Laws & Regulations

Includes information related to the many laws that affect an employer, including topics such as pregnancy leave, Independent contractor status, and record retention criteria.

Know your employee pay requirements during a utility power failure
With planned power shut-offs developing across California in attempt to avoid wildfires, employers are wondering how they are to compensate their nonexempt employees when businesses are unable to be open for work due to power failures. Employers generally are obligated to pay “reporting time pay” to hourly employees when these employees are required to report for work and aren’t provided at least half of their usual hours for the day.
'ABC test' is now the law, but it's not a free ticket for independent contractors
Beginning Jan. 1, 2020, it will be more difficult for most employers in California to classify workers as independent contractors, rather than employees, and in some cases will make employees out of independent contractors. And although CDA secured an exemption for dentists, employee classification still isn’t clear-cut, and dentists will need to err on the side of caution when classifying their workers.
Proceed with caution when making pay deductions for salaried employees
The decision to classify your employee as exempt or nonexempt should not be taken lightly. The distinction between the two is significant, and the two are also managed very differently. Therefore, employers should understand not only how to determine an employee’s classification but how to follow appropriate pay requirements as well.
Workers' compensation: Your obligations as an employer
The responsibilities of dental practice owners extend far beyond patient care. As an employer, you also have an obligation to ensure you are following workers’ compensation laws. Workers’ compensation insurance provides state-mandated benefits to employees who suffer an injury or illness that arose out of or occurred in the course and scope of employment.
Oh baby, baby! A practical guide to managing pregnant employees in your practice
Every employer at a dental practice will likely manage a pregnant employee at least once in their career, and most employers will have at least one question about pregnancy leave and the law. CDA Practice Support has received calls from puzzled members inquiring about the obligations associated with managing employees’ accommodations, benefits, leave and return rights and pay obligations.
Deadline extended for sexual harassment prevention training
Gov. Gavin Newsom has signed a new bill extending the deadline for sexual harassment prevention training. Under SB 778, employers with five or more employees now have until Jan. 1, 2021, to complete the mandatory one- or two-hour employee trainings to be compliant.
New state law prohibits discrimination based on natural hairstyle
A new state law prohibits discrimination on the basis of hair textures or protective hairstyles that are historically associated with race. Senate Bill 188, also known as the CROWN Act, was signed in July by Gov. Gavin Newsom and will take effect Jan. 1, 2020. California’s Fair Employment and Housing Act was amended by the law to include in the definition of race “traits historically associated with race, including, but not limited to, hair texture and protective hairstyles.”
Employers can now register to help employees save through CalSavers
Eligible employers as of July 1 can now register for CalSavers, the state’s new retirement savings program for private sector workers. Employers are eligible to participate in CalSavers — a Roth IRA (after tax) — if they have five or more employees and do not already offer an employer-sponsored retirement plan. Employers pay no fees for participating in CalSavers.
Recent decision holds that 'ABC' independent contractor test applies retroactively
A California Supreme Court ruling in 2018 that created a stricter standard for determining who meets the definition of “employee” applies retroactively, the Ninth Circuit held in a May 2, 2019, ruling. The decision means the “ABC” test created last year by the California Supreme Court will be applied to cases going forward, as well as to disputes dating back to before the new test was enacted.
Harassment prevention training: More than a compliance box to ‘check off’
Recently enacted laws require employers to provide sexual harassment prevention training, including a law that many California dentists will need to comply with by January 2020, as CDA previously reported. But while important, these laws are only a small part of the harassment prevention puzzle. Recognizing workplace conflict — and taking steps to reduce it — is an important piece of the puzzle.
CDA’s 2019-20 Required Poster Set mails to practice owners in April
Several state and federal agencies require dental practices to conspicuously display specific health, safety and employee rights information in the office. To help its members keep ahead of these posting requirements, CDA produces an easy-to-display poster set to reflect current regulations and compliance requirements. The 2019-20 Poster Set will be available this month and includes notices from the EDD, the Department of Fair Employment and Housing and others.
Compliance essentials: Hiring and paying temporary employees
Commonly, a dental practice will hire a temporary dental assistant, hygienist or front-office staff to fill in briefly for employee sick days, when the practice’s needs have increased or for an employee’s long-term leave of absence. CDA Practice Support finds that many employers are still puzzled about the requirements when hiring, classifying and properly paying these short-term employees.
