Very small businesses, including dental practices with just five or more employees, will soon be subject to the California Family Rights Act’s requirement to provide protected unpaid family leave to their employees.
CDA Practice Support continues to publish frequently asked questions to help dentist-employers understand their obligations and options in the COVID environment. The newest FAQ answers questions about COVID-19 testing, exposure and reporting and employee paid leave.
Soon after the federal Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act took effect April 1, CDA received clarification from contacts within the Department of Labor that dentists and their employees were not included in the “health care provider” exemption as defined under the act, which is part of the Families First Coronavirus Response Act.
The EEOC has prohibited employers from requiring employees to take a COVID-19 antibody test before returning to work.
Many employers across the U.S. may be facing legal issues as they cope with reopening and maintaining their businesses during the COVID-19 pandemic. More than 2,000 lawsuits relating to COVID-19 have been filed in federal and state courts.
Employers in California have a new option for providing legally required anti-sexual harassment training to their employees by the Jan. 1, 2021, deadline. The free online training, launched May 20 by the Department of Fair Employment and Housing, satisfies the requirement under California law.
As California dental practices begin to resume deferred and preventive care according to state guidance, now is a good time for employers to reevaluate their workforce classifications and wage practices.
Understand workplace protections and rules that can help employers navigate the impact of COVID-19 in the workplace and accommodate employees at high risk.
A new state law that would have prohibited employers from requiring employees in California to sign certain mandatory arbitration agreements as a condition of employment did not take effect Jan. 1, as scheduled, and is awaiting final judgment in court.