California Provides Sample Workplace Violence Prevention Plan
by Adriane Harrison, Vice President, Human Relations Consulting Apr 25, 2024

California is the first state in the country to pass a law that requires employers to have a Workplace Violence Prevention Plan (WVPP). The law, passed on September 30, 2023, amended an existing California law and now requires most California employers to implement a WVPP by July 1, 2024. Members can read more about the law in this PRINTING United Alliance “First to Know” article. 

In March 2024, California Department of Industrial Relations, which is a division of the state’s Occupational Safety and Health Administration (Cal/OSHA) published a fillable PDF template for a WVPP. The fillable PDF template covers all employer requirements and greatly simplifies compliance with the new law, possibly helping employers avoid costly legal fees that they would incur to create their own WVPPs. 

Cal/OSHA has also provided a fact sheet for employers to understand their responsibilities under the new law. The Information for Employers Fact Sheet provides guidance on how employers can meet their obligations under the new law. Cal/OSHA also provided an Information for Employees Fact Sheet about the WVPP law. 

All but the smallest printing companies in California are covered by the WVPP law. The law has several exceptions, but the only exception that is applicable to printers is for those companies that: 

1) are not accessible to the public and 

2) have fewer than 10 employees working at a location at any time. 

For companies not located in California, it is still a good idea to have a WVPP. In the absence of a WVPP, it is still important to institute policies and procedures that may help prevent violence in the workplace and guide a response if a violent incident occurs. Employers have been cited under federal OSHA’s General Duty Clause for not having any policies or procedures in place to address workplace violence. While some of those citations have been successfully rescinded, it required the company to go to court to obtain a legal resolution.  Having a WVPP or equivalent in place may prevent OSHA citations in these situations. 

Although California is the only state that currently requires a WVPP, other states may pass similar legislation after observing California’s actions. PRINTING United Alliance Government Affairs team will keep members informed of any future developments in California or other states. 

In this article Adriane Harrison, VP of Human Relations Consulting, PRINTING United Alliance, addresses the Cal/OSHA Workplace Violence Prevention Plan law. More information about labor and employment laws and regulations can be found at the Center for Human Resources Support or reach out to Adriane directly if you have additional questions specific to how these issues may affect your business at: aharrison@printing.org.    

To become a member of the Alliance and learn more about how our subject matter experts can assist your company with services and resources such as those mentioned in this article, please contact the Alliance membership team: 888-385-3588/membership@printing.org.  

Business California Human Resources
Adriane Harrison Vice President, Human Relations Consulting
Hire This Expert

Adriane Harrison is the Vice President of Human Relations Consulting at PRINTING United Alliance. With a background in law, business, and non-profit sectors, Adriane brings a wealth of knowledge to address issues across all aspects of human resources. Adriane is a relatable speaker that uses interactive techniques to provide understandable strategies for HR success. She is a graduate of the University of Illinois at Urbana-Champaign (Journalism), and DePaul University College of Law.

Speaking Topics:

  • How to Manage a Multi-generational Workforce
  • Employee Engagement
  • Managing Legal and Illegal Drugs in the Workplace
  • Telling Your Story – Marketing for Recruitment
  • Creating a Flexible Workplace
  • Recruiting and Retaining a Modern Workforce
  • How to be a Best Workplace in the Printing Industry
  • Current HR Issues

Related Content

Proforma Distributor Owner, Chas Shramek, Secures Seven-Figure Retail Superstore Deal for Valued Client

TAMPA, FLA. (April 30, 2024) – Proforma, the $650 million technology and business success leader, proudly acknowledges Chas Shramek, President and Owner of Proforma Connected. His recent achievement in securing a seven-figure deal has led to the successful placement of branded products within a prominent retail superstore on behalf of a valued client. Through this feat, Shramek, an esteemed member of Proforma’s Multi-Million Dollar Club with over 15 years of industry experience, exemplifies the dedication and persistence that have become synonymous with the Proforma brand.

Federal Trade Commission Bans Non-Competition Agreements

On April 23, 2024, the Federal Trade Commission (FTC) banned companies from using non-competition agreements – generally referred to as “noncompetes” in employment agreements, severance agreements, and other contracts. The purpose of noncompetes is to protect employers from being competitively disadvantaged by companies that hire their employees away from them and then benefit from that former employee’s inside knowledge of the company, which theoretically provides an unfair advantage to the hiring company.

Legislation in New Jersey Will Ban Black Printing Ink

In the start of a growing trend focusing on banning carbon black and other “toxic” chemicals, legislation was introduced in the New Jersey Senate on April 15, 2024, that would ban the use of carbon black and other toxic chemicals in packaging. The bill, S3135, Toxic Packaging Reduction Act, would require producers of packaging to reduce the amount of packaging being produced and calls for the creation of a Toxic Packaging Task Force.
}