AT A GLANCE

This bill amends Alabama’s second-degree assault statute to classify specified assaults as second-degree assault and defines “utility worker,” effective October 1, 2026.

FULL SUMMARY

The bill amends Alabama’s second-degree assault statute by revising the listed circumstances that qualify as assault in the second degree and by clarifying a related term.

Under the amended Section 13A-6-21(a), a person commits second-degree assault in the specified situations, including: (1) intentional serious physical injury; (2) intentional physical injury using a deadly weapon or dangerous instrument; (3) reckless serious physical injury using a deadly weapon or dangerous instrument; and (4) intentional physical injury intended to prevent certain officials and workers from performing lawful duties (including peace officers, detention/correctional officers, emergency medical personnel, utility workers, and firefighters). The provision also includes additional enumerated categories for assaulting a teacher/employee of a public educational institution, health care workers and others listed within covered health care settings, the intentional impairment-by-drug scenario without lawful medical/therapeutic treatment, and offenses targeting Department of Human Resources employees/social workers, letter carriers, and specified assaults on a “child” in an educational environment subject to defined conditions.

The bill states that “assault in the second degree is a Class C felony” (Section 13A-6-21(b)) and defines “utility worker” (Section 13A-6-21(c)) to cover persons employed by entities that own, operate, lease, or control facilities used to generate, transmit, manufacture, produce, supply, distribute, sell, store, convey, deliver, or furnish electricity, natural or manufactured gas, water, steam, sewage, or telephone service (including entities providing joint service).

The amended statute becomes effective October 1, 2026.

The bill establishes that certain assaults targeting current or former public officials constitute assault in the second degree under Alabama law. It does so by revising the definition of second-degree assault in Section 13A-6-21(a), adding an additional subsection that covers intentional physical injury to a current or former local, state, or federal public official during, or as a result of, the performance of the official’s duty.

Penalties are also specified for the revised offense structure: assault in the second degree is designated as a Class C felony. The bill also includes nonsubstantive technical revisions to update the existing code language to current style and formatting.

The bill provides that the updated assault-in-the-second-degree provisions become effective October 1, 2026.

AT A GLANCE

This bill increases penalties by making assault in the second degree and imposing a Class B misdemeanor for harassment or harassing communications when the victim is a current or former public official.

FULL SUMMARY

HB51 establishes enhanced criminal penalties for assaults, harassment, and harassing communications when the victim is a current or former public official.

It updates Alabama’s assault-in-the-second-degree statute by adding a new subsection: a person commits assault in the second degree if the person, with intent to cause physical injury to a current or former public official (as defined in existing law), causes physical injury to any individual while the assault occurs during or as a result of the official’s performance of duty. The bill also makes nonsubstantive technical revisions to the existing assault-in-the-second-degree provisions’ drafting style and wording.

It updates the harassment and harassing communications statute by adding a heightened penalty provision: if a person commits either harassment or harassing communications under the statute and the victim is a public official (as defined in existing law), the person is guilty of a Class B misdemeanor. The bill otherwise retains the existing Class C misdemeanor classification for harassment and harassing communications, including the existing exceptions for legitimate business telephone communications.

The act becomes effective October 1, 2026.

AT A GLANCE

This bill requires the hospital quality incentive program to include a workplace-violence performance metric and directs the enterprise to align related state quality standards with specified federal national standards.

FULL SUMMARY

The bill modifies Colorado’s hospital provider fee and reimbursement framework under the Colorado healthcare affordability and sustainability enterprise to expand and re-specify the hospital payment “quality incentive” program and its funding limits. It requires the hospital quality incentive program to include a performance metric related to workplace violence and directs that associated state quality standards align with federal quality standards published by specified national health-quality organizations.

It also changes the governance and approval process for the hospital quality incentive program. Prior to implementation, the enterprise board must approve the program’s reimbursement percentage, structure, performance measures, and scoring methodology. New or changed measures must generally remain in place for a defined period not exceeding three years before modification or replacement, with an earlier change allowed only with evidence that measures are not meeting program goals or require technical adjustments; measures that meet goals may be renewed for up to three years. Any modifications must be board-approved before implementation, except changes needed to comply with federal law.

For payment amounts, the bill updates the statutory cap mechanism tied to board approval. Payments computed annually must generally be capped at no more than seven percent of prior-year total hospital reimbursements; the cap may increase to nine percent only after the board formally approves a hospital quality incentive program developed with input from hospital representatives with clinical expertise.

Finally, the bill amends the enterprise’s permitted uses of hospital provider fee cash fund revenue to reference the hospital quality incentive program, and it modifies reporting and program-planning cross-references so that legislative reporting and enterprise duties include information about implementing the hospital quality incentive program created in the hospital reimbursement statute. The health-care delivery system reform incentive payments program referenced in the hospital provider fee statute is also required to be sought no earlier than October 1, 2019 and must include an initial planning phase with needs assessment and development of outcome-based metrics, plus defined focus areas, including care coordination/transition management, integration of physical and behavioral health, chronic condition management, targeted population health, and data-driven accountability/outcome measurement.

AT A GLANCE

This bill requires each health care facility to implement a workplace violence prevention program and written response procedures that protect workers from retaliation after incidents.

FULL SUMMARY

The bill establishes minimum statewide requirements for health care facilities to prevent, respond to, and address workplace violence; protect health care workers from retaliation; and enhance safety for patients, workers, and the public.

It creates a new Part within Chapter 323, Hawaii Revised Statutes, establishing definitions for “health care facility,” “health care worker,” “leadership,” and a broad definition of “workplace violence” (including physical/verbal/sexual assaults, threats in multiple forms, electronically transmitted threats, and actions reasonably likely to cause mental/emotional disturbance or fear for personal safety). The new Part requires each health care facility to (1) implement a zero-tolerance policy toward workplace violence by patients and visitors, with specified elements (prohibited conduct, reporting mechanisms, response procedures, and consequences); (2) maintain a workplace violence prevention program led by a designated individual and developed by a multidisciplinary team, including incident reporting/documentation, trend analysis, victim/witness support procedures, and reporting workplace violence data to the governing body; and (3) develop and maintain written standard operating procedures for responding to workplace violence covering de-escalation, separation of affected workers from offenders, escalation to security/administration or law enforcement, documentation/investigation, measures to prevent further abuse by the same person, coordination with security, and clear incident reporting processes with multiple avenues and response timelines.

The bill also creates workforce protections and facility duties after incidents. Health care workers may accept, reject, or submit a written objection to patient assignments that place workers (or patients) at “serious risk of harm,” and exercising this right must not result in retaliation, discipline, or adverse employment action. It makes it unlawful for leadership to discourage, dissuade, delay, ignore, minimize, or pressure workers from reporting incidents, and it requires prompt investigation of all reports and prohibits retaliation against good-faith reporters. Upon receiving a report, facilities must conduct a timely investigation, assess ongoing risk, implement protective measures sufficient to prevent further harm, provide medical/mental health/workplace supports, and document actions taken. It further imposes access-control and security screening requirements for certain facilities: licensed acute/specialty care facilities with 30+ beds and long-term care facilities with 50+ beds must implement specified access-control measures (e.g., minimize public entrances where practicable, staffed security checkpoints, entry screening with metal detectors/wands without unreasonably delaying emergency care, secured/badge-controlled restricted areas, and weapon/prohibited-item procedures). Weapons screening and related functions must be performed only by trained security or other designated non-clinical staff; direct care staff may not be assigned to perform screening/confisciscation. The section preserves requirements for emergency medical treatment, ADA-related compliance, and fire/life safety/emergency evacuation.

The bill requires facilities to provide training at hire and regularly thereafter for staff and leadership on workplace violence prevention, reporting procedures, de-escalation, trauma-informed response, and security/access protocols, including affirming that workplace violence is not an accepted condition of employment. Facilities must conduct periodic worksite analyses to identify safety/security risks and take reasonable actions to mitigate them. Enforcement is assigned to the Department of Labor and Industrial Relations in coordination with the Department of Health, with possible administrative penalties and corrective action plans; the bill authorizes a fine up to $150 per day and other legal remedies. If retaliation or work injury results while a facility is out of compliance, the facility must make the employee whole and pay treble the employee’s lost wages and benefits, including health insurance contributions and accrued leave. The Department of Labor and Industrial Relations may adopt rules to implement the chapter; facilities’ required procedures (and subsequent modifications) must be transmitted to DLIR within 120 days of the Act’s effective date, and cannot be unilaterally changed in a way that diminishes protections. The Act takes effect upon approval.

AT A GLANCE

This bill requires Illinois health care providers to submit annual aggregate deidentified summaries of “type 2” workplace violence incidents to IDPH, using IDPH’s form and deadline.

FULL SUMMARY

The bill changes the Illinois Freedom of Information Act (FOIA) by updating the scope of Section 7 (Exemptions) to (1) add a defender-agency exclusion for certain records held by the State Public Defender’s office that contain specified client and case information, including attorney-client privileged and non-discoverable materials, while clarifying that deidentified/aggregated administrative records are not excluded; and (2) add additional FOIA exemptions related to health care violence prevention and related reporting, including a new provision making certain “type 2” workplace violence incident recordkeeping confidential and exempt from FOIA.

The FOIA changes also add or expand several other exemption categories, including: (a) a specific exemption for files/documents/databases maintained by law enforcement agencies and designed to provide physical or mental status information to other law enforcement agencies; (b) revisions clarifying exemptions for records in the possession of persons committed to or detained by specified correctional and human services units, including victims’ personal information and certain law enforcement records of other persons; and (c) a change requiring redaction (before FOIA disclosure) of information exempt under specified privacy/safety statutes (Judicial Privacy Act, Public Official Safety and Privacy Act, and certain Election Code privacy exemptions).

The bill amends the Health Care Violence Prevention Act (210 ILCS 160) by revising definitions and workplace safety/program requirements, and by adding new Sections 25.1 and 25.2. Section 25.1 requires the Illinois Department of Public Health (IDPH) to develop and publish, by rule, a template/form for health care providers to log “type 2” violent incidents occurring in emergency departments; providers must use the template within a specified period after publication. The logged information must include, at minimum, incident details (including environmental risk factors), date/time and employee job titles, known perpetrator names/addresses, injury nature/extent to employees and patients, and how the incident was abated/addressed beyond actions required elsewhere in the Act. Records maintained under Section 25.1 are confidential and exempt from FOIA disclosure.

Section 25.2 requires annual reporting: each health care provider must submit an aggregate deidentified summary of type 2 incidents for the preceding calendar year (on a form provided by IDPH), including totals for incidents and recordable injuries and a summary of violence prevention activities and any additional actions taken. IDPH must provide an annual aggregated deidentified report to the General Assembly, removing identifying data under specified federal deidentification standards (45 CFR 164.514). IDPH must notify noncompliant providers; providers have a deadline to submit a missing summary, and IDPH may impose a fine of up to $500 per day until submission. The Act takes effect January 1, 2027.

AT A GLANCE

This bill requires health care providers to implement OSHA-compliant written workplace violence prevention programs that include specified program elements and submit proposed programs to the Department for approval.

FULL SUMMARY

HB5168 revises Illinois’ Health Care Violence Prevention Act by strengthening health-care workplace violence protections for workers and expanding provider obligations for prevention, investigation, documentation, reporting, and enforcement. In particular, it adds/clarifies duties that bar discouraging law-enforcement contact and prohibits health-care providers from maintaining policies that limit such contact regarding workplace violence.

The bill expands the workplace violence prevention program requirements. Health care providers must implement a written program that complies with OSHA workplace violence guidance (for health care and social service workers) and that now must include additional elements: detailed workplace-violence type classifications (Types 1–4), enhanced worksite analysis (including identifying the need for additional security/alarm systems, adequate exit routes, monitoring systems, barrier protections, lighting, entry procedures, and systems to identify/flag persons previously committing violent acts in the provider space), specified hazard prevention/control, safety/health training with required hours to be set by rule, and recordkeeping with annual evaluation. The program must also include defined internal procedures, including identifying responsible employees, conducting risk assessment and identifying higher-risk areas/units, providing a reporting system for violence risks/hazards/incidents to the provider, law enforcement, or the Department, distributing post-incident investigation reports to employees/representatives, providing medical treatment and trauma-related counseling to affected employees/patients, and establishing emergency response procedures (including threats of mass casualties and incidents involving dangerous weapons). It further requires that any health care worker may report incidents to the Department or a law enforcement officer, and requires providers to submit the proposed program to the Department for approval.

