The 553 manager(s) are required to provide information on each of the following topics. As part of TPOP’s best practices, we recommend that you compile your information into a SB-553 Learning Packet (document) that is shared with the employee. This packet must contain the following information:

• The names and job titles of the people responsible for implementing the Workplace Violence Prevention Plan (WVPP).
• How the employee can access the WVPP and obtain a free copy. (Note: 553 requires employee access to this plan, but like any prevention plan, it may contain sensitive information that is not intended for broad distribution. Until California OSHA provides additional clarification and guidelines, you should confer with your Chief Council to determine if there is any sensitive information that should be redacted.)
• How employees can access the Violent Incident Log to report incidents, understand potential threats, and who to turn to for assistance in the aftermath of an incident if support is needed.
• Strategies for the employee to avoid physical harm
• Existing hazards associated with the employee’s role
• Existing risk mitigation and corrective measures that the company has in place
• Company procedures for responding to violent incidents
• Ways in which the employee can contribute to and play a part in the ongoing development and implementation of the plan
• Company procedures to review and revise the plan as needed

The act requires qualifying retail employers to create and distribute a workplace violence prevention policy to all retail employees.

The policy must include the factors or situations that place retail employees at risk of workplace violence. The act states that those situations include, but are not limited to, the following:

• Working late night or early morning hours
• Exchanging money with the public
• Working alone or in small numbers
• Uncontrolled access to the workplace

The policy also needs to outline methods that employers may use to prevent incidents of workplace violence, “including but not limited to establishing and implementing reporting systems for incidents of workplace violence.”

Additionally, the policy needs to include information about federal and state statutory provisions concerning violence against retail workers and remedies available to employees who are victims of workplace violence.

Finally, the policy needs to clearly state that retaliation against individuals who report workplace violence, complain about situations that might place retail employees at risk of workplace violence, or who testify or assist in a legal proceeding relating to workplace violence is unlawful.

The policy must be provided in English and in the employee’s primary language upon hire and then at every annual workplace violence prevention training.