“Workplace Violence Prevention: 12 Common Questions Answered”

1. Employers only need to report “serious” injuries or fatalities to Cal/OSHA as required by existing regulations.
2. Small employers with less than 10 employees may be exempt from SB 553 if certain conditions are met.
3. Healthcare facilities are only required to comply with the Cal/OSHA regulation and not SB 553.
4. SB 553 only applies to California employers and their California employees.
5. Workplace violence incidents only go on the OSHA Form 300 log if an employee was injured and meets the recording requirements.
6. The workplace violence plan can be part of the IIPP or a standalone plan. – Cal/OSHA will likely allow public comments during future rulemaking on workplace violence.
– Employers can make workplace violence plans accessible to employees by posting them on an intranet, software platform, or on bulletin boards.
– Each work location may need a dedicated workplace violence plan if they have different hazards and risks.
– It is still unclear whether Cal/OSHA will publish a model program for workplace violence prevention.
– The employee-involvement requirement in workplace violence plans applies to all California employers, including nonunion worksites.
– Animal attacks are considered workplace violence and must be recorded in the required violent incident log. – Ogletree Deakins has prepared Workplace Violence Prevention Plan template documents to help employers meet new requirements.
– The firm has recorded a three-part podcast series discussing the details of California’s new workplace violence prevention law.
– Ogletree Deakins will continue to monitor developments in occupational safety and health laws and regulations and provide updates on their California and Workplace Safety and Health blogs.

SB 553 Workplace Violence Prevention: 12 Answers to Employers’ Frequently Asked Questions