The bill creates new requirements for violent-incident investigations, recordkeeping, and reporting. Within 48 hours after a provider becomes aware of a workplace violence incident or threat, the provider must initiate an investigation; the employer must review circumstances and whether program controls/measures were effective and must solicit input from involved employees/representatives/supervisors on cause and whether further corrective measures (including system-level factors) could have prevented the incident. Providers must document investigation findings, recommendations, and corrective measures. The Department must develop a standardized incident-logging template/form. The logged records must include minimum information (including incident details, involved employees’ job titles, injuries, perpetrator classification, violence type, and how the incident was abated). Records maintained under these new provisions are confidential and exempt from disclosure under the Freedom of Information Act. Providers must also annually prepare and submit to the Department a summary of each violent incident log for the preceding calendar year, including at least totals of incidents and recordable injuries, the areas where incidents happened, and the incident response/abatement measures; the Department must aggregate these summaries and publish an annual report on its website and provide it to the General Assembly.

The bill adds penalties for noncompliance: failure to submit a workplace violence prevention program within 6 months after the effective date of the amendatory Act triggers a penalty of $500 per day. If the Department finds a provider in violation, the provider must submit a plan of correction for approval; penalties depend on whether the provider violates the approved plan (up to $500/day for a first violation, up to $1,000/day for a second/subsequent violation), with a cap on total fines in any 12-month period of $365,000. It also amends Illinois’ Freedom of Information Act exemption rules to add a specific exemption for records described in Section 25.2 of the Health Care Violence Prevention Act and requires redaction of certain other protected categories, consistent with existing FOIA redaction practice.

The document outlines the creation of a One Health Commission in Illinois, designed to enhance the interconnected health of humans, animals, and the environment. The Commission will address critical health issues such as zoonotic diseases and antimicrobial resistance through interdisciplinary collaboration among various sectors.

The Commission's primary responsibilities include developing a strategic plan to improve communication and collaboration between health professionals, including physicians and veterinarians, and state agencies. It will also recommend best practices, support responses to zoonotic disease outbreaks, and promote educational initiatives related to the One Health approach.

Members of the Commission will be appointed by the Director of Public Health and will include representatives from various state departments, academic institutions, and One Health experts. They will serve four-year terms without compensation and will convene as necessary to fulfill their duties.

A final report detailing the Commission's activities and recommendations is expected to be submitted to the General Assembly and the Governor by January 1, 2028, with updates provided every two years. The establishment of this Commission is likely to influence industries related to public health, veterinary services, agriculture, environmental protection, and education, although specific financial impacts are not specified.

The document discusses the formation of a Health Care Workforce Task Force in Illinois, created to tackle the state's health care workforce challenges that have worsened due to the COVID-19 pandemic. A significant finding is the projected shortfall of 15,000 registered nurses by the end of 2025, highlighting the critical role of the health care sector in the Illinois economy, which supports 445,000 jobs and contributes $117 billion.

The Task Force will include state officials and representatives from health care organizations, focusing on reviewing health care regulations, identifying workforce shortages, and making recommendations to enhance recruitment, retention, and inclusivity within the health care workforce.

A report detailing the Task Force's recommendations is to be submitted to the General Assembly and the Governor within one year of the first meeting. The establishment of the Task Force is set to be repealed on December 31, 2027.

The document discusses an amendment to the Health Care Workplace Violence Prevention Act in Illinois, which primarily involves a technical change to the short title of the Act.

This amendment does not introduce any direct monetary impacts or detailed changes that would affect various business industries.

The original Act became effective on July 28, 2005.

The document outlines significant amendments to Illinois laws aimed at enhancing workplace safety, particularly for health care providers and workers. These changes focus on the implementation of workplace violence prevention programs that require health care providers to identify security needs, conduct risk assessments, and provide employee training. Health care workers are encouraged to report incidents of workplace violence without fear of discouragement from management, and they must notify management within three days of contacting law enforcement regarding such incidents.

Additionally, the amendments to the Health Care Violence Prevention Act mandate that health care providers submit their proposed violence prevention programs to the Department of Public Health for approval. Providers are also required to maintain records of violent incidents and conduct investigations within 48 hours of becoming aware of such incidents, ensuring that findings and corrective measures are documented.

The amendments also include provisions to protect sensitive information related to workplace violence incidents by exempting these records from public disclosure under the Freedom of Information Act. This aims to safeguard the privacy of individuals involved and the integrity of workplace safety measures.

Overall, the changes emphasize the importance of protecting health care workers and ensuring a safe working environment through comprehensive reporting and prevention strategies. The focus on confidentiality and the establishment of clear guidelines for workplace violence prevention reflect a commitment to enhancing safety in the health care sector.

The document outlines amendments to the Health Care Violence Prevention Act, emphasizing workplace safety for health care workers, particularly in emergency departments. Health care providers are now required to report any incidents of verbal aggression or physical assault against their workers to the Department of Public Health. This reporting aims to monitor and evaluate the effectiveness of measures taken to reduce such incidents.

Additionally, health care providers must inform management within three days if a worker contacts law enforcement or files a report regarding workplace violence. Management is explicitly prohibited from discouraging workers from reporting these incidents to law enforcement, ensuring that employees feel supported in their right to report.

To further promote a safe working environment, providers are mandated to display notices in emergency departments that communicate a zero-tolerance policy for verbal aggression and state that physical assaults will be reported to law enforcement.

Moreover, health care workers affected by incidents of violence must be offered immediate post-incident services, including acute treatment and psychological evaluation, to support their recovery and well-being.

These changes take effect immediately upon becoming law and primarily impact health care providers operating emergency departments. Specific monetary impacts of these amendments are not detailed in the document.

AT A GLANCE

This bill requires Kentucky health facilities to conduct and annually update workplace violence safety assessments and plans, including internal reporting, staff training, and follow-up support for affected health care workers.

FULL SUMMARY

The bill establishes and revises Kentucky’s statutory requirements aimed at preventing workplace violence against health care workers in health facilities. It updates key definitions in KRS 216.701, requiring coverage for health care workers with direct patient contact in medical care or emergency response settings potentially involving violence, and clarifies that “workplace violence” includes acts or threats of physical violence, harassment, intimidation, and other threatening disruptive behavior occurring at the workplace.

The bill changes how health facilities can be deemed compliant (“safe harbor”) with the KRS 216.701 to 216.709 framework. It amends KRS 216.703 to remove earlier content about the Cabinet’s 2024 guideline dissemination and 2025 annual audit schedule, and it replaces the compliance safe-harbor mechanism so the cabinet must accept a facility as compliant if it is accredited by (or approved by CMS for) a nationally recognized accrediting organization, or if it is recognized by the Office of the Inspector General as Medicare/Medicaid-participating—provided the facility annually attests that it maintains a workplace safety assessment and plan meeting/exceeding accrediting standards, provides violence-prevention training on hire and annually, maintains an internal incident reporting system, prohibits retaliation for good-faith reports, and conducts periodic incident reviews updating the plan as needed. The cabinet may still require compliance with the KRS requirements if objective evidence shows the facility’s assessment or plan has failed to reasonably identify, mitigate, or respond to workplace-violence risks.

The bill also amends KRS 216.703’s notice requirement. All health facilities must display a legible sign (at least 8.5x11 inches with at least 16-point font) in prominent locations, stating that threatening or aggressive behavior toward health care workers will not be tolerated and could result in consequences including a felony conviction. It directs the cabinet to promulgate administrative regulations under KRS Chapter 13A to implement KRS 216.701 to 216.709.

Finally, the bill amends KRS 216.705 and KRS 216.709 to strengthen operational requirements for assessments, planning, reporting, and follow-up support. Health facilities must develop and execute workplace safety assessments and plans to identify and address risks, including strategies covering security considerations and factors contributing to violence (with specified examples such as physical security systems and staffing patterns). Facilities must annually conduct and review required items: reassess workplace safety, review prior-year incidents for risk patterns, update the plan, and inform health care workers of changes to policies/procedures or the safety plan. Health facilities must develop internal reporting procedures and train staff, maintain detailed workplace-violence records for five years (including incident details, victim and alleged perpetrator categories, violence type, injuries, weapons, nearby worker count, and response actions), and implement a procedure to follow up with individuals who experienced workplace violence by informing them of post-incident actions and any future action plan; facilities must also provide support to those individuals, potentially including access to physical and mental health resources.

AT A GLANCE

This bill requires home healthcare employers to provide annual workplace-violence safety training and implement incident reporting, communication, and emergency tools for home healthcare workers.

FULL SUMMARY

The bill establishes multiple safeguards for home healthcare workers, centered on workplace violence prevention, access to communication and emergency tools, retaliation protections, reporting of violence incidents, and public disclosure of aggregate data.

It adds a new Section XX to Massachusetts General Laws chapter 111 defining “home healthcare employer,” “home healthcare worker,” and “workplace violence,” then requires home healthcare employers to (1) provide annual comprehensive workplace safety training that includes methods for reporting to public safety officials and processes necessary for filing criminal charges; (2) develop and implement a workplace-violence minimization program with appropriate training, communication plans, and an ongoing incident/risk reporting and monitoring system; (3) conduct a pre-service safety assessment of each home healthcare service setting, including review of relevant patient history and circumstances (including psychiatric/cognitive/emotional status, violent behavior history, substance use disorder history, presence of other individuals and any associated violence history, and weapons and how they are secured) and use that assessment to modify service delivery to meet patient needs and worker safety; (4) provide cellular phones or other two-way communication devices and hand-held alarms/noise devices for use during visits; (5) allow home healthcare workers to refuse to provide services when they requested elimination of the danger (where possible) and genuinely believe imminent danger exists, without loss of compensation or discipline if those conditions are met; and (6) designate a senior manager responsible for an in-house crisis response team and an assaulted staff action program including group crisis interventions, individual counseling, victim support groups, family crisis intervention, peer-help, and professional referrals.

For enforcement, the bill authorizes department action against employers violating rules, regulations, or requirements issued under the new authority, including fines up to $2,000 per violation and potential cease-and-desist orders enforceable in court. It also prohibits retaliation against home healthcare workers for filing complaints or otherwise notifying the department, and it requires employers to submit reports—at least every 180 days—of workplace violence incidents involving home healthcare workers to the department and the appropriate district attorney, with the department publishing statewide and county-level aggregate data (categorized by occupation and incident type) within specified time limits. The bill further adds a new Section 52F to chapter 149 creating paid assault-related leave: home healthcare workers may take up to 7 days of paid leave in any 12-month period if they are victims of assault/assault and battery occurring in the line of duty and use the leave to obtain victim services or legal assistance, secure protective orders, appear in court or before a grand jury, meet with law enforcement/district attorney, or address related legal issues. It permits employers to require documentation, sets a 5-business-day deadline for providing it, and provides rules on advance notice, confidentiality of leave information, anti-coercion provisions, anti-discrimination and no-loss of previously accrued employment benefits, job restoration to the original position or an equivalent position, and employer notice/posting and multilingual dissemination requirements.

Finally, the bill adds an amendment to General Laws chapter 265, section 13I requiring that a home healthcare worker victim of line-of-duty assault/assault and battery be offered the option to provide the address of the home healthcare employer or the labor organization where they are a good-standing member; if the employer or labor organization is used, it must ensure the worker receives documents related to the assault within 24 hours of receipt and must obtain a signed acknowledgment of receipt.

AT A GLANCE

This bill makes it an unlawful practice for covered employers and training or apprenticeship programs to discriminate or harass unpaid interns, volunteers, and other unpaid workers on protected bases.

FULL SUMMARY

The bill modifies Massachusetts’ anti-discrimination law (Mass. Gen. Laws ch. 151B) to extend workplace protections and enforcement coverage to unpaid interns, volunteers, and other unpaid workers.

First, it expands the definition of “employer” by inserting that an employer includes any organization or individual that engages a person to perform work on its behalf (including for subsidiaries, customers, or clients) whether the work is paid or unpaid (Section 1). It also expands the definition of “employee” by inserting that it includes any individual who engages in work under the control and direction of another, whether paid or unpaid (Section 2).

