Effective July 1, 2024, California Labor Code § 6401.9 requires covered California employers to create and implement a written Workplace Violence Prevention Plan (WVPP) that:
- Ensures active involvement of employees;
- Addresses specific hazards and corrective measures for each employer location, work area and operations;
- Provides interactive training to supervisors and employees on the plan and
- Responds to any actual or potential threats or incidents of violence in the workplace.
This applies to most California employers and places of employment except:
- Employers that comply with Cal. Code Regs. Tit. 8, Section 3342 (addressing violence prevention in healthcare), including, but not limited to, healthcare facilities and operations; home healthcare; emergency medical services and transport; drug treatment programs; outpatient medical services in correctional and detention settings; and acute care hospitals.
- Facilities operated by the Department of Corrections and Rehabilitation if the facilities are in compliance with Cal. Code Regs. Tit. 8, Section 3203 (requiring a written illness injury prevention program).
- Employers that are law enforcement agencies if certain requirements are met.
- Employees teleworking from a location that is:
- The employee’s choice and
- Not under the control of the employer.
- Places of employment that:
- Have less than 10 employees working there at any given time;
- Are not accessible to the public and
- Comply with Cal. Code Regs. Tit. 8, Section
Failure to satisfy these requirements by July 1 could subject covered employers to an enforcement action and/or assessment of civil penalties by the Division of Occupational Safety and Health (Cal/OSHA).
Contact Anne Wilson, co-chair of Duckor Metzger & Wynne, APLC’s Employment & Labor Law practice, for more information about the WVPP requirements and for assistance in creating and implementing a plan customized to your workplace.