In California, the dental industry is set for employment law changes in 2024. Below is the third of a three (3) part article series regarding the new law changes that every practice owner must be aware of.
Workplace Violence Prevention Plans
The new law will require employers to develop and implement a workplace violence prevention plan (WVPP) by no later than July 1, 2024. The law will require employers to record and track incidents and reports of violence in a log; train employees on the WVPP; develop and maintain records of workplace violence hazards, evaluation, and corrective measures.
Basic Labor Rights for Minors Seeking Work Permits
Beginning August 1, 2024, any minor seeking a request for work permit must be provided with a notice explaining basic labor rights. The notice document must be provided before or at the same time the permit is sought and, if provided electronically, it must be provided in additional languages other than English.
Extension of the Small Business Mediation Program
This law established that employers with 5 – 19 employees and their current or former employees have the right to mediate certain disputes before the employee can file a lawsuit. Covered employers and their employees or former employees can mediate disputes concerning an employee’s right to family care or medical leave, as well as bereavement leave, at no cost to either party. The program established by this law was initially scheduled to end on January 1, 2024, but it has been extended through January 1, 2025.
In Summary
The new law changes are very complex. Dental practice owners, as well as all employers, should consult with an employment law firm in order to determine the best course of action regarding changes in the law.
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