{"id":57377,"date":"2024-03-22T16:51:00","date_gmt":"2024-03-22T16:51:00","guid":{"rendered":"https:\/\/www.dinsmore.com\/?post_type=publications&#038;p=57377"},"modified":"2025-11-24T19:01:36","modified_gmt":"2025-11-24T19:01:36","slug":"california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1","status":"publish","type":"publications","link":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/","title":{"rendered":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1"},"content":{"rendered":"\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg\" alt=\"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1\"\/><\/figure>\n\n\n\n<p>Another year, another mandate for California employers.&nbsp; By July 1, 2024, nearly all employers in the Golden State must have in place a workplace violence prevention plan.&nbsp; While the compliance deadline may be three months away, employers need to immediately take action to ensure completion and training by July 1.<\/p>\n\n\n\n<p>According to the Occupational Safety and Health Administration (OSHA), workplace violence is the second leading cause of fatal occupational injuries in the U.S.&nbsp; The new law, codified as Labor Code Section 6401.09, requires employers to implement basic protections to protect employees while at work by requiring California employers to create and implement a detailed and customized written workplace violence prevention plan (WVPP).&nbsp; The law further mandates that employers provide training on the plan by July 1 (and annually thereafter) and maintain a log of workplace violence incidents.&nbsp;<\/p>\n\n\n\n<p>The new law applies to all employers with one or more employees and it applies to all employees, places of employment and employer-provided housing <em>except<\/em>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Health care facilities already covered by Cal\/OSHA\u2019s Violence Prevention in Health Care standards;<\/li>\n\n\n\n<li>Department of Corrections and rehabilitation facilities;<\/li>\n\n\n\n<li>Law enforcement agencies;<\/li>\n\n\n\n<li>Employees teleworking from a location of the employee\u2019s choice, which is not under the control of the employer; and<\/li>\n\n\n\n<li>Places of employment where fewer than 10 employees are working at any given time and that are not accessible to the public, as long as the location has a compliant Injury and Illness Prevention Plan.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>Covered employers include those who have employees on \u201cmultiemployer worksites\u201d, which would include construction sites, vendors and employees who work on clients\u2019 worksites and sites with temporary staff.&nbsp; In those situations, the law dictates that an employer must coordinate the implementation of the WVPP with other employers on a multiemployer worksite.&nbsp; In other words, an employer cannot assume another worksite employer is handling the WVPP.&nbsp; Master service agreements may need to be updated accordingly.&nbsp;<\/p>\n\n\n\n<p>There are a number of requirements outlined in the new law, including the incorporation of specific protocols and procedures in the WVPP, employee training and assessments that must be completed for each worksite.&nbsp;<\/p>\n\n\n\n<p>One of the bigger challenges for employers will likely be in performing a workplace violence hazard assessment to include and utilize as the foundation of the WVPP.&nbsp; This will require many employers to retain outside safety consultants to assess the physical workspace.&nbsp; If an employer has multiple physical workplaces or facilities, each with its own potential hazards, each location must be assessed.&nbsp; This highlights the fact that the WVPP cannot be a quickly compiled generic document, but rather time, thought and resources must be put into the creation to ensure compliance.&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p>Further, employers must maintain a log of all violent incidents, regardless of whether the incident resulted in injury.&nbsp; The log must include specific and detailed information, as dictated by the statute, and must be maintained for at least five years.&nbsp;<\/p>\n\n\n\n<p>Finally, once the WVPP has been drafted, employers must provide effective training on workplace violence and the WVPP by July 1 and on an annual basis thereafter.&nbsp; The training must cover, among other items:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>how employees can obtain a copy of the plan;<\/li>\n\n\n\n<li>how to report workplace violence without fear of retaliation;<\/li>\n\n\n\n<li>job-specific hazards and preventative measures and<\/li>\n\n\n\n<li>how employees can engage in an interactive discussion regarding the plan with someone knowledgeable about the plan.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>Employers must provide targeted additional employee training when newly identified hazards are discovered or changes are made to the WVPP.&nbsp; Training records must be maintained for at least one year.&nbsp;<\/p>\n\n\n\n<p>Employers who fail to comply may be cited by Cal\/OSHA and violations may include civil penalties and misdemeanors.&nbsp;<\/p>\n\n\n\n<p>How Dinsmore Can Help<\/p>\n\n\n\n<p>Virtually every employer in California will need to have a WVPP in place by July 1.&nbsp; While many employers in the healthcare industry have had these in place for the last few years, this is new territory for most.&nbsp; Dinsmore &amp; Shohl&#8217;s Labor and Employment team offers the expertise and resources necessary to provide advice and counseling to California employers.&nbsp; Our employment team offers a variety of counseling services to ensure clients are up to date on mandates and engaging in best practices to avoid penalties or litigation.&nbsp; Please contact us for more information and to learn how we can partner with you.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Another year, another mandate for California employers.&nbsp; By July 1, 2024, nearly all employers in the Golden State must have in place a workplace violence prevention plan.&nbsp; While the compliance deadline may be three months away, employers need to immediately take action to ensure completion and training by July 1. According to the Occupational Safety\u2026<\/p>\n","protected":false},"author":8,"featured_media":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"tags":[],"publication-type":[12],"class_list":["post-57377","publications","type-publications","status-publish","format-standard","hentry","publication-type-legal-alerts"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.5 (Yoast SEO v26.