California Workplace Violence Prevention Training

Training Content for SB553, the Cal-OSHA Workplace Violence Prevention Program

The training focuses on workplace violence prevention and requires employers to provide training to employees. The training content typically covers the following key aspects:

1. Recognition of Potential Risks: Employees are trained to recognize signs and behaviors that may indicate a risk of workplace violence, including verbal threats, physical aggression, and other concerning behaviors.

2. Preventive Measures: Training emphasizes proactive measures to prevent workplace violence, such as effective communication techniques, conflict resolution strategies, and de-escalation tactics.

3. Policies and Procedures: Employees are educated about the organization's policies and procedures related to workplace violence prevention, including reporting mechanisms, emergency protocols, and available resources for assistance.

4. Response Protocols: Training equips employees with knowledge of how to respond effectively in the event of a workplace violence incident, including steps to ensure personal safety, how to seek help, and how to assist others if needed.

5. Legal Rights and Responsibilities: Employees learn about their legal rights and responsibilities concerning workplace violence prevention, including anti-retaliation protections for reporting incidents and cooperating with investigations.

6. Role-Specific Training or Case Studies: Depending on job roles and responsibilities, employees may receive specialized training tailored to their specific workplace environment and potential exposure to violence risks.

7. Employer’s Written Plan: Training also to include employee communication protocols, recordkeeping, evacuation routes, and other details on the WVPP. (To be conducted offline by a person knowledgeable about the plan).

Overall, SB553 workplace violence prevention training aims to empower employees with the knowledge and skills needed to identify, prevent, and respond to incidents of workplace violence effectively. By providing comprehensive training, employers can foster a safer work environment and promote employee well-being.
The California Division of Occupational Safety and Health (Cal/OSHA) mandates workplace violence prevention programs to ensure the safety and well-being of employees. Key requirements of the Cal/OSHA workplace violence prevention program include:

1. Risk Assessment: Employers must conduct a thorough assessment to identify potential hazards and risks related to workplace violence.

2. Written Program: Employers are required to develop a written workplace violence prevention program that outlines policies, procedures, and strategies to prevent and address incidents of violence.

3. Training: Employees must receive training on recognizing and preventing workplace violence, as well as on procedures to follow in case of an incident.

4. Incident Investigation: Employers must establish procedures for promptly investigating and documenting workplace violence incidents.

5. Record-Keeping: Records of workplace violence incidents, investigations, and corrective actions must be maintained.

6. Annual Review: The workplace violence prevention program should be reviewed annually and updated as necessary to address changing circumstances or emerging risks.

7. Consultation with Employees: Employers must involve employees in the development, implementation, and review of the workplace violence prevention program.

8. Communication: Employers should ensure effective communication of the workplace violence prevention policies and procedures to all employees.

9. Medical Services and First Aid: Provision of appropriate medical services and first aid to employees affected by workplace violence incidents.

CALIFORNIA WORKPLACE VIOLENCE PREVENTION

Steps for Employees to Take to Prevent and Respond to Tense and Potentially Volatile Situations

ALARMING STATISTICS

• In the US, there were 761 workplace deaths caused by violence in 2021, and 2.6 million non-fatal workplace injuries.

• 85% of workplace violence deaths are due to robbery.

• Workplace assaults resulted in 20,050 injuries and 392 fatalities in 2020 alone.

• Workplace violence causes American businesses to lose, on average, $250 to $330 billion every year.  

  WHAT IS WORKPLACE VIOLENCE?

Workplace violence includes, but is not limited to, the following:

• The threat or use of physical force against an employee that results in, or has a high likelihood of resulting in, injury, psychological trauma, or stress, regardless of whether the employee sustains an injury.

• An incident involving a threat or use of a firearm or other dangerous weapon, including the use of common objects as weapons, regardless of whether the employee sustains an injury

• Any act of violence or threat of violence that occurs in a place of employment

  TYPES OF WORKPLACE VIOLENCE

1. Violence committed by a person who has no legitimate business at the worksite, and includes violent acts by anyone who enters the workplace or approaches employees with the intent to commit a crime.