Deadline ahead to provide new sexual harassment prevention training to employees
A state law that took effect early this year requires that employers with five or more employees provide qualified sexual harassment prevention training no later than Jan. 1, 2020. Practice owners can achieve this new training requirement by registering their dental teams for one or two courses offered this May at CDA Presents in Anaheim.
New laws and regulations took effect Jan. 1: Are you in compliance?
Eight new or updated laws and regulations affecting dentistry and dental practice management took effect Jan. 1. To help ensure members are currently in compliance — and stay in compliance — CDA Practice Support offers summaries of the laws, including what they require and where to go for resources and support.
Paid sick leave compliance and management explained
Implemented in July 2015, California’s mandatory paid sick leave policy requires nearly all employers to provide employees with protected paid sick leave. But if you’re still confused about how to comply with the requirements, rest assured, you’re not alone. CDA Practice Support continues to receive daily calls about compliance and employee management issues related to the state law. Here are the basics for employers.
Employers must provide sexual harassment prevention training to all employees by Jan. 1, 2020
Then-Gov. Jerry Brown last September signed a bill requiring California employers of five or more employees to provide expanded training on sexual harassment prevention to all of their employees by Jan. 1, 2020. Practically speaking, this means employers will need to complete the mandatory one- or two-hour trainings for employees in 2019 to be compliant by the January 2020 deadline.
State and local minimum wages will increase Jan. 1
Beginning Jan. 1, 2019, employers with 25 or fewer employees will pay California’s new minimum wage of $11 and employers with 26 or more employees will begin paying their employees $12. However, if the local minimum wage is higher than the state wage, employers of every size must pay the local minimum wage.
More changes for employment practices beginning in 2019
Four new laws make small but important clarifying changes to existing laws concerning salary history requests, Paid Family Leave expansion, lactation accommodation and defamation protection. But a fifth law significantly changes the requirements of mandatory sexual harassment training — including who must provide it and when and how it’s provided to employees.
New and updated mandatory workplace postings from EDD, Cal/OSHA, others
All employers in California must meet workplace-posting obligations, which include printing and posting current mandatory notices where employees can see them. Employers should be aware of two required notices updated and released recently by the Employment Development Department and the Department of Fair Employment and Housing, as well as updated notices on transgender rights in the workplace, protection of safety and health on the job and more.
Court says California employees must be paid for off-the-clock work
Employees who routinely work off the clock generally must be paid for their off-the-clock work, the California Supreme Court recently ruled. In dental practices, this situation might occur when an employee arrives ahead of scheduled work hours or when they stay past scheduled work hours to complete tasks.
Reference checks: A small but important piece of the hiring process
Recent polls and research suggest that 50-80 percent of resumes submitted by job applicants contain false or inaccurate information about the applicants’ job history or qualifications. Employers who are not already conducting careful reference checks may be more inclined to do so when faced with such an alarming statistic. Checking references is a small step in the hiring process that can provide significant value to employers.
New court decision makes independent contractor criteria stricter

The Supreme Court of California recently ruled that employers must ask themselves three questions as part of an “ABC” test to determine whether someone working for the company should be classified as an employee or an independent contractor. Dentists in California should be aware of the new guidelines as they are more narrow than what dentists may have been used to in the past. 

Disappearing act: Has your employee abandoned you?
Employees miss work for myriad reasons, but what happens when an employee is a no-show and has not communicated with the employer about his or her absence? There are no telephone calls, emails or texts — the employee has made no contact of any kind with the employer. While this can be a frustrating situation, it is not a “free ticket” to terminating the employee.
Employee or independent contractor?
For many years, dental practice owners have treated associates and some registered dental hygienists as independent contractors. Practice owners need to be aware of updates to California laws that specifically pertain to independent contractors and that these laws have increased the penalties for the misclassification of workers.
CDA's Sample Employee Manual updated with new and revised policies
Having an up-to-date, legally compliant manual can play a critical role in helping employers follow new employment laws and manage employees in the practice. CDA Practice Support is pleased to share that the Sample Employee Manual, a downloadable resource for members, has seen a transformation in 2018. Aside from a reorganization of the contents, the revised manual contains more than a dozen new and revised policies.
Updated Legal Reference Guide for California Dentists features all-CDA content
In their day-to-day practice, dentists and their teams must know and comply with federal, state and local laws — from the layered requirements of federal and state employment laws to the dentistry-specific California Dental Practice Act to local laws that enforce building codes. A first resource for dentists to help them navigate these laws is the Legal Reference Guide for California Dentists, updated and published in January by the CDA Practice Support experts.
