The requirements – which are pretty dense – will be applicable to nearly all California employers, with very few exceptions. By July 1, 2024, covered employers must develop and implement an effective workplace violence prevention plan.
NYC prohibits employers from entering into any type of agreement that shortens the statutory period by which an employee may file an administrative claim or complaint, or civil action, relating to unlawful discriminatory practices, harassment or violence.
On September 30, 2023, California enacted the first general industry workplace violence prevention safety requirements in the United States that will be applicable to nearly all California employers, with very few exceptions.
In a recently published interpretation letter, OSHA opined that an employee’s gunshot injury—sustained when a motorist collided with three other cars, shot the employee-driver, and stole the company’s truck—was work-related and recordable.
New amendments to Puerto Rico’s Act No. 54 of August 15, 1989, “Act for the Prevention and Intervention with Domestic Violence,” include “economic violence” as a form of domestic violence.
Governor Cox has signed HB 324 into law amending Utah’s protective order statute to allow employers to petition for and obtain workplace violence protective orders against an individual who has engaged in or threatened potential workplace violence.
On March 1, 2023, the Occupational Safety and Health Administration (OSHA) formally convened the Small Business Advocacy Review (SBAR) Panel regarding a possible Prevention of Workplace Violence in Healthcare and Social Assistance rule.
