Employment Practices

California employers still can choose to mandate COVID-19 and flu vaccination for their workers with some potential exemptions. A recent California appeals court decision provides guidance for employers who choose to do so.
 

HIPAA does not prohibit the use of virtual assistants, including those who work outside of the U.S. However, as HIPAA-covered entities, dentists and the business associates they contract with are responsible for ensuring assistants are trained to safeguard patient information.

Dental practices must print and display in the workplace six revised posters issued by the U.S. Department of Labor, California Civil Rights Department and Califoria Department of Industrial Relations.
 

Qualified California small businesses and nonprofit organizations that incurred costs for providing COVID-19 Supplemental Paid Sick Leave between Jan. 1-Dec. 31, 2022, can apply now for up to $50,000 through the state's relief grant program. 

Local dental societies and dentists have successfully launched dental assistant training programs to provide effective, accelerated training to the labor force in their areas. Some of these utilize CDA’s Dental Assistant Training curriculum. Learn more about these local programs and CDA’s upcoming Smile Crew CA Dental Assistant Training Bootcamp. 

CDA encourages its members to take a proactive approach to employee meal and rest break compliance. Doing so requires an understanding of the regulations involved and communicating with employees about them.

The new year always brings new laws for employers in California, and 2023 is no exception for dental practices. The laws run the gamut of employment concerns. Many took effect Jan. 1, while others allow a grace period to fully comply. Many affect employers of every size.

The four-part series explores the crucial stages of finding qualified candidates, successfully integrating new team members into the dental practice and retaining top talent.

Soon, all California employers with at least one employee and no employer-sponsored retirement plan will be required to facilitate CalSavers enrollment for their workers, including new hires within 30 days of hiring. 

Most employees in California, including dental professionals, will gain legal protections from retaliatory actions by employers during emergency situations when a state law takes effect Jan. 1, 2023.

A new state law will increase wage transparency for California job applicants and current employees beginning Jan. 1, 2023, with resulting new job-posting, pay scale disclosure and records-maintenance requirements for covered employers. 

Amendments to the California Family Rights Act and Healthy Workplaces, Healthy Families Act expand employees’ leave rights and take effect Jan. 1, 2023. The changes require covered employers to provide protected bereavement leave and allow employees to take time off to care for a "designated person."