Managing employees in natural disasters, other unexpected events
Flooding and wildfire evacuations have become an all-too-common concern in California. Not only do employers and employees have personal concerns, but employers must also be mindful that obligations pursuant to state employment laws and other considerations do not stop in times of disaster. Safety and security, wage and hour laws and leave of absence have employers wondering what happens next.
Employers should implement new tax withholding tables for 2018
To comply with the 2017 Tax Bill signed into law in December by President Donald Trump, the IRS on Jan. 11 issued revised tax withholding tables for employee paychecks. “Employers should implement the 2018 withholding tables as soon as possible, but not later than Feb. 15, 2018” states the IRS in Notice 1036, which provides “early release copies” of the percentage method tables for income tax withholding.
Essential elements of a wage statement in California
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. Employers must know the legal requirements for wage statements and ensure that wage statements are compliant.
Updates to 2017-18 Required Poster Set
Regulatory changes have occurred since the printing of the 2017-18 CDA Required Poster Set. As of December 2017 the three changes are: an updated Wage Order 4-2001 to reflect increases in the state minimum wage; a “Transgender Rights in the Workplace” poster that must be posted beginning Jan. 1, 2018; and an updated “Safety and Health Protection on the Job” notice.
Beginning Jan. 1, 2018, the hourly minimum wage for employers with 25 or fewer employees will increase to $10.50 per hour. For employers with 26 or more employees, the minimum wage will increase to $11 per hour. Employers with exempt employees should evaluate employee salaries, as exempt employees in California generally must earn a minimum monthly salary of no less than two times the state minimum wage for full-time employment.
Ban-the-box law, new leave mandate, other laws take effect Jan. 1
Gov. Jerry Brown on Oct. 14 signed into law Assembly Bill 1008. This statewide “ban-the-box” law generally bars employers with five or more employees from asking an applicant to disclose conviction information until the employer has made a conditional offer of employment. If an employer later decides to revoke the offer based on an individual's criminal history, the employer must undertake a procedure called the “fair chance” process.
Follow the law when paying overtime, travel, education and more
Jammed schedules, late patients, lunchtime meetings, excess overtime, early morning staff huddles, meal and rest break requirements: All can tempt practice owners to find myriad creative ways to manage employee costs. This article, part 2 of a two-part series, covers compensation for time worked; payment of overtime; meal and rest break requirements; and the requirements of paying for education and travel.
All employers required to e-file and e-pay with EDD in the new year
Beginning Jan. 1, 2018, employers of every size will be required to register with the Employment Development Department’s e-Services for Business and file all wage reports and employment tax returns and pay all contributions for unemployment insurance premiums electronically. The electronic filing requirements of Assembly Bill 1245 are intended to increase the accuracy and security of data and improve the processing speed of returns and payments.
Determining employee classification, status and more
Practice owners who are unfamiliar with complex labor laws or are not paying wages appropriately could be risking an unwelcome invitation to a wage and hour claim or lawsuit. It is important that employers review and understand the basic principles of wage and hour laws and follow both the federal standards and California laws that provide greater protections for employees.
Know your compliance dates
In one handy place, CDA members can find the details, deadlines and resources they need to ensure their practice complies with upcoming laws and regulations. Check out “Are You in Compliance?” on the CDA Practice Support homepage.
Employers must use newest Form I-9 beginning Sept. 18
The U.S. Citizenship and Immigration Services on July 17 released a new Form I-9, Employment Eligibility Verification. Practice owners who are hiring or planning to hire employees soon may continue to use the current version of the Form I-9 or may choose to use the new version of the form through Sept. 16, but must begin using the updated Form I-9 beginning Monday, Sept. 18.
New regs limit use of criminal history in hiring decisions
Many employers are choosing to hire third parties to conduct background checks on applicants who have been offered employment. In addition, depending on the nature of the position and essential job functions, employers are requesting reports about an applicant's driving and criminal record. As of July 1, under the Fair Employment and Housing Council, there are additional legal limits on employers obtaining and using this type of information.
Staying current on employment law helps avoid liability
Many dentists dream of opening their own practices. And while they may have spent years refining their clinical skills, they are often less familiar with the business side of dentistry. This is especially true when it comes to employment law, an area of frequent claims against dental practice owners. Dentists should heed particular caution to the rules and regulations surrounding meal and rest periods.
