CA Workplace Violence Prevention in Health Care Rule

Posted by | Friday, March 24, 2017
CA Workplace Violence Prevention in Health Care Rule

Please note by April 1, 2017, all employers in CA operating in the below areas will be required to comply with Section 3342:

  • Health care facilities
  • Home health care programs
  • Drug treatment programs
  • Emergency medical services
  • Outpatient medical services to correctional and detention settings?

New Rule Targets Workplace Violence Prevention in Health Care – by Mel Davis

Division of Occupational Safety and Health (Cal/OSHA) has developed a regulation addressing workplace violence protection in health care. I am the HR director for an acute care facility. How will the new regulation for workplace violence in health care affect my facility?

Assuming your facility meets the definitions outlined in the regulation (Title 8, Section 3342), beginning April 1, 2017, you will need to keep a “violent incident log” listing all incidents, post-incident response and investigation of a workplace violence injury, based on information from the employees who experienced the workplace violence.

Also beginning April 1, you must keep records including workplace hazard identification, evaluation and correction. Reporting requirements for general acute care hospitals, acute psychiatric hospitals and special hospitals also go into effect on April 1.

Prevention Plan

By April 1, 2018, you must have established a workplace violence prevention plan. Section 3342 (c) of the new regulation is a step-by-step directive of how the plan is to be established, implemented and maintained to ensure it is effective. The workplace violence prevention plan is to be part of the employer’s Injury and Illness Prevention Program (IIPP).

The regulation includes procedures to ensure employees and their representatives participate in developing, implementing and reviewing the plan. The involvement includes their participation in identifying, evaluating and correcting workplace violence hazards, designing and implementing training, and reporting and investigating workplace violence incidents.

The regulation contains nearly 50 separate instructions the employer is to consider, from employees working in isolated locations, to how to contact and obtain assistance from an appropriate law enforcement agency, assessment procedures, communication, poor illumination, maintaining sufficient staffing, procedures to identify and evaluate patient-specific risk factors and assess visitors or other persons who are not employees, as well as procedures for debriefing, escape routes, and physical barriers, to mention a few.

Because of the number and specificity of the requirements in Section 3342 (c), be sure to review them extensively and initiate them where required to ensure compliance for all work sites and operations.

Employee Training

The requirements for employee training, also to be implemented by April 1, 2018, are covered in Section 3342 (f). This training is to be done when the plan is first established and for new hires or when assigned to another position that did not require initial training.

Also, the employer is to have an effective procedure for obtaining the active involvement of employees and their representatives in developing curricula and training materials, participating in training sessions, and reviewing and revising the training program.

The regulation specifies eight components the training must cover, including an explanation of the workplace violence prevention plan; how to recognize the potential for violence; factors contributing to the escalation of violence; strategies to avoid physical harm; and how to recognize alerts or other warnings about emergencies.

Download The PDF (3.9 MB)

Category

Recent Posts

Are You Profit-Oriented or People-Oriented in Business?

Are You Profit-Oriented or People-Oriented in Business?

If you want to run a successful business, there's no better way to do so than by consulting successful business owners. This way, you get advice straight from the horse's mouth. After all, if you wanted to be in a successful relationship, you would probably take advice from someone who was already in a successful relationship. And if you wanted to write a book, you would probably take advice from someone who had written a book. The same goes for advice about running a business. 



Read More...

Empowering Human Resources With Chatbots

Empowering Human Resources With Chatbots

Chatbots are, for modern businesses, a gateway into the many uses of AI already up and running in the business world. These programs, developed through research into natural language processing, can imitate human conversation and solve tasks using an automated structure. Chatbots (bots is short for robots) can assist HR departments and leadership in several ways, particularly in highly repetitive tasks such as mandatory training, scheduling interviews, giving information about benefits, and other customer service needs. The HR chatbot programs have been specifically designed for the work of HR departments, and can be used across multiple platforms, such as company websites, email, and instant messaging and text services. 



Read More...

Employee Engagement is Good, But Watch for Burnout

Employee Engagement is Good, But Watch for Burnout

When an employee loves her job, she does better work. The employer keeps her busy with new challenges, and she keeps doing her job efficiently. Unfortunately, it doesn't always work out this way. Sometimes, the employee keeps going until she can't go anymore. An employee engaged with her work is a good thing, but burnout is a reality that should not be ignored. 



Read More...

First Item First Item

Contact Us Have an HR Question? Get us at:

877-842-4988
310-601-3260
hello@modernhr4u.com

Stay in touchReceive our best HR tips and tricks via email every month