Workplace Violence Prevention Compliance:
The July 1st Deadline has passed!
Did you know that failing to comply may result in fines ranging from $18,000 to $25,000 per incident, potential license revocations, and increased exposure to employee litigation?
Who has to be compliant?
- SB 553 applies to ALL California employers, employees, places of employment and employer-provided housing, with some exceptions:
-
- Places of employment where less than 10 employees are working at any given time, and the location is not accessible by the public.
- Employees teleworking from a location of their choice that is not under the employer’s control.
- Healthcare facilities already covered by Cal/OSHA’s Workplace Violence in Healthcare Standard.
- Law enforcement agencies and several other facilities outlined by SB 553.
Don’t know where to start with establishing and implementing your Workplace Violence Prevention Plan? Let us help! We have the compliance expertise to help you navigate the requirements.
Why Amicus Technology?
Not only is Amicus Technology’s CEO, Brian Jones, an experienced technology and compliance champion, he has spent over 3 decades in law enforcement so he understands the requirements and real-life implications of workplace violence. Adding to that expertise, Amicus Technology is partnering with Dave Weiner, CEO of Secure Measures, to ensure your compliance. As a USAF Veteran and retired Chief of Police, Dave is also well-versed in what is required to ensure workplace safety.
The deadline has passed! Book your no cost, no commitment consult today and be on the road to compliance.
1. What are the California Workplace Violence Prevention rules?
Answer: The California Workplace Violence Prevention rules, particularly under the Cal/OSHA regulations, require employers to establish, implement, and maintain an effective workplace violence prevention program. This is especially pertinent in certain high-risk industries, such as healthcare, where specific regulations (Title 8, Section 3342) apply.
2. Which industries/employers have to be compliant?
Answer: SB 553 applies to ALL California employers, employees, places of employment and employer-provided housing, with some exceptions:
- Places of employment where less than 10 employees are working at any given time, and the location is not accessible by the public.
- Employees teleworking from a location of their choice that is not under the employer’s control.
- Healthcare facilities already covered by Cal/OSHA’s Workplace Violence in Healthcare Standard.
- Law enforcement agencies and several other facilities outlined by SB 553.
3. What constitutes workplace violence under these rules?
Answer: Workplace violence includes physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide.
4. What are the key components of a workplace violence prevention plan?
Answer: Key components include:
- A written plan.
- Procedures for reporting and responding to incidents of workplace violence.
- Hazard identification and assessment.
- Training for employees on recognizing and preventing workplace violence.
- Recordkeeping and incident analysis.
5. Are there specific training requirements for employees?
Answer: Yes, employers must provide effective training to employees. This includes:
- General awareness training on workplace violence.
- Specific training tailored to the job and potential risks faced by the employees.
- Regular refresher training to ensure ongoing awareness and preparedness.
6. How often should the workplace violence prevention plan be reviewed and updated?
Answer: The plan should be reviewed and updated at least annually and whenever there are significant changes in the workplace or incidents that suggest the plan may not be effective.
6. How often should the workplace violence prevention plan be reviewed and updated?
Answer: The plan should be reviewed and updated at least annually and whenever there are significant changes in the workplace or incidents that suggest the plan may not be effective.
7. What are the reporting requirements for incidents of workplace violence?
Answer: Employers must report all incidents of workplace violence. Serious incidents, such as those resulting in injury, must be reported to Cal/OSHA within 8 hours. Detailed records of all incidents must be maintained as part of the workplace violence prevention plan.
8. What are the consequences of non-compliance with these regulations?
Answer: Non-compliance can result in citations and fines from Cal/OSHA. In severe cases, continued non-compliance can lead to higher penalties and enforcement actions, including orders to correct hazards or cease operations until compliance is achieved.
9. How should employers involve employees in the development of the workplace violence prevention plan?
Answer: Employers should actively involve employees by:
- Consulting with them during the hazard assessment process.
- Including employee representatives in the development and review of the plan.
- Providing avenues for employees to report concerns and suggestions regarding workplace violence prevention.
10. Can workplace violence prevention measures include physical security enhancements?
Answer: Yes, physical security measures can be part of the workplace violence prevention plan. These may include installing security cameras, alarm systems, controlled access points, and providing security personnel, especially in high-risk areas or during high-risk hours.