Minimum wage, paid sick leave increases take effect July 1
A number of local minimum wage increases across California will take effect July 1, 2017. Eligibility rules may vary among these locations. Practice owners should review the individual city ordinances and follow posting requirements to be in compliance. Employers should update practice employee manuals and policies accordingly. Employers in the cities of San Francisco and Los Angeles are also due to comply with local leave laws beginning July 1.
New health care reimbursement option for small employers
Offering health care reimbursement benefits for employees used to be commonplace; however, with the implementation of the Affordable Care Act, these arrangements are no longer lawful. Employers who fail to meet the insurance reform requirements and continue this practice could face penalties of up to $100 per day for each affected individual. Now, this is changing with the new Qualified Small Employer Health Reimbursement Arrangement.
When practice owners develop their employee manuals, they should take care when establishing an introductory or probationary period policy. These policies can create misunderstandings for employees if the employer does not clearly communicate the purpose of the policy to the new employee, whether it is for performance evaluation or benefits eligibility.
Practices required to post updated Wage Order 4
As a best practice, all California practice owners or employers should know the applicable wage order for their business and employees along with the regulations contained in it. Dental practices typically fall under Wage Order 4 — specifically, Order No. 4-2001. The California Department of Industrial Relations updated Wage Order 4-2001 to reflect the 2017 and 2018 increases in the state minimum wage and also updated meal and lodging credit amounts.
Get answers from Practice Support experts at CDA Presents
Addressing patients’ clinical needs is what every dentist is taught in dental school. What a dentist is not taught is how to run a small business with employees and how to navigate patients’ benefit plans. CDA Practice Support experts will be on-site at CDA Presents Anaheim, at the Member Benefits Center, to answer members’ questions about dental benefits, employment and regulatory issues. Additionally, each expert will present a free one-hour lecture at The Spot Educational Theater. Topics include the dental benefits grievance process, HIPAA compliance essentials and lesser known employment laws.
New poster sets to stay ahead of labor law requirements
Many dentists manage risks in areas beyond clinical care. A telling example is the requirement for all employers to post workplace labor law notices, since failure to comply in this area alone can result in substantial fines. To assist members in the business ownership side of practice, CDA prints a full set of required posters every two years. The 2017-18 set is now available for distribution.
Top trending CDA Practice Support resources
Here are the top-five trending CDA Practice Support resources in the categories of practice management, employment practices, dental benefit plans and regulatory compliance. Featured are the “Exempt Employee Sample Offer Letter,” “Effective External Marketing Strategies Checklist” and more.
Supreme Court issues decision on employee rest periods
The California Supreme Court on Dec. 22 issued an important decision in a case (Augustus v. ABM) involving the security guard industry. In its simplest form, the ruling stated that “… state law prohibits on-duty and on-call rest periods. During required rest periods, employers must relieve their employees of all duties and relinquish any control over how employees spend their break time.”
'Are you in compliance' with 2016 laws and regulations?
From displaying California's Whistleblower Protection notice to registering with CURES 2.0, dental practices were to comply with 12 laws and regulations that took effect in 2016. Presented here are summaries of these new laws and regulations along with explanations of what dentists must do to comply with them.
Copies of Form W-2 must be filed by Jan. 31
The Internal Revenue Service moved the annual deadline for filing copies of employees’ Form W-2, W-3 and certain forms reporting nonemployee payments to independent contractors with the Social Security Administration. The new deadline of Jan. 31 was established to make it easier for the IRS to legitimize tax returns and spot errors in order to reduce fraud and improper payments.
Completed Assurance of Compliance form required
Dental practices that are required to comply with Section 1557 of the Affordable Care Act must complete and submit to the U.S. Department of Health and Human Services the Assurance of Compliance form. HHS 690 can be downloaded, completed and mailed or completed and submitted online.
New state minimum wage to take effect Jan. 1
Many California employees will begin earning a new minimum wage on Jan. 1, 2017, per legislation signed by Gov. Jerry Brown in April. Under the new state law, dental practice owners with 26 or more employees must begin paying a minimum wage of $10.50. Practice owners with 25 or fewer employees have an additional year to comply with the law.
