A workplace violence prevention consulting firm, that trains employees and employers effective tactics in the event of a workplace violence incident. We also assist companies in developing and maintaining their workplace violence prevention plan (SB553).
SB553 Compliance
What the Law Requires
Written Workplace Violence Prevention Plan (WVPP)
Covered employers must develop, implement, and maintain a written WVPP that is accessible to all employees, and either stand‑alone or integrated into the existing Injury and Illness Prevention Program (IIPP).
Employee Training
Employers must deliver interactive training:
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At plan implementation, annually thereafter, and when significant changes or new hazards emerge
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Covering plan details, reporting procedures, hazard awareness specific to job roles, corrective measures, avoidance strategies, and how to access the violent incident log
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Include Q&A with a person knowledgeable about the WVPP
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Training materials must be understandable to employees’ education, literacy, and language levels
Violent Incident Log & Investigations
Employers must maintain a violent incident log for every workplace violence event - even those without injury. Investigations into incidents must occur promptly, and findings must be communicated to involved employees.
Record Keeping & Accessibility
Keep records for at least 5 years:
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Hazard identification, corrective actions, incident logs, investigation files
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Training records retained for minimum 1 year
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Require employers to provide requested records within 15 calendar days, to employees or their representatives - and to Cal/OSHA upon request
🚫 Who Must Comply—and Who Is Exempt? 🚫
Covered employers: All California employers with 10 or more employees on-site, including public and private sectors, and employer-provided housing facilities - regardless of headquarters location.
⚠️ Consequences of Non-Compliance ⚠️
Cal/OSHA Enforcement - SB553 is enforced by the California Division of Occupational Safety and Health (Cal/OSHA). Violations can result in:
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Citations, fines, and civil penalties, potentially $18,000–$25,000 or more per violation depending on severity and organization type
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Potential liability exposure—violations can be used in workplace violence or retaliation lawsuits
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Increased risk of injury, operational disruption, and reputational damage
