Preventing Workplace Violence Overview
Here is your course overview for Preventing Workplace Violence.
For SCORM users only: If you have employees in California or New York, you may need to re-assign this course to push the California and New York- specific updates to them. You can follow the steps for a Foundry Course Migration.
Current Course Description
Preventing Workplace Violence defines workplace violence, informs learners how to recognize it, teaches principles to prevent it, advises how to respond to it (including an active shooter situation), and outlines relevant leadership responsibilities. The suite is made up of two courses: Preventing Workplace Violence for Leaders & Preventing Workplace Violence.
Preventing Workplace Violence for Leaders: those learners in leadership positions (learners can have both the supervisor and non-supervisor roles)
Preventing Workplace Violence: general course for learners
Implementation Details
| Audience | Employees and their leaders |
|---|---|
| Course Length | 45 minutes for the employee course (updated length) 4=60 minutes for the leadership course (updated length) |
| Configurable Options | Welcome Letter Learner Q&A Tool- mandatory for California Closing Letter Additional Resources |
| Languages | English Spanish (Latin American) |
| Platform | Foundry |
State-Specific Implementation Details (CA and NY)
Additional Pages added per California Law:
- Module 2: Workplace Violence Prevention Fundamentals
- Workplace Violence Definitions in California
- Module 3: Identifying Warning Signs
- Workplace Violence Prevention Plans in California
- Module 5: Handling the Aftermath
- Violent Incident Logs in California
- Module 7: Leading Workplace Violence Prevention
- Supervisors and the Violent Incident Log
Additional Page Added per New York Law
- Module 2: Workplace Violence Risk Factors in New York
Additional Features Required by California Law:
- Learner Q&A Tool: This feature allows you as an administrator to set up a link, upload a PDF, or enter in text for learners to access reaching out to your employer about the details of the violence prevention plan
- It is mandatory for employers in California to offer their employees a way to ask questions about the work location's violence prevention plan to comply with California SB 553 .
Adding Additional Information to the Course as required by California SB 553 and NY 2023-A8947C
- As an employer with employees in California, you will need to add information about your workplace violence prevention plan to this course in order to comply with California SB 553.
- As an employer with employees in New York, you will need to add information about emergency plans, procedures, and areas of previous security problems to this course in order to comply with NY 2023- A8947C.
The following is a list of configurable pages that would be a good fit within the course for you to include information from your plan, for both CA and/or NY:
| Page | CA | NY |
| Workplace Violence Prevention Fundamentals; Module 2, Page 11 | Opportunity for employer and workplace-specific information | Opportunity for employer and workplace-specific information |
| Identifying Warning Signs; Module 3, Page 3 | Opportunity for employer/workplace specific information | Opportunity for employer/workplace-specific information |
| Identifying Warning Signs; Module 3, Page 13 | Opportunity for employer workplace specific information (helpful for corrective measures or plan specifics) | Opportunity for employer/workplace specific information |
| Identifying Warning Signs; Module 3, Page 15 (Resource Page) | Opportunity for employers to include specific contacts under their plan or other plan resources | Opportunity for employers to include specific contacts under their emergency plan or other plan resources |
| Responding to an Incident; Module 4, Page 5 | Could be utilized for plan-specific information related to California page | Could be utilized for emergency exist list and meeting area diagrams |
| Responding to an Incident; Module 4, Page 11 | Opportunity for employer/workplace specific information | Could be utilized for emergency exit list and meeting area diagrams |
| Conclusion; Module 6, Page 4 (Resource Page) | Employers could include various resources here, including plan/log information | Employers could include various resources here, including emergency plans and contacts |
| Conclusion; Module 6, Page 5 (Policy Acknowledgement) | This is a policy acknowledgement page. Employers could use this to have employees sign off that they have reviewed the plan. | This is a policy acknowledgement page. Employers could use this to have employees sign off that they have reviewed emergency plans. |
| Leading Workplace Violence Prevention; Module 7, Page 10 | Opportunity for employer/workplace specific information addressed to supervisors | Could be used to address workplace-specific emergency procedures and areas of previous security problems for supervisors |
| Leading Workplace Violence Prevention; Module 7, Page 18 | Opportunity for employer/workplace specific information addressed to supervisors | Could be used to address workplace-specific emergency procedures and areas of previous security problems for supervisors |
| Leading Workplace Violence Prevention; Module 7, Page 20 | Opportunity for employer/workplace specific resources directed to supervisors | Could be used to address workplace-specific emergency procedures and areas of previous security problems for supervisors |
| Leading Workplace Violence Prevention; Module 7, Page 21 (Policy Acknowledgement) | This policy acknowledgement page could be used to have supervisors sign off as having reviewed their specific duties | This policy acknowledgement page could be used to have supervisors sign off as having reviewed their specific duties |
Note: This training is a part of the SB553 requirement and NY 2023- A8947C requirement respectively- much of the law requires employers to create, implement, and circulate their violence prevention plan. EVERFI can help you fulfill this requirement by circulating configurable pages, but employers will need to align on how to best implement.