Labor Code § 6401.9 · SB 553
Workplace violence compliance that runs, not a binder that sits.
California requires most employers to maintain a written workplace violence prevention program, train every employee every year, and keep records for five years. We build the plan, deliver the training on your site, and run the system that proves it happened.
The problem is not the document
The plan is the easy part. The obligation is a system that has to keep running every year, in writing, provable on demand.
Labor Code § 6401.9 has been enforceable since 1 July 2024. It requires a plan specific to your hazards and operations — not a template with your name inserted — plus interactive training at rollout and every year after, a violent incident log kept for five years, and a documented annual review.
A generic plan fails on the text alone. So does a plan nobody was trained on, a log that was never started, and a review nobody wrote down.
What we do
Site-specific plan
$7,500 – $20,000
Built for your actual operation and work areas, with the incident log and records system stood up inside the platform rather than described in an appendix.
Training, on your site
Included in the plan engagement
We walk the site, interview supervisors and crew, and deliver the interactive training in person — leaving the roster, trainer qualifications and records behind.
Platform & annual review
$500 – $1,500 / month
Annual review, annual training, log and records upkeep, and a named person available to answer your employees’ questions — which the statute requires you to have.
The part nobody else does
Continuous regulatory monitoring
When the standard changes, you hear it from us.
Cal/OSHA is still writing the general industry regulation, 8 CCR § 3343. It has been through roughly ten drafts. Every time it moves, programs across California have to be checked against the new text — and that is the work most providers quietly skip, because doing it by hand across a client book is uneconomic.
Our system watches the regulator, pulls each new draft, compares it against the text your plan was written to, and reports which sections are affected and who needs re-training. Days, not whenever somebody remembers.
That is the difference between buying a document and retaining a compliance system. A PDF cannot tell you it has gone out of date.
Who this is for
| If you are… | Why you are covered |
|---|---|
| A contractor with field crews — landscape, tree care, grading, construction | Mobile crews, public-facing work and multiple work areas make “site-specific” genuinely hard. Templates do not survive it |
| A janitorial or security services company | The draft regulation’s small-employer exemption expressly does not apply to you, at any headcount |
| A public agency — city, county, district or JPA | The statute expressly covers public employers. Counters, field crews and code enforcement are fully in scope |
| A general contractor | The draft rule requires coordination across employers at shared sites — your subcontractors’ exposure becomes your problem |
Start with an assessment
A fixed-price review of what you have against what the law requires, with a written gap report you own — whoever you decide to fix it with. Half the fee credits toward implementation if you engage us within 60 days.