Patient records, communication and marketing considerations and requirements for the new practice owner. This resource includes HIPAA security requirements.

Dental practices moving to paperless systems must consider implementation of technology that captures legally valid electronic signatures.

Use this form to document an employee's request for accommodation from a mandatory vaccine for a sincerely held religious belief.

Use this form to document an employee's request for accommodation from a mandatory vaccine for a medical exemption.

This resource will introduce you to the basics of offering an in-house discount plan. These in-house discount plans offer patients some form of dental coverage or benefit to offset their out-of-pocket cost making it more likely that they will accept a treatment plan. Offering an in-house discount plan can assist with attracting new patients and help retain existing patients, particularly those patients without any form of dental coverage.

Use this form to track track employee COVID-19 vaccination status at-a-glance. This form can be used in conjunction with the Self-Certification of Employee Vaccination Status obtained from each employee. 

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.

Discusses the role of HIPAA business associate agreements and other steps a dentist can take to ensure the privacy and security of patient information following a practice closure or sale.

This form allows for a non-legal guardian to consent to a minor patient’s treatment. It must be signed by a parent or legal guardian.

Create a personalized employee manual using an online tool or a sample employee manual.

Are you confident your patients understand the necessity of diagnostic X-rays? Here are some of the questions you may get from patients and guidance on how to best respond.

Developing a successful marketing plan.

This guide demonstrates patient record best practices. Thorough and accurate patient records are one of your most important tools for telling the story of what happens during treatment.

Both CA and federal law require you to reasonably accommodate employees who want to express breast milk at work. 

Compliance requirements for preventing transmission of aerosol transmissible diseases (ATDs) at health care facilities. 

Must be accessible to public view on the premises where dental services are provided. Required information must be in at least 48-point type.

Use this sample letter and instruction to inform dental plans of a business Tax Identification Number change.

This resource lists frequently asked questions around the practice of dental benefit plan network leasing/sharing. The resource will provide you with insight into the practice of PPO network buying and leasing/sharing.

Use this letter to document Pregnancy Disability Leave (PDL) leave agreements and establish the terms of leave.

CDA recently became aware of a court ruling in the Moneim, DDS, et al., vs. Delta Dental of California litigation. It is our understanding that the court has ruled on some of the legal issues involved in this case, but this ruling is only part of the case as the court divided the case into 2 phases.

Dental plans conduct credentialing, which is the collection and verification of an applicant’s professional qualifications such as relevant training, licensure, certification, and/or registration to practice in a health care field and academic background, as well as an assessment of whether the practitioner meets certain criteria relating to professional competence and conduct.

California prescribers are required to use electronic data prescribing for all prescriptions starting Jan. 1, 2022. Legislation, AB 2789, establishing this mandate was passed in 2018. For additional information on how to get started prescribing electronically and on the new rules, refer to Prescribing & Dispensing Q&A.

Employers of five or more employees must begin to provide up to 12-weeks of unpaid, job-protected leave to eligible employees. Employees who meet the eligibility requirements can take leave for the birth, adoption or foster care placement of a child or for a serious health condition of the employee or a specified family member. Employers should watch for updated notices and update practice leave policies. Check here later for additional resources.

The program is expanding to offer benefits to any employee who takes time off to attend to situations (qualifying exigencies) related to the covered active duty status of the employee’s spouse, registered domestic partner, child or parent who is a member of the U.S. Armed Forces. This new law does not create a right to take a protected leave of absence, merely the ability to collect PFL benefits (after Jan. 1, 2021) if the employee does take the time off.

Form for use by employee requesting leave of absence from work under CFRA because of pregnancy, disability or reasonable accommodation.

List of forms and information needing completion prior to the patient’s first appointment.