California Employers: the July 1, 2024 California Violence Prevention Deadline is Quickly Approaching – Do You Know What Your Obligations Are?
A gentle reminder for California employers: the clock is ticking on your obligations to prepare a workplace violence prevention plan and conduct a training session on that plan under California’s new violence prevention plan law (SB 553). Both the plan and that training session must be completed by July 1, 2024. We previously answered frequently asked questions about the law, including what employers need to do to comply with it, how to draft a violence prevention plan, what a violence prevention plan needs to include, and how employers may meet the training obligations. An updated version of that FAQ can be found here. Please do not hesitate to contact us if we can be of assistance.
Authors
Kevin K. Kim
Associate
Kevin Kim is an attorney at Mintz who litigates employment disputes before state and federal courts and administrative agencies and counsels clients on compliance with employment laws. He handles cases involving wage and hour, trade secret misappropriation, and discrimination claims and represents clients in government investigations.
Nicole M. Rivers
Associate
Mintz attorney Nicole M. Rivers defends employers in employment litigation and labor matters and advises on employment best practices. She handles cases involving claims of wage and hour violations, harassment, retaliation, discrimination, breach of employment agreements, FMLA violations, and violations of California's Private Attorneys General Act (PAGA), Family Rights Act (CFRA), and Fair Employment and Housing Act (FEHA).
Jennifer B. Rubin
Member
Jennifer B. Rubin is a Mintz Member who advises clients on employment issues like wage and hour compliance. Her clients range from start-ups to Fortune 50 companies and business executives in the technology, financial services, publishing, professional services, and health care industries.