Covid-19 Info Hub

Covid-19 Info Hub2021-01-08T08:49:41-08:00

Dear SDDS Members,

We are doing our best to keep you up to date and informed during this Covid-19 crisis. Below we have compiled resources and information to help assist you during this time. The SDDS team is currently working remotely but you can email if you need assistance.

CDA CDA’s Covid-19 Updates Page

The California Dental Association has been regularly updating their Covid-19 (Coronavirus) information page with the latest news. CDA knows that many members are concerned during these times and are doing all they can to provide you with the latest information. Head to CDA’s page to find FAQs, patient screening information, webinars, news articles and more to assist you. CDA’s Covid-19 Updates

CEACalifornia Employers Association (CEA)

Our Vendor Member, the California Employers Association is here to help you with any HR questions during this time. We understand that this time is a difficult one for both employers and employees, let CEA help to answer the HR related questions you may have and help to provide you with resources. CEA Website

Additional Resources

CDA has released an article with frequently asked questions about administering the COVID-19 vaccine, view the article here.

CDA has released an article with frequently asked questions about the COVID-19 vaccine, view the article here.

Inquiries about the COVID-19 vaccine distribution can be directed to
CDA is working closely with Cal/OSHA officials to determine whether dental offices that operate under the more stringent airborne transmissible disease standard are exempt from the new temporary regulations. For now, CDA recommends that practice owners adhere to the requirements outlined in their article, view here.
CDA put out an article to give dentists clarification on applying for HHS provider relief funds. Make sure to act fast as dentists must apply by August 3rd to receive federal relief grant (this deadline has now been extended to August 28th, read the update below). Read the full article and learn more, here.

We received an update from ADA on August 1st letting us know that the deadline for the HHS Provider Relief Fund has been extended to August 28th, view the release from HHS here. ADA has also created an FAQ sheet to help you with any questions you may have on the HHS Provider Relief Fund, view the FAQ document here.

CDA posted that on July 13th, Gov. Gavin Newsom took an additional step to slow the transmission of COVID-19 by closing indoor operations for many business sectors throughout much of the state. At this time, these restrictions do not affect the provision of essential health care services, including dental care. See the full communication, here.
ADA has put together a Patient Return Resource Center for Members. It contains member resources to support you and your dental team in communicating with your patients about how you are putting their health and safety first in a world full of “new normals.” Find it here.
As part of ADA’s Return to Work Toolkit they included patient screening forms. Here is both the English and Spanish version in PDF format. Thanks to ADA for providing this resource!

CDA has created a quick reference chart to understand PPE recommendations, see the PDF here.

CDA put out information letting dentists know that, “The Centers for Disease Control and Prevention no longer recommends that dental care personnel “wait 15 minutes after completion of clinical care and exit of each patient without suspected or confirmed COVID-19 to begin to clean and disinfect room surfaces.”” Read the full communication from CDA, here.
The CDC has shared interim guidelines for dental settings and continue to update the page. To review/read the guidelines provided by the CDC head here.
The California Department of Public Health released some COVID-19 guidance for dentists, read the release here.

Read the Sacramento County ORDER for Dental (Appendix B: Definitions of Dental Care) that was updated on May 1st here. Appendix B which defines services included for dental care can be found on the last page of the PDF.

CDA has created an incredibly handy flowchart on how to handle if there is a case of symptoms/positive test for COVID-19 in your practice! See the information and guidance here.
Our Vendor Member, California Employers Association, has been taking lots of calls from SDDS Members regarding HR questions. They put out an article reviewing the top 7 questions they’ve answered, read through the questions here.

The following is text from an email from the Dental Hygiene Board of California regarding dental hygienists returning to work:

“May 12, 2020


The Dental Hygiene Board of California understands and is sympathetic to the uncertain environment that the Coronavirus (COVID-19) pandemic has created for our licensees. Our mandate is to ensure the health and safety of California consumers by promoting ethical standards and enforcing the laws that govern the dental hygiene profession.