Next, it adds new unlawful-practice provisions covering discrimination and harassment in apprenticeship/training and unpaid-work contexts. In particular, it makes it an unlawful practice for covered entities (employers, labor organizations, employment agencies, apprenticeship/training programs leading to employment, and others) to discriminate against a person in selection, discharge, training, terms, or treatment in an apprenticeship, training program, unpaid internship, volunteer program, or other program designed to provide unpaid work on the enumerated protected bases, and it authorizes apprentices, trainees, unpaid interns, and volunteers to file complaints alleging unlawful discrimination (Section 3, newly inserted practices 20). It separately makes it an unlawful practice to harass applicants, apprentices, trainees, unpaid interns, or volunteers on the same protected bases, and establishes employer liability where the employer’s agents or supervisors knew or should have known and failed to take immediate and appropriate corrective action; it likewise provides for a limited employment relationship for discrimination-protection purposes while clarifying that it does not create wage-and-hour, workers’ compensation, or unemployment-insurance employment (Section 3, inserted practice 21). The same section adds that employers may be liable for refusing to contract or discriminating against individuals/independent contractors on protected bases, with independent contractors allowed to file complaints (inserted practice 22), and that employers may be liable for permitting harassment of non-employees (contractors, subcontractors, vendors, consultants, or others providing services in the workplace and employees of such persons) where the employer knew or should have known and failed to take corrective action, considering the extent of employer control and responsibility (inserted practice 23).

Finally, the bill adds a retaliation protection provision making it unlawful to harass, discharge, expel, or otherwise discriminate against any person because the person opposed practices forbidden under ch. 151B or filed a complaint, testified, or assisted in any proceeding under the chapter (Section 3, inserted practice 24).

AT A GLANCE

This bill requires Massachusetts health care employers to conduct annual, facility-specific workplace violence risk assessments with employee cooperation and to develop and implement written prevention programs based on the results.

FULL SUMMARY

The bill requires Massachusetts health care employers to prevent workplace violence by establishing new statutory duties under Chapter 111. It defines “health care employer,” “health care facility” (with enumerated exclusions), “employee,” “workplace violence,” and “bodily injury”/“serious bodily injury.” Each health care employer must perform an annual, facility-specific risk assessment in cooperation with employees (and labor organizations, if any), covering specified risk factors. Based on the assessment, employers must develop and implement a workplace violence minimization program that includes employee training and an ongoing incident reporting/monitoring system, and must adopt a written workplace violence prevention plan that is available to employees and, on request, to labor organizations. Employers must designate a senior manager responsible for an in-house crisis response team for assaulted employee victims, including an assaulted staff action program with crisis interventions, counseling and support, family intervention, peer help, and referrals. Violations may result in fines up to $2,000 per offense, with enforcement mechanisms including written complaints to district court and potential cease-and-desist orders issued through the Attorney General. Employers are prohibited from penalizing employees for reporting or providing notice about workplace violence risks, and must annually submit incident reports to the Department and the relevant district attorney, after which the Department must publish aggregate data by county and statewide (categorized by occupation and incident type).

The bill also adds a new paid leave protection to Chapter 149 (after Section 52E) creating Section 52F. It allows employees of covered health care employers to take paid leave if they are victims of assault or assault and battery causing “bodily injury” or “serious bodily injury” (as defined in the new Chapter 111 Section 250) occurring in the line of duty, and the leave is used to obtain medical treatment, victim services, legal assistance, a protective order, or to appear in court/grand jury or meet with a district attorney or law enforcement official. Employees cannot be required to use specific leave balances before taking leave under the section, and any paid leave required under this provision must be concurrent with paid family and medical leave under Chapter 175M; employers may request documentation (to be provided within 5 business days) and employees must provide advance notice consistent with employer policy (with limits on employer negative action if documentation is later provided within 30 days of unauthorized absences). The law requires confidentiality of leave-related information with specified exceptions, prohibits employer interference or conditioning leave on victim contact with the alleged abuser, prohibits discharge or discrimination for exercising rights, guarantees restoration to the original or equivalent position, and requires workplace posting and multilingual notice, with delivery/notice obligations to employees. It also clarifies that it does not reduce other statutory protections and authorizes the Division of Labor Standards to promulgate implementing regulations.

For criminal justice and assault-related support, the bill amends Chapter 265. It strikes “treating or transporting a person” from Section 13I and adds an option for emergency medical technicians/ambulance operators/ambulance attendants (victims of assault/assault and battery in the line of duty) to provide the address of their employing health care facility and, if they are members in good standing, the address of their labor organization. It requires the facility or labor organization to ensure the victim receives relevant assault-related documents within 24 hours of receipt and to obtain a signed acknowledgment of receipt. The bill also inserts a new Section 13I ½ establishing criminal penalties for knowingly and intentionally assaulting/assaulting and battering an “employee” (as defined in the new Chapter 111 Section 250) in the line of duty, with enhanced penalties if “serious bodily injury” results.

Implementation and reporting requirements include: regulations must be promulgated within 180 days by the Commissioner of Public Health (in consultation with other specified commissioners) to implement and enforce the new Chapter 111 Section 250, and by the Division of Labor Standards (in consultation with the Attorney General) to implement and enforce the new Chapter 149 Section 52F. Within one year of the act’s effective date, the Executive Office of Health and Human Services, coordinated with the Executive Office of Public Safety and Security, must submit a report to specified entities recommending improvements to interagency data sharing and collaboration between health care facilities and public safety/law enforcement to address alternative placement for criminal-justice-involved patients with mental/behavioral health diagnoses; the report must address specified recommendations and must include data-sharing limitations (e.g., minimum necessary data elements, de-identification/aggregation where practicable, prohibitions on using identifiable information to initiate actions except as expressly authorized, audit/safeguards requirements, and preservation of federal confidentiality obligations), while clarifying that nothing compels disclosure violating federal law or waiving privileges.

AT A GLANCE

This bill requires health care employers to conduct an annual, facility-specific workplace violence risk assessment with employees and labor organizations and to implement an associated violence prevention program.

FULL SUMMARY

The bill establishes new state requirements for health care employers to prevent workplace violence and to support employees who are victims of assault/assault and battery in the line of duty. It also expands criminal penalties for assaults against certain health care employees and creates procedural and documentation requirements around victim access to information following such assaults.

It amends Massachusetts General Laws by adding a new Section 245 to Chapter 111. The new section defines covered “employees,” “health care employers,” and a broad “health care facility” (with specified exclusions such as nursing homes/rest homes/clinics/mobile clinics, certain outpatient services, hospices, ambulatory surgical centers, and temporary nursing agencies). It requires each health care employer to conduct an annual, facility-specific risk assessment in cooperation with employees and any labor organizations, and to include (among other factors) risks tied to public settings, property guarding, high-crime areas, working late/early, working alone, uncontrolled public access, working in crisis areas, areas where patients/residents may be violent, known security problems, and insufficient qualified staffing. Based on the assessment, employers must develop and implement a violence prevention program that includes employee training and a system for ongoing reporting/monitoring of incidents and violence risks, including methods for reporting to appropriate public safety officials and processes for filing criminal charges. Employers must also create and maintain a written violence prevention plan, make it available to employees and labor organizations upon request, and include specified elements (hazard factors, hazard-mitigation methods such as training/job design/staffing/security/equipment/facilities, post-incident debriefing, and reporting/monitoring description). The bill further requires designation of a senior manager responsible for an in-house crisis response team and an assaulted staff action program covering group interventions, individual counseling, victims’ support groups, family crisis intervention, peer-help, and referrals. Enforcement provisions permit department action with fines up to $2,000 per offense, allow complaints to district court and require notice to the Attorney General, and authorize cease-and-desist orders. The bill prohibits employee penalization for filing complaints or providing notice about occupational health and safety/workplace violence risks, and requires annual reporting of workplace violence incidents involving specified categories of workers, with public release of aggregated statewide/county data within 90 days after receipt.

In addition, the bill amends Chapter 149 by inserting new Section 52F. It creates a paid leave right for employees who are victims of assault or assault and battery (as defined by cross-reference) that occurred in the line of duty, where the leave is used to obtain victim services or legal assistance, obtain a protective order, appear in court/grand jury, or meet with a district attorney or other law enforcement official. It prohibits requiring employees to use their annual/vacation/personal/sick leave before taking this leave and restricts employer demands for documentation (allowing documentation requests within limits and requiring employees to provide requested documentation within 5 business days). It addresses advance notice and clarifies that if an absence was unauthorized, the employer may not take negative action if documentation is provided within 30 days under the defined criteria. It requires confidentiality for information related to the leave with enumerated exceptions (e.g., written consent, court order, legal requirements, authorized law enforcement investigations, or safety needs). It prohibits coercion or conditioning leave rights on victim contact with alleged abusers, bars discharge or discrimination for exercising rights, protects accrued employment benefits, and requires job restoration to the original or equivalent position. It also mandates posting a multilingual notice of rights/responsibilities in conspicuous workplace locations and requires employer notification of employees within 30 days of employment start. The new leave right is not intended to exempt employers from other relevant state laws covering labor protections or to limit employees’ rights under those laws.

The bill amends Massachusetts criminal law (Chapter 265) by adding language to Section 13I to increase penalties for knowingly and intentionally committing assault or assault and battery on a covered employee while in the line of duty, with potential state prison time up to five years, jail/house of correction time between 90 days and 2.5 years, and/or fines within $500 to $5,000. It also creates an “option” for victims who are emergency medical technicians, ambulance operators/attendants, or covered health care providers to provide the address of the health care facility where the assault occurred or the labor organization in which they are a good-standing member; the facility or labor organization must ensure documents pertaining to the assault are provided within 24 hours and must obtain a signature acknowledging receipt. The bill additionally strikes specific language from Section 13I (“treating or transporting a person”). Finally, it requires the commissioner of public health to adopt implementing regulations for the new workplace violence provisions within 180 days and requires coordination between the Executive Office of Health and Human Services and the Executive Office of Public Safety and Security within 12 months to issue a report and recommendations on data sharing/communication/collaboration between health care facilities and public safety/law enforcement, including proposed pathways for access to relevant information through secure systems and recommendations for alternative placement options and mental/behavioral health crisis pathways without requiring arrest.

AT A GLANCE

This bill requires each health care employer to conduct an annual, facility-specific workplace violence risk assessment and implement a written violence prevention program with reporting, training, and designated crisis response roles.

FULL SUMMARY

The bill establishes new state requirements for health care employers to prevent workplace violence and adds expanded employee protections and administrative processes tied to violence incidents at health care facilities. It also revises Massachusetts criminal law regarding assault against certain health care employees and directs the Public Health commissioner to issue implementing regulations.

It amends Chapter 111 by adding a new Section 245 requiring each health care employer to: (1) conduct an annual, facility-specific workplace violence risk assessment in cooperation with employees (and any labor organizations), covering defined categories of risk factors; (2) develop and implement a violence prevention program based on the assessment, including appropriate training and an ongoing system for reporting and monitoring violence incidents and threats; (3) create a written violence prevention plan, make it available to employees, provide it to employee labor organizations upon written request, and include specified elements such as hazard/factor lists, mitigation methods (including training and potential changes in staffing/security/equipment), post-incident debriefing, and the reporting/monitoring system; (4) designate a senior manager responsible for an in-house crisis response team and an assaulted staff action program, including group and individual interventions and victim-support measures; (5) face department-discretion enforcement that may include fines up to $2,000 per violation, with the department (or other specified parties) able to file complaints and with Attorney General authority to issue cease-and-desist orders; (6) ensure employees are not penalized for reporting to the department; and (7) submit annual reports of workplace violence incidents (including specified incident types and affected personnel) to the department and the county district attorney, after which the department must make aggregated statewide and county data public within 90 days, categorized by occupation and incident type. The new section also defines “employee,” “health care employer,” “health care facility,” and “workplace violence,” including exclusions from the definition of health care facility (e.g., nursing homes, certain clinics, hospices, ambulatory surgical centers, renal dialysis, outpatient physical therapy/speech pathology, and temporary nursing agencies).

The bill also amends Chapter 149 by inserting a new Section 52F that provides paid leave for covered health care facility employees who are victims of assault or assault and battery occurring in the line of duty, when leave is used to obtain victim services or legal assistance, pursue protective orders, appear in court or before a grand jury, or meet with a district attorney or law enforcement. It specifies that employees need not use accrued leave categories before taking this leave, allows employers to request documentation within stated timelines, requires advance notice consistent with the employer’s leave policy (subject to limitations on adverse action if documentation is provided within a 30-day window after an unauthorized absence), mandates confidentiality of leave-related information with enumerated exceptions, prohibits requiring employees to exhaust other leave prior to this leave, bars coercion or conditioning of the benefit on maintaining contact with an alleged abuser, prohibits discharge or other discrimination for exercising the rights, preserves accrued employment benefits and mandates job restoration, and requires multilingual posting/notice of rights (including English and additional languages based on departmental availability and language thresholds).

