Staying compliant with California Workplace Violence Prevention Law (Senate Bill 553 & Labor Code 6401.9) is essential to avoid potential citations, fines, or legal issues from Cal/OSHA. This law is designed to enhance workplace safety, specifically targeting the prevention of workplace violence. Non-compliance can result in hefty fines ranging from $18,000 to $25,000 per incident, underscoring the importance of adherence.

California SB553 Law Background

To address mounting concerns about workplace violence, the California legislature has enacted Senate Bill 553 (SB 553) on September 20, 2023. This new legislation places significant safety obligations on most businesses operating within the state. Starting July 1, 2024, the majority of California employers will be required to develop comprehensive Workplace Violence Prevention Plans (WVPPs), maintain a Violent Incident Log, and facilitate training for their employees.
Steps to Comply with SB 553

1. Develop a Comprehensive Workplace Violence Prevention Plan (WVPP):

– Your WVPP should be thorough, detailing the responsibilities, hazard identification and assessment methods, corrective procedures, safety training protocols, a retaliation-free reporting system, and compliance measures. This plan can be integrated into your existing Injury and Illness Prevention Program (IIPP).

2. Establish Employee Training:

– By July 1, 2024, and annually thereafter, ensure employees are trained on recognizing, preventing, and responding to workplace violence. The training should cover all key requirements outlined in SB 553.

3. Maintain a Workplace Violence Incident Log:

– Keep a log of incidents, categorized based on the nature of the violence and the relationship between the offender and the workplace. Personal identifiers should be excluded.

4. Adhere to Recordkeeping Requirements:

– Compliance requires meticulous record-keeping for an extended period:

– Hazard identification, evaluations, and corrective actions: 5 years

– Incident investigations: 5 years

– Violent incident logs: 5 years

– Training records: At least 1 year

Cost of Implementing SB 553

A recent 2023 survey by The National Association of Manufacturers highlights that the compliance burden for small businesses could reach 19% of payroll costs. This estimate does not include state-specific laws like SB 553.

Here’s a breakdown of the estimated costs for a small business without existing resources, accounting for the legal requirement to maintain records (plans, incident logs, and training records) for five years. These records may be requested by agencies like Cal/OSHA for enforcement purposes.

Cost Components

1. Workplace Violence Prevention Plan:

– Customization during initial establishment, updates when new hazards are identified, and annual reviews/updates.

2. Employee Training:

– Initial training setup and annual updates.

3. Access and Recordkeeping:

– Ensuring employee access to plans, incident logs, and hazard reports online. Maintaining records for 5 years to comply with Cal/OSHA requests.

4. Employee Communication:

– Regular communication with employees regarding plans, updates, training, and maintaining logs of such communications.

5. Management of Tasks:

-Allocating the right personnel and resources to manage the above tasks, estimated at 20+ hours annually.

Your SB553 Implemtation Options

You can either:

Self-manage Compliance: Find and coordinate all resources and tasks independently.

2. Use an All-in-One Platform: Platforms like hrdeck.com can simplify the process, allowing you to manage all compliance tasks in one place.

Cost Comparison