Welcome to another insightful episode of “Decoding the Conflict Mindset.” I’m Dr. Debra Dupree, and today; I am thrilled to introduce Jack Schaedel, a highly experienced employment lawyer with over 27 years in the field. Jack brings invaluable knowledge about California’s new SB 553 law, focusing on workplace violence prevention.
Understanding SB 553 and Its Implications
California’s SB 553 law mandates employers to develop comprehensive workplace violence prevention plans. This law aims to address the increasing concern of workplace violence by categorizing violence into four distinct types, outlining strategies for prevention and management. Jack Schaedel emphasizes the importance of early intervention to prevent minor conflicts from escalating into severe issues, potentially leading to adverse and escalating situations, including litigation or violence.
Mitigating measures include employers taking active steps in the following 6 areas:
- Identifying Responsible Individuals: Designate individuals responsible for implementing the violence prevention plan.
- Involving Employees: Actively engage and involve employees, and their representatives should be actively engaged in developing and executing the plan.
- Reporting Mechanisms: Establish clear reporting procedures for employees to communicate incidents of violence without fear of retaliation.
- Training and Communication: Provide practical training on violence prevention and ensure open communication about workplace violence matters.
- Emergency Response: Implement protocols to guide appropriate responses to actual and potential emergencies.
- Post-Incident Response: Ensure that effective procedures for post-incident investigations and responses exist – this is crucial.
Jack’s passion for employment law began when he was young, influenced by his father’s involvement in union activities. He pursued his education at Cornell University, specializing in industrial and labor relations, and later attended UCLA Law School. His extensive background in both sides of labor and employment law provides a unique perspective on workplace conflict and violence prevention.
The Evolving Workplace Post-Pandemic
Jack highlights the significant workplace dynamics changes arising from the COVID-19 pandemic. Remote work has altered how employees interact, often making it challenging to build interpersonal relationships and mentor effectively. A by-product of remote work is the lack of in-person interactions hindering the development of collegiality and human connections. Both are crucial elements for a harmonious and psychologically safe work environment.
The Four Types of Workplace Violence
Per SB 553, there are four types of workplace violence:
- Type One: Involves individuals with no legitimate relationship to the workplace, such as robbers.
- Type Two: Involves clients or customers who become violent due to service dissatisfaction.
- Type Three: Involves current or former employees targeting coworkers or supervisors, often due to workplace-related conflicts.
- Type Four: Involves personal relationships spilling into the workplace, such as domestic violence incidents.
Preventing Workplace Violence through Proactive Measures
From Jack’s perspective, workplace violence is often a result of a breakdown in relationships within the workplace. He stresses the importance of employers creating an environment where conflict can be safely identified, addressed, and resolved. SB 553 requires employers to establish protocols for reporting and responding to violence, prohibit retaliation, and ensure effective communication and training. All with the goal of achieving a ‘psychologically safe’ workplace to ensure the safety and well-being of all employees.
Key measures include:
- Early Intervention: Addressing minor conflicts early can prevent them from escalating into severe issues or violence.
- Open Communication: It is crucial to create a workplace culture that encourages employees to voice their concerns without fear of retaliation and to preserve their mental health.
- Conflict Management Training: Providing leaders and managers with the skills to navigate difficult conversations and resolve conflicts effectively is essential. Implement a structured conflict management strategy, so all employees have knowledge of and access to tools and resources for resolving differences.
- Comprehensive Prevention Plans: Implementing the requirements of SB 553, such as training, reporting mechanisms, and emergency response protocols, helps create a structured and predictable approach to violence prevention.
Promoting Psychological Safety and Constructive Conflict Management
Jack and I discussed the critical role of fostering ‘psychological safety’ in the workplace. It is critical that employees feel safe to voice their concerns without fear of retaliation or retribution from others. Implementing conflict management strategies and training leaders to navigate challenging conversations and situations while fostering an open and inclusive workplace culture are essential steps in preventing violence and improving overall workplace health.
Embracing SB 553 for a Safer Workplace
California’s SB 553 law provides a framework for employers to address and prevent workplace violence. By understanding the different types of violence, implementing comprehensive prevention plans, and fostering an open and communicative workplace culture, employers can create safer environments for their employees. Jack Schaedel’s insights underscore the importance of 3 key action steps in complying with SB 553:
- Engage in early intervention.
- Proactively seek guidance and input from conflict resolution specialists and legal professionals around situations of concern.
- Cultivate a mindset for transforming confrontations into learning conversations as a means for achieving safer workplace environments.
Thank you for joining us on this episode of “Decoding the Conflict Mindset.” Stay tuned for more discussions on transforming workplace conflicts and enhancing your organization’s culture.
Dive in deep by watching the full episode here:
Dr. Debra Dupree, the MINDSET Doc, transforms challenging confrontations into learning conversations, taking the ‘sting’ out of conflict. She saw her own family-owned business embroiled in differences, leading to dashed dreams, damaged relationships, and broken hearts. She turned these early experiences into a lifeline for smart people who fear conflict by bringing in the brain science behind blow-ups and emotional reactions.
People need to work, but life doesn’t always feel ‘psychologically safe’. Dr. D works with leaders and organizations to build climates of courage and curiosity to set the tone for meaningful and positive workplace engagement. Dr. D is a Dispute Resolution Specialist, Conflict | Leadership Coach, and International Trainer | Keynote Speaker. She hosts the podcast ‘Decoding the Conflict Mindset’ to bring thought leaders to people just like you.
