California Employers to Finalize Workplace Violence Prevention Plan
Virtually all businesses and organizations in California—regardless of their size—must have a comprehensive workplace violence prevention plan in place by July 1, 2024. However, it’s not too late. Employers that do not currently have a workplace violence prevention plan in place, should create and implement one to comply with the new legal requirement. Here, our California employment lawyer highlights the key things companies and organizations should know.
Know the Law: Workplace Violence Prevention
Workplace violence is a serious safety issue. It is actually the second leading cause of workplace death nationwide. Our state passed first-of-its-kind legislation designed to ensure employers put comprehensive workplace violence plans in place. The California Department of Industrial Relations (DIR) explains that Senate Bill (SB) 553 amends “Labor Code section 6401.7 to require employers to develop and implement a workplace violence prevention plan.””
Note: SB 553 specifically applies to employers in non-health care settings. California already has existing workplace violence prevention requirements in place for employers in healthcare settings.
The Elements that Your Workplace Violence Prevention Plan Must Satisfy
Cal/OSHA is still developing a comprehensive standard for the best practices for workplace violence prevention plans. Those regulations are not expected to be released until the second half of 2025. Your initial workplace violence prevention plan should meet the following three basic criteria:
- Risk Assessment: The foundation of an effective workplace violence prevention plan begins with a thorough risk assessment. Employers must identify potential sources of workplace violence—including factors related to job location, job type or the nature of the work itself. Employers should conduct an in-depth analysis of past incidents, employee concerns, and potential environmental/operational triggers.
- Preventive Measures: Once risks are identified, employers must develop preventive strategies to mitigate these risks. Employers should establish clear policies that discourage violence, create secure work environments, and implement controls where possible. Training programs are essential for ensuring that all employees understand their roles in preventing workplace violence.
- Incident Response: Finally, an effective workplace violence prevention plan must include a protocol for responding to incidents of violence. The plan should outline steps for immediate response, support for the victim(s), and a comprehensive investigation process. It is imperative that employers in California have a clear system that encourages employees to report incidents without fear of retaliation.
Be Prepared: Employers Must Have a Plan
All employers that are subject to SB 553 must develop and implement a legally compliant workplace violence prevention plan by July 1, 2024. However, even though the deadline has passed, Labor Code section 6401.7 requires employers to be prepared and have a plan in place to avoid and, if necessary, handle workplace violence. A California employment lawyer for employers can help you put the proper plan in place.
Consult With a California Employment Attorney Today
At Sloat Law Group, our California employment lawyer provides proactive legal guidance and support to clients. Our firm even offers tools and resources to help your company implement a legally compliant workplace violence prevention plan. If you have any questions about setting up a workplace violence prevention plan, please do not hesitate to contact us for a confidential consultation. Our firm works with employers in Coachella Valley, Riverside County, and all across California.
Sources:
dir.ca.gov/dosh/dosh_publications/WPV-General-Industry-for-employers-fs.pdf
dir.ca.gov/dosh/Workplace-Violence/General-Industry.html