Finally, the bill amends Chapter 265, Section 13I: it adds new penalties for knowingly committing assault/assault and battery on covered health care employees (as defined in the new Chapter 111 section) while in the line of duty, and creates an option for emergency medical technicians, ambulance operators/attendants, and health care providers who are victims to provide either the assault location or the labor organization address, with a 24-hour documentation-delivery mechanism and signature acknowledgment requirements. It also strikes specific existing language from Section 13I (striking “treating or transporting a person” in line 4) and requires the commissioner of public health to adopt regulations within 180 days to implement and enforce the workplace violence prevention requirements. Separately, within 12 months of enactment, the executive office of health and human services must coordinate with the executive office of public safety and security to issue a report and recommendations aimed at improving data sharing and communication between health care facilities and public safety/law enforcement, including secure electronic data access for treatment/diagnosis and efforts to expand and identify alternative patient placement and pathways into mental health continuing care without requiring an arrest.

The document outlines amendments to the Michigan penal code that enhance protections for health professionals and medical volunteers against assault and battery. Key changes include increased penalties for assaults occurring while these individuals are performing their duties, with fines significantly raised for both general assaults and those resulting in serious injury. Repeat offenders face escalated consequences, with misdemeanors potentially becoming felonies for individuals with prior convictions.

Additionally, the amendments specify that assaults against certain individuals, such as spouses or those in dating relationships, are classified as misdemeanors, while more severe penalties apply to assaults against pregnant individuals or those with prior convictions. Health facilities and hospitals are required to inform the public about the enhanced penalties for assaults against health professionals and medical volunteers.

The document also addresses provisions related to medical volunteers and various law enforcement and emergency personnel under the public health code. It defines a "medical volunteer" as someone providing patient care in healthcare settings and outlines the roles of law enforcement and emergency personnel involved in public safety.

The effective date of these changes is contingent upon the enactment of specified bills from the 103rd Legislature, with the amendatory act set to take effect 90 days after its enactment. The financial implications for healthcare facilities may include increased costs for compliance with new signage requirements and potential legal liabilities.

The document outlines amendments to the Michigan Mental Health Code, focusing on assisted outpatient treatment for individuals charged with misdemeanor offenses or offenses against health professionals. Key changes include the requirement for testimony from qualified professionals when filing petitions for treatment, with specific stipulations based on the type of petition.

Additionally, the prosecuting attorney, defendant, or defense counsel can request an assessment by a qualified health professional to determine eligibility for diversion to assisted outpatient treatment. If eligible, a petition must be filed, and the district court may assign a probate judge to hear these petitions. If there are no objections during the hearing, the court will issue an order for treatment.

The duration of assisted outpatient treatment is set at up to 90 days for misdemeanors and 180 days for serious misdemeanors, with noncompliance not affecting release conditions. Charges must be dismissed after the treatment period unless otherwise specified.

Upon termination of treatment, the provider is required to notify the relevant courts and the prosecutor. The amendments are expected to impact the mental health services industry, legal professionals, and the judicial system, particularly in the handling of misdemeanor cases related to mental health assessments and treatment. While specific monetary impacts are not detailed, the changes may involve costs associated with assessments, treatment programs, and adjustments in court processing.

The document outlines amendments to the Revised Judicature Act of 1961 regarding the admission criteria for mental health courts in Michigan. Admission to these courts is not guaranteed; it is determined at the court's discretion based on legal or clinical eligibility. Generally, violent offenders are excluded unless there is consent from both the mental health court judge and the prosecuting attorney, along with consultation with any known victim.

Individuals currently charged with or previously convicted of serious crimes, such as first-degree murder or criminal sexual conduct, are ineligible for admission. However, certain individuals, including youthful trainees or those with deferred criminal proceedings, may be admitted under specific conditions.

A preadmission screening and evaluation assessment is required for individuals seeking admission, which includes a review of criminal history, risk assessment, mental health evaluation, and consideration of special needs. The information gathered during this screening process is confidential and exempt from disclosure under the Freedom of Information Act, with certain exceptions for criminal acts.

The court may request criminal history information from the Department of State Police to evaluate eligibility for mental health court. The amendments will take effect 90 days after being enacted into law, contingent upon the enactment of certain other bills from the 103rd Legislature.

These changes may significantly impact the mental health and legal industries by altering the processing of individuals with mental health issues within the judicial system, potentially influencing treatment options and legal outcomes. Specific monetary impacts are not detailed in the document.

The document outlines amendments to the Michigan Code of Criminal Procedure, focusing on various felonies related to assault and violent crimes. These amendments categorize offenses and specify statutory maximum penalties, reflecting a comprehensive approach to addressing such crimes.

One significant area of impact is domestic violence, where penalties for domestic assault and aggravated domestic assault are enhanced, particularly for repeat offenders. This change underscores a commitment to addressing the serious nature of domestic violence.

Additionally, the amendments increase penalties for assaults against health professionals and utility workers, highlighting the importance of protecting individuals in these critical roles. There is also a new classification for assaults against pregnant individuals, which includes penalties for actions resulting in miscarriage, stillbirth, or harm to an embryo or fetus.

While the document does not detail specific monetary impacts, the increased penalties suggest potential for higher fines and longer prison sentences, which could influence state resources and the criminal justice system. Overall, these amendments represent a significant shift in the legal framework surrounding violent crimes in Michigan.

AT A GLANCE

This bill makes it a felony to physically assault and inflict demonstrable bodily harm on physicians, nurses, and other hospital emergency and health care personnel, and it applies to crimes committed on or after August 1, 2025.

FULL SUMMARY

The bill expands Minnesota’s “fourth-degree assault” (felony assault with demonstrable bodily harm) provisions for certain public safety and health care personnel by adding additional protected groups and creating a new specific subdivision covering health care workers.

First, Minnesota Statutes 609.2231, subdivision 2, is revised to clearly enumerate that the offense applies not only to firefighters and emergency medical services personnel, but also to a physician, a nurse, or other person providing health care services in a hospital emergency department, when physically assaulted and the assault inflicts demonstrable bodily harm in the performance of duties. The sentencing and penalty structure remains a felony with up to two years’ imprisonment, up to a $4,000 fine, or both.

Second, Minnesota Statutes 609.2231 is amended by adding a new subdivision (Subd. 2b) titled “Nurses and physicians.” This new subdivision makes it a felony offense for whoever physically assaults and inflicts demonstrable bodily harm on a physician, nurse, or other person providing health care services, with the same maximum penalty framework (up to two years’ imprisonment, up to a $4,000 fine, or both).

Both the revised subdivision 2 and the new subdivision 2b take effect August 1, 2025, and apply to crimes committed on or after that date.

The legislation amends Minnesota Statutes to enhance criminal penalties for assaults against firefighters, emergency medical services personnel, and certain healthcare providers. The changes aim to provide greater protection for these essential workers who face physical harm while performing their duties.

Under the new provisions, individuals who physically assault the specified personnel and cause demonstrable bodily harm may be charged with a felony. The penalties vary depending on the victim's profession, with increased consequences for assaults against firefighters and emergency medical personnel.

This legislation is designed to address the growing concern for the safety of those in public safety, emergency medical services, and healthcare industries. By increasing the penalties for such assaults, the law seeks to deter violence against these critical workers.

The effective date for these changes is set for August 1, 2025, and they will apply to crimes committed on or after that date.

AT A GLANCE

This bill establishes a Class C misdemeanor offense for any person who knowingly and willfully violates an oral warning and approaches or remains within 25 feet of a first responder while intending to impede, threaten, or harass.

FULL SUMMARY

The bill establishes a new Missouri criminal offense, “impeding, threatening, or harassing a first responder,” by adding section 575.356 to Chapter 575 of the Revised Statutes of Missouri.

Under the new section, a person commits the offense if, after receiving an oral warning not to approach a first responder from an individual the person knows or reasonably should know is a first responder (while the first responder is engaged in the lawful performance of duties), the person knowingly and willfully violates the warning and approaches or remains within 25 feet of the first responder. The prohibited conduct must be done with the intent to: (1) impede or interfere with the first responder’s ability to perform duties; (2) threaten the first responder with physical harm; or (3) harass the first responder.

The offense is classified as a Class C misdemeanor. The section also defines key terms: “first responder” includes specified law enforcement officers, parole or probation officers, firefighters, and emergency medical care providers; “emergency medical care provider” includes enumerated medical personnel and certain hospital employees/agents/volunteers authorized to perform duties associated with hospital emergency department care or security; and “harass” requires willful conduct that is directed at a first responder, intentionally causes substantial emotional distress, and serves no legitimate purpose.

The proposed legislation introduces a new section to the Revised Statutes of Missouri that establishes the offense of impeding, threatening, or harassing first responders. This offense occurs when an individual knowingly approaches or remains within fifty feet of a first responder after receiving a warning, with the intent to interfere with their duties or cause them harm.

The legislation aims to provide legal protections for first responders, including law enforcement officers, firefighters, and emergency medical care providers, against harassment and interference while they perform their essential duties. By addressing these behaviors, the bill seeks to enhance the safety and effectiveness of emergency services and public safety operations.

While the legislation does not outline specific monetary impacts or implementation dates, it is expected to influence industries related to emergency services and law enforcement by reinforcing the importance of protecting first responders in their line of work.

AT A GLANCE

This bill grants the attorney general concurrent jurisdiction with prosecuting attorneys to prosecute enumerated stalking and cybersexual exploitation offenses when the offense occurs in more than one jurisdiction.

FULL SUMMARY

The bill repeals specified Missouri criminal and related sections and replaces them with new provisions in a renumbered structure covering (1) expanded prosecutorial jurisdiction for certain crimes, (2) changes to the contents and enforcement mechanics of protection orders (including wireless-number transfer), and (3) revised definitions and penalty frameworks for multiple assault, harassment, stalking, tracking, and cyber/offline sexual exploitation offenses.

It establishes that the attorney general has concurrent jurisdiction with prosecuting attorneys to prosecute violations of enumerated stalking/cyberstalking, harassment, cyberharassment, cyberstalking, unlawful tracking-related, and certain online sexual exploitation offenses when the offense occurs in more than one jurisdiction (new section 27.117).

It revises protection-order law to (a) limit and specify the kinds of conduct protection orders may enjoin (including cyberstalking, domestic violence, stalking, sexual assault, and disturbing the peace, plus communication and dwelling-premises terms), (b) prohibit “mutual orders” of protection unless both parties properly file petitions and proper service occurs, and (c) add a court power to transfer billing responsibility and rights to a petitioner’s wireless telephone numbers from the respondent’s account to the petitioner, with procedural and notice requirements for wireless providers, cost-shifting to the petitioner after transfer, and an immunity provision for wireless providers acting on a court order (new/recodified section 455.050, including subsections on wireless-number transfer and related provider obligations).

On criminal offenses, the bill (1) updates assault and domestic assault statutes by changing injury terminology to “bodily harm” and “great bodily harm” in key elements and penalty tiers across first through fourth degrees for both general assault and domestic assault; (2) rewrites and partially reorganizes harassment and stalking provisions, including expanding stalking to explicitly encompass a course of conduct “directed at a specific person” or “technological abuse conduct” and adjusting the act element from “purpose” language to “knowingly” (565.225, 565.227); (3) revises class/penalty gradations for stalking and harassment while maintaining enhanced felony penalties for repeat conduct and certain targeting factors; (4) establishes an unlawful tracking of a motor vehicle offense focused on installing/concealing/placing an electronic tracking device without consent of all owners, with multiple enumerated exceptions (e.g., law enforcement investigation, parent/guardian tracking of a minor child in a vehicle the child occupies, tracking stolen vehicles/goods, vulnerable adult representative action, consent by all owners, vehicle rental/leasing company tracking, lienholder repossession tracking, voluntary usage-based insurance programs, and manufacturer-installed tracking), and sets penalties as class A misdemeanor for first offense and class E felony for second/subsequent offense (565.260); and (5) creates/defines cyber offenses: cyberharassment (class B first offense; class A subsequent) and cyberstalking (class A first offense; class E subsequent), plus new offenses for disclosure of intimate digital depictions and sadistic online exploitation with specified elements, felony classes, and limits on defenses and provider liability (573.570 and 573.575).

