Workplace Violence Prevention Plan FAQ
WUESD - Workplace Violence Prevention PlanFrequently Asked Questions (FAQ) |
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Question |
Answer |
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Q: What if I can’t locate my immediate supervisor and imminent danger is present? |
A: When imminent danger is present and time is of the essence, get to the nearest phone and call 911 directly. Then contact the office or immediate supervisor. |
| Q: Do we report hazards such as broken door locks or chain link fencing if we think they can lead to future workplace violence? | A: Yes, employees are encouraged to report it to an immediate supervisor.
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| Q: If an employee experiences harassment and intimidation in the workplace, should they follow the UCP process and fill out the District’s Uniform Complaint Procedures form? | A: If the “harassment” and “intimidation” involves a threat or use of physical force that results in, or has a high likelihood of resulting in, injury, psychological trauma, or stress, then the employee should fill out the WVPP Violent Incident Log. However, if the UCP complaint for harassment and intimidation does not involve a threat/use of physical force, then it would not trigger a report under the WVPP. But if it did, an employee can fill out both the WVPP and UCP forms/logs. |
| Q: Are workplace violence incidents also required to be entered on the Log of Work-Related Injuries and Illnesses (Cal/OSHA Form 300)? | A: It depends. All workplace violence incidents are required to be documented in the violent incident log. However, employers are required to record information on the Cal/OSHA Form 300 about every work-related death and work-related injury or illness that involves loss of consciousness, restricted work activity or job transfer, days away from work, or medical treatment beyond first aid, including those as a result of workplace violence. Employers must also record significant work-related injuries and illnesses that are diagnosed by a physician or licensed health care professional. Employers must also record work-related injuries and illnesses that meet any of the specific recording criteria listed in CCR T8 14300.8 through 14300.12. |
| Q: What should employees do if they don't feel comfortable reporting workplace violence to their employers because they feel they will be retaliated against? Is there someone else they can report potential or actual incidents of workplace violence to? | A: Employees may report potential or actual workplace violence incidents to local law enforcement and/or the local Cal/OSHA enforcement district office. If you would like to report workplace safety or health hazards to Cal/OSHA, choose one or both of the following:Call the nearest Cal/OSHA Enforcement District Office to your worksite during normal business hours (8 am to 5 pm Monday through Friday) to file a confidential complaint. Cal/OSHA staff can discuss your complaint and answer your questions. Email the nearest Cal/OSHA Enforcement District Office to your worksite. Cal/OSHA will receive your email during normal business hours and will contact you if there are questions about the complaint. |
| Q: I'm seeking guidance on whether school districts should document all incidents related to special education students in their violent incident logs. Based on our interpretation of LC 6401.9, any violent interactions with students would fall under "Type 2 violence". However, we feel that incidents involving special needs students (such as bites, scratches, and hair pulls) are unintentional and therefore should not be tracked, even though they occur regularly. Therefore, are school districts required to include all incidents involving special education students in their violent incident log? | A: In this scenario, regardless of whether the act was intentional or not, this would be categorized as a "Type 2 Violence" workplace violence incident and the employer is required to record it in the violent incident log. |
| Q: Does a threat of violence have to be verbal? | A: No, a threat of violence can be a verbal or written statement, including, but not limited to, texts, electronic messages, social media messages, or other online posts, or any behavioral or physical conduct, that conveys an intent, or that is reasonably perceived to convey an intent, to cause physical harm or to place someone in fear of physical harm, and that serves no legitimate purpose. |
| Q: How often are sites supposed to conduct ‘Active Shooter’ Drills? | A: School sites are generally required to conduct active shooter drills at least annually, but the specific frequency or execution can vary. While there isn't a single federal standard, many schools conduct drills ranging from basic lockout to lockdown procedures while others incorporate more active shooter scenarios that align with their Standard Response Protocols (SRPs). California Assembly Bill 1858 (Safe and Prepared Schools Act) requires:
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Revised 8/12/25