WeVote
Log In

Bill

Bill

SB 1291

An Act amending Title 66 (Public Utilities) of the Pennsylvania Consolidated Statutes, in service and facilities, providing for advanced transmission technologies.

2025-2026 Regular Session Introduced by Amanda Cappelletti and 9 co-sponsors

The bill requires health facilities to create Violence Prevention Committees, conduct risk assessments, train staff, promptly report incidents, and be subject to DLI enforcement.

Referred to Consumer Protection & Professional Licensure
0
WeVote Research Nonpartisan
Bill Summary · SB 1291

Summary of Bill SB 1291 (2025-2026 Session) – Pennsylvania

Note: This summary reflects the bill text as introduced and current committee actions. It focuses on substantive provisions, affected parties, and timelines.

1) Purpose and intent

  • The bill establishes a comprehensive framework to prevent workplace violence in health facilities (hospitals, long-term care nursing facilities, and home health care agencies) by creating mandated violence prevention committees, requiring risk assessments, training, reporting, and oversight by the Pennsylvania Department of Labor and Industry (DLI).

2) Key provisions and changes

A. Violence prevention committee

  • Each health facility must establish a Violence Prevention Committee to guide and administer the facility’s workplace violence prevention program.
  • Membership structure:
    • At least one management representative to oversee implementation.
    • Two cochairs: one from management and one from union employees (or, if no union, nonunion staff).
    • At least 50% nonmanagerial employees directly involved in patient care or public-facing roles.
    • Proportional representation of union and nonunion employees, elected by peers or selected by the union as appropriate.
    • Remaining members appointed by management with expertise relevant to violence prevention.
  • Purpose: Develop and maintain the violence prevention program for the facility.

B. Duties of the committee

  • Initial and ongoing risk assessment: Conduct an initial risk assessment based on incidents from the prior five years, then annual assessments. Consider factors such as:
    • Public-facing work, handling valuables, high-crime areas, late/early shifts, poorly lit or patrolled parking, uncontrolled public access, interactions with individuals in crisis, unit staffing levels, presence and effectiveness of security response, training adequacy, and facility layout.
  • Quarterly reviews: Meet every quarter to review violence incidents, compliance, program effectiveness, and make changes as needed. Annually report results to DLI; if no changes are made, report that fact.
  • Program preparation and updates:
    • Prepare a risk-based written violence prevention program for each health facility (and for each facility within a system).
    • Maintain a detailed written plan that tracks incidents, identifies risks, flags individuals with a history of violence, and prescribes mitigation methods.
    • Distribute the plan and risk assessment to all employees; make the risk assessment available to the public.
    • Establish a process to expedite reporting and review of incidents and provide recommendations to management.
    • File a copy of the violence prevention plan with the DLI after adoption.
  • Training: Provide appropriate employee training at hire and annually thereafter.

C. Reporting of workplace violence

  • Employee reporting: Employees who reasonably believe a workplace violence incident has occurred must report per the facility’s violence prevention plan, within 24 hours of discovery or occurrence (or immediately if practicable).
  • Protection against retaliation: Prohibits retaliation against employees for reporting incidents.
  • Recordkeeping: Facilities must maintain incident records for at least three years. Violations can trigger penalties.

D. Distribution and transparency

  • Reports of incidents submitted to management or the facility must be provided to the Violence Prevention Committee within 72 hours.

E. Penalties and enforcement

  • Administrative fines: DLI may impose fines on facilities for violations, ranging from $1,000 to $10,000 per violation.
  • Administrative orders: DLI can require corrective actions, including restitution, policy changes, or prohibiting retaliatory conduct.
  • The act allows for appeal under Pennsylvania’s administrative procedures and provides for related enforcement actions.

F. Remedies and inspections

  • Courts may enjoin facilities engaging in conduct creating substantial risk of violence and grant remedies (e.g., reinstatement, relocation of employees, wage loss reimbursement, medical expenses, emotional distress, attorney fees).
  • Committees can report noncompliance to DLI; DLI can investigate and impose penalties if bad-faith noncompliance is found.
  • Individuals can file complaints with DLI; the department can inspect facilities if credible concerns are raised.
  • Employees and employers may accompany department inspectors during inspections.

G. Subpoenas and compliance

  • DLI may issue subpoenas to investigate violations and enforce them through the Commonwealth Court if needed.
  • DLI may inspect facilities, interview employees, and obtain records as part of compliance checks.

H. Collective bargaining and rules

  • The act does not supersede more protective provisions already in existing collective bargaining agreements.
  • The Department will establish rules and regulations to implement the act, including guidelines for programs, reporting, monitoring, and training.

I. Effective date

  • The act becomes effective 180 days after enactment.

3) Who would be affected

  • Health facilities in Pennsylvania (hospitals, long-term care nursing facilities, home health care agencies) and their employees.
  • Union and nonunion staff, given the required representation balance.
  • The Pennsylvania Department of Labor and Industry (enforcement and rulemaking authority).
  • The public, via access to risk assessments and violence prevention planning information.

4) Procedural and timeline aspects

  • Effective date: 180 days after enactment.
  • Each health facility must establish a Violence Prevention Committee and develop a violence prevention program within that framework.
  • Annual risk assessments and annual program updates are required, with quarterly committee meetings.
  • Incident reporting and recordkeeping obligations are in place, with specific timelines (e.g., 24-hour reporting window, 72-hour dissemination to the committee).
  • DLI enforcement includes fines, orders, and possible legal remedies, with procedures for investigations, subpoenas, and inspections.

If you’d like, I can tailor this summary to focus on specific stakeholders (e.g., hospital administration, union leadership, or patient advocacy groups) or compare to existing Pennsylvania public utility statutes for a broader policy context.

Compiled from official sources — confirm details with the bill’s official record.

Sign in to ask a question.