It can be challenging to balance the roles of healthcare provider and employer, but it doesn't have to be. Find resources to help hire your dream team and keep your staff productive and happy. Get advice on how to write job descriptions, create applications, set office policies, establish alternative work schedules, and terminate an employee. In addition, all of this is supported by an Employee Manual that can be customized to your practice.
Employers of five or more full-time or part-time employees must make PDL available to employees. This resource outlines updated 2022 leave obligations and provides guidance for employers managing pregnancy leave and accommodation considerations.
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.
A recent update to federal law providing additional rights to parents who must express breast milk at work has impacted the federal Minimum Wage poster. Known as the “PUMP” Act (Providing Urgent Maternal Protections for Nursing Mothers), the law impacts employers who are not covered by California’s more expansive protections. Since it came into effect employers must accommodate nursing mothers by, among other things, providing a location other than a bathroom to express breast milk. California has required lactation accommodation for a number of years and requires notices to employees above and beyond poster notice requirements.
The following FAQ generally applies to California’s Mandatory Paid Sick Leave Law. Several California cities have implemented their own local ordinances offering more generous allowances.
Effective January 1, 2023, the State of California is now requiring all employer's to offer a retirement plan to their staff.
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.
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.
This form should be used in tandem with your Mandatory COVID-19 Booster Policy.
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.
The ordinance sets forth certain requirements for employers retaining freelance workers (bona fide independent contractors) operating within the City of Los Angeles. Among other requirements and protections, the ordinance establishes a requirement that a written agreement be in place. Read more about the requirements of the ordinance here.
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.
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.
This recommendation is current as of August 1, 2022.
Employers should continue to evaluate employee health regardless of COVID-19 vaccination status.
Checklist to help determine if a position meets the exempt (salaried) employment classification.
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.