A dental practice’s website is a public accommodation and service and is therefore subject to AwDA requirements, meaning the website must be accessible to people with disabilities. A July 27 webinar will cover all that dentists need to know.
California employers must notify employees of potential exposure to COVID-19 at the worksite. This resource details the legal requirements and provides a template for the notice.
CDA Presents The Art and Science of Dentistry virtual convention kicks off May 13 with more than 60 C.E. courses, including exciting courses developed by CDA’s Practice Support and Public Affairs teams. The courses will offer prudent guidance and tips on employment practices, patient communication and dental benefit contracts, and all are designed to strengthen dental teams.
Gov. Gavin Newsom on April 16 signed a bill that requires employers in certain industries statewide to rehire employees who were laid off because of the COVID-19 pandemic. Dental practice owners who hire and employ an individual janitorial staff member to clean their dental office are considered covered employers and must comply with the new obligations.
New federal and state paid sick leave laws related to COVID-19 that were recently passed affect small businesses, including some dental practices. Here’s what practice owners need to know about national and statewide paid sick leave laws and how they apply to their dental office.
A recent California Supreme Court ruling that requires stricter meal practices in the workplace underscores the responsibility of dental practice owners to enforce break policies that are compliant with California laws.
The California Supreme Court on Jan. 14 upheld its 2018 decision that employers’ use of the ABC test to classify their workers applies retroactively for the purposes of California wage orders.
A new law that expands the list of individuals who are required to report suspected child abuse and neglect could apply to certain dental practice employees.
As of Jan. 1, employers may voluntarily provide emergency paid sick leave or emergency paid FMLA leave under FFCRA. If an employer chooses to voluntarily offer leave, it must be used for the same purposes and subject to the same conditions as originally outlined in FFCRA.