Guidelines to bring practice equipment on line after closure.

Intro to Hand Hygiene to help protect you and your patients.

How-to for office closure, reopening; product-specific use.

The benefit available through California’s State Disability Service program provides wage replacement to workers who take time off from work for an ill child, spouse, parent, grandparent, sibling, or domestic partner, or to bond with a child within one year of birth or adoption. Employers should update practice policies to reflect the increase.

Form to gain consent when using employee images or video in your practice marketing materials.

Additional lab costs don't always have to be written off when a patient selects an upgraded service or material. Follow these tips and utilize this form to inform patients of their potential additional financial responsibility.

CDA has achieved a favorable settlement on behalf of dentists in our litigation against Delta Dental. CDA took a stand on your behalf — to protect your right to fair dealings — and we succeeded.

Comparing processors to their competitors can be a daunting task. There is no easy way to do an apples-to-apples comparison, but we will provide you with some of the secrets of the trade, including the types of fee and pricing schedules in the marketplace

As of Jan. 31, 2020, employers should begin using the Form I-9. The new version is dated 10/21/2019 but will not become mandatory until May 1. 

All employers must provide a private lactation location other than a bathroom, near the employee's work area. This new law requires the location to have certain mandatory features, requires employers to have a written lactation accommodation policy, changes the ability to claim an exemption, and expands the available penalties.

The minimum wage for a large employer with 26 or more employees in California will increase from $12 per hour to $13 per hour, and employers with 25 or fewer employees will increase from $11 per hour to $12 per hour on Jan. 1, 2020. Some cities and counties have their own ordinances beyond what is required by state law, with more expected to follow. CDA provides a guide to minimum wage ordinances by city and county and employers are advised to check with their local jurisdictions to ensure they are in compliance.

This sample letter is for use to respond to a dental plan you are not contracted with claims related to the fee discount of a plan with which you are contracted.

Brief compliance guidelines to consider for your practice website and promoting your practice online.

Understand the CA law that regulates what dentists can charge patients for procedures that the policy does not cover AB 2275.

Checking references is a small but important piece of the hiring process. This guide covers why an employer should consider checking prior employment as well as other references during the hiring process. This resource includes a form and sample questions.

Information provided by CA Labor Commissioner's Office on employing minors. Employers in California must follow applicable laws when employing almost all minors under the age of 18.

This Call Evaluation form can be used to evaluate and coach team members on effective scheduling and a positive patient experience

Use this form on a quarterly basis to evaluate the appearance of your practice.

Provides recommendations for practice owners to consider to avoid becoming an easy target for a dishonest employee.

Consider this checklist a comprehensive overview of areas and tactics to consider when creating your practice’s external marketing plan.

Developed by a long-time information technology veteran and electronic health records expert, these checklists will help you start the transition to a new software.

Employers must make available to employees this Cal/OSHA regulation on who can and how to access employee exposure and medical records. This copy is included in the Regulatory Compliance Manual as Appendix 2. Updated Sept 2019.

CDA offers a variety of tools to help you easily navigate the transition into your new profession and your early years.

EPA’s newest rule requires healthcare facilities and other businesses that generate pharmaceutical hazardous waste to properly dispose of the waste. The first part of the rule, the prohibition on “sewering” hazardous pharmaceutical waste, is effective August 21. All nonhazardous pharmaceutical waste that are not controlled substances must be disposed as regulated medical waste. See Dental Office Waste Management Options.

Dentists can avoid unnecessary stress by seeking guidance from CDA Practice Support before complying with a dental benefit plan’s request to conduct a post-payment chart review of patient records. 

Associates may be classified as either an independent contractor or an employee. This toolkit includes information to help you determine how to hire an associate.