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Workplace Violence Prevention Plans Required

Starting on July 1, 2024, employers of all sizes will be required to have a written workplace violence prevention plan, maintain a violent incident log, and provide workplace violence prevention training to employees. These requirements will apply to nearly all California employers and employees. Exceptions include healthcare employers covered by the state’s workplace violence prevention plan standard, remote employees working at a location not controlled by the employer, and worksites with fewer than 10 employees that are not open to the public.

Workplace Violence Prevention Plan

Employers must develop and maintain a written workplace violence prevention plan that all employees can access and that is tailored to address the hazards and corrective measures in each work area and operation. The plan must include mechanisms for involving employees, including in the implementation of the plan, identification and correction of hazards, ongoing improvement of the plan, reporting of incidents, and the design of training.

The plan can either be incorporated into the employer’s existing written injury and illness prevention program (as a stand-alone section) or maintained as its own document. Employers are required to review the plan regularly and conduct periodic inspections to identify workplace violence hazards.

Cal/OSHA has created a Model Written Workplace Violence Prevention Plan for General Industry (non-healthcare settings) for employers to use.

Violent Incident Log

Employers must keep a violent incident log with specific information about each workplace violence incident. The information in the log must come from employees who experienced the incident, witness statements, and investigational findings. Personal identifying information (such as names and addresses) that would allow someone to identify those involved in the incident should be excluded from the log. The log must be reviewed annually, when a violent incident occurs, and when a deficiency arises.


Employers are required to provide employees with training on the workplace violence plan when it’s first established and annually thereafter. Additional training has to be provided when a new workplace violence hazard is identified or when changes are made to the plan, but this training can be limited to covering those specific topics. Any training materials the employer uses must be appropriate for the employees’ language, literacy, and educational level.

Action Items

Create a written workplace violence prevention plan, make it available to all employees, and provide training on the plan.

Contact a Resourcing Edge Loss Control Representative at to schedule a one-on-one meeting to discuss your individual program.

Healthcare Worker Minimum Wage Increases – DELAYED UNTIL JULY 1ST

The new minimum wage rates and salary threshold will now take effect July 1, 2024 (instead of June 1).

The minimum wage for healthcare workers varies based upon the specific facility in which the individual is employed and is scheduled to increase to $25 per hour in stages, as follows:

For healthcare providers with 10,000 or more full-time equivalent employees that are part of an integrated healthcare delivery system and any dialysis clinic:

  • $23 per hour from July 1, 2024, to June 30, 2025.
  • $24 per hour from July 1, 2025, to June 30, 2026.
  • $25 per hour from July 1, 2026, until annually adjusted.

For hospitals with a high governmental payor mix, independent hospitals with elevated governmental payor mix, and rural independent healthcare facilities:

  • $18 per hour from July 1, 2024, to June 30, 2033, with 3.5% annual increases.
  • $25 per hour from July 1, 2033, until annually adjusted.

For primary care or free clinics, community clinics, rural clinics, and their affiliated urgent care clinics:

  • $21 per hour from July 1, 2024, to June 30, 2026.
  • $22 per hour from July 1, 2026, to June 30, 2027.
  • $25 per hour from July 1, 2027, until annually adjusted.

For all other covered healthcare facility employers:

  • $21 per hour from July 1, 2024, to June 30, 2026.
  • $23 per hour from July 1, 2026, to June 30, 2028.
  • $25 per hour from July 1, 2028, until annually adjusted.

Salaried employees who are covered by this law must earn a monthly salary of at least 150% of the healthcare employee minimum wage or 200% of the California minimum wage for full-time employment (whichever is greater) to be exempt from California minimum wage and overtime law.

HR Consulting Team, HR Services
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