Every year, millions of workers across the United States face some form of workplace violence, yet many organizations still don’t have the structure or systems needed to prevent it or to respond when something does happen.
California's Senate Bill 553 (SB 553) and proposed Title 8 Section 3343 aim to change that trend. Employers are required to create and maintain a written Workplace Violence Prevention Plan (WVPP) (learn more in California SB 553: Next Phase of Workplace Violence Rules).
However, not engaging your employees can make or break a WVPP. Let’s look at what real participation looks like and why it matters.
How to involve employees in workplace violence prevention planning
Employees often see and experience things leaders don’t. The California Division of Occupational Safety and Health (Cal/OSHA) recognizes this, which is why the proposed Title 8 Section 3343 regulation (expected by December 31, 2026) weaves employee participation into every stage of violence prevention planning.
Frontline workers often notice risks first, understand where tensions flare, and know what works day to day. When they’re part of the process, violence prevention efforts become more accurate and far more effective.
Employees should have a voice in:
- Developing and reviewing the plan.
- Shaping training content.
- Hazard evaluations and security walkthroughs.
- Proposing corrective actions.
- Participating in incident investigations and follow-ups.
To support this, employers can:
- Form safety or specialty committees.
- Host open forums.
- Share draft procedures and training curriculum for feedback.
- Provide easy ways to comment or contribute.
- Give access to records (hazard evaluations, training logs, incident logs) when requested.
Training is mandated
Training is a major piece of both SB 553 and the proposed Title 8 3343 updates, and it encompasses more than a one-size-fits-all session. Employers are required to cover job-specific hazards, corrective actions, and response procedures so staff are genuinely prepared to prevent and manage incidents.
For many employers, that can feel like a lot. A few ways to make it manageable include:
- Grouping employees by similar exposure types to identify the real hazards they face.
- Using templates, tools, and supervisor training to build out tailored plans and job-specific training.
- Offering both in-person and online options so employees can learn in the way that works best for them and participate in different formats.
- Including a process for employees to raise persistent issues and for leadership to respond transparently.
The goal is to build trust in the plan, the system, and the organization’s commitment to employee safety.
Enforcement, penalties, and why compliance matters
SB 553 and the upcoming Title 8 3343 rules give regulatory agencies the authority to issue penalties for employers who don't comply. That's a strong incentive to not only follow the rules but to keep improving plans and training over time.
California started tackling workplace violence in healthcare back in 2017 then expanded to general industry in 2024. As these regulations mature and employers get more experience putting them into practice, the expectation is that we'll see more confident employees, safer workplaces, and fewer incidents overall. By requiring WVPPs and training, California is sending a clear message that worker safety isn't optional.
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