New overtime rule blocked by federal judge
A federal judge in Texas on Tuesday, Nov. 22, issued a nationwide injunction blocking implementation of the U.S. Department of Labor's Fair Labor Standards Act (FLSA) rule concerning overtime pay for certain employees who are currently classified as exempt from overtime. The injunction follows lawsuits filed by multiple states and business groups.
New, easier to use Form I-9 available now
Practice owners who are hiring or planning to hire new employees soon should use the newest version of the Employment Eligibility Verification, Form I-9. The new form clarifies several points of confusion for employees and employers and is designed to be easier to use.
Ensure compliance with OCR's final rule on Section 1557
Dentists participating as providers in the Denti-Cal program, along with provider entities who have received “meaningful use” funding from HHS and those dentists who participate as Medicare Part C plan providers, should be fully complying with the U.S. Department of Health and Human Services’ Office for Civil Rights’ final rule concerning Section 1557 of the Affordable Care Act.
Practice owners must post 'Time Off to Vote' notices
Employers are required to post a notice 10 days prior to an election advising employees of provisions for taking paid leave for the purpose of voting in statewide elections. The notices should be posted where employees congregate most often, or where employees enter and exit the workplace.
Top trending CDA Practice Support resources
Here are the top-five trending CDA Practice Support resources in the categories of practice management, employment practices, dental benefit plans and regulatory compliance.
'Are You in Compliance?' Use new resource to track key dates
Now, in one handy place, CDA members can find the details, deadlines and resources they need to ensure their dental practice is in compliance with upcoming laws and regulations. On the main Practice Support webpage, the new “Are You in Compliance” section lists laws and regulations that dental practices will need to comply with.
Top trending CDA Practice Support resources
Here are the top five trending CDA Practice Support resources in the categories of practice management, employment practices, dental benefit plans and regulatory compliance: housekeeping schedule; reclassification of exempt employees; sample patient appreciation letters; dealing with refund demands; and Cal/OSHA training requirements.
Civil rights rule compliance required by Oct. 16
CDA has developed California-specific resources to assist dentists in meeting the Oct. 16 deadline for compliance with the U.S. Department of Health and Human Services’ Office for Civil Rights’ final rule concerning Section 1557 of the Affordable Care Act.
Employers required to e-file and e-pay with EDD under new law
Beginning Jan. 1, 2017, employers with 10 or more employees will be required to register with the Employment Development Department’s e-Services for Business and to file all wage reports and employment tax returns and pay all contributions for unemployment insurance premiums electronically. All employers will be required to register and file under this new law beginning Jan. 1, 2018.
Top trending CDA Practice Support resources
Below are the top five trending CDA Practice Support resources in the categories of practice management, employment practices, dental benefit plans and regulatory compliance.
What a hygienist can do while the dentist is away
CDA Practice Support has seen an increase in the number of calls about the duties a registered dental hygienist can perform while the owner dentist is out of the office.
Resources for July 18 civil rights rule deadline
The U.S. Department of Health and Human Services’ Office for Civil Rights issued a final rule recently that seeks to improve patient access to quality, affordable health care by prohibiting discrimination based on race, color, national origin, sex, age or disability; enhancing language assistance for individuals with limited English proficiency; and protecting individuals with disabilities.
Importance of following meal and rest break policies
One of the issues dental team members can face is finding the right time to take a meal or rest break. The busy day, especially for smaller practices with a small staff, sometimes doesn’t leave a lot of time to easily take a break.
Exempt vs. nonexempt: understand employee classifications
Employee classification is an important and complex piece of being a business owner, and that applies to dentists who own a practice. By a general principle, exempt employees possess management and decision-making responsibilities as a majority of their essential job functions (51 percent minimum).
New overtime rules to take effect
The U.S. Department of Labor released new Fair Labor Standards Act (FLSA) rules that require employers to pay overtime to exempt employees who earn salaries less than $47,476 per year, beginning Dec. 1, 2016.
5 steps to take with leave of absence request
One of the most potentially challenging situations dentists can face in their practices is managing employee leaves of absence. A new mom requesting additional leave after pregnancy leave has already been exhausted. An employee presenting a doctor’s note indicating the need for an undefined period of time for a medical condition.
A dentist's role in reporting child, elder abuse
Abuse represents a spectrum of behavior. It is repetitive in nature and fatal abuse is often preceded by minor manifestations of maltreatment, which could be overlooked by dentists and their staff. Under California law, each person licensed by the Dental Board of California and Dental Hygiene Committee of California is a “mandated reporter” for known or suspected abuse or neglect of a child, elder or dependent adult and incidents of violence.
