Workplace Violence Prevention Training

Nearly all employers with employees located in California are impacted by SB 553. In fact, it’s actually easier to describe who it doesn’t impact, so we’ll do that instead. Here’s who’s exempt:

• Employers already covered by Cal/OSHA’s Violence Prevention in Health Care standard
• Employees who telework from a location of their choosing that’s outside the control of the employer
• Locations not open to the public where fewer than 10 employees work at a given time
• Department of Corrections and Rehabilitation and law enforcement agencies

If you’re unsure whether the new law applies to you and your employees, we recommend talking to a qualified employment counsel.

According to California SB 553, workplace violence prevention training must include:

• Your company’s Workplace Violence Prevention Plan
• How employees can get a free copy of the Plan
• How employees can get involved in developing and implementing the Plan
• Key definitions and requirements
• How employees can report workplace violence concerns (without fear of retaliation or reprisal)
• A list of workplace violence hazards that are specific to your employees’ roles
• The preventative measures that are currently in place
• How to get help preventing or responding to violence
• Strategies for avoiding physical harm in the event of a violent incident
• The violent incident log (maintained by your company)
• How employees (and/or their representatives) can get copies of records
• An opportunity for an interactive Q&A session with a person knowledgeable about the Plan

A Workplace Violence Prevention Plan (WVPP) is a structured program designed by an employer to identify, assess, and mitigate the risks of workplace violence. The goal of a WVPP is to ensure the safety and well-being of employees by implementing measures that prevent violent incidents from occurring and providing clear guidelines for responding effectively if violence does occur.

A violent incident log is a record that employers are required to maintain under SB 553, documenting any incidents of workplace violence that occur. This log is part of a broader effort to ensure that workplaces have effective measures in place to prevent and respond to violence. According to the Bill, the violent incident log must document the details of any incident, along with entries based on information gleaned from those employees who experienced the violence, any available witness statements, and on the findings turned up in the ensuing investigation.

Yes. Employers are required to maintain workplace violence training records for at least a year, and to ensure that those records include:

• Dates over which the training was completed
• Contents of the training, or a summary of what was covered in the sessions
• Names and qualifications of those who conducted the trainings, and
• Names and job titles of everyone in attendance for the training sessions

These records must also be made available upon request for examination and copying in the event of an audit. They also need to be made available to employees and/or their representatives at no cost and within 15 calendar days of the request.