California’s Workplace Violence Prevention Plan Deadline is in Less Than Two Weeks
Topics: Personnel Policies and Procedures
California employers who have not put together their Workplace Violence Prevention Plan need to move quickly.
Effective July 1, almost all California employers (with a few exceptions) are required to:
- Have a written Workplace Violence Prevention Plan (“WVPP”),
- Train employees on the WVPP, workplace violence hazard identification, and reporting,
- Conduct periodic workplace hazard inspections, and
- Maintain an incident log for workplace violence incidents.
These requirements apply to all California employers, except for employers that fall within one of these categories:
- Places of employment where there are less than 10 employees working at any given time and the site is not open to the public,
- Employees teleworking from a location of the employee’s choice, which is not controlled by the employer (WFH employees), or
- Health care facilities, and (d) law enforcement facilities and facilities operated by the Department of Corrections.
There is no grace period or ramp-up period. Therefore, employers need to have a WVPP effective prior to or as of the July 1, 2024 date, and should have begun the process of training employees for timely compliance.
For more detailed information about these requirements, please click here and here.
If you have questions or concerns about putting your Workplace Violence Prevention Plan together or any of the training or other requirements, please contact the author of this article or your favorite CDF Labor Law LLP attorney.
