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

Effective January 1, 2023, the State of California is now requiring all employer's to offer a retirement plan to their staff. 

Use this CRD form to request certification from a health care provider for CFRA leaves due to the employee’s own serious health condition or that of a family member.

This for may be used for CFRA and non-CFRA medical leaves of absence or other requested accommodations due to a qualifying disability or serious heath condition.

A form for use by California employers to comply with the California Family Rights Act (CFRA).

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

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.

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

All employers are required to provide a set amount of paid sick leave (PSL) to employees who work California. The law establishes minimum requirements, but employers have options with how they provide and manage the time. 

Use this resource to help navigate and document the interactive process for reasonably accommodating an employee with a disability. ​​

Guidelines to help a practice build and maintain employee information while securely storing legally compliant files and documents.

Outlines steps for developing policies, posting compliance, notice and distribution requirements, and employee training. CA employers have a duty to take reasonable steps to prevent and promptly correct discriminatory and harassing conduct.

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.

This information is provided to help you understand classification exemptions and salary requirements as defined in California wage and hour laws to enhance your knowledge for successful compliance in your practice.

A form to document employee’s voluntary declaration of pregnancy and that employee has been informed of facts on occupational radiation exposure and other information.

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. 

Explains employer obligations and employee rights, eligibility requirements among mandated leaves of absence for pregnancy and baby bonding leaves. California has multiple programs and laws that provide employees time off and wage replacement during pregnancy, maternity/paternity leave, and baby bonding.

Lists posters required at dental offices and required pamphlets. Poster sets are distributed to practice owners biennially. This resource is part of the Regulatory Compliance Manual. Updated October 2022.

Employers of five (5) or more employees must provide information about their CFRA policy and post this information in a conspicuous place where employees tend to gather.

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. 

Form to gain consent when using employee images or video in your practice marketing materials.

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

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

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.

Common scenarios and guidelines for pay requirements for employee meetings and continuing education events.