AT A GLANCE

This bill requires Missouri hospitals to establish workplace violence prevention committees and adopt enforceable workplace violence prevention plans, including retaliation protections and annual training, for covered health care professionals.

FULL SUMMARY

The bill replaces Missouri’s existing health care workplace violence statute framework by repealing section 565.056, RSMo, and enacting seven new sections (191.1903, 191.1906, 191.1909, 191.1912, 191.1915, 197.708, and revised 565.056) to create a comprehensive workplace violence prevention regime for hospitals and related health care professionals.

For hospitals, the bill defines key terms and requires each facility to establish a workplace violence prevention committee (or authorize a facility committee and, for multi-facility systems, allow a single system committee with facility-specific data). The committee develops a written workplace violence prevention plan that the facility must adopt and enforce. The plan must (among other specified elements) be practice-setting based; include protections against retaliation for good-faith reporting; adopt a workplace violence definition covering acts/threats causing injury or psychological trauma and incidents involving firearms or dangerous weapons; require at least annual workplace violence prevention training/education; establish systems for responding to and investigating violent or potentially violent incidents; address physical safety and security; solicit and incorporate input from health care professionals and employees; provide for confidential reporting through existing occurrence reporting systems; and allow (to the extent practicable) adjustment of patient care assignments to prevent intentionally abusive/threatening patients from treating particular staff.

After a workplace violence incident, the bill requires at least immediate postincident services (including necessary acute medical treatment) for directly involved health care professionals and employees. It also prohibits discouraging contact or reporting to law enforcement, and prohibits discipline/discrimination/retaliation against persons who in good faith report workplace violence or advise others of the right to report. Each committee must annually review and evaluate the plan and report evaluation results to the facility’s governing body, and each facility must make an electronic or printed copy of the plan available on request; the facility may redact information that would pose a security threat.

Enforcement and related legal effects include: licensing-agency disciplinary action “as if” the person violated an applicable licensing law for violations of the new workplace-violence provisions; and immunity from civil or criminal liability for facilities/health care professionals participating in good-faith compliance with the requirements and the adopted plan. The bill also adds a requirement that each hospital display a prominent emergency department and labor/delivery waiting-room warning sign, in all capital letters, stating that assaulting a health care professional engaged in official duties (including striking with bodily fluid) is a serious crime prosecuted to the fullest extent of the law. Finally, the bill revises the assault-in-the-fourth-degree statute (section 565.056) by changing the covered assault-type subsections (including categories tied to “offensive or provocative” contact and “special victim” provisions) and adjusts misdemeanor/felony classifications and sentencing limits for repeated violations involving the specified “special victim” triggering conduct.

AT A GLANCE

This bill requires covered health care facilities to adopt and enforce written workplace violence prevention plans, including annual review by a prevention committee with specified members and incident-response procedures.

FULL SUMMARY

The bill creates a new statewide statutory framework for preventing and addressing workplace violence at certain health care facilities, by repealing existing sections 195.070, 334.104, and 335.019 and enacting eight replacement sections. New sections 191.1903 through 191.1915 require covered facilities to establish a workplace violence prevention committee (or authorize one), include specified members (at least a direct-care registered nurse, a physician providing direct care, and—if practicable—a security employee), and adopt/enforce a written workplace violence prevention plan.

Under the new plan requirements (191.1909), each facility’s program must be based on its practice setting; encourage confidential reporting of workplace violence to the committee; include protections against retaliation; adopt a defined scope of “workplace violence” (including physical force threats likely to cause injury/psychological trauma and firearm/dangerous weapon incidents regardless of whether staff are injured); provide at least annual training/education; prescribe processes to respond to and investigate incidents; address physical safety and security; solicit staff input when developing/implementing the plan; permit reporting through existing occurrence systems; and—where practicable—adjust patient care assignments to prevent abused/threatening patients from treating specific staff members. The bill also requires the committee to review and evaluate the plan at least annually and report results to the facility’s governing body, and allows plan redaction if disclosure would pose a security threat.

New section 191.1912 requires minimum post-incident services, including necessary acute medical treatment, after a workplace violence incident. New section 191.1912 also prohibits discouraging staff from contacting or filing reports with law enforcement; and section 191.1912/191.1912-191.1912 (as continued in the text) establishes anti-retaliation and non-discrimination protections for individuals who, in good faith, report workplace violence or advise others of their right to report. New section 191.1915 authorizes the relevant licensing agency to discipline persons who violate the new workplace-violence requirements as if they violated applicable licensing laws, and provides civil and criminal liability immunity for facilities and health care professionals that participate in good faith compliance.

In addition to the workplace violence provisions, the bill substantively changes Missouri’s controlled-substance prescribing authorities for health care professionals by replacing (among others) sections 195.070 and 334.104. For advanced practice registered nurses (APRNs) and collaborative practice arrangements, the bill sets/adjusts controlled-substance prescribing limits (including Schedule II restrictions and supply-without-refill limits for certain prescriptions), adds carve-outs (e.g., hospice patients under specified conditions), and modifies collaborative-practice governance requirements (including geographic proximity rules with specific time-bound exceptions and a waiver mechanism reviewed by relevant boards). The bill also creates/changes continuing prescriptive authority pathways for APRNs, including how controlled substance prescribing certification is obtained (through advanced pharmacology coursework plus documented preceptorial and practice hour thresholds, and specified conditions related to delegated controlled substance authority in collaborative practice).

AT A GLANCE

This bill requires Missouri hospitals to adopt and enforce written workplace violence prevention plans, including an appropriately staffed committee and annual review, and it mandates confidential reporting and retaliation protections.

FULL SUMMARY

The bill creates six new statutory sections in Missouri law (RSMo Chapters 191 and 197) establishing workplace violence prevention requirements for hospitals and providing related employee protections, enforcement mechanisms, and a required patient-facing warning sign.

Hospitals must establish a workplace violence prevention committee (or authorize an existing committee) and ensure it includes at least: one registered nurse providing direct patient care, one physician providing direct patient care, and (if applicable and practicable) one facility employee who provides security services. A hospital system with more than one facility may use a single system-wide committee if the violence prevention plan is implemented at each facility and violence-prevention data remains distinctly identifiable for each facility.

Each facility must adopt and enforce a written workplace violence prevention plan. The plan must be based on the practice setting; encourage confidential reporting of workplace violence to the committee; protect reporters from retaliation; include a definition of workplace violence covering (a) acts or threats of physical force likely to cause physical injury or psychological trauma and (b) incidents involving firearms or other dangerous weapons regardless of injury; provide at least annual workplace violence prevention training/education; include procedures for responding to and investigating violent or potentially violent incidents; address physical safety and security; solicit input from health care professionals and employees during development and implementation; allow reporting through existing occurrence reporting systems; and require adjustment of patient care assignments, to the extent practicable, to prevent staff from treating patients who have intentionally physically abused or threatened them. Committees must review and evaluate the plan at least annually and report results to the facility’s governing body. Facilities must make the plan available upon request (electronic or printed) and may redact information that the facility or committee determines would pose a security threat if publicly disclosed.

After a workplace violence incident, facilities must at minimum offer immediate post-incident services, including necessary acute medical treatment for directly involved personnel. The bill prohibits discouraging health care professionals or employees from contacting or reporting incidents to law enforcement, and it prohibits discipline/discrimination/retaliation against individuals who in good faith report incidents or advise others of their right to report. An entity with licensing jurisdiction may take disciplinary action for violations as if the person violated applicable licensing law, and the bill provides immunity from civil or criminal liability for facilities or participating health care professionals who in good faith comply with the new requirements and with the adopted workplace violence prevention plan. Separately, each hospital must display (in emergency department waiting rooms and labor and delivery waiting rooms) a prominent printed sign in all capital letters warning that assaulting engaged health care professionals is a serious crime and will be prosecuted to the fullest extent of the law.

AT A GLANCE

This bill establishes a Class D misdemeanor offense for persons who, after an oral warning, knowingly approach or remain within 25 feet of a first responder performing lawful duties with intent to impede, threaten physical harm, or harass.

FULL SUMMARY

The bill creates a new criminal offense in Missouri for impeding, threatening, or harassing a “first responder.” Under the new section (RSMo § 575.356), a person commits the offense when they (after receiving an oral warning not to approach) knowingly and willfully violate the warning and approach or remain within 25 feet of the first responder while the first responder is engaged in the lawful performance of duties, with intent to: (1) impede or interfere with the first responder’s duties, (2) threaten the first responder with physical harm, or (3) harass the first responder.

The offense is classified as a Class D misdemeanor. The section also defines key terms: “first responder” includes law enforcement officers (per § 556.061), parole or probation officers, firefighters (per § 87.120), and emergency medical care providers; “emergency medical care provider” includes ambulance drivers, EMTs, paramedics, registered nurses, physicians, medical directors, and certain hospital personnel/agents/volunteers authorized to perform duties associated with emergency department care or related security; and “harass” is defined as willfully engaging in a course of conduct directed at a first responder that intentionally causes substantial emotional distress and serves no legitimate purpose.

Operationally, the bill establishes criminal liability tied to: (a) a prerequisite oral warning, (b) the offender’s knowledge that the warned individual is a first responder performing lawful duties, (c) proximity (within 25 feet) after the warning, and (d) a specific intent to impede, threaten physical harm, or harass as defined.

The document discusses a legislative act that repeals the sunset provision related to the reporting and disclosure of violence against health care employees. This repeal specifically targets the health care industry, emphasizing the importance of safety and effective reporting mechanisms for health care workers.

By repealing Section 4 of Chapter 516 from the Laws of 2023, the act aims to enhance the protection of health care employees from violence. The changes introduced by this act will take effect immediately upon its passage and approval.

Overall, the act seeks to ensure ongoing accountability and transparency in addressing violence against health care workers, thereby promoting a safer working environment in the health care sector.

The document outlines proposed amendments to Nebraska's criminal code, focusing on enhancing protections for health care workers, public safety officers, and frontline behavioral health providers against assaults. The amendments aim to prohibit such assaults and introduce increased penalties for offenders, which may lead to heightened legal consequences and operational costs for affected industries.

Key changes include the classification of certain assaults as felonies, which could result in increased legal costs and liability issues for healthcare facilities, emergency services, and behavioral health providers. The legislation emphasizes the need for hospitals and health care facilities to display warnings about the legal repercussions of assaulting professionals in these fields.

Additionally, the amendments address unlawful membership recruitment into organizations involved in criminal activities, classifying it as a Class IV felony. This could have implications for various sectors, including healthcare, retail, and public safety, as it relates to organized crime and its impact on businesses.

The document also highlights various criminal offenses, including those related to habitual criminality, which may lead to enhanced penalties for repeat offenders. While specific monetary impacts are not detailed, the potential for increased costs in the criminal justice system is implied due to longer sentences and heightened enforcement.

Overall, the proposed changes aim to strengthen legal protections for professionals in critical roles, potentially resulting in increased operational costs and legal accountability for businesses in the healthcare and public safety sectors.

The document discusses amendments to section 28-929.01 of the Revised Statutes Cumulative Supplement, 2024, which will modify the definitions related to emergency care providers and health care professionals. The amendments specifically include certain employees of hospitals and health clinics within the scope of specific assault statutes.

The original section 28-929.01 will be repealed as part of these changes. While the text does not provide specific monetary impacts or detail the business industries that may be affected, it indicates a shift in the legal framework surrounding the protection of health care professionals.

The effective date for these changes is not explicitly stated, but it is implied that they will take effect following the passage of the bill.

The document outlines proposed amendments to Nebraska's criminal statutes, focusing on enhancing legal protections for professionals in health care and public safety. Key changes include the introduction of penalties for assaults on pharmacists and modifications to existing provisions regarding assaults on public safety officers and health care professionals. The amendments aim to strengthen penalties for crimes committed against pregnant women and establish new classifications for assaults on health care professionals, emergency responders, and pharmacists.

The amendments primarily impact the health care industry, including hospitals, health clinics, and pharmacies, as well as public safety sectors such as law enforcement and emergency services. The proposed changes are expected to lead to increased legal protections for employees in these fields, addressing the rising concerns over assaults against them.

Additionally, the document highlights various criminal offenses that may affect multiple business industries, particularly those related to pharmaceuticals, property management, finance, and public safety. Offenses such as controlled substances violations, theft, fraud, and racketeering are discussed, indicating a tightening of legal definitions and classifications that could result in increased scrutiny and compliance requirements for affected sectors.

