California dentists are required to follow Cal/OSHA’s “Heat Illness Prevention in Indoor Places of Employment” standard that took effect July 24.
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.
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.
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.
A Los Angeles city ordinance requires employers who hire and retain freelance workers within the city to provide a written contract and timely payment.
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.