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 - Dinsmore &amp; Shohl<\/title>\n<meta name=\"description\" content=\"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 Read insights and legal analysis from attorneys at Dinsmore &amp; Shohl LLP.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1\" \/>\n<meta property=\"og:description\" content=\"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 Read insights and legal analysis from attorneys at Dinsmore &amp; Shohl LLP.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/\" \/>\n<meta property=\"og:site_name\" content=\"Dinsmore &amp; Shohl\" \/>\n<meta property=\"article:modified_time\" content=\"2025-11-24T19:01:36+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/\",\"url\":\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/\",\"name\":\"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 - Dinsmore &amp; Shohl\",\"isPartOf\":{\"@id\":\"https:\/\/www.dinsmore.com\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg\",\"datePublished\":\"2024-03-22T16:51:00+00:00\",\"dateModified\":\"2025-11-24T19:01:36+00:00\",\"description\":\"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 Read insights and legal analysis from attorneys at Dinsmore & Shohl LLP.\",\"breadcrumb\":{\"@id\":\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#primaryimage\",\"url\":\"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg\",\"contentUrl\":\"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.dinsmore.com\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.dinsmore.com\/#website\",\"url\":\"https:\/\/www.dinsmore.com\/\",\"name\":\"Dinsmore & Shohl\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/www.dinsmore.com\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.dinsmore.com\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/www.dinsmore.com\/#organization\",\"name\":\"Dinsmore & Shohl\",\"url\":\"https:\/\/www.dinsmore.com\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.dinsmore.com\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2025\/12\/Dinsmore-Final-Logo-Navy.svg\",\"contentUrl\":\"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2025\/12\/Dinsmore-Final-Logo-Navy.svg\",\"width\":413,\"height\":54,\"caption\":\"Dinsmore & Shohl\"},\"image\":{\"@id\":\"https:\/\/www.dinsmore.com\/#\/schema\/logo\/image\/\"}}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 - Dinsmore &amp; Shohl","description":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 Read insights and legal analysis from attorneys at Dinsmore & Shohl LLP.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/","og_locale":"en_US","og_type":"article","og_title":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1","og_description":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 Read insights and legal analysis from attorneys at Dinsmore & Shohl LLP.","og_url":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/","og_site_name":"Dinsmore &amp; Shohl","article_modified_time":"2025-11-24T19:01:36+00:00","og_image":[{"url":"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg","type":"","width":"","height":""}],"twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/","url":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/","name":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 - Dinsmore &amp; Shohl","isPartOf":{"@id":"https:\/\/www.dinsmore.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#primaryimage"},"image":{"@id":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#primaryimage"},"thumbnailUrl":"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg","datePublished":"2024-03-22T16:51:00+00:00","dateModified":"2025-11-24T19:01:36+00:00","description":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1 Read insights and legal analysis from attorneys at Dinsmore & Shohl LLP.","breadcrumb":{"@id":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#primaryimage","url":"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg","contentUrl":"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2024\/03\/ca-Header-1.jpg"},{"@type":"BreadcrumbList","@id":"https:\/\/www.dinsmore.com\/publications\/california-employers-on-deadline-workplace-violence-prevention-plan-required-by-july-1\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.dinsmore.com\/"},{"@type":"ListItem","position":2,"name":"California Employers on Deadline: Workplace Violence Prevention Plan Required by July 1"}]},{"@type":"WebSite","@id":"https:\/\/www.dinsmore.com\/#website","url":"https:\/\/www.dinsmore.com\/","name":"Dinsmore & Shohl","description":"","publisher":{"@id":"https:\/\/www.dinsmore.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.dinsmore.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.dinsmore.com\/#organization","name":"Dinsmore & Shohl","url":"https:\/\/www.dinsmore.com\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.dinsmore.com\/#\/schema\/logo\/image\/","url":"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2025\/12\/Dinsmore-Final-Logo-Navy.svg","contentUrl":"https:\/\/www.dinsmore.com\/wp-content\/uploads\/2025\/12\/Dinsmore-Final-Logo-Navy.svg","width":413,"height":54,"caption":"Dinsmore & Shohl"},"image":{"@id":"https:\/\/www.dinsmore.com\/#\/schema\/logo\/image\/"}}]}},"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/publications\/57377","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/publications"}],"about":[{"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/types\/publications"}],"author":[{"embeddable":true,"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/users\/8"}],"version-history":[{"count":3,"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/publications\/57377\/revisions"}],"predecessor-version":[{"id":62022,"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/publications\/57377\/revisions\/62022"}],"wp:attachment":[{"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/media?parent=57377"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/tags?post=57377"},{"taxonomy":"publication-type","embeddable":true,"href":"https:\/\/www.dinsmore.com\/wp-json\/wp\/v2\/publication-type?post=57377"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}