Like your dental instruments, employee records must be carefully stored and protected.
Recent actions by the Trump Administration have some dentists wondering if they should develop or update workplace policies to address potential audits or other requests from immigration enforcement officials.
temporary workers are entitled to many of the same legal protections as permanent employees under California labor laws.
Learn about voluntary and involuntary separation, the at-will employment relationship in California, required documentation and notices and best employer practices.
CDA provides guidance for dentist-employers who must ensure their unlicensed dental assistants complete the dental board-approved eight hour infection control course per the new timeline.
Why do employees abandon their jobs — and when is it not abandonment? Employers should have a policy that clearly states the consequences of no-call, no-show behavior.
In dentistry, where the demands of patient care and business management intertwine, practice owners often experience the complex challenge of…
As part of CDA’s ongoing efforts to support member-dentists in their roles as practice owners and California employers, new sets of required posters will be available at no cost in the spring of 2025.
Election season brings countless charged conversation topics that can polarize the friendliest practice teams.
California dentists are required to follow Cal/OSHA’s “Heat Illness Prevention in Indoor Places of Employment” standard that took effect July 24.
California employers have new ways to defend and mitigate claims under the California Private Attorneys General Act now that two PAGA reform bills were enacted into law.
Exempt or nonexempt? In California, the distinction is a legal one. Wage and hour orders protect nonexempt employees, and employers who misclassify their employees can face steep penalties.
