Every California employer has been required to maintain a written Workplace Violence Prevention Plan since July 1, 2024, under Labor Code §6401.9 (SB 553) — Cal/OSHA cites the absence of a plan directly. This free generator asks about your company, responsible persons, reporting channels, communication methods, applicable violence types (Types 1–4), site risk factors, training delivery, and recordkeeping ownership, then produces a customized plan covering all required elements: employee involvement, anti-retaliation reporting procedures, emergency response, hazard identification and correction, post-incident investigation, initial and annual training, the Violent Incident Log with its required fields, and the 5-year/1-year records retention rules.
Plans generate on screen with an emailed copy. Cal/OSHA's enforceable standard must be adopted by December 31, 2026 — regenerate free when it lands.
Yes. Since July 1, 2024, Labor Code §6401.9 (SB 553) requires nearly every California employer to establish, implement, and maintain a written Workplace Violence Prevention Plan, deliver initial and annual training, and keep a violent incident log. Exemptions are narrow: employers already covered by the healthcare standard, certain law enforcement, teleworking employees, and worksites with fewer than 10 employees that are not accessible to the public.
Named responsible persons, employee involvement procedures, violence reporting procedures with anti-retaliation protections, communication procedures, emergency response, hazard identification/evaluation/correction across violence Types 1-4, post-incident response and investigation, training procedures (initial, annual, and on changes), a violent incident log with prescribed fields, and recordkeeping — logs and hazard records for 5 years, training records at least 1 year.
Yes — SB 553 doesn't require a consultant, but generic templates fail when they're not site-specific: Cal/OSHA expects your actual responsible persons by name or title, your actual reporting channels, and hazards evaluated for your actual worksites. A customized template reviewed with counsel is the practical middle path.