The amendments also emphasize the need for compliance measures, including signage requirements for hospitals and pharmacies to inform the public about the legal consequences of assaults on health care professionals. This may incur additional costs for businesses in these industries as they adapt to the new legal landscape.

Overall, the proposed changes reflect a significant effort to enhance the protection of individuals in critical roles within public safety and health care, while imposing stricter penalties for assaults against them, thereby aiming to improve safety and accountability in these essential sectors.

AT A GLANCE

This rule requires each New Hampshire health facility to submit monthly workplace-violence and “hostile words” reports to the Department by the second Friday of each month.

FULL SUMMARY

The document establishes new New Hampshire administrative rules (Chapter Lab 1800) creating a health care workplace violence prevention program focused on (1) compiling and reporting workplace violence and “hostile words” data from health facilities to the Department of Labor (and onward to the Health Care Workplace Safety Commission) and (2) confidentiality protections for that reported data.

The rules define key terms: “Department” as the New Hampshire Department of Labor; “Health Facility” by reference to RSA 277-C:1, I; and “Commission” as the Health Care Workplace Safety Commission established under RSA 151-J (Lab 1802.01–Lab 1802.03). They require each health facility to submit monthly incident and hostile-words reports to the Department using a Commission-approved form, to submit annual information required by RSA 277-C:2, IV plus any additional relevant information selected by the facility, and to send submissions either by regular mail to 95 Pleasant Street, Concord, NH 03301 or by email to DOL.WPVReporting@dol.nh.gov (Lab 1803.01(a)–(c)). Monthly reports must be submitted at least one week before a noticed scheduled meeting but no later than the second Friday of every month (Lab 1803.01(d)).

The rules also set content and privacy requirements for monthly reports. Monthly reports must be completed fully and include all information required by RSA 277-C:V(a)(1–7), using the Commission-adopted form (Lab 1803.02(a)). Patient names and other identifiable personal information must not be included in the monthly report (Lab 1803.02(b)). The prohibition does not prevent a facility from attaching a police report containing identifiable personal information to the monthly report (Lab 1803.02(b)). After receiving reports, the Department must review all submissions to the Commission and redact identifiable personal information as necessary before publishing data in the Department’s annual report on the Department’s website (Lab 1803.02(c)).

Finally, the rules establish confidentiality rules for records and annual reports. Records submitted to or collected by the Commission (other than police reports) are declared confidential and privileged under RSA 151-J:5 and exempt from requests under RSA 91-A (Lab 1804.01(a)). The Commission’s annual report under RSA 151-J:7 is not confidential; however, process/outcome information in that annual report must be aggregate data only and must protect confidentiality under RSA 151-J:5 without referring to individual patients, incidents, or health care providers and facilities (Lab 1804.01(b)).

The document proposes a legislative change that establishes felony-level offenses for assaults on firefighters, emergency medical care providers, and law enforcement officers. It introduces provisions for immediate arrest without a warrant for individuals suspected of such assaults, with criteria for assessing dangerousness.

The effective date for these changes is set for January 1, 2026. The financial impacts of the bill are indeterminable for both state and local expenditures, with no expected revenue generated. Potential costs may arise for the judicial and correctional systems, including prosecution, incarceration, probation, and parole.

Additionally, the bill may indirectly influence various business industries, particularly those involved in public safety and emergency services, due to the enhanced legal protections for their personnel.

AT A GLANCE

This bill requires each New Hampshire health facility to submit workplace violence and “hostile words” incident reports to the Department of Labor monthly using the department’s common reporting form.

FULL SUMMARY

The bill modifies the health care workplace safety framework in New Hampshire by changing commission membership and oversight scope, expanding health facility incident reporting duties to the Department of Labor, and clarifying treatment of commission annual reports.

First, the bill amends RSA 151-J:1, II(a) by adding a new commission seat: a representative of Hampstead hospital appointed by the hospital.

Second, the bill revises RSA 277-C:2 to establish a new monthly reporting obligation for workplace violence events. It requires each health facility to submit an annual report to the health care workplace safety commission (covering workplace violence and “hostile words” incidents reported to the facility) and to report workplace violence or hostile words incidents to the Department of Labor on a monthly basis using a common reporting form adopted by the Department of Labor in consultation with the commission and the health and human services oversight committee. The bill specifies detailed required incident reporting elements, including incident description and categorization, date/time/location, injuries, a non-identifying classification of the perpetrator, abatement steps and post-incident investigation, limitations on including patient identifiers (permitted only as diagnosis code and behavioral health/disability factor), and the percentage of employees participating in the workplace violence prevention program (an annual point-in-time figure, not a rolling calculation). It also preserves the distinction between workplace violence and hostile words, prohibits retaliation or discrimination against good-faith reporting individuals, prohibits identifiable personal information except where included in an attached police report or other governmental official report, and reiterates that nothing authorizes an employee to refuse customary duties.

Third, the bill amends RSA 151-J:7 to clarify commission reporting confidentiality: annual commission reports to specified state leaders and committees “shall not be confidential,” while information about processes or outcomes must be aggregate only and must not reference individual incidents, patients, health care providers, or institutions, consistent with RSA 151-J:5. The bill repeals RSA 151-J:9, removing an exemption that previously limited the commission’s jurisdiction over state-operated medical facilities. The bill takes effect 60 days after passage (effective August 9, 2025).

The document establishes a non-binding legislative memorial/resolution urging the Governor of New York to proclaim April 2026 as “Workplace Violence Prevention Month” in the State of New York, and directs distribution of the resolution to specified recipients.

It memorializes Governor Kathy Hochul to issue the proclamation for April 2026 as Workplace Violence Prevention Month, reflecting the Legislature’s intent to raise awareness and combat workplace violence.

The resolution identifies healthcare workers as a group disproportionately affected by workplace violence and notes that April is already federally recognized as Workplace Violence Prevention Awareness Month.

It further provides that copies of the resolution, suitably engrossed, be transmitted to the Governor and to the New York American College of Emergency Physicians, the New York State Emergency Nurses Association, and the American Nurses Association of New York.

The document outlines a new requirement for health care facilities in New York to establish workplace violence prevention plans, effective January 1, 2026. This mandate applies to facilities licensed under the public health law.

Facilities are required to consult with affected employees, including recognized collective bargaining agents, to develop and annually update their workplace violence prevention plans. These plans must include a safety and security assessment to identify risks related to facility layout, staffing levels, crime rates in surrounding areas, and the adequacy of current training and protective measures.

Additionally, the plans must outline policies to address and mitigate identified risks, as well as procedures for reporting violent incidents to relevant authorities. Facilities are also required to make these plans available to employees and the Department of Health upon request.

The document outlines amendments to New York's penal law that aim to enhance protections for registered security guards working in hospitals and health care facilities. These changes specifically focus on the legal consequences for individuals who inflict physical injury on security personnel while they are performing their duties.

The legislation directly impacts key business industries, including health care facilities, hospitals, and emergency medical services, as it pertains to the safety and security of personnel in these environments.

While the document does not provide specific monetary impacts, the increased legal protections for security guards may lead to reduced liability for health care facilities. This could potentially result in lower insurance costs associated with incidents involving security personnel.

The document outlines an amendment to New York's penal law that elevates the assault of an elected official to a class D felony of assault in the second degree. This change is designed to enhance protections for elected officials while they perform their lawful duties.

The amendment specifically impacts various sectors related to public safety and emergency services, including law enforcement, healthcare, and sanitation. It includes provisions for a range of professionals such as peace officers, police officers, prosecutors, registered nurses, licensed practical nurses, public health sanitarians, sanitation enforcement agents, firefighters, emergency medical service personnel, city marshals, school crossing guards, and traffic enforcement officers.

By increasing the legal repercussions for assaults against elected officials, the amendment aims to promote greater accountability and safety for those serving in public roles.

The document outlines amendments to the New York Penal Law concerning assault offenses against police officers and peace officers. A significant change is the introduction of a new section, 120.05-a, which classifies assault in the second degree on these officers as a Class C felony when an individual intentionally causes physical injury to prevent them from performing their lawful duties.

Additionally, the amendments modify existing sections related to assaults on peace officers, police officers, firefighters, and emergency medical services professionals. Assault resulting in serious physical injury to these individuals is reclassified from a Class C felony to a Class B felony. Furthermore, aggravated assault against a police officer or peace officer is elevated from a Class B felony to a Class A felony.

These changes aim to enhance protections for personnel in law enforcement, emergency services, and public safety sectors. The amendments reflect a commitment to addressing violence against those who serve in these critical roles. Specific monetary impacts of these changes are not detailed in the document.

The document outlines amendments to New York State's penal law aimed at enhancing protections for healthcare professionals, including physicians, nurses, and ambulance personnel, against assaults while they perform their duties. The changes expand the definition of individuals protected under the law to encompass a broader range of medical providers and volunteers working in hospitals and emergency settings.

These amendments are designed to ensure the safety of personnel in critical healthcare roles, particularly in environments where they may be at risk of physical harm. The law seeks to address the growing concern over violence against medical staff, thereby fostering a safer working atmosphere in healthcare facilities.

While specific monetary impacts are not detailed, the legal ramifications of assaults on healthcare professionals could lead to increased costs for providers, particularly in terms of liability and insurance. The amendments reflect a commitment to safeguarding those who serve in essential health roles, reinforcing the importance of their safety in the workplace.

The document outlines amendments to New York's penal law aimed at enhancing protections for medical providers and transportation personnel. The changes expand the definition of individuals protected under the law to include a variety of healthcare professionals, such as physicians, physician assistants, nurses, and hospital volunteers, as well as transit workers like train operators and bus personnel.

These amendments are designed to increase penalties for assaults against these groups while they are performing their duties. The specific financial implications of these changes are not detailed in the text.

The impacted business industries include healthcare facilities, such as hospitals and clinics, as well as public transportation services, including bus and train operations.

The document outlines amendments to New York State's penal law that enhance protections for medical providers, hospital employees, and volunteers against assaults. The changes expand the list of protected individuals to include a variety of healthcare professionals, such as physicians, physician assistants, nurses, and ambulance personnel.

In addition to healthcare workers, the amendments also extend protections to transit personnel, including train and bus operators. This highlights the importance of safeguarding those who provide essential services in both healthcare and transportation sectors.

The amendments aim to improve legal protections for these professionals while they are performing their duties, particularly in emergency and hospital settings. The changes may lead to increased legal accountability for assaults against these individuals and could influence insurance costs and workplace safety protocols in the affected industries.

The document outlines amendments to New York's penal law aimed at enhancing the protection of healthcare professionals who provide direct patient care. The changes specifically target the healthcare industry, including hospitals, nursing homes, and other facilities where roles such as physicians, registered nurses, licensed practical nurses, and emergency medical service personnel are prevalent.

While the document does not detail specific monetary impacts, the amendments are expected to reduce costs associated with workplace violence, such as medical expenses, legal fees, and lost productivity, by providing stronger legal protections for healthcare workers.

The amendments are designed to address the growing concern of violence against healthcare professionals, ensuring they can perform their duties with greater safety and security. Overall, these changes reflect a commitment to safeguarding those who care for patients in various healthcare settings.

The document outlines new requirements for general hospitals and nursing homes in New York aimed at enhancing workplace violence prevention programs. All facilities are mandated to establish these programs within a specified timeframe following the law's enactment.

Starting January 1, 2027, general hospitals will be required to conduct annual assessments of workplace safety and security, developing plans to address any identified threats or hazards related to workplace violence. This proactive approach is intended to improve safety measures within healthcare settings.

Additionally, hospitals located in areas with populations of one million or more must ensure the presence of at least one off-duty law enforcement officer or trained security personnel in their emergency departments at all times. Facilities in smaller populations are also required to have security personnel, particularly near emergency departments, with certain exceptions.

The healthcare industry, particularly general hospitals and nursing homes, will face significant impacts from these regulations, necessitating the allocation of resources for compliance, including training and security measures. While specific financial implications are not detailed, the requirements are expected to lead to increased operational costs for affected facilities.

Overall, the legislation seeks to enhance the safety of healthcare workers, patients, and visitors by mandating comprehensive violence prevention strategies in healthcare environments.

The document outlines new requirements for general hospitals and nursing homes in New York aimed at enhancing workplace violence prevention programs. All facilities are mandated to establish these programs within a specified timeframe following the law's enactment.

