Clock ticking on workplace violence prevention programs

By July 1, 2024, almost every employer in California will have to satisfy new requirements designed to effectively combat workplace violence. Written plans, training materials, and employer responsibilities must be in place by that date, so you need to consider them and map them out now.

What’s covered under new law

The new law covers every employment location either with 10 or more employees at any given time or which is accessible to the public, except for teleworkers and certain health care, law enforcement, and detention facilities. It requires workplace violence prevention plans that comply with the new labor code provisions, periodic training, and expensive and extensive reporting and recording requirements.

The law defines four categories of “workplace violence” including: violence by a stranger, violence directed at customers and other visitors, violence against an employee by another employee, and violence by somebody with a relationship to an employee. It creates a robust planning, training, and reporting regimen.

Create and disseminate the plan

The new law requires an extremely detailed violence prevention plan, in writing and available and easily accessible to employees at all times. It includes, among many other details:

• Names or job titles of the persons responsible for implementing the plan;

• Effective procedures to obtain the active involvement of employees and authorized employee representatives in developing and implementing the plan;