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Bill

SD 1422

An Act requiring health care employers to develop and implement programs to prevent workplace violence

194th Legislature (2025-2026) Introduced by Joan Lovely

Health care employers must develop and implement comprehensive workplace violence prevention programs to identify risks, train staff, and respond to incidents.

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Bill Summary · SD 1422

Summary of SD 1422 – An Act requiring health care employers to develop and implement programs to prevent workplace violence

Overview

SD 1422 is a proposed bill titled An Act requiring health care employers to develop and implement programs to prevent workplace violence. The bill was introduced on November 29, 2025. Its status is not provided in the information available.

Purpose and intent

  • The primary goal is to reduce incidents of workplace violence in health care settings by mandating structured prevention programs.
  • The measure aims to protect employees, patients, and visitors by establishing standardized practices for identifying risks, preventing harm, and responding to violence.

Key provisions (subject to final text)

Note: The actual statutory language will determine precise requirements. Based on the bill’s title and common components of similar legislation, anticipated elements may include:
- Definition of “workplace violence” and scope of “health care employers” (e.g., hospitals, clinics, long-term care facilities, home health providers).
- Requirement for health care employers to develop, implement, and maintain violence prevention programs.
- Program components likely to include:
- Written violence prevention policies and procedures.
- Hazard risk assessments specific to the health care workplace.
- Employee training on recognizing risk factors, de-escalation techniques, incident reporting, and post-incident support.
- Procedures for reporting, investigating, and documenting violent incidents.
- Employee and management roles, including designated safety officers or committees.
- Workplace violence prevention plans integrated with broader occupational safety and health programs.
- Regular program reviews, drills, and program evaluation metrics.
- Compliance timelines and phased implementation (if specified).
- Compliance mechanisms, enforcement, and potential penalties for noncompliance (subject to text).

Affected entities and stakeholders

  • Health care employers: hospitals, clinics, nursing facilities, home health agencies, and other health care service providers.
  • Health care workers and staff: clinicians, nurses, aides, administrative personnel.
  • Occupational safety professionals and human resources departments.
  • Unions or employee organizations may have interest in training standards and grievance processes.

Timeline and status considerations

  • Introduced: November 29, 2025.
  • Status: Not provided here. Final status will depend on committee action, amendments, and floor votes.
  • If enacted, the bill will specify effective dates, compliance deadlines, and any phased rollout.

Potential impact

  • Benefits: improved safety for staff and patients, clearer incident handling, potential reductions in violence-related injuries, and enhanced workplace culture.
  • Costs and burdens: compliance costs for program development, training, recordkeeping, and potential staffing needs; small providers may require assistance or phased timelines.
  • Accountability: clearer standards may lead to audits or enforcement actions if requirements are not met.

Next steps

  • Review the full text of SD 1422 when released to confirm definitions, specific requirements, enforcement tools, and dates.
  • Monitor committee hearings and amendments to assess scope and funding provisions.

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

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