New Age Protection, Inc.’s Post

Under SB 553, California employers are required to create a comprehensive Workplace Violence Prevention Plan (WVPP) by July 2024. My Buchanan Ingersoll & Rooney PC colleagues Jason Murtagh, Mary Hackett and Kathryn Lee Colgan wrote a great advisor that can tell you a whole lot more! #Employers #EmploymentLaw #SB533 #WVPP”

There are 4 key elements to an effective workplace violence prevention plan. In this piece, the second in a 4 part series, I cover strategies to help your employees avoid physical harm from violence. In its new workplace violence prevention law, California requires employers to train their employees to avoid physical harm, but does not identify what employers should train employees in. This is what works. #workplaceviolenceprevention #californiaworkplaceviolencepreventionlaw #workplaceviolence

SB 553 requires California employers to create a comprehensive Workplace Violence Prevention Plan (WVPP) by July 2024. Employers nationwide should stay informed about developments in this area. #Employers #EmploymentLaw #SB533 #WVPP #slotnicklaw #slotnick

***BREAKING NEWS FOR NEW YORK RETAILERS*** NY Governor signs workplace violence prevention law applicable to retailers in NY, which will go into effect in 180 days. If you're a retailer with operations in NY, check out this blog I wrote with Karen Tynan and Stefan Borovina. #ODWorkplacesafety #EmploymentLaw #OSHA

California employers are now required to develop a Workplace Violence Prevention Plan, train employees and supervisors on workplace violence matters, maintain a violence incident log, and keep records of all training and violent workplace incidents. Andrew Sommer, Hannah Sweiss and Abby Putzulu share a four-step compliance plan to make sure you are following the new law: https://bit.ly/3SLEH6K. #workplacesafety #workplacelaw #employmentlaw #California

I want to give you a VERY raw assessment of California's Workplace Violence Prevention efforts, including SB553 which is set to take effect July 1, 2024 and the Cal/OSHA Workplace Violence Standard which has to be in place in 2026. To be very clear, NOBODY is going to show up and cite you if you don't have your program completed and employees trained by July 1, 2024, which is the first cutoff date. You may be able to ride it out for quite a while without a problem. HOWEVER, if an employee gets hurt, or makes a compliant to Cal/OSHA there is an outstanding chance that you are going to get a visit. And now you will have to explain why you are not following the very basic steps outlined in the Bill. There are very specific guidelines that you should be following, I am not sure how you can defend not protecting your employees from recognized hazards. I know from experience that the attorneys on the other side love when you miss or ignore the basics. I strongly suggest that you get started now and ask as many questions as you can.

Just a reminder of the July 1st deadline for companies operating in California to put their workplace violence prevention plans in place. While new regulations are always annoying, this is an important safety step and can be done with internal resources using a wide array of free external resources. I’ve created these plans at multiple companies and local law enforcement and the FBI have amazing resources to help. I’ve had police departments in multiple jurisdictions consult on plans and even had them come out and do training. In my experience they are happy to do so. Just a reminder that the new law requires that a company: -Establishes workplace violence-specific policies and procedures -Establishes systems for reporting violent incidents and threats -Provides interactive annual training on the prevention plan -Maintains a violent incident log -Files workplace violence restraining orders -Keeps records related to the plan Let’s keep working together to keep our personnel safe!

Until relatively recently, Oklahoma employers had few legal tools to prevent workplace harassment and theats of violence. In 2019, the Oklahoma Protection from Workplace Harassment and Violence Act, 12 O.S. § 1398, empowered employers to be proactive. The Act allows employers to seek a civil injunction that protects employees and customers by prohibiting workplace harassment. "Workplace harassment" is "repeated or continuing contact that would cause a reasonable person to suffer emotional distress and that actually causes emotional distress to the victim." "Workplace harassment" includes, but is not limited to, "credible threats of violence." In light of current events, Oklahoma employers should remember that they have this powerful tool in their toolboxes. Ogletree Deakins' Workplace Violence Prevention practice group has resources on this law and similar laws across the country.

California's new Workplace Violence Prevention requirements are outdated by about 25 years, as they focus primarily on the late stages of workplace violence: violent acts and threats of violence. While a giant step backwards for leading employers with robust prevention programs, even they have no choice but to comply by July 1, 2024. We've worked hard to make it possible for all employers to do so by developing and offering a package of California-compliant training and documents. https://lnkd.in/g7YNC9ik #CaliforniaSB553 #Californiaregulations #SB 553 #workplaceviolence #humanresources #HR #security #compliance

And the wave of #workplaceviolence legislation continues ... Here's the latest update on New York and the Workplace Violence Prevention Bill. #ODWorkplacesafety #Ogletree