Corporate Office Security and Workplace Violence Prevention
Office posts, termination standbys, and threat response support that fit your SB 553 plan.
Since July 1, 2024, most California employers must maintain a written Workplace Violence Prevention Plan under Labor Code 6401.9, created by SB 553. The plan must identify and correct hazards, set procedures for reporting and responding to threats, train employees every year, and keep a violent incident log for five years. Cal/OSHA groups violence into four types: criminals with no business at the site, customers or visitors, current or former employees, and people with a personal relationship to an employee, such as a domestic partner.
Offices see all four. Terminations, layoffs, and protective orders are the moments when risk peaks, and they can be planned for. Security helps an employer turn the written plan into real controls: who gets in, who is watching, and who documents what happened.
What we protect against
- Former or current employees returning after a termination or dispute
- Domestic violence spilling into the workplace
- Unauthorized entry and tailgating through lobbies and garages
- Threats and harassment from customers or members of the public
- Theft of laptops, equipment, and data from unsecured floors
- Disruptive protests or individuals at headquarters locations
What we provide
- Lobby and reception posts with visitor screening and badge enforcement
- Termination and layoff standby, including plain clothes options
- Coverage support for employees with restraining orders
- Incident reports formatted to feed your violent incident log
- Site hazard walkthroughs that support your SB 553 hazard assessment
- After hours patrol of doors, garages, and parking areas
- Executive arrival, departure, and event coverage
Rules and requirements
- SB 553 (Labor Code 6401.9) requires most California employers to have a written Workplace Violence Prevention Plan, in effect since July 1, 2024, with training when the plan is established and annually after that, and a violent incident log.
- Hazard identification and correction records, violent incident logs, and incident investigation records must be kept at least five years; training records at least one year.
- Exemptions include workplaces not open to the public with fewer than 10 employees on site at any time (if they comply with 8 CCR 3203), employees teleworking from a location of their choice that the employer does not control, health care facilities covered by the Cal/OSHA health care workplace violence standard (8 CCR 3342), and certain corrections facilities and law enforcement agencies.
- Since January 1, 2025, a collective bargaining representative can seek a workplace violence restraining order on behalf of employees under Code of Civil Procedure 527.8.
General information, not legal advice. Confirm requirements for your license and location.
Example program with more than one officer
Example: one unarmed concierge officer in the lobby from 7 a.m. to 6 p.m. handling visitor sign in, badge checks, and deliveries. For any termination flagged by HR, add a plain clothes off duty officer for the meeting and the following 48 hours, with armed coverage if a threat has been made. After hours, mobile patrol checks doors and the garage twice nightly. Coverage scales up only when a specific risk appears.
Questions we get
Does SB 553 require security guards?
No. It requires a written plan, hazard assessment and correction, training, and an incident log. Security officers are one way to correct identified hazards, such as uncontrolled entry or a high risk termination.
How does a termination standby work?
We meet with HR beforehand, position an officer near the meeting, and escort the employee out if needed. Plain clothes keeps it discreet. Officers observe, document, and call police if something escalates.
Can your reports feed our violent incident log?
Yes. Our incident reports capture date, time, location, type of incident, and what happened, which makes it easier to complete your required log.
Do we need armed officers at our office?
Usually not on a daily basis. Armed or off duty officers make sense for specific risks such as a threat from a former employee or an active restraining order.
Which officers fit
Most sites need one officer type. Larger sites and events sometimes use more than one.
Unarmed guards
Primary
Fits most daily lobby, reception, and access control posts, where the job is screening visitors, enforcing badges, and reporting concerns.
Armed guards
Common
Fits terminations or layoffs with a known risk, active restraining orders, and executive floors or sites with credible threats.
Off duty police officers
Common
Fits high risk terminations, threat assessments with HR and counsel, and situations where an experienced officer should brief staff and coordinate with local police.
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Where we cover corporate and workplace violence
Not sure what you need? Call or text (909) 927-7001 and talk to the owner directly, or send us a few details.