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 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 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. 

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.

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

Effective February 19, 2021, Senate Bill 114 ("SB 114") requires that covered employers of 26 or more employees expand supplemental paid sick leave for employees' COVID-19-related absences until September 30, 2022.

Note that the American Rescue Plan Act of 2021, enacted March 11, 2021, amended and extended the tax credits (and the availability of advance payments of the tax credits) for paid sick and family leave for wages paid with respect to the period beginning April 1, 2021, and ending on September 30, 2021.

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.

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

Use this DFEH 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.

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

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

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. 

This resource is an in-depth discussion overview of reasonable accommodations and steps to take when an employee requests an accommodation. 

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 Feb 2021.

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.

Watch lawyer Sue Ann Van Dermyden discusses how to address 'reasonable accommodation' as it pertains to employment and disability laws. Such laws provide valuable protection to disabled employees. When an employee requests an accommodation related to a di