a leave of absence. 

All employers covered by CFRA must provide information about CFRA to their employees and post this information in a conspicuous place where employees tend to gather.

A comprehensive resource to help employers navigate the complexities of CFRA compliance as of January 1, 2021, including determining employee eligibility, meeting time-sensitive obligations and managing leave.

Form for use by employee requesting leave of absence from work under CFRA because of pregnancy, disability or reasonable accommodation.

Checklist to ensure completion of all necessary documentation for an employee's CFRA leave request. For employer use only.

Designation of a CFRA leave is a two-step process: employee notice of the need for a CFRA leave and employer designation of the leave as CFRA leave.