Employment Practices

Artificial intelligence is becoming part of everyday dental practice operations – from diagnostic tools to patient communication and even hiring….

If you interview job candidates, you need a red-flag list. A red-flag list is used during the interview process to help identify “warning signs” that candidates aren’t a good fit for the practice or position. Using this list of considerations may curb your turnover and help you avoid a bad hire.

Studies show employee retention increases when employers invest in the initial first months of employment. Doing reviews at the first 30, 60, and 90 days of an employee's tenure with a practice is a great way to provide them with feedback on their performance, and it offers them the opportunity to tell you what is going well and where they need help. Use this form to conduct and document 30-60-90-day reviews with your new employee.  

Use these resources when adopting an alternative workweek (AWW) in a dental practice to ensure all details are met and properly reported to the Department of Industrial Relations. Includes checklist, templates and samples for use during AWW implementation.

California-specific application to help evaluate a candidate’s experience and skills, and information on obtaining authorization for reference checks. 

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.

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.

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. 

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

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

Employers may require employees to be vaccinated for COVID-19 as long as they engage in the interactive process with any employee who requests a reasonable accommodation

Form to document employee refusal of recommended or required flu vaccination.

Use this resource to help navigate and document the interactive process for reasonably accommodating an employee with a disability. ​​

Information and sample form to assist with documenting and addressing employee issues. Handling such situations properly is key to continuing a good relationship, or potentially ending a bad one.

An employee emergency contact form is an onboarding form that employees can fill out to provide you with their emergency contact information in the event of a practice emergency. Employees may also provide any other information that they think you might need to know in case of an emergency, such as food allergies or allergies to any medications.

Keep this form organized in your employee confidential personnel records and review and update annually.

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

Guidelines to help a practice build and maintain employee information while securely storing legally compliant files and documents.

Checklist to help determine if a position meets the exempt (salaried) employment classification. 

Exit interviews are a valuable tool for dental practice owners to gain honest feedback from departing team members. They help to uncover workplace trends, identify areas for improvement and strengthen employee retention strategies.

Employers should develop a policy to accommodate any worker who meets one of the exemptions from wearing a face mask. If a worker is unable to wear a mask due to a medical condition, they should be provided with a non-restrictive alternative, such as a face shield with a drape attached to the bottom edge, for example. Employers may provide this form to an employee to obtain medical certification from their health care provider supporting their request for an accommodation.

Unexpected emergencies can affect your practice and your employees. Below are a few common scenarios employers should know about paying and scheduling their California employees.

California law requires employees receive their final paychecks within a certain time based on the reason they separated. 

Provides extensive questions and considerations to guide you through the interview and associate agreement process.

This toolkit covers recruiting, interviewing, hiring and onboarding, and provides a general list of basic hiring documents. 

Outlines steps for developing policies, posting compliance, notice and distribution requirements, and employee training. CA employers have a duty to take reasonable steps to prevent and promptly correct discriminatory and harassing conduct.

Before bringing an associate into the practice, take the time to carefully examine the basis for this decision and evaluate the possible limitations of adding another dentist.