Cal/OSHA posts FAQs to help employers comply with new workplace violence law
April 4, 2024
In less than three months, most California employers must comply with the nation’s first workplace violence prevention law for non-healthcare settings.
Governor Gavin Newsom signed this comprehensive law (SB 553) last year requiring most California employers to have a workplace violence prevention plan (WVPP) in place by July 1, 2024.
Cal/OSHA recently posted a list of frequently asked questions (FAQs) to help employers comply.
Here are some FAQ examples:
Q: What are employers required to implement?
A: Employers covered by the law are required to establish, implement, and maintain an effective written WVPP that is specific to the hazards and correction measures for each work area and operation. The plan must be in effect at all times and include the requirements listed in Labor Code 6401.9 (c)(2)(A) through (M).
Q: Does each work location need a dedicated plan, or can an organization use a corporate plan for all sites?
A: Employers are required to ensure that their written WVPP is specific to the hazards and corrective measures for each work area and operation.
Q: Do employers have to include their WVPP in their Injury and Illness Prevention Program (IIPP)?
A: No, employers can include their written WVPP as a stand-alone section in the written IIPP or maintain it as a separate document.
Q: Are animal attacks considered workplace violence?
A: Yes, per Labor Code 6401.9 (a)(A), "Workplace violence" includes any act of violence or threat of violence that occurs in a place of employment. This includes animal attacks. Further, per Labor Code 6401.9 (d)(2)(G)(v), employers are required to document in their violent incident log whether the type of incident was an animal attack.
Key to remember: Most California employers have less than three months to get up to speed on the state’s new workplace violence prevention law.
April 4, 2024
AuthorMichelle Higgins
TypeIndustry News
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Related TopicsWorkplace Violence
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