• As to how an employee can report a violent incident, threat or other workplace violence concern to the employer or law enforcement without fear of reprisal. • As to how employee concerns will be investigated and how employees will be informed of the results of the investigation and any corrective actions to be taken. • To respond to actual or potential workplace violence emergencies. It also needs to include procedures: • To develop and provide the training. • To identify and evaluate workplace violence hazards. • To timely correct workplace violence hazards identified and evaluated. • For post-incident response and investigation. • To review the effectiveness of the plan and revise the plan as needed. 2. Train Employees Employers are required to provide training when the plan is initially implemented and then annually thereafter. The training must review the following: • The WVPP and how employees can obtain copies and participate in the development and implementation of the plan. • How to report workplace violence incidents or concerns without fear of retaliation. • Workplace hazards specific to a particular employee’s duties. • Corrective measures that you have implemented. • How to seek assistance to prevent or respond to violence and avoid physical harm. • The violent incident log and how to get copies of workplace violence incidents. The training must also provide an opportunity for interactive Q&A with someone knowledgeable about the plan. The training is required for all new employees, employees who are given new job assignments and all employees when a new hazard is presented by newly introduced substances, procedures, processes or equipment. 3. Record Incidents of Violence Each violent incident that occurs must be recorded in a violent incident log. The information from each log must come from an employee who witnessed the incident, other witness statements or investigative findings. No personal identifying information may be included in the log, such as a name, address, email, phone number, Social Security number or any other information that could identify the person providing information for the log entry. Additionally, information in the log must include the following: • Date, time and location of the incident. • Workplace type of violence, such as physical force or threat of physical force, use of a weapon, animal attack, or sexual assault or threat of sexual assault. • Detailed description of the event. • Classification of the offender, such as client, customer, family, friend, stranger, co-worker, supervisor or other titles like these. • Classification of the circumstances, such as the employee finishing up job duties or working in a poorly lit area. • Classification of the incident’s location, such as the workplace, parking lot or some other area. • Consequences of the incident, such as the use of law enforcement, and any actions taken to protect the employees. • Name and job title of the person who made the log entry, as well as the date completed. There are four distinct workplace violence types classified under SB 553: • Type 1 is workplace violence committed by someone with no legitimate business interests at the worksite. • Type 2 is violence directed at employees by customers, clients, patients, students, inmates or visitors. • Type 3 is violence between two current employees or one current and one former employee. • Type 4 is violence committed by a non-employee who has a personal relationship with an employee. Notably, “workplace violence” does not include lawful acts of self-defense or defense of others, according to the bill. 4. Properly Maintain Records The new law requires employers to keep records of each workplace violence hazard as well as the identification, evaluation and correction of each workplace hazard for a minimum of five years. You must save training records, violent incident logs and records of workplace violence investigations for a minimum of one year. Notably, under the new law, workplace violence prevention training records, violent incident logs and records of workplace violence hazard identification, evaluation and correction must be made available to employees and their representatives, upon request and without cost, for examination and copying within 15 calendar days of a request. So, in addition to the personnel and payroll records requests employers often receive, you must be prepared to compile and produce these records as well in an even shorter timeframe. CONCLUSION We are continuing to monitor these developments and will provide updates as appropriate. Scan the QR code to subscribe to Fisher Phillips’ Insight System to get the most up-to-date information. If you have any further questions, contact your Fisher Phillips attorney or any attorney in any one of our six California offices or on our Workplace Safety and Catastrophe Management team. https://www.fisherphillips.com/ en/Subscribe.html NCDA.COM 15
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