As of May 8, the Governor’s stay home order was modified. California is now in the first phase of Stage 2. Under Stage 2, deferred and preventive dental care may be resumed. Those performing these activities will not be violating the stay home order.

Considering the order modification, the California Department of Public Health (CDPH) issued Guidance for Resuming Deferred and Preventative Dental Care. The Board believes the resumption of deferred and preventative dental care can be successfully completed if the guidelines are followed. We want dental hygienists to return to work as quickly as possible, but in the safest possible manner for all involved including practitioners and patients alike.

We thank you for your patience and all you do for the consumer in providing preventative dental hygiene care and education. Be safe and well.

Dental Hygiene Board of California
2005 Evergreen St., Suite 2050
Sacramento, CA 95815
Ph. 916-263-1978

Our Vendor Member, Swiss Monkey, has written a helpful article on “Dental Practice Operations. Re-Imagined. How COVID-19 May Change the Front Desk Role and the Use of Remote, Specialized Teams.” Read through the article to learn some tips on how you can adapt and re-imagine your practice: check it out here.
For a list of Infection Control regulations head here.

Understanding Mask Types
The following is a chart that describes the differences between mask types:

  • Head here to view the differences between surgical masks, N95 masks, and N95 equivalent masks.

Interim Mask and Face Shield Guidelines
The following contains guidelines on how to use PPE and the potential risk levels associated with them:

  • Head here to read more.

Real vs. Counterfeit Mask Indicators and PPE Guidelines
The following link contains a visual guide to assist in telling the difference between real vs. counterfeit masks, resources for masks, and preferred/acceptable PPE:

  • Head here to learn more about masks and PPE.

The American Dental Association has released an article detailing how to ethically assist your patients, the public, and your staff during the Covid-19 pandemic. View their article here.

SBA Coronavirus Relief Options
The Small Business Administration is offering multiple funding options for those seeking relief during this time.

  • Head here to go to the SBA’s page that explains the different funding options that are available.

Paycheck Protection Program
The Paycheck Protection Program is an SBA loan that helps businesses keep their workforce employed during the Coronavirus (COVID-19) crisis. As of Monday, April 27, 2020 at 10:30am EDT, The SBA has resumed accepting Paycheck Protection Program applications from participating lenders.

  • Head here for more information on the program.

When to Apply for a SBA Loan:

Our Vendor Member, Fechter & Company, let us know about the Paycheck Protection Program which provides assistance to small businesses. To learn more about this program and how to apply head here.

The following are links provided by the California Dental Association. They have been posting information regularly on their website and will be continuing to do so.

Our Vendor Member, MUN CPAs provided us with the following information to relay to our members:

From an email on 3/25/20 titled: What You Need to Know About Paid Medical Leave Under (Families First Coronavirus Response Act)

We’re working hard for you to stay abreast to the tax law updates and relief packages coming out of Washington every day as a result of COVID-19. We appreciate your reliance on us to provide you with accurate and timely information during this time.  We take that responsibility seriously, and are working tirelessly to provide you with that information.  By now you likely have heard about the requirement for employers to offer paid leave to workers affected by COVID-19, to take care of a family member, or to care for a child who’s school or daycare is shut down. This requirement is a result of the Families First Coronavirus Response Act and was signed into law by President Trump last week.

As an employer, we know this leaves you with a lot of questions. There are many details about the implementation of this act that are yet to be clarified, but below are the most important takeaways for you to know today. As always, do not hesitate to reach out to our office if you have further questions.  We will continue to send updates as soon as we get reliable information to pass on to you. We do expect congress to pass a second relief bill sometime this week.  Negotiations are currently ongoing but we expect more to help small businesses like yours when the new bill is passed.

What do I need to do?
As an employer with less than 500 employees the act requires you to offer paid leave for COVID-19 related reasons:

  • Full time employees: 80 hours of paid leave
    – Calculated at their regular rate of pay (as calculated by the FLSA) or the minimum wage, whichever is greater.
  • Part-time employees: Average number of hours worked over a two-week period.
    – If employee works a variable schedule, it is the average number of hours they worked per day over the previous six months. If the employee has not worked this long, it is the reasonable expectation of the employee at the time of hire of the average number of hours per day the employee would normally be scheduled.
  • Until further guidance is issued, we recommend treating this sick leave like any other, running it through payroll and taking the appropriate withholding

Do I get reimbursed, how?

