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Understanding Workplace Violence and What Your State Laws May Mandate

By January 24, 2025February 7th, 2025No Comments

Workplace violence is a growing concern for employers and employees across the United States. This issue encompasses a broad spectrum of behaviors ranging from verbal threats and harassment to physical assaults and, in extreme cases, fatal incidents. To ensure the safety and well-being of workers, many states have implemented specific laws and regulations to address and prevent workplace violence. This article explores key state laws related to workplace violence and highlights proactive measures employers can take to comply with these regulations.

State-Specific Legislation

California

California leads the way with some of the most comprehensive workplace violence prevention laws in the nation. SB 553, which went into effect on July 1, 2024, requires most employers to develop a workplace violence prevention plan (WVPP). The plan must include:

  • Prohibiting employee retaliation
  • Accepting and responding to reports of workplace violence
  • Providing employee workplace violence training and communication

This regulation mandates identifying workplace violence hazards, training employees, and reporting incidents to the state’s Division of Occupational Safety and Health (Cal/OSHA). Previously, the law primarily applied solely to healthcare settings, however, it now includes other industries in recognizing and mitigating risks.

Connecticut, Illinois, Maryland, Minnesota, New Jersey, Oregon, and Washington

Require employers to implement workplace violence prevention programs.

New York

Requires public employers to implement workplace violence prevention programs.

Hawaii, Nevada, New Mexico, and Ohio

Focus on specific measures such as training, safety committees, and plans to reduce violence.

Employer Responsibilities

While state-specific laws vary, employers across the nation share common responsibilities in addressing workplace violence. These responsibilities include:

  1. Developing Written Policies: Establish clear policies prohibiting workplace violence, outlining unacceptable behaviors, and detailing reporting procedures.
  2. Conducting Risk Assessments: Regular assessments help identify potential hazards and high-risk areas. Employers that involve employees in this process often gain valuable insights.
  3. Providing Training: Training programs educate employees on recognizing warning signs of violence, de-escalation techniques, and reporting procedures.
  4. Ensuring Incident Reporting: Employers that have a system for employees to report incidents without fear of retaliation are more successful in helping to identify possible acts of violence early on. Prompt reporting allows for timely investigations and corrective actions.
  5. Collaborating with Law Enforcement: In cases of severe violence, it is in everyone’s best interests when employers coordinate with local law enforcement to ensure the safety of employees and customers.

Benefits of Compliance

Compliance with state workplace violence laws not only helps employers avoid legal penalties, it can also foster a safe and supportive work environment. Employees who feel secure are more likely to be engaged, productive, and loyal to their organization. Moreover, proactive measures to prevent workplace violence can enhance an employer’s reputation and reduce costs associated with turnover, workers’ compensation claims, insurance coverage, and legal liabilities.

Preemptively addressing workplace violence is a critical responsibility for employers. By understanding and adhering to state-specific laws, organizations can create safer work environments and protect their most valuable asset: their people. Employers are strongly encouraged to regularly review applicable regulations, update their policies, and invest in training and resources to mitigate risks and ensure compliance. Workplace violence prevention is not just a legal obligation—it is a moral imperative that benefits employees, employers, and the broader community.

If you have any questions regarding workplace violence or other HR questions or concerns, please contact us at HRServices@501c.com or (800) 358-2163.


About Us

For more than 40 years, 501(c) Services has been a leader in offering solutions for unemployment costs, claims management, and HR support to nonprofit organizations. Two of our most popular programs are the 501(c) Agencies Trust and 501(c) HR Services. We understand the importance of compliance and accuracy and are committed to providing our clients with customized plans that fit their needs.

Contact us today to see if your organization could benefit from our services.

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The information contained in this article is not a substitute for legal advice or counsel and has been pulled from multiple sources.

(Images by Freepik and Jcomp)

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