ATTENTION CALIFORNIA EMPLOYERS: MODEL WORKPLACE VIOLENCE PREVENTION POLICY NOW AVAILABLE

Print Friendly, PDF & Email

As previously reported (HERE), California Senate Bill 553 (codified at California Labor Code § 6401.9) requires all employers with limited exceptions – such as those with private places of employment with less than 10 employees present at a time, and remote employees who work from a location of their choice over which the employer has no control – to, among other things, establish and implement a written Workplace Violence Prevention Plan (“WVPP”) by July 1, 2024. On March 1, 2024, the California Department of Industrial Relations Division of Occupational Safety and Health (“Cal/OSHA”) published its Model WVPP for General Industry (non-health care settings), downloadable HERE and available on the Cal/OSHA Publications website HERE.

The Model WVPP is an editable form with instructions to employers on incorporating their workplace-specific information. Use of the Model WVPP is not mandatory – employers may create a free-standing plan or add a standalone workplace violence prevention section to their existing Injury and Illness Prevention Program – and Cal/OSHA makes clear that using the Model WVPP does not automatically ensure that the company is in compliance with Section 6401.9, which also includes requirements related to maintaining a violent incident log and other records and providing employee training. Employers are required to engage with their workforce in developing and implementing their WVPP regardless of whether they use Cal/OSHA’s model (which includes a section addressing the active involvement of employees).

In addition to the Model WVPP, Cal/OSHA published workplace violence prevention fact sheets for general industry employers (available HERE) and employees (available HERE). Fact sheets specific to agricultural operations also are available (HERE and HERE).


SIGN UP

SIGN UP NOW to receive time sensitive employment law alerts and invitations to complimentary informational webinars and seminars.

"*" indicates required fields

By clicking this button and submitting information to us, you will be submitting certain personally identifiable information, or information which used together with other information, can be used to identify you and/or identify information about you, to Nukk-Freeman & Cerra, PC (“NFC”). Such information may be used by NFC to contact or identify you. Personally identifiable information may include, but is not limited to, your [name, phone number, address and/or] email address. We collect this information for the purpose of providing services, identifying and communicating with you, responding to your requests/inquiries, and improving our services. We may use your personally identifiable Information to contact you with time sensitive employment law e-alerts, marketing or promotional offers, invitations to complimentary and informational webinars and seminars, and other information that may be of interest to you. However, by providing any of the foregoing information to you, we are not creating an attorney-client relationship between you and NFC: nor are we providing legal advice to you. You may opt out of receiving any, or all, of these communications from us by following the unsubscribe link in any email we send. However, this will not unsubscribe you from receiving future communications from us which are based upon an independent request, relationship or act by you.