San Jose Business Lawyers Blog
July 1, 2024, marks an important deadline for nearly all businesses in California. The new Workplace Violence Prevention Policy, SB553, goes into effect, aiming to enhance safety measures in the workplace. Here’s what you need to know:
What Does SB553 Entail?
SB553 mandates that all California businesses create and implement a comprehensive written plan which addresses various aspects of workplace safety, including risk assessment, prevention strategies, incident response protocols, and employee training.
Key Components of a Workplace Violence Prevention Plan:
- Risk Assessment: Employers must conduct a thorough assessment of potential workplace violence risks.
- Prevention Strategies: Measures such as security measures, access controls, and conflict resolution mechanisms must be implemented.
- Incident Response: Clear procedures for responding to incidents of workplace violence must be detailed.
- Employee Training: Employers are required to provide initial training upon implementation of the plan and annually thereafter.
Steps for Compliance:
- Create a Workplace Violence Prevention Plan: Develop a written plan that includes identifying responsible individuals and procedures for identifying, evaluating, and correcting workplace violence hazards.
- Incorporate Injury and Illness Prevention Program Requirements: Ensure your plan complies with the state’s Injury and Illness Prevention Program (IIPP).
- Train Employees: Provide training on the plan and how to report workplace violence incidents.
- Record Incidents of Violence: Maintain a violence incident log with details of each incident.
- Properly Maintain Records: Keep records of workplace violence hazards and training for a minimum of one year.
Compliance Requirements
The requirement for a Workplace Violence Prevention Plan applies to all public and private employers in California, with a few exceptions:
- Small Businesses: Employers with fewer than 10 employees present at any given time and whose premises are not accessible to the public are exempt.
- Telecommuting Employees: Employees working remotely from a location of their choice, not controlled by the employer, are not covered.
- Healthcare Facilities: Facilities regulated by Section 3342 of Title 8 of the California Code of Regulations are exempt from SB553 and should follow the requirements specified in Section 3342 instead.
How Can We Help?
Navigating the complexities of SB553 can be daunting, but our team of experienced California employment attorneys is here to assist you every step of the way. We can help you develop a customized written plan tailored to the unique needs of your business, ensuring compliance with the new regulations.
As the July 1st deadline approaches, it’s crucial for California employers to prepare for the implementation of SB553. By proactively addressing workplace violence prevention, you can create a more safe and secure environment for your employees. For more information on SB553, contact us online today or call us at (408) 441-7500.