Starting July 1, 2024, the majority of California employers must have Workplace Violence Prevention Programs (WVPPs) in place pursuant to California Labor Code section 6401.9. If you have not already implemented a WVPP, now is the time to take action. Renne Public Law Group’s extensive experience in developing and implementing WVPPs positions the firm as an ideal partner for California employers navigating these new requirements.

Amy Ackerman and Anastasia Bondarchuk recently presented on this topic at the San Francisco Bay Area’s local chapter meeting of the Public Sector HR Association (PSHRA). The presentation, titled “New CA Workplace Violence Requirements (SB 553): What You Need to Know,” provided a comprehensive overview of the legislative changes and actionable steps employers must take to ensure compliance. 

Why Workplace Violence Prevention Plans Matter

Workplace violence is a significant concern across various sectors, posing risks to employee safety and organizational stability. The new regulations under SB 553 mandate employers to develop written WVPPs that address potential risks and outline preventive measures. These plans are not only a legal requirement but also a vital component of fostering a safe and productive work environment.

Key elements of a compliant WVPP include:

  • Risk Assessment: Identifying potential hazards and assessing the likelihood of workplace violence incidents.
  • Preventive Measures: Implementing strategies to mitigate identified risks, such as physical security enhancements and employee behavior policies.
  • Employer-Tailored Plans: Customizing WVPPs to fit the specific needs and characteristics of your organization, ensuring relevance and effectiveness.
  • Training Programs: Educating employees on recognizing, avoiding and responding to potential workplace violence scenarios.

The Importance of Training

Training is a cornerstone of effective WVPPs. It ensures that all employees, from front-line staff to senior management, understand their roles in preventing workplace violence. Comprehensive training programs should cover:

  • Recognizing early warning signs of potential violence.
  • De-escalation techniques to manage aggressive behavior.
  • Reporting procedures for threats or incidents of violence. 

How RPLG Can Help

With the WVPP requirement officially in effect, it is imperative that covered employers come into compliance. RPLG offers expertise in both the preparation of written WVPPs and the delivery of tailored training programs to meet the specific needs of your organization. RPLG’s services include but are not limited to:

  • Plan Development: Crafting customized WVPPs that comply with California’s regulations and align with your organizational policies.
  • Form Development: Designing and implementing necessary forms for effective incident reporting and documentation.
  • Employee Training: Conducting engaging and informative training sessions to equip your workforce with the knowledge and skills to prevent and respond to workplace violence.

Contact Us

Compliance with California’s new workplace violence prevention requirements is not only a legal obligation but also a commitment to the safety and well-being of your employees.

Contact RPLG today to ensure your organization complies with the new requirements and fosters a safer workplace for everyone.

For more information or to schedule a consultation, please reach out to a member of the RPLG team. Let’s work together to create a safer, more secure work environment for your employees.

RPLG practices throughout California, advising and advocating for public agencies, nonprofit entities, individuals and private entities in need of effective, responsive and creative legal solutions.