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As of July 1, 2024: Employers are required to establish, implement and maintain at all times and in all work areas an effective workplace violence prevention plan and violent incident log and provide effective training to employees.

As of January 1, 2025: Provisions of the SB 553 language allows the unions collective bargaining employee representatives to request temporary restraining orders and orders after hearing on behalf of employees affected by workplace violence events.

1. Written Workplace Violence Prevention Plan (WVPP)
2. Required employee training
3. Workplace violent incident log
4. Recordkeeping guidelines

听

The employer shall provide effective training to employees. The material shall be appropriate in content and vocabulary to the educational level, literacy and language of employees. 听

Training shall be provided when the WVPP is first established and annually thereafter, on all the following:

• The WVPP, definitions, how to obtain a copy and how to participate in the plan.
• How to report workplace violence incidents without fear of reprisal.
• Workplace violence hazards specific to the employees鈥� jobs, corrective measures, how to seek assistance, respond to violence and strategies to avoid physical harm.
• The violent incident log and how to obtain copies of records.
• An opportunity for interactive questions and answers.
• When a new or previously unrecognized workplace violence hazard has been identified.

Training must also be updated and re-delivered if changes are made to the WVPP as part of the annual review process.

Training records should include dates, contents or a summary of the training sessions; names and qualifications of persons conducting the training; and names and job titles of all persons attending the training sessions. There is currently no minimum timeframe requirement on length of training.

Yes, employers are required to document details and description of the incident, eliminating personable identifiable information, and classify the incident as one of the following types:

• Type 1: Committed by a person who has no legitimate business at the worksite, and anyone who enters the workplace or approaches workers with the intent to commit a crime.
• Type 2: Directed at employees by customers, clients, patients, students, inmates or visitors.
• Type 3: Violence against an employee by a present or former employee.
• Type 4: Violence committed in the workplace by a person who does not work there but has or is known to have had a personal relationship with an employee.

• Workplace violence hazard identification, evaluations and correction records 鈥� 5 years
• Workplace records of incident investigations 鈥� 5 years
• Violent incident log 鈥� 5 years
• Training records 鈥� 1 year

Yes, if the injury caused by workplace violence meets the recordability criteria as defined by Cal/OSHA recordkeeping and serious injury reporting guidelines. The employer may have to record the serious injury on the OSHA 300 log and report to Cal/OSHA if the severity warrants. This is in addition to recording the incident on the workplace violent incident log required by SB 553.

SB 553 is specific to California and enforceable by Cal/OSHA. Any location or office in California is subject to the requirements of SB553. There is no exemption for entities headquartered in other states. If you do business in CA expect to comply.

The workplace violence prevention plan may be integrated as part of a company鈥檚 existing Injury and Illness Prevention Program (IIPP) or added as a standalone program. It is recommended to add the WVPP as a standalone document. This option will facilitate updates as needed to ensure compliance with additional requirements.

Companies with multiple locations can operate under one corporate plan; however, each location may have unique circumstances that could warrant a location specific plan. The plan shall be in effect at all times and in all work areas and be specific to the hazards and corrective measures for each work area and operation.