New law increases dentist obligations in legal cases
As a result of recently passed legislation, dental practices now have more of an obligation to make patient records available in legal cases. If an attorney at law or his or her representative presents a written authorization signed by an adult patient, the patient’s legal representative, a parent or guardian of a minor, or the heir or personal representative of a deceased patient, a dental practice must promptly make all of the patient’s records under its custody or control available for inspection and copying by the attorney or their representative.
Handling sick leave accruals as of Jan. 1
The new California sick leave law took effect on July 1, 2015, requiring nearly every employer in the state, including dentists, to allow all of its employees at least three paid sick days each year. The law provides that employees receive an hour of paid sick leave for every 30 hours worked. Now that offices have policies in place, questions have arisen from dentists regarding how to handle sick leave accruals as of Jan. 1.
New changes to sick leave law approved
A new bill has been signed by Gov. Jerry Brown to clarify and simplify requirements under the new sick leave law in California, which went into effect July 1 and requires employers to provide three paid sick days each year to their employees. AB 304, which became effective July 13, does not change the three-day sick leave law, but is intended to alleviate some of the difficulties in implementing its requirements.
CDA provides clarity on sick leave law misconceptions
The new sick leave law requires nearly every employer in California to allow all of its employees at least three paid sick days each year. The law provides that employees receive no less than an hour of paid sick leave for every 30 hours worked. One of the misconceptions among dentists is that they must pay for the time up front, if the time is provided as a lump sum (three days, front-loaded).
The effective date for employers to begin providing mandatory sick leave to all employees has arrived (July 1), and in addition to updating policies, dentists must also distribute a new/updated employee notice by July 8.
What to expect when your employee is expecting
Not only must dentists stay up to date on advances in technology, they must also stay current on ever-changing employment laws. As owners or partners of practices, employee issues will always be of concern and importance to dentists. A pregnant employee usually prompts many questions and concerns in the office, for the dentist and the staff as well as the employee herself. It is best to know how to handle these situations before they arise.
CDA answers top mandatory sick leave questions
With the impending July 1 deadline for employers to begin providing mandatory sick leave to all employees, CDA Practice Support has answers to top questions you’ve been asking about how the law applies to your practice. The new law requires nearly every employer in California to provide all of its employees paid sick days each year.
Sick leave law compliance deadline approaching
The effective date for employers to begin providing mandatory sick leave to all employees is July 1, or on the first day of employment for new employees — whichever is later. The new law requires nearly every employer in California to allow all of its employees at least three paid sick days each year. Here is what dentists need to know.
Handling employee pregnancy and baby bonding leaves
Many dental practices, because of their small size, may not be required to provide benefits to employees under the Family and Medical Leave Act (FMLA) or the California Family Rights Act. However, there may be other laws that do apply to employee leave. We have listed the four types of leaves for baby bonding/pregnancy that dentists and their staff should be aware of as well as a description of who is eligible and the amount of leave available under each type.
Dentist 'working interviews' can be complex
While working interviews may seem ideal, and many employers offer potential candidates the opportunity to work in their office and “show their stuff,” the process is more complex. Each candidate must be added to your payroll. You can provide them a check at the end of the workday, but in the eyes of the Internal Revenue Service and the Department of Labor, they are each full-fledged employees and you must ensure that you are following appropriate employer obligations.
New law requires employers to provide 3 paid sick days
A new law that takes effect in July 2015 requires nearly every employer in California to allow all of its employees at least three paid sick days each year. The new law provides that employees receive an hour of paid sick leave for every 30 hours worked. Caring for themselves or family members can be the reasons for taking the sick leave. Dentists should review their current sick leave policies and make sure they meet the minimum requirements of this new law.
Counties mandate flu precautions for health care workers
A few Northern California public health departments are ordering mandatory flu vaccine or mask-wearing for health care workers, including dentists. The order applies to dental practices in Santa Clara, Sacramento and Contra Costa Counties.
ACA requires employee notification by October 1
The Affordable Care Act (ACA) amended the federal Fair Labor Standards Act, creating a requirement that employers provide a notice to all employees of the existence of the newly formed insurance marketplace available to them along with information on how to contact the insurance marketplace to request assistance in purchasing coverage if the employee chooses to do so.
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