Service Line · 01 / 07 · Program · Retainer
Workplace Violence Prevention
A workplace violence prevention program is a functional safety system, not a binder on a shelf. We design WVPPs, train threat assessment teams, and stand up the operational practices that hold up in front of a Cal/OSHA inspector — and, more importantly, under real threat.
— The difference
Cal/OSHA gave you a model plan. We build you a program that works when tested — because it was designed by people who have operated in environments where failure had irreversible consequences.
— Overview
California SB-553 went into effect July 1, 2024 and requires virtually every California employer to maintain a written Workplace Violence Prevention Plan, a Violent Incident Log, and an annual training program. But compliance is the floor, not the ceiling. A WVPP that satisfies an auditor's checklist is not the same as a program that interrupts a threat pathway before violence occurs.
The difference between a compliant plan and an effective program is the methodology underneath it. Our approach is grounded in behavioral threat assessment science — specifically the WAVR-21 framework, the most trusted structured professional judgment instrument in the field — combined with the enterprise security program experience to turn that methodology into organizational practice.
When the permanent Cal/OSHA standard is adopted by end of 2026, every existing plan will need to be reviewed and updated. Organizations that built their programs on a solid foundation now will manage that transition as a minor update. Organizations that downloaded a template and called it done will face a full rebuild — often on deadline and without the internal expertise to do it correctly.
— How we work
The engagement from first call to final deliverable.
Four phases · scoped individually to the client
- — 01
Assessment
We review your current state against all SB-553 requirements — existing plan (or absence of one), Violent Incident Log status, training records, and hazard assessment documentation. Delivered as a written compliance scorecard with a prioritized remediation roadmap. Most assessments are completed within five business days.
- — 02
Program Development
We build your site-specific WVPP, Violent Incident Log system, training program, and supporting documentation. We involve the people who will own and maintain the program — the plan is theirs, not ours. Development engagements typically run four to six weeks for a single-location employer.
- — 03
Training & Launch
We deliver initial training to managers and employees — interactive, not a slide deck — and facilitate the launch of your Threat Assessment Team if one is being stood up. We stay engaged through the first 30 days of operation to field questions and calibrate the program.
- — 04
Annual Retainer
Every SB-553 WVPP requires annual review and retraining. We own that cadence as your retainer partner — monitoring regulatory developments (the permanent Cal/OSHA standard, new state mandates), updating the plan, delivering annual refresher training, and providing on-call consultation when a situation arises.
— Investment
Transparent pricing. Scope drives the number.
Ranges shown reflect single-location mid-market engagements. Multi-site, complex, or urgent engagements are scoped individually. A thirty-minute consultation is the fastest path to a written proposal.
SB-553 Readiness Assessment
Single-location employer; multi-site priced on scope
$3,500 – $6,500
WVPP Development & Implementation
Includes plan, training, Violent Incident Log system, and launch support
$8,500 – $18,000
Annual Compliance Retainer
Plan review, annual training, regulatory monitoring, on-call consultation
$2,000 – $4,000 / month
— Common questions
What clients ask before they engage.
Our organization is not based in California. Do we still need to comply with SB-553?
Yes. If your organization operates any worksite in California with 10 or more employees at a location accessible to the public, SB-553 applies — regardless of where you are headquartered. There is no out-of-state exemption.
We already have a plan that was created in 2024. Do we need a new one?
Not necessarily a new one, but almost certainly a reviewed one. Many plans created at the July 2024 deadline were minimal, template-based, and not site-specific in the way the law requires. Our readiness assessment will tell you exactly where the gaps are and what they will cost to close.
What happens when the permanent Cal/OSHA standard is adopted?
The permanent standard — expected by end of 2026 — will codify and likely expand the current requirements. Every existing plan will need to be reviewed against the new standard. Organizations on our annual retainer will have that update managed proactively as part of their program.
How is your approach different from an HR consultant?
HR consultants are trained in employment law and policy. We are trained in behavioral threat assessment, operational security program design, and the investigative methodology that backs a plan when a real threat surfaces. The WAVR-21 framework we use is the same instrument used by university threat assessment offices, corporate security teams, and government protective intelligence programs.
— Related capability
Often engaged alongside workplace violence prevention.
— Engage
Let's talk about scope.
Pricing and timeline vary with the size of your organization, the maturity of the existing program, and the outcome you're engineering toward. A thirty-minute consultation is usually the fastest way to a written proposal.