2. Violence directed at employees by customers, clients, patients, students, inmates, visitors, or other third parties.

3. Violence against an employee by a present or former employee, supervisor, or manager.

4. Workplace violence committed in the workplace by a person who does not work there, but has or is known to have had a personal relationship with an employee.

Workplace violence does not include lawful acts of self-defense or defense of others.

Work practice controls - Procedures and rules which are used to effectively reduce workplace violence hazards.

WHY ARE WE DOING THIS TRAINING?

Build Skills and Confidence

Safety and Health

Legal Compliance

AGENDA

 De-Escalating Conflict And Preventing Volatile Situations

WARNING SIGNS OF ESCALATING BEHAVIOR

TRIGGERS FOR WORKPLACE VIOLENCE

• Job layoffs or threats of job elimination

• Pressure for increased productivity

• Psychological instability

• Lack of individual responsibility

• Unstable economy

• Non job-related personal problems

• Unresolved workplace conflict

• Domestic disputes/spousal abuse

Some examples of what triggers a violent episode

BEHAVIORAL WARNING SIGNS

• Direct or veiled verbal threats.

• Intimidating behavior towards others.

• Fascination with weapons or violent acts.

• Inability to accept constructive criticism of job performance.

• Exhibiting moral righteousness and believing the employer is not following law, rules, and procedures.

• Displaying unwarranted anger; displaying violence towards inanimate objects.

• Demonstrating paranoid behavior.

• Unreasonably holding a grudge, usually against a supervisor.

• Extreme mood swings.

• Extreme family, financial, or other personal problems.

• Stealing or sabotaging equipment.

• Displaying obsession about job and not usually having outside interests.

• Drug or alcohol use, especially increased use.

RISK FACTORS

• Working alone

• Working late at night or early morning

• Working with money

• Dealing with the public

• Delivering passengers or goods

• Working in high crime areas

• Working with people who have a history of violence

• Working in community settings

• Having a mobile workplace (police car or taxi) 

• DE-ESCALATING A TENSE SITUATION

• ESCALATING THREAT LEVELS

• THE ESCALATION CYCLE

• Pattern Occurring Before, During, and After an Episode

• STEPS FOR DETERMINING ACTIONS

Determine the Best Response

Have the courage and confidence to do something. NEVER put yourself in harm’s way but DO SOMETHING! Help can be direct or indirect. Directly address the situation. Step in and say or do something to stop the situation.

WHO SHOULD TAKE ACTION?

Be courageous and step up.

If you see something, say something.  This requires personal assertiveness. Your silence is license to continue the behavior.

Defer to a Third Party

WHO SHOULD TAKE ACTION?

Team Up!

Use teamwork to distract and delegate.

Get another person on board to interrupt the situation long enough for you to find help

Be courageous and step up.

If you see something, say something.  This requires personal assertiveness. Your silence is license to continue the behavior.

Defer to a Third Party

WHO SHOULD TAKE ACTION?

Team Up!

 BE ALERT, DETERMINE BEST RESPONSE

Body Language: 

• Be calm, polite, respectful

• Speak softly but firmly

• Maintain eye contact without staring

• Avoid threatening gestures, clenched fists, power stances

• When emotion is high, logic is low

Verbal

• Say please

• Use their name – get their attention.

• Use words like “let’s” “we” and “together” 

• Provide options – get the person to make a decision so they feel more in control.

• When emotion is high, logic is low

• “Can we please not do that…”

• Less emphatic:  “Let’s keep it professional…”

• Direct and emphatic: “Stop acting that way” “leave that alone” or “cut it out”

• What you say depends on the situation.

WHAT TO DO

• If you suspect something, say something.  The sooner the better.  Waiting until the situation has escalated will not help.

