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 topics must the Workplace Violence Prevention Plan (WVPP) training cover?
At minimum it should cover the workplace violence prevention plan and procedures, risk factors, warning signs of potential violence, reporting systems, emergency response, and resources available to employees.
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.
Does the training need to be facility/worksite specific?
Yes, the training should cover hazards and policies specific to the individual worksite whenever possible. Generic training may be used to supplement site-specific instruction.
Who can conduct the training?
Training can be carried out by human resources staff, workplace violence program coordinators, or third-party safety consultants or trainers. Contact Us to get support or request an Workplace Violence Prevention Plan (WVPP) Training. Our skilled team of EH&S specialists with extensive experience would be pleased to help you.
Is an in-person instructor required or can online training be utilized?
Online training programs can be used to fulfill the training requirement as long as they meet all legal guidelines and employees have a way to ask questions.
How long should the training session last?
There is no defined length, but it should cover all necessary topics thoroughly while maintaining engagement. For many employers, a 60-90 minute training is appropriate.
Is training documentation required?
Yes, complete records listing trained employees should be maintained. Employees should sign an attendance sheet.
Can standard operating procedures serve as training materials?
Yes, provided that the SOPs relate to workplace violence prevention policies, procedures and required practices.
Should the training address orderly/nonviolent crisis intervention techniques?
Yes. Training should incorporate evidence-based practices for de-escalating tense situations in a constructive manner.
Should drills be included as part of the training program?
Practice response drills are an optional but highly effective supplement to reinforce training, similar to fire drills.
Is video training acceptable?
Yes, as long as videos fully cover the training requirements and employees have opportunity for interactive questions.
Can employees retake the training if they fail initially?
Allowing employees multiple attempts helps guarantee comprehension of all key violence prevention responsibilities.
Should manager/supervisor responsibilities be covered?
Yes. Special responsibilities relating to implementing the WVPP, intervention, reporting and other topics important for managers should be addressed.
Does the training need to be provided in languages other than English?
For employees with limited English, materials and instruction should be delivered in their primary language. Interpreters may assist.
Can the training incorporate real stories and scenarios from the worksite?
Using site-specific examples makes the training more impactful. However, identities must be protected.
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.
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.
Where can I get additional guidance on Workplace Violence Prevention Plan (WVPP) Training?
Contact Us to get support or request an Workplace Violence Prevention Plan (WVPP) Training. Our skilled team of EH&S specialists with extensive experience would be pleased to help you.
