BOP NEWSLETTER • April 2024

California: FAQs published from Cal/OSHA regarding the new Workplace Violence Prevention law.

The new law requires employers to establish, implement, and maintain a Workplace Violence Prevention Plan (WVPP). Cal/OSHA will be responsible for enforcing this law as of July 1, 2024.

To help employers comply with creating their WVPP, Cal/OSHA has published a FAQs page. Click here to access this information. Here are some of the topics covered:

• Definitions under the statute
• Employer applicability
• Requirements for the WVPP
• Violent Incident Logs
• Training
• Recordkeeping
• Effective date

For additional support on creating your WVPP, please contact your Cal/OSHA representative.

District of Columbia: pay disclosure requirements effective June 30, 2024.

District of Columbia Mayor Muriel Bowser signed the Wage Transparency Omnibus Amendment Act of 2023 (D.C. Act 25-367) earlier this year. This law applies to any employer employing 1 or more employees in the district. “Employer” excludes D.C. or federal government entities.

This Wage Transparency Act requires employers to identify in their job advertisements “the minimum and maximum projected salary or hourly pay.” The Act goes on to say, “In stating the minimum and maximum salary or hourly pay for the position, the range shall extend from the lowest to the highest salary or hourly pay that the employer in good faith believes at the time of the posting it would pay for the advertised job, promotion, or transfer opportunity.”

In addition, prior to the first interview, an employer must disclose the type of health benefits available to the prospective employee.

Finally, employers will be prohibited from screening applicants based on their wage histories; meaning employers cannot inquire about a candidate’s wage history in the hiring process. This includes not being able to ask about a candidate’s wage history from representatives of the candidate’s previous employers.