Workplace violence is a growing concern for employees and employers alike, with incidents of workplace violence posing significant risks to workers’ well-being and security. In September 2023, California introduced a groundbreaking workplace violence prevention law, SB 553, requiring virtually every employer in the state to develop, implement, and annually train on a written workplace violence prevention plan. The law also requires employers to maintain a log of workplace violence incidents.
Legislation does not equal a solution to workplace violence. By passing this law, however, California is requiring places of employment to become more proactive about workplace violence identification and compliance. It will be up to employers to comply with the law and focus on prevention and mitigation. SEC is here to help you understand the key provisions of SB 553 and how we can help. Though this bill only applies to California employers, the requirements are a best practice for every organization.
What is in SB 553?
Three key components will be required within the bill: create a workplace violence prevention plan, provide employee training by July 1, 2024, and annually thereafter, and maintain accurate records of any incidents that may occur.
What must be included in the workplace violence prevention plan?
The employer’s written violence prevention plan must detail several specific procedures related to workplace safety, including:
- Clear identification of the name or job title of the individual responsible for the plan
- Description of how employees will actively participate in the plan. Participation includes ongoing employee identification of workplace hazards, training involvement, and reporting incidents in the workplace.
- The employer’s response protocol to reports of workplace violence
- Corrective procedures when hazards are identified
- Post-incident response and investigation practices
- Plans for ongoing workplace violence prevention assessment, required inspections, and identification of potential hazards
- Protocol for the workplace to obtain assistance from law enforcement, evacuation plans, and responding to workplace violence emergencies
- Employee training process
- Details regarding ongoing employee communication about workplace violence, including how an employee can report concerns without fear of retaliation
- Procedures for ensuring compliance with the plan, such as recognition for those who follow and exhibit safe work practices and disciplinary actions when necessary and
- Annual evaluation of the plan.
The plan must also be in writing, easily accessible to all employees, specific to the worksite, and always in effect. It must also be customized for different locations if the worksite locations pose different hazards.
What are the training requirements of SB 553?
Employee training must be conducted when the plan is first established, annually thereafter, and when changes are made to the plan. SB 553 training must be interactive, allowing employees to ask questions with an individual knowledgeable about the employer’s plan. Training must also outline how employees can be involved in and participate in the development of the workplace violence prevention plan.
Training must include:
- A review of the employer’s workplace violence prevention plan and workplace hazard specifics, along with education of SB 553 definitions and requirements
- Information on how employees can report incidents, how to respond to threats of violence and strategies to avoid physical harm;
- Education on the incident log and the hazards specific to their job and
- There are unique dangers to each workplace location and various job functions.
What is required for record-keeping?
Employers must investigate workplace violence incidents and reports and maintain a detailed log of every incident. Specific information regarding the investigation must be recorded and maintained, though logs must exclude personal identifying information. Violence incident logs and other hazard identification records must be periodically reviewed and kept for at least five years.
Are there any businesses that may be exempt?
While this is a statewide legislation, some employers would be exempt, including:
- Places of employment where no more than nine employees are present at any one time and that are not accessible to the public
- Employees working remotely from a place of their choosing and that their employer does not control
- Certain health care facilities
- Specific law enforcement and correctional facilities
How can SEC help?
SEC believes that every client’s needs are unique. Our strength lies in our ability to provide a custom security solution that blends seamlessly with your organization’s mission, culture, and values.
With our expertise in workplace violence prevention, we are well-positioned to support organizations in complying with CA 553 requirements and implementing effective workplace violence prevention measures. Our team can provide your organization with a comprehensive Workplace Violence Toolkit tailored to your specific needs, including a planning template, policy language, customized employee training programs, anonymous reporting and monitoring, as well as ongoing support throughout the entire implementation. To learn more, please visit https://secprotects.com/resources/workplace-violence-prevention-toolkit/
Understanding the legal requirements and compliance obligations related to workplace violence prevention is essential for maintaining a safe and healthy work environment. By adhering to SB553 and other relevant laws, employers and employees can work together to prevent workplace violence and ensure the well-being of all individuals in the workplace.