As of July 1, 2024, California law requires nearly every employer in the state to have a written Workplace Violence Prevention Plan. This is not optional, and it is not a policy you can pull from a generic template and check off a list. A compliant WVPP must be specific to your workplace, your operations, and the particular hazards your employees may face.
At the Law Office of Catherine Chukwueke, I help California employers draft WVPPs that satisfy the requirements of SB 553 and hold up under Cal/OSHA scrutiny.
What SB 553 Requires
California's SB 553, codified under Labor Code Section 6401.9, requires employers to establish, implement, and maintain an effective Workplace Violence Prevention Plan that includes:
- Effective procedures for employee involvement in developing and reviewing the plan
- Methods to coordinate implementation of the plan with other employers sharing the workplace
- Procedures to accept and respond to reports of workplace violence without retaliation
- Procedures to ensure compliance with the plan by all employees
- Procedures to communicate with employees about workplace violence incidents, threats, and concerns
- Procedures for emergency response to workplace violence incidents
- Procedures for post-incident response and investigation
- Procedures to identify and evaluate workplace violence hazards through periodic inspections
- Procedures for correcting workplace violence hazards in a timely manner
- Training requirements for employees and supervisors
- Procedures for reviewing the effectiveness of the plan after incidents and at least annually
Employers are also required to maintain a violent incident log and provide training to all employees on the WVPP at hire and annually thereafter.
Who Is Required to Comply?
SB 553 applies to virtually all California employers, with limited exceptions for certain healthcare facilities covered by a separate regulation, remote employees working from a location of their own choosing, and employers with fewer than ten employees working at a location not open to the public.
If you are unsure whether your business is covered or exempt, consulting with an attorney is the safest approach.
Why a Generic Template Is Not Enough
Cal/OSHA requires that a WVPP be specific to the hazards and conditions of your particular workplace. A generic document that does not reflect your actual operations, layout, staffing, or incident history will not satisfy the requirement and will not protect your employees. In the event of a Cal/OSHA inspection or a workplace incident, a boilerplate plan can leave you significantly exposed.
I work with employers to develop WVPPs that are tailored to their specific workplace, compliant with all SB 553 requirements, and practical to implement and maintain.
Schedule a Consultation
I work with employers throughout California. Call me at 310-213-7711 or schedule a consultation online to discuss your WVPP needs.
