On July 1st, 2024, California SB 553 came into effect to protect employees from the growing threat of workplace violence.
Here we examine how to comply with the regulations, what the bill includes, and steps to prevent violent threats toward your employees.
Workplace violence is on the rise, and California is taking action. With over 5,200 workplace fatalities in 2023 in the US alone and violent incidents becoming more common, SB 553 was passed to help businesses create safer work environments. This law, effective July 1, 2024, requires employers to develop and implement workplace violence prevention plans (WVPPs) to protect employees.
For many workers, the fear of violence at work is a daily reality. In 2022, workplace homicides increased by nearly 9%, with firearms involved in 83% of cases. Certain industries, like retail, healthcare, and public services, face even higher risks.
According to the Bureau of Labor Statistics California and New York faced the highest rates of violence at work in 2022, leading both states to implement laws to protect workers from violence. New York passed the Retail Safety Act, and California’s Senate has passed Senate Bill 553. Let’s break down what SB 553 requires and how you can meet its standards without unnecessary complexity.
SB 553 is designed to help employers proactively prevent these threats instead of reacting after an incident occurs. By following the law, you’re not just avoiding fines—you’re creating a culture of safety that protects your team and boosts morale.
Employers have a duty of care to their employees, ensuring they can perform their jobs without fearing for their safety. A well-prepared workplace does more than meet legal requirements; it instills confidence among workers and reduces turnover, helping to build a loyal and motivated workforce.
For employers, there are five key points in the Senate Bill 553:
Complying with the law is essential, but as an employer, ensuring that your employees feel secure and protected is even more important. Let’s dive into how you can do that.
Most California businesses must comply with SB 553, except for:
If your business doesn’t fall under these exceptions, you must take action now to meet compliance requirements. Failure to do so could result in penalties, legal action, and, more importantly, harm to your employees.
Your WVPP is the foundation of compliance. This written plan must include:
An effective WVPP should not only outline response strategies but also provide preventative measures such as improved lighting, security personnel, and workplace design changes that minimize risk. Employees should feel encouraged to voice concerns and suggest safety improvements, reinforcing a collaborative approach to violence prevention.
Annual training is mandatory under SB 553. Your training program must cover:
Regular training refreshers should also include scenario-based exercises, where employees can practice de-escalation techniques, emergency response steps, and safe evacuation procedures. Real-world applications in training can significantly impact how employees react under stress.
Every workplace must document incidents of violence, including:
Your log must include dates, locations, descriptions, and outcomes of all incidents and be kept for at least five years.
Employees need safe, anonymous, and simple ways to report workplace violence. Your procedures should:
You can take six practical, actional steps to ensure that your workplace complies with the new legislation.
Firstly, assess workplace risks. Conduct a workplace risk assessment to identify violence-related hazards (e.g., poorly lit areas, isolated workspaces, or high-stress roles). You can use our template to help. You can also gather employee input about perceived risks through surveys or focus groups. Then, document findings and prioritize risks based on severity and likelihood.
Next, draft or update prevention policies. Develop or revise your Workplace Violence Prevention Plan (WVPP) to align with SB 553 requirements. The new WVPP should then be distributed and posted in visible areas.
Then, implement reporting systems. Create a straightforward, accessible process for reporting workplace violence, such as online reporting, anonymous hotlines, and designated personnel.
Once you have your WVPP and systems, you should schedule staff training. This training should be role-specific on identifying risks, reporting procedures, and de-escalation techniques, with an interactive questions-and-answers portion. You also need to present your new reporting systems and emphasize zero tolerance for retaliation.
You then have to conduct regular reviews of your WVPP to ensure continued compliance. These reviews should include reviewing the violent incident log for trends or recurring issues and gathering employee feedback on the policy’s effectiveness. You should also update your WVPP with new risks, incidents, or regulatory changes.
Finally, you can use technology to support your employees. These include incident reporting software to centralize and manage reports, surveillance systems to monitor high-risk areas, electronic access control to restrict unauthorized entry to sensitive areas, and emergency communication apps for quick alerts and notifications during incidents.
A strong safety culture goes beyond compliance. Aware360 can help businesses in California keep their employees safe with reliable safety devices like the Belle X and ActiveHalo. Employees can feel secure anytime in the day or even late at night or when dealing with aggressive customers, thanks to our easy-to-use safety apps.
By integrating proactive safety solutions, businesses can go beyond minimum compliance and create a truly secure work environment.
Compliance doesn’t have to be complicated. By following these five steps and using smart safety solutions, you can meet regulations while creating a culture of trust and protection.
Many businesses that have implemented robust safety measures report lower absenteeism, higher productivity, and improved employee morale. When workers feel protected, they can focus on doing their jobs effectively rather than worrying about potential threats.
Don’t wait until an incident happens. Take action today! Book a free demo to see how Aware360’s safety solutions can help your business comply with SB 553 and keep your employees safe.
Yes, under SB 553, employers had until July 1st, 2024, to create a Workplace Violence Prevention Plan (WVPP) to protect their employees.
The fines for not complying with SB 553 range between $18,000 and $25,000 per violation. Penalties can also include citations or license revocations.
The Labor Code Section 6401.9 defines workplace violence as “any act of violence or threat of violence that occurs in a place of employment.” This can include threatening, aggressive, or violent behavior or speech or causing physical damage to the property.
Starting on July 1st, 2024, almost all workplaces must follow SB 533 to maintain a Workplace Violence Prevention Plan, provide training, have a violence log, and enable employees to report any threats without fear of reprisal.
The training must be conducted when the Workplace Violence Prevention Plan (WVPP) is established and then annually. Additional training must happen if new hazards are identified or the WVPP is updated. The training must also be interactive so employees can ask questions.
It should include accepting and responding to reports of workplace violence, doing workplace violence hazard assessments, having a violence log, forbidding employee retaliation, providing training, and responding to current and potential threats and emergencies.
The four types are:
1- Criminal intent (eg robbery, trespassing, shoplifiting),
2 - Client on worker (this violence can include verbal abuse, threatening behavior, physical assault),
3 - Worker on worker, including colleagues, supervisors, or managers and can include physical assault or threats of violence,
4 - Personal/domestic relationship where the perpetrator has a relationship with an employee of the company. This type of violence can be stalking and assaulting on the premises.
It defines it as “any act of violence or threat of violence that occurs in a place of employment.” It can include but isn’t limited to, the threat of physical violence that could cause harm to an employee or the threat or usage of a firearm. It doesn’t include acts of lawful self-defense.
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