  • Yes, the IRS covers 100% of the expense of leave related to this act. An immediate dollar-for-dollar tax offset against payroll taxes is provided, Where a refund is owed, the IRS will send the refund as quickly as possible. If those amounts are not sufficient to cover the cost of paid leave, employers can seek an expedited advance from the IRS by submitting a streamlined claim form that will be released next week.

Are there exceptions?

  • Yes, Employers with fewer than 50 employees are eligible for an exemption from the requirements to provide leave to care for a child whose school is closed, or child care is unavailable in cases where the viability of the business is threatened. (We are awaiting clarification from the Department of Labor to define these criteria)

When do I have to offer this?

  • The act provides for a 30 day grace period as long as the employer has acted in good faith to comply with the act. To take immediate advantage of the paid leave credits, businesses can retain and access funds that they would otherwise pay to the IRS in payroll taxes. If those amounts are not sufficient to cover the cost of paid leave, employers can seek an expedited advance from the IRS by submitting a streamlined claim form that will be released next week.


  • If an eligible employer paid $5,000 in sick leave and is otherwise required to deposit $8,000 in payroll taxes, including taxes withheld from all its employees, the employer could use up to $5,000 of the $8,000 of taxes it was going to deposit for making qualified leave payments. The employer would only be required under the law to deposit the remaining $3,000 on its next regular deposit date.
  • If an eligible employer paid $10,000 in sick leave and was required to deposit $8,000 in taxes, the employer could use the entire $8,000 of taxes in order to make qualified leave payments and file a request for an accelerated credit for the remaining $2,000.
  • Equivalent child care leave and sick leave credit amounts are available to self-employed individuals under similar circumstances. These credits will be claimed on their income tax return and will reduce estimated tax payments.

Are there limits?

Yes, there are limits…

Covered Reason for Leave Rate of Pay Cap on Payments
(1) The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID–19 The employee’s regular rate of pay (as determined under section 7(e) of the Fair Labor Standards Act of 1938 (29 U.S.C. 207(e)). $511 per day and $5,110 in the aggregate
(2) The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID–19 The employee’s regular rate of pay (as determined under section 7(e) of the Fair Labor Standards Act of 1938 (29 U.S.C. 207(e)). $511 per day and $5,110 in the aggregate
(3) The employee is experiencing symptoms of COVID–19 and seeking a medical diagnosis. The employee’s regular rate of pay (as determined under section 7(e) of the Fair Labor Standards Act of 1938 (29 U.S.C. 207(e)). $511 per day and $5,110 in the aggregate
(4) The employee is caring for an individual who is subject to an order as described in subparagraph (1) or has been advised as described in paragraph (2). Two-thirds of the employee’s regular rate of pay. $200 per day and $2,000 in the aggregate
(5) The employee is caring for a son or daughter of such employee if the school or place of care of the son or daughter has been closed, or the child care provider of such son or daughter is unavailable, due to COVID–19 precautions. Two-thirds of the employee’s regular rate of pay. $200 per day and $2,000 in the aggregate
(6) The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor. Two-thirds of the employee’s regular rate of pay. $200 per day and $2,000 in the aggregate

What we don’t yet know

  • How does a small business get the exemption (to be released next week by Department of Labor)
  • What form do we file to get a refund in excess of the payroll tax deposit liability (to be released next week)
  • How do self-employed individuals qualify?

Our Vendor Member, the California Employers Association has been compiling resources to assist you. Head to their resources page to find webinar recordings, fact sheets, and other resources to help your company navigate through these times.

CEA’s Covid-19 Resources Page

MouthHealthy has released a series of coloring and activity sheets to help children learn the importance of healthy dental care habits while having fun! Great resource to help keep your kids busy and learning about healthy habits during this time.