These obligations include:

• Establishing, implementing and maintaining a written “workplace violence prevention plan;”
• Identifying, evaluating and correcting/mitigating workplace violence hazards/risks;
• Training your workforce on your workplace violence prevention plan and related procedures;
• Investigating and responding to workplace violence incidents;
• Utilizing a violent incident log for each instance of workplace violence involving your employees; and
• Retaining various workplace violence records and making them available to employees and Cal/OSHA upon request.

The law covers all employers in the state of California, with the exception of:

• Health care workers covered by Cal/OSHA’s Workplace Violence Prevention in Health Care standard (see Health Care Facilities Violence Prevention Standard);
• The California Department of Corrections and Rehabilitation;
• Law enforcement agencies;
• Employees who work virtually from a location outside of the employer's control; and
• Places of employment with fewer than 10 employees working at the place “at any given time” and that are not “accessible to the public.”

Please note that the law does not define the phrase “not accessible to the public” and there is no current guidance for what this means. If you are unsure whether your business is accessible to the public, consult with legal counsel.2

1. Lab. Code sec. 6401.9

2. Lab. Code sec. 6401.9(b)