California employers have new ways to defend and mitigate claims under the California Private Attorneys General Act now that two PAGA reform bills were enacted into law.
Exempt or nonexempt? In California, the distinction is a legal one. Wage and hour orders protect nonexempt employees, and employers…
Recent tragic events and resulting legislation have led business owners, including dentists, to think seriously about workplace violence. As a…
California law prohibits the inclusion of noncompete clauses in employment contracts, voids existing contracts that include noncompete clauses and requires employers to notify employees that the noncompete clauses in their agreements are considered void.
California dental practices are required to establish, implement and maintain a workplace violence prevention plan. CDA resources can help members comply.
Every quarter, CDA publishes a Practice Health Check focusing on a different topic related to the business side of dentistry. Alternative Workweek schedules and employee onboarding are the topics in the second quarter of 2024.
Software that incorporates mandated breaks into scheduling and notifies employees about their required meal and rest periods can save employers from fines, lawsuits and closure.
In a competitive hiring market, dental practice owners have all the more reason to show that they value their current employees.
Employers who are not already following stricter state laws on worker classification must use a more complex multi-factor analysis when determining whether a worker is an employee or independent contractor.
Every quarter, CDA publishes a Practice Health Check focusing on a different topic related to the business side of dentistry. Cal/OSHA documentation requirements are the focus in the first quarter of 2024. CDA members are invited to take the Q1 Practice Health Check consisting of just three questions.
Employees in California are allowed to take five days of paid sick leave up from the current three as of Jan. 1, 2024, under state law.
California’s minimum rose to $16 for employers of every size on Jan. 1, 2024, as a result of inflation. But wages in more than 30 California counties are already higher.