• Contact your manager, the Police, or another person of authority who can assist.

  DON’T MAKE THESE MISTAKES

• Don’t put yourself in danger.

• Don’t leave a co-worker alone in a questionable situation.

• Don’t intervene on your own if the situation is questionable -- team up with another person to address the situation.

• Don’t ignore, avoid, sweep it under the rug, or make a joke about the situation. 

• Don’t remain silent or stand by if there is something you can safely do to intervene.

• Don’t assume someone else will intervene.

ESSENTIALS FOR DIFFUSING A TENSE SITUATION

IF A VIOLENT EPISODE OCCURS

ACTIVE SHOOTER – HOW TO RESPOND FROM US DEPT OF HOMELAND SECURITY

1.  Evacuate

• If there is an accessible escape path, attempt to evacuate the premises. Be sure to:

• • Have an escape route and plan in mind

• • Evacuate regardless of whether others agree to follow

• • Leave your belongings behind

• • Help others escape, if possible

• • Prevent individuals from entering an area where the active shooter may be

• • Keep your hands visible

• • Follow the instructions of any police officers

• • Do not attempt to move wounded people

• • Call 911 when you are safe

2.  Hide Out

• If evacuation is not possible, find a place to hide where the active shooter is less likely to find you. Your hiding place should:

• Be out of the active shooter’s view

• Provide protection if shots are fired in your direction (i.e., an office with a closed and locked door)

• Not trap you or restrict your options for movement

3. ACT UP

• As a last resort, and only when your life is in imminent danger, attempt to disrupt and/or incapacitate the active shooter by:

• Acting as aggressively as possible against them

• Throwing items and improvising weapons

• Yelling

• Committing to your actions

• YOUR ORGANIZATION’S PLAN

Employee Communication, Emergency Response Protocols, and Reporting

NON-RETALIATION

Your organization has a policy against retaliation against an employee for bringing an issue to the attention of management

• Concern

• Problem

• Suspicion

Use your complaint handling procedure to advise your manager about any issues

Your Organization’s Policy Against Retaliation

WORKPLACE VIOLENCE PREVENTION PLAN

• Names of person

• 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.

Your Organization’s Plan Should include:

PROCEDURES TO COMMUNICATE WITH EMPLOYEES

• Emergency Response Protocols

• Identify and evaluate workplace violence hazards that include inspections with the following frequency:

• When the plan is first set up.

• Periodically scheduled.

• After violent incidents.

• Whenever a new hazard becomes known.

Procedures

Procedures to timely correct workplace violence hazards identified and evaluated.

Procedures for post-incident response and investigation.

Procedures that allow for plan review

Annually.

When a deficiency is observed or becomes apparent.

After a workplace violence incident.

Any other procedure necessary for employee health and safety

Training Provisions

RECORDKEEPING REQUIREMENTS

Incident date, time, location.

Workplace violence “Type” (1, 2, 3, and/or 4).

Detailed description of the incident.

Classification of who committed the violence.

The circumstances at the time of the incident.

Where the incident occurred.

Specific incident characteristics, such as physical attacks, weapon involvement, threats, sexual assault, animal incidents, or other events.

What the consequences of the incident were, including any involvement law enforcement.

What steps were taken to protect employees from further threat or hazards.

Who completed the log, including their name, job title, and the date completed.

Note: Employers must exclude personal identifying information that would identify any person involved in a violent incident.

Violence Incidence Log - Where it is located and how to fill it out. Record retention requirements

YOUR EMPLOYER’S PLAN

• Emergency Response

• Workplace Violence

• How to Report an Issue

• Discuss the Provisions of these Policies

SUMMARY

Constant Vigilance! Be aware of your surroundings and notice the warning signs

Report any suspicions to prevent a situation from occurring

Respond according to the situation to diffuse stress and emotion

Use your resources:

• Supervisor and Managers

• Police

• Authoritative Person