Starting January 1, 2027, general hospitals will be required to conduct annual assessments of workplace safety and security, developing plans to address any identified threats or hazards related to workplace violence. This proactive approach is intended to create safer environments for healthcare workers and patients.

Additionally, hospitals located in cities or counties with populations of one million or more must ensure the presence of at least one off-duty law enforcement officer or trained security personnel in their emergency departments at all times. Facilities in smaller areas are also required to have similar security measures, particularly near emergency departments, with some exceptions.

The implementation of these regulations is expected to significantly impact the healthcare industry, necessitating the development of new safety protocols, training programs, and potentially increased staffing for security measures. While specific financial implications are not detailed, the requirements for assessments, training, and security personnel are likely to lead to increased operational costs for affected facilities.

Overall, these changes aim to improve the safety of healthcare workers, patients, and visitors by establishing comprehensive violence prevention measures within healthcare settings.

AT A GLANCE

This rule requires Oregon home health agencies and hospice programs to implement violence prevention intake risk assessments and threat flagging systems, including prohibited adverse actions based solely on an EHR flag.

FULL SUMMARY

The document establishes new and revised Oregon Health Authority (OHA) rules across multiple health-care facility types (home health agencies, hospice programs, special inpatient care facilities, hospitals, and satellites) focused on workplace violence prevention and related patient/worker safety mechanisms, with key provisions becoming effective May 1, 2026. It also makes facility-policy and waiver-processing requirements more specific (especially regarding disproportionately affected populations) and updates certain physical-environment requirements for hospitals undergoing emergency-department intake construction/renovation.

For home health agencies, the rule removes outdated language from the federal compliance cross-reference rule (OAR 333-027-0001). It then adds new workforce violence prevention requirements in OAR 333-027-0115, requiring an intake risk assessment, hospital discharge coordination to obtain known violence history from the prior 12 months, personnel notification, annual personnel safety training, quarterly safety assessments, patient identification information for verifying identity, mechanisms for safety checks (including specified communication/app options), and written safety policy/procedure development requirements. It also adopts OAR 333-027-0125, creating a required flagging system for potential threats/disruptive behavior that uses both EHR flags and visual cues, sets minimum requirements for criteria, authorized staff, training (including bias reduction for EHR flag assignment), annual EHR flag review/update, patient privacy protections, documentation, and patient request/review and removal processes; it further prohibits certain actions based solely on the presence of an EHR flag (e.g., denying eligible services, restricting access/complaints/PHI, and punitive measures), with a narrow exception related to reporting to law enforcement to prevent or lessen serious or imminent threats. In OAR 333-027-0170, waiver requests must include added specificity about potential impacts on protected/disproportionately affected groups (race/ethnicity, disability, limited English proficiency, low-income households, and sexual orientation/gender identity groups), how impacts were determined, proposed mitigation steps, and the waiver duration.

Analogous new rules and changes are adopted for hospice programs and related entities: hospice program licensure rules clarify workforce-capability documentation (OAR 333-035-0125); hospice workforce violence prevention (OAR 333-035-0165) and flagging systems (OAR 333-035-0167) are adopted with requirements substantively paralleling the home health provisions; and hospice waiver-processing (OAR 333-035-0300) adds the same enhanced impact-mitigation information. For special inpatient care facilities, waiver impact information is expanded (OAR 333-071-0260), and organization/policy rules are updated to require written, annually reviewed protocols for violence/disruptive behavior flagging systems (OAR 333-071-0400) and enhanced personnel safety program notification requirements for freestanding hospice facilities (OAR 333-071-0420). New violence prevention (OAR 333-071-0423) and flagging system (OAR 333-071-0425) rules apply effective May 1, 2026 to a freestanding hospice facility and SICFs, respectively.

For hospitals, the rule adds systems-level coordination and flagging requirements: hospital organization/patient-care policy rules are revised to require a plan to share known patient violence history within the prior 12 months with home health agencies or hospice programs upon referral, and require annually reviewed protocols for implementing/using potential threat/disruptive behavior flagging systems (OAR 333-505-0030). A new hospital flagging systems rule (OAR 333-505-0045) establishes the same EHR/visual flag framework and action prohibitions based solely on an EHR flag, effective May 1, 2026. Separately, hospital physical-environment requirements are expanded (OAR 333-535-0015) so that hospitals undergoing new construction or alterations/renovations to the emergency department that involve patient intake registration must install a bullet-resistant intake area with UL 752 Level 3 protection and specified ballistic protection height/coverage requirements. No explicit public comment deadlines are stated in the visible text; the document’s effective date for the rule package is February 1, 2026, while the workforce violence prevention/flagging system rules uniformly specify May 1, 2026.

The Oregon Health Authority has proposed significant rule changes aimed at enhancing workplace safety and addressing health disparities within the healthcare industry. These changes particularly affect Home Health Agencies, Hospice Programs, Special Inpatient Care Facilities, outpatient psychiatric centers, and mobile medical units. Key requirements include the development of workplace violence prevention programs, which encompass risk assessments, staff training, and safety checks, as well as the establishment of flagging systems to manage potential threats while upholding patient rights.

Healthcare facilities will incur costs related to training programs, policy development, and compliance measures, which may impact their operational budgets. For hospitals, the installation of bullet-resistant barriers in emergency departments is expected to be a significant expense. Additionally, the proposed rules emphasize the need for equity analyses to evaluate the impact of waivers on diverse populations, requiring additional staffing and resources.

Outpatient psychiatric centers with pediatric services must provide separate areas for pediatric patients or ensure temporal separation from adult services. All public areas are required to be monitored through electronic surveillance, and while support areas may be shared, they must comply with state and federal regulations. New provisions for mobile medical units include exemptions for certain imaging units during renovations and the requirement for hand-washing stations or sanitization dispensers.

The amendments also mandate that specialty clinical services have a single-patient exam room and that all imaging facility installations comply with local and state regulations, with licensing from the Oregon Health Authority. These regulatory changes are designed to improve the safety and quality of care in healthcare facilities while ensuring compliance with federal standards and promoting equitable care.

The document outlines a new act aimed at preventing workplace violence in health care settings, including hospitals, long-term care facilities, and home health care agencies. It mandates the establishment of violence prevention committees within these facilities, ensuring that at least half of the committee members are nonmanagement employees who are directly involved in patient care or public interaction.

These committees are tasked with conducting initial and annual risk assessments, reviewing incidents of workplace violence on a quarterly basis, and developing a comprehensive written violence prevention program. Additionally, they are responsible for providing training to employees at the time of hire and on an annual basis thereafter.

Employees are required to report any incidents of workplace violence immediately, and health facilities must maintain records of these incidents for a minimum of three years. Reports of incidents must be submitted to the committee within 72 hours of occurrence.

The act aims to enhance workplace safety and accountability in the healthcare industry, focusing on the protection of employees and patients alike. It emphasizes the importance of proactive measures in addressing and preventing violence in health care environments.

The document outlines the establishment of violence prevention committees in health facilities across Pennsylvania to address workplace violence. These committees will be responsible for assessing risks, providing employee training, and ensuring compliance with workplace violence prevention measures.

The act primarily targets health facilities, including hospitals, long-term care nursing facilities, home health care agencies, abortion facilities, ambulatory surgical facilities, birth centers, hospices, and both private and public psychiatric hospitals.

By mandating these committees, the act aims to enhance safety protocols within health facilities, ultimately fostering a safer work environment for employees.

A new grant program has been established in Pennsylvania to reduce workplace violence against health care workers. This initiative aims to provide financial support to hospitals and freestanding emergency medical care facilities for security enhancements that protect their staff.

The program will offer grants ranging from a minimum of $10,000 to a maximum of $200,000. Recipients of grants between $25,001 and $75,000 are required to contribute 33% of the requested amount, while those receiving grants between $75,001 and $200,000 must provide a 50% contribution. An initial funding allocation of $5,000,000 has been designated for the 2025-2026 fiscal year.

The application process for these grants will commence no later than March 1, 2025, with rolling applications accepted thereafter starting on October 1, 2025, and continuing each October 1. The authority to award grants will remain in effect until July 1, 2035.

This program is designed to encourage innovative strategies to enhance the safety and security of health care workers, addressing the increasing issue of workplace violence in the health care sector.

AT A GLANCE

This bill makes it unlawful, after a verbal warning, to knowingly and willfully violate directives not to approach first responders or emergency medical care providers in lawful performance of duty.

FULL SUMMARY

The bill establishes the “Helping Alleviate Lawful Obstruction (HALO) Act” by creating a new South Carolina criminal prohibition aimed at preventing interference with first responders and hospital emergency medical care providers after a verbal warning.

It adds Section 16-3-1092 to Article 11, Chapter 3, Title 16 of the South Carolina Code. The new section defines “Emergency medical care provider” to include registered nurses, physicians, physician assistants, medical directors, and hospital volunteers providing or assisting with medical care in a hospital emergency department (and defines “First Responder” to include law enforcement officers, firefighters, emergency medical technicians, certified EMS workers, and paramedics). After a person receives a verbal warning not to approach from someone the person knows or reasonably should know is a first responder engaged in lawful performance of a legal duty, it becomes unlawful to knowingly and willfully violate the warning with intent to (1) impede or interfere with the first responder’s duty—including obstructing movement, distracting from administering medical care to another, or effectuating a lawful arrest—or (2) offer or attempt to cause physical harm or injury with apparent present ability under circumstances reasonably creating fear of imminent harm or injury.

The new section also allows the first responder, while performing a legal duty, to direct a person to stand a reasonable distance away, capped at 25 feet. For emergency medical care providers, it criminalizes—after a verbal warning not to approach from a person who knows or reasonably should know is an emergency medical care provider providing emergency medical care in the hospital emergency department—approaching or remaining at a distance that would not allow safe, unencumbered treatment of the patient (as determined by the hospital emergency department), with intent to (1) impede or interfere with the provider’s duty (including obstructing movement or distracting from administering care) or (2) offer or attempt to cause physical harm or injury with apparent present ability under circumstances reasonably creating fear of imminent peril.

Violations of Section 16-3-1092 are classified as a misdemeanor, punishable by a fine of up to $500 and imprisonment of up to 30 days. The act takes effect upon approval by the Governor.

The document outlines amendments to the South Carolina Code of Laws that specifically address assault and battery offenses against healthcare professionals and correctional facility employees. These changes aim to enhance protections for individuals working in these critical sectors.

The amendments introduce stricter penalties for assaults targeting healthcare professionals, which will impact hospitals, clinics, and other medical establishments. Similarly, the legislation addresses assaults against employees in correctional facilities, affecting prisons and detention centers.

By imposing harsher consequences for such offenses, the amendments seek to deter violence against these vulnerable workers and promote a safer working environment. The anticipated effective date for these changes is upon approval by the Governor, expected on or after April 30, 2025.

The document outlines new operational requirements for Limited Services Rural Hospitals (LSRH) in Texas, focusing on workplace violence prevention. It mandates the establishment of a workplace violence prevention committee responsible for developing and implementing a comprehensive workplace violence prevention plan.

The committee must include at least one registered nurse, one physician, and, if applicable, one security services employee. LSRHs are required to adopt and enforce a written workplace violence prevention policy that encompasses training, incident reporting systems, and protections for employees against retaliation.

Key elements of the plan include defining "workplace violence," providing annual training, and ensuring that healthcare providers can report incidents without fear of disciplinary action. These changes aim to enhance the safety and well-being of employees in rural healthcare settings.

The implementation of these requirements may necessitate the allocation of resources for training, policy development, and compliance, potentially impacting the operations of rural hospitals in the state.

AT A GLANCE

This bill requires each Utah hospital to create a workplace violence incident reporting system by November 1, 2026 and to record, analyze, retain, and report incidents as specified.

FULL SUMMARY

The bill establishes new hospital workplace violence incident reporting requirements for Utah hospitals, requiring each hospital (general acute or specialty) to create a workplace violence incident reporting system by November 1, 2026. It defines “workplace violence” by reference to the state’s existing criminal/welfare definition and requires the system to (1) record all incidents voluntarily reported by employees, (2) adopt a policy prohibiting discrimination or retaliation for reporting or participating in an investigation, (3) analyze collected data, (4) maintain incident records for at least two years, and (5) report collected data quarterly to the chief medical officer and chief nursing officer.

