Answers to members' questions about Delta Dental’s announced contractual changes announced for Jan 1. 2023.

Use this CRD form to request certification from a health care provider for CFRA leaves due to the employee’s own serious health condition or that of a family member.

This for may be used for CFRA and non-CFRA medical leaves of absence or other requested accommodations due to a qualifying disability or serious heath condition.

A form for use by California employers to comply with the California Family Rights Act (CFRA).

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

Designation of a CFRA leave is a two-step process: employee notice of the need for a CFRA leave and employer designation of the leave as CFRA leave.

Checklist to ensure completion of all necessary documentation for an employee's CFRA leave request. For employer use only.

Use this notice to document termination, permanent change in an employees schedule, decrease in pay and more. Employers must give immediate written notice to the employee of a change in the employment relationship.

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.

Answering frequent questions about third party collection agencies. Things to know to stay in compliance with HIPAA and CMIA while working to collect past due patient balances.

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.

All employers are required to provide a set amount of paid sick leave (PSL) to employees who work California. The law establishes minimum requirements, but employers have options with how they provide and manage the time. 

Info on practice management audits: practice strategic plan, production goals and revisions to schedule, chart audit, financial audit, billing, and how to update management policies and procedures.

Provides best practice preparation and checklists for conducting performance evaluations. Includes sample form to document an evaluation of an employee's performance.

This form should be completed by each new patient or a new patient’s legal guardian. Additionally, this form should be reviewed at each patient appointment with changes noted and signed for. Used with permissions from TDIC.

Use form to document patient’s decision. The form is part of the Regulatory Compliance Manual. Updated Sept 2015.

Resources that support the prevention and management of patient and team conflict.

Use this sample form to obtain patient consent for use or disclosure of patient information as required by HIPAA and state law.

Document prescriber’s discussion with a minor and guardian on opioid risks prior to prescribing the medication in non-emergency circumstances.

Overview of the payment arrangements to consider once an Associate begins providing treatment in a dental practice. 

Contains a list of legally required forms, regulatory and billing considerations as you prepare for your new associate.

This is a summary and FAQ of the Dental Board’s continuing education regulations. To determine if a CE provider is registered with the Dental Board, use the Department of Consumer Affairs database.

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

This sample addendum to the injury and illness prevention plan has been updated for consistency with the Cal/OSHA nonemergency COVID-19 prevention regulation effective in 2023

This form should be used in tandem with your Mandatory COVID-19 Booster Policy.

On Jan. 9, 2024, CDPH updated its COVID-19 guidance documents on isolation and on testing. Cal/OSHA, on the same date, revised its FAQs which explain how CDPH changes impact the nonemergency COVID-19 Prevention regulation. CDPH changed the definition of “isolation period,” thus creating the possibility of a shorter isolation period for infected individuals. Cal/OSHA reinforced testing requirements for employees who are symptomatic at work or have close contact exposures at the workplace. Masks must be worn at the workplace by employees who return to work 10 or fewer days after they first experienced symptoms or had a positive test.

On Jan. 9, 2024, CDPH updated its COVID-19 guidance documents on isolation and on testing. Cal/OSHA, on the same date, revised its FAQs which explain how CDPH changes impact the nonemergency COVID-19 Prevention regulation. CDPH changed the definition of “isolation period,” thus creating the possibility of a shorter isolation period for infected individuals. Cal/OSHA reinforced testing requirements for employees who are symptomatic at work or have close contact exposures at the workplace. Masks must be worn at the workplace by employees who return to work 10 or fewer days after they first experienced symptoms or had a positive test.