Male and female warehouse managers looking at a checklist on a clipboard

Now that the July 1, 2024 deadline for California's workplace violence prevention law (SB 553) has passed, California employers not yet in compliance often ask, "What are my options?"

Here's a short answer from subject matter expert James Sporleder.

Now that the July 1, 2024 deadline for California's workplace violence prevention law (SB 553) has passed, California employers not yet in compliance often ask, "What are my options?"

Here's a short answer from subject matter expert James Sporleder.

It’s NEVER too late to get started on a solid plan toward compliance with the new legislation. The key now is to show a good-faith effort to come into compliance. Rome wasn’t built in a day, and building a robust, compliant Workplace Violence Prevention and Intervention Program won’t be either. Start today! Take small, achievable steps like:

  • Assign a Leader: Choose a senior leader to be in charge of the Workplace Violence Prevention Program.
  • Draft a Basic Plan: Use the Cal/OSHA Template to create a basic workplace violence prevention plan. Customize it to fit your company.
  • Identify Risks: Walk through your workplace and talk to employees to spot potential hazards and areas of concern.
  • Schedule Training: Plan and schedule initial training sessions for all employees. Include interactive elements to meet SB553 requirements.
  • Communicate with Employees: Develop a simple plan to keep employees informed about the new program. Include regular updates and ways for them to give feedback or report concerns.

Being able to show that your organization is taking meaningful steps toward compliance will demonstrate your commitment to a safer workplace for everyone.
Heart & Courage…
James

About the Author

James Sporleder has 30 years' experience in the security industry. With a unique background in specialized captivity survival, James has trained thousands of US military personnel from one of the most elite units in the US Department of Defense. He’s worked in the corporate arena for 20 years, focusing on the development and implementation of specialized training programs and helping more than 50 percent of the Fortune 100 prepare for and respond to emerging challenges related to workplace violence, intimate partner violence, and extreme violence such as active shooter.

Please Note: This post is designed to help you understand CA SB 553. It is not intended as legal advice, nor does it contain every detail or requirement of the mandate. It’s provided solely for informational purposes. If you have additional questions about the law, its requirements, or implications for your organization, you should consult legal counsel.