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California SB553 – Workplace Violence Prevention Plan (WVPP) Training

Workplace Violence Prevention Plan Training - WVPP

California SB553 – Workplace Violence Prevention Plan (WVPP) Training

As part of California’s Workplace Violence Prevention standard mandated by SB 553, Cal/OSHA requires covered employers provide comprehensive training so staff are informed on recognition, reporting, and response protocols.

Per Labor Code Section 6401.9, training is necessary initially and annually so employees actively understand the Workplace Violence Prevention Plan (WVPP), job-specific hazards, reporting procedures, employer protective measures, and incident records access.

Our service offers customized training development and instruction to ensure your staff knows how to fully participate in your violence prevention program, recognize escalating situations, seek assistance, and utilize de-escalation tactics when confronted by potentially violent behavior.

By properly training your workforce, you promote awareness and preparedness in mitigating violence, meeting Cal/OSHA’s specifications in Section 3342.

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

Under Section 6401.9, California mandates a comprehensive employee training program as part of its Workplace Violence Prevention Plan (WVPP). This training is crucial in ensuring employees are well-informed and equipped to handle workplace violence. The key components of this mandatory training include:

  1. Understanding the WVPP: Employees must be familiar with the employer’s Workplace Violence Prevention Plan (WVPP), including how to access it without any charge.

  2. Active Involvement: Training should guide employees on how they can contribute to the development and effective implementation of the Workplace Violence Prevention Plan (WVPP).

  3. Comprehending Section 6401.9: Employees need to be trained on the specific definitions and stipulations under Section 6401.9.

  4. Reporting Mechanisms: The training must clearly articulate the process for reporting any incidents or concerns related to workplace violence, ensuring employees understand they can do so without any fear of retaliation.

  5. Job-Specific Violence Hazards: Employees should receive information about potential workplace violence hazards that are specific to their individual roles and responsibilities.

  6. Employer’s Preventative Measures: The training should cover the various corrective actions and preventive measures put in place by the employer to mitigate workplace violence.

  7. Seeking Help and Protective Strategies: It’s vital for employees to know how to seek assistance in situations of violence and to learn strategies to minimize the risk of physical harm.

  8. Access to the Violence Incident Log: Employees must be informed about the employer’s log of violent incidents and the procedure to obtain a copy of the required records.

Initially provided when the WVPP is established, this training must be repeated annually. Interactive sessions, allowing for questions and answers with knowledgeable individuals about the WVPP, are an integral part of this training.

In addition, if new types of workplace violence hazards are identified or if there are any changes to the WVPP, supplementary training sessions addressing these specific aspects are required.

Regulation reference
  • Section 6401.9 of the California Labor Code.
What our service provides:

CDMS will conduct a training class on the contents of the Workplace Violence Prevention Plan (WVPP), so that employees have a working knowledge of the information contained in the Plan.

Employers must provide employees with initial training when the Plan is first established and continue to conduct annual trainings thereafter.

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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.