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California SB553 – Workplace Violence Prevention Plan (WVPP)

Workplace Violence Prevention Plan - WVPP
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California SB553 – Workplace Violence Prevention Plan (WVPP)

Employers must comply with California SB 553 workplace violence prevention requirements by July 1, 2024. The law, implemented by Cal/OSHA, mandates certain employers develop a written Workplace Violence Prevention Plan (WVPP) to protect employees.

Per Section 6401.9 of the California Labor Code, those required to comply include businesses with 10+ staff or public access, excluding healthcare (under existing standards) and other exceptions.

CDMS service helps covered employers meet compliance standards for SB 553 by providing a customized Workplace Violence Prevention Plan (WVPP) outlining procedures, incident reporting, annual staff training, and facility risk assessments based on your unique hazards.

Ensure your business has an effective violence prevention plan in place that meets specifications outlined in Title 8, Section 3342 of the California Code of Regulations.

To learn more about the law and how we expect it to be enforced – please see the webinar we conducted on May 9, 2024. For more information on current enforcement and implementation trends of this or other laws, please contact us.

Regulatory bodies
  • Cal/OSHA (California Occupational Safety and Health Administration)
Who needs it

California Senate Bill 553 requires business locations which either have over 10 employees or are open to the public to develop and implement a workplace violence prevention plan (WVPP). The exception are:

  • Employers who are already covered by the Workplace Violence Prevention in Healthcare standard (or employers that already comply with that standard);
  • Employees teleworking from a location of the employee’s choice that is not under the control of the employer;
  • Places of employment that are not accessible to the public and have less than 10 employees working at any given time; and
  • Facilities operated by the California Department of Corrections and Rehabilitation and law enforcement agencies.
Regulation reference
  • Section 6401.9 of the California Labor Code.
What our service provides:

CDMS will develop a Workplace Violence Prevention Plan (WVPP) that will comply with the requirements of Senate Bill No. 553.

Request a Free EHS Compliance Assessment

Contact us

What is California SB553?
California SB553 is a legislative measure that mandates employers to establish a Workplace Violence Prevention Plan (WVPP) to address workplace violence in various employment settings.

Who is covered by California SB553?
SB553 covers most California employers except those covered by the Workplace Violence Prevention in Healthcare standard, employees teleworking from their choice of location, places of employment not accessible to the public with fewer than 10 employees, and facilities operated by the California Department of Corrections and Rehabilitation and law enforcement agencies.

What constitutes workplace violence under SB553?
Workplace violence is defined as any act or threat of violence at a place of employment, including physical force, threats with weapons, and any action that causes injury, psychological trauma, or stress.

What must be included in a Workplace Violence Prevention Plan (WVPP)?
A Workplace Violence Prevention Plan (WVPP) should include the responsible persons’ names or job titles, procedures for employee involvement, methods for coordinating with other employers, procedures for reporting and responding to violence, compliance procedures, communication methods, emergency response procedures, training procedures, hazard identification and correction methods, and post-incident response and investigation procedures.

Are there any training requirements under SB553?
Yes, employers must provide effective training covering the Workplace Violence Prevention Plan (WVPP), reporting methods, workplace violence definitions and requirements, reporting mechanisms, specific workplace violence hazards, corrective measures, assistance strategies, and information on the violence incident log.

What are the recordkeeping requirements under SB553?
Employers must maintain records of workplace violence hazard assessments, violent incident logs, and workplace violence incident investigations for a minimum of five years.

How often must employers train their employees under SB553?
Employers must conduct initial training when the Workplace Violence Prevention Plan (WVPP)is first established and then provide annual training thereafter.

What should be recorded in the violent incident log?
The log should include the date, time, location of the incident, a detailed description, the type of violence, consequences of the incident, and the person completing the log entry.

Who can petition for temporary restraining orders under SB553?
Both employers and collective bargaining representatives can petition for temporary restraining orders on behalf of employees facing threats or violence.

What is the deadline for employers to comply with SB553?
Employers must ensure compliance by July 1, 2024.

Can the Workplace Violence Prevention Plan (WVPP) be a standalone document?
Yes, the Workplace Violence Prevention Plan (WVPP) can be a standalone document or included as a section in the employer’s Injury and Illness Prevention Program (IIPP).

How does SB553 define a “place of employment”?
A “place of employment” under SB553 is broadly defined as any location where work is performed, including those not accessible to the public.

Does SB553 cover incidents involving former employees?
Yes, it covers violence or threats from current or former employees, customers, clients, or visitors.

How can employees participate in developing the Workplace Violence Prevention Plan (WVPP)?
SB553 requires procedures allowing active employee involvement in developing and implementing the Workplace Violence Prevention Plan (WVPP). How they participate is company specific.

What does SB553 require regarding post-incident response?
Employers must have procedures for post-incident response and investigation to assess and address the situation effectively.

Are employers required to revise the Workplace Violence Prevention Plan (WVPP)?
Yes, employers must periodically review and revise the Workplace Violence Prevention Plan (WVPP), especially after a workplace violence incident.

Does SB553 apply to teleworking employees?
It does not apply to employees teleworking from a location of their choice that is not under the employer’s control.

Can employees request copies of the violent incident log?
Yes, employees are entitled to view and copy the log within 15 calendar days of a request.

Where can I get additional guidance on Workplace Violence Prevention Plan (WVPP)?

Contact Us to get support or request an Workplace Violence Prevention Plan (WVPP). Our skilled team of EH&S specialists with extensive experience would be pleased to help you.