The workplace violence incident reporting system must collect specified incident information, including the date/time, description, the job category of victim employees, whether the perpetrator was a patient/visitor/employee, and the immediate response. The system must be clearly communicated to all employees (including during orientation), include guidelines for when/how to report incidents to an employer, security agencies, and appropriate law enforcement authorities, and be used to drive prevention improvements through targeted continuing education, de-escalation training, risk identification, and violence prevention planning.

In addition to internal tracking, the bill requires hospitals to report the number of workplace violence incidents annually to the department. The bill also amends Utah Code 63I-2-276 by adjusting repeal dates under Title 76: it repeals a health-facility assault/threat workplace-assault/threat data-related provision on January 1, 2027 (previously repealed January 1, 2027 shown as a changed bracketed year in the enacted text), while leaving a separate law-enforcement data-collection repeal date in place through December 31, 2031.

The bill takes effect May 6, 2026.

The document introduces a new legislative requirement for hospitals in Vermont to create and implement a comprehensive security plan aimed at preventing workplace violence and managing aggressive behaviors. This plan must be developed by a team that includes health care employees, representatives from designated agencies, and law enforcement.

A key aspect of the security plan is a security risk assessment that identifies high-risk areas within the hospital, such as the emergency department. The plan must also include employee training on safety protocols, including de-escalation techniques and trauma-informed care. Additionally, hospitals are required to establish a workplace violence incident reporting system to document and analyze incidents, thereby enhancing workplace safety.

Hospitals will need to report the costs associated with implementing their security plans, which may involve both capital investments and operational expenses. However, the act clarifies that these costs will not require additional capital investments beyond what is already mandated for the security plan.

The changes outlined in this act are set to take effect on July 1, 2025.

AT A GLANCE

This act prohibits knowingly and intentionally possessing specified firearms, location-restricted knives, explosives, or other dangerous weapons in covered Virginia hospital buildings that provide mental health or developmental services.

FULL SUMMARY

The act creates a new Virginia criminal prohibition against knowingly and intentionally possessing specified weapons inside buildings of hospitals that provide mental health services or developmental services. It adds a new Code of Virginia section (§ 18.2-283.3) defining key terms (including “hospital,” “mental health services,” “developmental services,” and “location-restricted knife”) and applies the prohibition to possession of: (i) firearms, (ii) location-restricted knives (blades over three and one-half inches), and (iii) other dangerous weapons (including explosives and “stun weapons” as defined in existing law) in any such hospital, including emergency departments or other emergency-care facilities.

Under the new subsection, any firearm, knife, explosive, or other covered weapon is subject to seizure by a law-enforcement officer and forfeited to the Commonwealth for disposal under § 19.2-386.28. A violation of the possession prohibition is punishable as a Class 1 misdemeanor.

The prohibition does not apply to specified categories: police officers, sheriffs, law-enforcement agents or officials, officers or guards of state correctional institutions, and armed security officers while actually discharging official duties; persons with written authorization from the hospital (including authorization tied to an employee’s scope of employment); and persons brought to the hospital pursuant to an emergency custody order or an involuntary detention order under Article 4 of Chapter 8 of Title 37.2.

The act requires hospitals to post conspicuous notice of the prohibition at each public entrance, and it bars convictions under the section if such notice is not posted at each public entrance (unless the person had actual notice of the prohibition). The act also includes appropriation/fiscal-impact language explaining that estimated appropriations for additional periods of imprisonment or commitment cannot be determined at enactment and directs the Virginia Criminal Sentencing Commission to assign a minimum fiscal impact of $50,000 (for state adult correctional facility imprisonment), and notes separate estimation limitations for commitments to the Department of Juvenile Justice custody.

AT A GLANCE

This act makes it unlawful for a person to knowingly possess specified firearms, location-restricted knives, or other dangerous weapons inside Virginia hospitals providing mental health or developmental services.

FULL SUMMARY

The act establishes a new Virginia criminal prohibition on possessing certain weapons in hospitals that provide mental health services or developmental services, and sets penalties, limited exemptions, seizure/forfeiture procedures, and public-notice requirements.

It creates a new Code of Virginia section, § 18.2-283.3. The section defines key terms (“hospital,” “mental health services,” “developmental services,” and “location-restricted knife”) by reference to existing definitions in Virginia law. It makes it unlawful for a person to knowingly and intentionally possess a firearm, a location-restricted knife (blade over three and one-half inches), or other dangerous weapons—including explosives and stun weapons as defined in § 18.2-308.1—inside any hospital that provides mental health services or developmental services, including emergency departments and other facilities providing emergency medical care. Weapons involved in a violation are subject to seizure by law enforcement, forfeiture to the Commonwealth, and disposal under § 19.2-386.28, and violations are punishable as a Class 1 misdemeanor.

The prohibition includes three exemptions: (1) persons while in the actual discharge of official duties as specified law-enforcement/correctional/armed security roles; (2) persons with written authorization from the hospital (including authorization tied to an employee’s job scope); and (3) persons brought to the hospital under an emergency custody order or an involuntary detention order under specified provisions of Title 37.2.

The act further requires hospitals to post conspicuous notice of the prohibition at each public entrance. A person may not be convicted under the section if such notice is not posted at each public entrance, unless the person had actual notice. The bill also contains an appropriation/fiscal-impact statement directing that, because estimated costs cannot be determined for certain incarceration/juvenile commitment periods, the Virginia Criminal Sentencing Commission must assign a minimum fiscal impact of $50,000.

AT A GLANCE

This bill requires hospitals with emergency departments to establish a workplace violence incident reporting system, retain incident records for at least two years, and submit quarterly and annual aggregated reports.

FULL SUMMARY

The bill reenacts and updates Virginia Code §§ 2.2-3705.5 and 32.1-127, expanding hospital reporting obligations related to reports of threats or acts of workplace violence against health care providers.

It amends the public-record disclosure exclusions in § 2.2-3705.5 by adding facility-level data and information relating to incidents of workplace violence in hospitals (kept confidential under § 32.1-127(H)), while still allowing disclosure of aggregate statistical summaries by health planning region with personally identifiable information removed.

It substantially expands § 32.1-127’s hospital regulatory requirements for facilities with emergency departments. Hospitals must establish a workplace violence incident reporting system to document, track, and analyze incidents, communicate reporting guidelines to employees, and prohibit discrimination/retaliation against employees for reporting or seeking assistance related to incidents; the bill also requires minimum content for incident records (date/time, incident description and location/category, type of perpetrator, categories of injury, response and consequences, whether outside law enforcement was contacted and response, whether policy changed, and identifying information for the reporter). Hospitals must retain those incident records for at least two years. The bill further requires hospitals to report facility-level workplace violence data to hospital leadership quarterly, and to submit an annual report to the Department including at least the number of employee-reported incidents, aggregated by health region with personally identifiable information removed; the Department must then publish an annual aggregated report by health planning region.

The bill also directs implementation steps: the Board of Health must promulgate regulations to implement the updated § 32.1-127 by January 1, 2027, and the Department must issue its first annual workplace violence reporting aggregation report by December 31, 2027.

The Virginia State Board of Health has announced significant amendments to hospital regulations aimed at enhancing patient care and safety, particularly in emergency and obstetric settings. One of the key changes mandates that hospitals with emergency departments include fentanyl testing in urine drug screenings to better diagnose patient conditions. Additionally, hospitals are required to implement standardized protocols for identifying and responding to obstetric emergencies, ensuring that all facilities with labor and delivery services are prepared to handle such situations effectively.

Another important provision requires hospitals to report incidents of violence against healthcare providers, establishing a workplace violence incident reporting system and maintaining records for at least two years. Furthermore, certified nurse midwives and pediatric nurse practitioners may now be included on the 24-hour on-call duty roster for nursery care when a physician is unavailable, thereby improving access to care for newborns.

The regulations also emphasize the need for qualified medical directors for obstetric services and mandate specific staffing requirements during labor and postpartum care. Hospitals must develop policies that support birthing persons, including the involvement of companions or doulas during labor, and ensure adequate nurse-to-patient ratios to enhance the quality of care provided.

In terms of newborn care, hospitals are required to appoint qualified medical directors for newborn services and ensure that pediatric coverage is available around the clock. The regulations outline necessary nursing staff ratios and establish quality assurance programs to monitor and improve neonatal care. Additionally, protocols for the identification, transport, assessment, and monitoring of newborns are specified, along with guidelines for breast milk management and formula preparation.

Overall, these amendments reflect a comprehensive effort to improve healthcare standards in Virginia, particularly in maternity and neonatal care, while also addressing the critical issues of workplace safety and substance use emergencies within hospital settings.

The document discusses amendments to the definition and penalties for third-degree assault in Washington state, specifically aimed at enhancing protections for professionals such as transit operators, school bus drivers, firefighters, law enforcement officers, health care providers, and judicial employees while they perform their official duties.

These amendments expand the scope of third-degree assault to include specific safeguards for individuals in these critical roles, reflecting a growing recognition of the need for safety in public service professions.

The emphasis on protecting these workers may lead to increased operational costs for businesses, as they may need to implement additional safety measures or training to comply with the new standards.

Overall, the amendments seek to bolster legal protections for essential public service roles, which could have significant implications for workplace safety and liability across various industries.

The document outlines a legislative act aimed at preventing workplace violence in health care settings in Washington State. It requires each health care facility to develop and implement a workplace violence prevention plan, which must be reviewed and updated annually. The act also mandates timely investigations of workplace violence incidents, assessing contributing factors, and submitting quarterly reports to a designated committee.

The act emphasizes the importance of addressing security considerations, staffing patterns, and employee training to mitigate risks associated with workplace violence. It aims to enhance the safety and well-being of employees in health care environments.

Impacted industries include hospitals, clinics, and other health care facilities. These organizations may face increased operational costs due to the implementation of safety measures, regular reporting, and necessary adjustments to their prevention plans. Financial implications could involve expenses related to staff training, security enhancements, and administrative efforts to comply with the new regulations.

The document outlines a workplace violence prevention plan specifically designed for health care settings in Washington State, set to take effect on January 1, 2026. This legislation primarily targets the health care sector, including hospitals and various health care facilities.

Under the new requirements, health care settings must develop and implement a comprehensive workplace violence prevention plan. This plan should encompass security considerations, staffing patterns, job design, emergency procedures, and employee training to ensure a safer work environment.

Additionally, each health care facility is mandated to conduct an annual review of workplace violence incidents, making necessary adjustments to their prevention plans based on these evaluations. Timely investigations of any incidents must also be carried out, with findings submitted to designated committees for further analysis.

Reporting requirements vary by facility size, with critical access hospitals and those with fewer than 25 acute care beds required to submit incident summaries at least twice a year, while all other settings must report quarterly. Overall, the legislation aims to enhance safety for employees in health care environments by establishing structured protocols for preventing and responding to workplace violence.

The proposed creation of a new chapter in the Washington Administrative Code (WAC) aims to address workplace violence in health care settings. This initiative requires employers in various health care sectors, including hospitals, behavioral health programs, and home care services, to establish programs that focus on preventing workplace violence and abusive behavior. The goal is to enhance safety and provide clear guidelines for employers to follow in order to protect their employees.

In addition to workplace violence prevention, new regulations are being introduced to combat discrimination, harassment, and abusive conduct specifically within home care settings. Employers will be mandated to develop comprehensive written policies that define unacceptable behaviors, outline reporting channels, and ensure that employees are protected from retaliation for reporting incidents.

Furthermore, employers will need to implement plans to prevent abusive conduct and support employees facing challenging behavior, with these plans subject to regular review by a workplace safety committee. Employers are also required to inform employees of any documented instances of discrimination or abusive conduct before assigning them to service recipients.

Record-keeping will be essential, as employers must maintain documentation of reported incidents for a minimum of five years, ensuring that these records are accessible for inspection. The regulations also stipulate that employees cannot face termination or pay reductions for requesting reassignment due to alleged discrimination or abusive conduct, promoting a safer and more supportive work environment.

Overall, these proposals represent a significant shift towards enhancing workplace safety and fostering a culture of respect and accountability in health care and home care settings, with an emphasis on compliance and employee well-being.

The bill establishes a new criminal offense under a proposed new West Virginia “HALO Act” section (§17C-14-9b) that prohibits approaching or remaining within 14 feet of a first responder who is performing a lawful duty after the person has received a warning not to do so. It defines key terms (including “First responder” and “Harass”), specifies three prohibited intents (interrupting/disrupting the duty, threatening physical harm, or harassing by interfering), and sets the penalty as a misdemeanor of obstructing an officer, punishable by reference to §61-5-17.