Workplace Violence Prevention Law- July 1, 2024

California recently passed SB553 which requires nearly all employers with employees in California to draft and implement a Workplace Violence Policy and have this in place and have employees trained by July 1, 2024. This process must include employee participation in the creation of the policy and will require all employees to participate in the necessary training and written policies. And while we have known about this for months, most companies have not yet put this in motion. 

Most companies with employees in California are required to participate in this new law, with some exceptions, and while it is the most strict in California (isn’t it always?), other states are following suit. We recommend all companies put this policy into place ASAP, regardless if it is required in your state.  

The law states that not only is a policy required, but the policy and procedures on how to deal with workplace violence involve employees to weigh in and help create the policy; a workplace violence hazard assessment then needs to be conducted. Once these have been completed, trainings need to be implemented and completed as well, as policies are required to be reviewed and signed by each employee. 

Here are the steps we would suggest you and your company take to kick this off:

1. Start with evaluating your employee and support base. Technically, this is specifically for employees who are onsite at a work location. However, given hybrid and travel schedules we suggest this apply to any/all employees to reduce risk to your business. Additionally, coordination is required if you are in a shared workspace as the coordination with the property manager and other employers within the building is required to ensure compliance across the board. And if you have leased employees or temporary employees, coordination with their agency is required as they would need to direct that training and it needs to be aligned with your policies.

2. Loop in your employees and get their feedback. What do they see as workplace violence hazards? What suggestions do they have to prevent these and other issues? How should current and new employees be trained on these issues and the procedures if/when something were to happen? This feedback can be obtained in person or by sending out a survey so that employees can opt in their feedback. 

3. Work with your HR team or consultant to build out your policy and procedures for both how to prevent workplace violence and steps necessary if/when it happens. This new law requires that the policy clearly outline the following 3 items: 1) identifying and evaluating workplace hazards, 2) responding to an actual or reported workplace violence event, 3) ensuring employee compliance with the plan. These should be clear and leave little room for ambiguity or interpretation. Once these are ironed out we encourage you to distribute to all employees and require signatures for acknowledgement for documentation purposes. These can then be added to the employee handbook for all new hires to review and sign with all other policies upon hire. 

4. Create and implement the required training for all employees. This can be done in person or online through a platform such as EasyLlama who handles your other required training. We suggest reaching out to your current platform to make sure they offer this ASAP. 

In the end, this is a critical step in protecting your employees as well as reducing risk for your business. We have created these for other clients and are happy to help if you are overwhelmed- just reach out for a call and we can chat through it!

The HR Imperative for Start-Ups: Nurturing Growth from the Ground Up

In the whirlwind of excitement that surrounds the launch of a start-up, Human Resources (HR) often takes a backseat. Entrepreneurs are typically focused on product development, marketing strategies, and securing funding, leaving HR considerations for a later date. However, this approach can be a costly oversight. Here, we delve into the critical need for start-ups to prioritize HR support from the very beginning.

Attracting and Retaining Top Talent

In the competitive landscape of start-ups, the battle for top talent is fierce. Without a dedicated HR function, crucial tasks like crafting compelling job descriptions, conducting effective interviews, and negotiating competitive compensation packages are often handled on an ad hoc basis. This haphazard approach can lead to missed opportunities and hiring missteps. A skilled HR professional brings expertise to the recruitment process, ensuring that the right people are in place to drive the company's vision forward.

Creating a Strong Organizational Culture

Start-ups thrive on innovation, agility, and a shared sense of purpose. A well-defined organizational culture provides the foundation for these attributes to flourish. HR professionals play a pivotal role in articulating and cultivating this culture from the outset. They are instrumental in establishing core values, fostering a collaborative work environment, and designing programs that promote employee engagement. A strong cultural foundation sets the tone for success and helps to attract like-minded individuals who are aligned with the company's mission.

Navigating Compliance and Mitigating Risks

In the fast-paced world of start-ups, the intricacies of employment laws and regulations can easily be overlooked. However, non-compliance can have severe consequences. HR professionals are well-versed in labor laws and can ensure that the start-up operates within legal boundaries. This includes everything from drafting employment contracts to handling payroll and benefits administration. By mitigating risks and ensuring compliance, HR support safeguards the company's reputation and financial stability.

Laying the Foundation for Scalability

As start-ups grow, they often face rapid expansion and evolving organizational structures. Without the foresight and expertise of HR professionals, this growth can lead to chaos and inefficiencies. HR support is crucial in designing scalable systems and processes that can accommodate increased workloads and a growing workforce. From performance management frameworks to training and development programs, HR lays the foundation for sustained success.

The critical need for start-ups to have HR support cannot be overstated. By prioritizing HR functions from the outset, start-ups set themselves on a trajectory for sustainable growth and long-term success while avoiding unnecessary and potentially crippling risk. From attracting top talent to nurturing a strong organizational culture to keeping a company out of legal hot water,, HR professionals play a pivotal role in shaping the future of these budding enterprises. Plus, it frees up founders and their teams to being able to focus on the product and get it out into the world faster. If you want to explore how you could partner with us to help with your HR needs, feel free to reach out to hello@retainhr.com and we can get a call scheduled!