WVPP Reminder: It’s Time for Training!

WVPP Reminder: It's Time for Training!

It is hard to believe that almost a year has passed since SB 553 went into effect on July 1, 2024, in California, requiring employers to develop and implement workplace violence prevention plans. The law applies to most employers in the State with a few exceptions.

• If your business put a plan in place when the requirement came into effect, now is the time to revisit it and schedule the required yearly training for your employees.
• If you are required to have a plan but have not created one yet, it's time to do so ASAP! Employers who fail to comply with the requirements may be subject to penalties of up to $25,000 for serious violations and up to $158,727 for willful violations, so procrastination could prove to be expensive.

Exceptions to the law include:

• Employers already covered by the WVPP in the Healthcare Standard
• Facilities operated by the California Department of Corrections and Rehabilitation
• Law enforcement agencies
• Employees teleworking form a location of their choice that is not under the control of the employer
• Places of employment that are not accessible to the public and have fewer than 10 employees working at any given time, so long as they have a compliant IIPP.

Training Timelines

As a reminder, all California employers must have a written Workplace Violence Prevention Plan (WVPP) and provide training to employees on the employer's plan:

1. Whenever new hazards are identified,
2. whenever the plan is changed, and
3. on an annual basis.

WVPP Employee Training Requirements

The person conducting any of the WVPP trainings must be knowledgeable in the employer's WVPP. The training must be customized to the specific workplace and any hazards present, meaning a generic "off the shelf" training may not meet the requirements.

The training materials and content used by the employer should also be appropriate for the educational level, literacy, and language of their employees. In other words, if you communicate with your workforce in a language other than English, then the training materials and plan content should match that language. Training records must also be retained for a minimum of one year.

The law also states that the training must cover specific definitions in Labor Code section 6401.9 as well as:

• The employer's specific WVPP
• How an employee can obtain a copy of the employer's plan
• How to report incidents of workplace violence and retaliation/reprisal protections
• Violence hazards specific to the employee's job
• The corrective measures the employer has implemented to address hazards
• Strategies to avoid physical harm
• How to seek assistance to prevent or respond to violence
• How to obtain copies of records regarding hazard identification, evaluation and correction, and training records
• The Violent Incident Log-what it is and how to obtain a copy.

Employers can also include supplemental information such as:

• Defusing confrontations
• Escape plans
• Active shooter trainings

Creating the WVPP Employee Training

If you need assistance creating your employee training, CEA has a training template with 30+ slides to incorporate the requirements and key definitions to present the materials to your staff. The WVPP employee training template allows you to easily customize your plan so that a trainer familiar with the nuances of your business can modify it and present it to your team. It is available for purchase in the CEA Store - CEA members receive a discounted rate!

Just Getting Started?

If you are just starting your WVPP, CEA has a comprehensive Do-It-Yourself Package available for administrators/employers, which includes a 90-minute training recording and toolkit to guide you through the process and ease the headaches. Join us for our live webinar June 5, 2025 at 10:00am . The live webinar includes the DIY package and walks you through everything you need to know, step by step!

Reminder: CEA members already have free access to our WVPP Toolkit!