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

Effective March 29, 2021, Senate Bill 95 ("SB 95") requires that covered employers of 26 or more employees expand supplemental paid sick leave for employees' COVID-19-related absences.

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.

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.

The paid-leave requirements of the FFCRA expired on December 31, 2020. Employers no longer have an obligation to provide paid sick (EPSL) or emergency Family and Medical Leave Act (EFMLA) leave to employees for absences related to the coronavirus.

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.

Form to request and document leave for qualified reasons related to COVID-19.

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.

Provides answers to a series of questions related to employment laws or requirements. Employers are obligated to understand and comply with these laws.

In response to COVID-19, local governments across California have enacted various measures to expand paid sick leave to workers in their jurisdictions. Employers are obligated to be in compliance with local ordinances that govern minimum wage and sick leave in their cities and counties.

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.