Workplace Violence–Prevention Training: Are California State Mandates a Sign of Things to Come?
February 23, 2024
The U.S. Occupational Safety and Health Administration, or OSHA, defines workplace violence as “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site.” This includes sexual harassment and sexual assault, vandalizing property, and other forms of aggressive unwelcome conduct that have no place on the job.
Approximately 2 million people a year in the United States experience violence at work of one kind or another, including assaults by dissatisfied customers, robberies, domestic problems that have spilled over into the workplace, and gun violence committed by troubled coworkers or former coworkers, not to mention political and ideological terrorism.
Increasingly, employers are recognizing the threat not only to personal safety but also for organization liability that workplace violence poses, especially when training and preparedness is lacking.
Some states currently require violence–prevention training for government employees or other potentially high-risk categories such as healthcare or night-shift retail workers. But with its SB 553 legislation, this year California is implementing compulsory violence–prevention training for most workplaces in the state with at least ten employees. Covered California employers have to provide both a comprehensive, written Workplace Violence Prevention Plan (WVPP) and training for their employees, subject to enforcement by the California Occupational Health and Safety Administration (Cal/OSHA).
Such requirements are likely to become a nationwide trend. HR departments can help employees be prepared in case of a violent event, and stay ahead of the curve when it comes to future training mandates, by providing appropriate safety training and policies sooner rather than later. Employees should be trained to assess and respond appropriately to potential threats, prepare for and respond to an active shooter incident, and maintain a respectful and civil workplace to lessen the chance of violent behavior occurring.
Organization policy should specifically state that weapons, including firearms and other dangerous or hazardous devices or substances, are not allowed at the workplace or job site without proper authorization. And that conduct that physically threatens, intimidates, or coerces another person at any time, including off-duty periods, will not be tolerated.
It sometimes takes a violent incident to make safety a priority. But preventing workplace violence from occurring in the first place and being prepared to respond to it effectively if it does occur may just save a life.