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.

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

Do you have five or more employees? The state of California is now requiring any employer with five or more employees to offer a retirement plan to their staff. Covered employers must register by June 30, 2022.  Employers with a qualifying 401(k) plan may register as exempt.

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.

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.

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

Presentation to help practice owners understand why written policies are vital to practice success. It covers the elements necessary for employment law compliance, common policy mistakes and reviews new employee protocol best practices.

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

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

California law contains very specific requirements for the information employers must put on employees’ wage statements and imposes financial penalties on employers who don’t follow those requirements.

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. 

Assists dentists in determining the classification of hygienists as exempt employees. This is a very important status, and the classification is often misunderstood.

Factors to consider when determining employee classification as an employee or independent contractor. Dentists should clearly understand the definition of an independent contractor as a vendor relationship in order to avoid potentially costly misclassification penalties.

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. 

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. 

Explores such topics as continuation of medical benefits, employers legal rights, duration of leave, required paperwork and the options for a small office.

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 May 2022.