Comply with the Workplace Violence Prevention Law with FaceUp

FAQ

What are the requirements under SB 553?

SB 553 requires employers to establish and maintain a Workplace Violence Prevention Plan (WVPP) that includes:
       •        Clear reporting procedures for workplace violence incidents.
       •        Employee training on identifying, avoiding, and responding to workplace violence.
       •        Methods for evaluating and mitigating risks, including workplace hazard assessments.
       •        Procedures for emergency response, such as evacuations and active threat situations.
       •        Post-incident response and investigation processes to prevent future violence.
       •        Record-keeping requirements, including maintaining a Violent Incident Log for all reported incidents.

What information must be included in the violent incident log required by SB 553?

• The violent incident log must include information including: 
• The date, time, and location of the incident
• A detailed description of the incident
• A classification of who committed the violence
• A classification of the circumstances at the time of the indicent, including whether the employee was completing job duties
• A classification of the location of the violence incident
• The type of incident, including whether it involved physical, verbal, sexual, or animal attacks
• Consequences of the incident, such as medical treatment needed and whether the security or law enforcement was contacted
• Contact information for the individual completing the violent incident log

How can employees report an issue through the FaceUp anonymous reporting tool?

It’s simple. Employees can call a special telephone number, known as a hotline, or they can write out/record a message on their phone or PC. Reports are submitted through an online form where they can provide the necessary information and choose whether to send the report anonymously or with their name. They can then discuss their report further with the person designated to receive and investigate reports (known as an ‘assignee’).

What are the penalties for non-compliance with SB 553?

Employers who fail to comply with SB 553 may face enforcement actions from Cal/OSHA, including:
       •        Fines starting at $16,131 per violation for serious infractions.
       •        Penalties of up to $161,323 per violation for willful or repeated non-compliance.
       •        Potential business license suspension or revocation for severe violations.
       •        Legal liability, including lawsuits from employees who suffer workplace violence due to employer negligence.
Employers should take proactive steps to comply with SB 553 to avoid financial penalties and legal risks.

What are the key deadlines for employers under SB 553?

Employers must establish, implement, and maintain an effective Workplace Violence Prevention Plan (WVPP) by July 1, 2024. Failure to comply by this date may result in penalties and enforcement actions from Cal/OSHA.

How does SB 553 define workplace violence?

Workplace violence includes any act or threat of violence occurring in a place of employment, such as:
- The threat or use of physical force against an employee that results in, or has a high likelihood of resulting in, injury, psychological trauma, or stress.
- Incidents involving the use of a firearm or other dangerous weapon, regardless of injury.
- Acts committed by individuals with no legitimate business at the worksite intending to commit a crime.

Are small businesses exempt from SB 553 requirements?

Yes, businesses with fewer than 10 employees are exempt from SB 553. However, all employers, regardless of size, are encouraged to establish workplace violence prevention policies to protect their employees.

What resources are available to help employers comply with SB 553?

Employers can access guidance and tools from Cal/OSHA, including:
       •        A model Workplace Violence Prevention Plan (WVPP) template.
       •        Training materials to help employees recognize and respond to workplace violence.
       •        Guidelines for record-keeping and reporting incidents.
       •        Consultation services to help businesses develop and refine their workplace violence policies.
Employers can visit Cal/OSHA’s official website for more details.