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Employers Operating With Employees in California Are Now Required To Implement a Workplace Violence Prevention Plan and Training Program
Employers Operating With Employees in California Are Now Required To Implement a Workplace Violence Prevention Plan and Training Program

Are you a California employer?

Or are you a multi-state employer operating with some employees in California?

Effective July 1, 2024, new Section 6401.9 of the California Labor Code requires nearly all California employers to implement a Workplace Violence Prevention Plan and corresponding training program.

With very limited exceptions, California employers must adopt and effectuate a WVPP and corresponding record-keeping practices, which include: 

  • The names of persons responsible for its implementation.
  • Effective procedures for employee involvement in developing and implementing the plan.
  • Methods to coordinate implementation of the plan with other employers, when applicable.
  • Procedures for employers to handle and respond to reports of workplace violence, while ensuring no retaliation against the reporting employee.
  • Procedures to ensure compliance from employees, including supervisors.
  • Procedures to communicate with employees regarding workplace violence matters.

Cal/OSHA published answers to some Frequently Asked Questions in March, and the California Department of Industrial Relations published a model WVPP, which broadly encompasses organizations of all sizes and sectors. But, an employer’s WVPP must be tailored to each individual organization, and other guidance is scarce. 

Calfee is ready and able to help employers, especially our regional or multi-state clients with operations in California, in preparing and implementing an effective and tailored WVPP if they have not done so already or were previously unaware of the requirement. Please contact us today with questions.

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Non-legal business services are provided by Calfee Strategic Solutions, LLC, a wholly owned subsidiary of Calfee, Halter & Griswold. Calfee Strategic Solutions is not a law firm and does not provide legal services to clients. Although many of the professionals in Calfee’s Government Relations and Legislation group and Investment Management group are attorneys, the non-licensed professionals in this group are not authorized to engage in the practice of law. Accordingly, our non-licensed professionals’ advice should not be regarded as legal advice, and their services should not be considered the practice of law.

Updates related to all government assistance/incentive programs are provided with the most current information made available to Calfee at the time of publication. Clarifications and further guidance may be disseminated by government authorities on an ongoing basis. All information should be reaffirmed prior to the submission of any application and/or program participation.


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