This plan may be incorporated as part of your Injury and Illness Prevention Program (IIPP), which all employers are required to create and maintain to communicate with employees about workplace hazards, establish procedures to identify and correct these hazards, and provide employee training whenever you are made aware of a new or previously unrecognized hazard (for more information, see Injury and Illness Prevention Program (IIPP)).

Alternatively, this plan may be a standalone document. In either approach, the plan must be readily available for review by employees, their representatives and Cal/OSHA, and it must cover 13 different topics, providing information and/or procedures for each, including:

1. Names or job titles of the people responsible for implementing the plan. If there are multiple people implementing the plan, their roles must be described in the plan.

• Depending on the size of your business, consider assigning multiple individuals as workplace violence prevention plan administrators to manage plan implementation and carry out/manage plan requirements. You can assign different roles to each administrator. For example, someone can be responsible for overall plan responsibility and coordination; another for training and communication; another for investigation, evaluation and correction of hazards; etc.

2. Procedures for obtaining employees' and authorized representatives' input, such as identification or correction of workplace violence hazards, when developing and implementing the plan.
• Identifying, evaluating and correcting workplace violence hazards;
• Designing and implementing training; and
• Reporting and investigating workplace violence incidents.

3. Methods to coordinate the plan with other employers and their employees as needed.

4. Procedures to accept and respond to reports of workplace violence, and to prohibit retaliation for making a report.
   
   
5. Procedures that ensure that supervisory and nonsupervisory employees comply with the plan, such as rewarding compliance or disciplining for violations.
   
   
6. Procedures for communicating with employees regarding workplace violence matters, including, but not limited to, both of the following:
• How an employee can report a violent incident, threat or other workplace violence concern to the employer or law enforcement without fear of reprisal.
• How employee concerns will be investigated, and how employees will be informed of the investigation's results and any corrective actions.

7. Procedures to respond to actual or potential workplace violence emergencies, including, but not limited to, all of the following:
• Alerting employees of the presence, location and nature of workplace violence emergencies.
• Evacuation or sheltering plans that are appropriate and feasible for the worksite.
• Obtaining help from staff assigned to respond to workplace violence emergencies (if any), security personnel (if any) and law enforcement. For more information, see Responding to Workplace Violence.

8. Procedures to develop and provide training required under this law. For more information, see Workplace Violence Prevention Training.
   
   
9. Procedures to identify and evaluate workplace violence hazards, including, but not limited to, scheduled periodic inspections. Inspections must also be conducted when the plan is first established, after each workplace violence incident, and whenever the employer is made aware of a new or previously unrecognized workplace violence hazard. For more information, see Workplace Violence Hazard Identification.
   
   
10. Procedures to timely correct workplace violence hazards discovered during inspections. For more information, see Mitigating Workplace Violence Hazards.
    
    
11. Procedures for post-incident response and investigation. For more information, see “Investigate Incidents and Reports of Workplace Violence” in Responding to Workplace Violence.
    
    
12. Procedures to review the plan's effectiveness and revise it as needed. This includes, but is not limited to, reviewing the plan at least annually, reviewing when a deficiency is observed or becomes apparent, and reviewing after a workplace violence incident.
    
    
13. Any other requirements Cal/OSHA implements.

The plan must be specific to the hazards and corrective measures for each work area and operation. This means there isn't a one-size-fits-all plan available to employers that would comply with the law. Rather, employers will have to tailor their plan according to their worksites and the specific hazards that may be present there depending on the nature of their business or operation.

Additionally, employers with multiple facilities, locations or types of worksites must account for their different work areas and/or different locations in their plans. For example, if an employer has a public facing store front in one location, a warehouse/distribution center in another location and a corporate office in a third location, the employer must address the potential workplace hazards and procedures unique to each location/operation.

Employers must review their plan periodically. At a minimum, you must review your plan annually, when a deficiency is observed or becomes apparent, and after a workplace violence incident.

Additionally, as discussed in Workplace Violence Prevention Training, when the plan is changed, likely due to hazard identification and correction, employers will need to conduct additional training on the new or unrecognized hazard and the plan changes.

• CalChamber has created a Workplace Violence Prevention Toolkit that contains a model Workplace Violence Prevention Plan, complete with instructions and fillable fields that include suggested provisions to assist employers in meeting plan requirements. Purchase at the CalChamber store.

1. Lab. Code sec. 6401.9(c)