California Employment Law- A Dentist’s Guide

You should take essential actions as the owner of a dental office in California as you negotiate employment law. By studying this manual, you will better understand adherence and the dangers of breaking the law. Contacting an Irvine Dental Attorney is crucial in such cases.

Existing legislation mandates that companies with 50 or more employees train all senior staff members in sexual harassment prevention for at least two hours within the first six months of employment and then at least once every two years after that. However, new legislation (Senate Bill 1343) mandates that all California firms with 5 or more workers provide the following:

  • Supervisory staff should receive at least 2 hours of training on sexual harassment prevention; in addition.
  • All non-supervisory staff should get sexual assault prevention training for at least an hour.
  • Temporary and seasonal workers must also receive training within 30 days of their hire or after 100 hours, whichever comes first. Every two years, all staff must receive this training again in the same way.

How to Appoint Your Team Legally?

Every doctor knows how a capable team’s positive effects on practice. But not all medical professionals are conscious of the employment process’s possible dangers. We go over interview questions to steer clear of the below.

What not to ask interview subjects?

  • Employers are not permitted to inquire about a job applicant’s wage history or to use such data to decide whether to offer them a position or what pay to provide them with.
  • The Fair Chance Act of California, sometimes known as the “Ban the Box” law, forbids companies with five or more employees from inquiring about a job applicant’s criminal record until a contingent appointment has been made.
  • Employers are not permitted to ask job applicants about their race, ethnicity, nationality, religion, gender expression, pregnancy status, age, genetic information, citizenship, marital status, or how many children they have.

You risk future litigation that might cost you money, time, and sometimes even your image if you do not follow state law.

You can assess a candidate by posing inquiries that highlight their:

  • Technical expertise to do the task at hand
  • Aspirational capabilities that boost motivation and initiative
  • Personality compatibility with patients, managers, and other team members
  • Fit your practice with your values and personality

Keep the following things in mind when conducting workplace interviews:

  • Creating a skills test structure
  • Production time for the work
  • ensuring that the working interview does not interfere with the routine
  • providing adequate notice of the working interview to your team members