Prevention of Workplace Violence
For a printable pdf, Prevention of Workplace Violence.pdf
Prevention of Workplace Violence
The purpose of this policy is to increase awareness of workplace violence, to prevent the occurrence of workplace violence, and to protect employees, students, volunteers and the people that we serve from workplace violence.
ACG will not tolerate any acts of violence within the workplace and will take all reasonable and practical measures to prevent violence and protect employees (including volunteers, students and contract staff) from workplace violence. Appropriate remedial, disciplinary, and/or legal action will be taken according to the circumstances.
For the purposes of this policy:
Workplace Violence includes, but is not limited to, intimidation, threats, physical attack, domestic violence or property damage and includes acts of violence committed by employees, volunteers, customers, relatives, acquaintances or strangers against others in the workplace.
Intimidation is engaging in actions that includes but is not limited to stalking or behaviour intended to frighten, coerce, or induce duress.
Threat is the expression of intent to cause physical or mental harm. An expression constitutes a threat without regard to whether the party communicating the threat has the present ability to carry it out and without regard to whether the expression is contingent, conditional or future.
Physical Attack is unwanted or hostile physical contact such as hitting, fighting, pushing, shoving or throwing objects.
Domestic Violence is the use of abusive or violent behaviour, including threats and intimidation, between people who have an ongoing or prior intimate relationship. This could include people who are married, live together or date or who have been married, lived together or dated.
Property Damage is intentional damage to property and includes property owned by the Agency, employees, visitors or vendors.
The Workplace is any place where an employee is engaged in work for the employer. (Canada Labour Code Part II 122 (1)). This would include offices spaces, vehicles, individual’s homes and any location in the community where work is being performed on behalf of the Agency.
Employees, students and volunteers will also be provided with education and training specific to workplace violence. This training will occur annually and would include, but not be limited to issues such as increasing awareness of workplace violence, risk assessment, violence prevention strategies, reporting obligations etc.
In addition, employees, students and volunteers will be provided with Non-Violent Crisis Intervention Training in order to help identify and minimize the risk of violence in the workplace (See policy on safety training).
Incident Reporting Requirements
Any staff that experiences workplace violence (as described above) shall take immediate and reasonable actions to provide for their own safety and the safety of others. If an injury has occurred as a result of workplace violence staff should seek medical attention as required by the circumstances. Where personal injury occurs a worker is required to complete a Personal Injury Form.
All employees, volunteers and students are responsible for ensuring that the workplace is free from violence and any one witnessing, or experiencing violence is expected to report this incident in a timely manner to a manager or supervisor. Reporting shall consist of a verbal report wherever appropriate followed by the completion of a Serious Occurrence Form.
Managers and supervisors shall take immediate action to ensure that the circumstances are safe and further violence can be prevented. Appropriate actions may include such steps having the person alleged to have committed the violence leave the premises, pending investigation; and/or asking any threatening or potentially violent person to leave the site. Managers and supervisors may also immediately contact police if they conclude that the circumstances warranted or if a violation of the law has occurred.
Management Responsibilities
Managers and supervisors are responsible for ensuring the required reporting; investigating and documenting of incidents of violence are established and are in place in accordance with these policies and procedures.
- Ensure risk assessments are undertaken and that safe work procedures are developed to address existing or potential risks for each assignment under their supervision;
- Inform staff and supervisor of the nature and extent of the risk of violence in the workplace;
- Take corrective action and monitor its effectiveness;
- Ensure regular evaluation of the workplace violence prevention (annually, after an incident or if circumstances change);
- Facilitate ongoing discussion on workplace violence issues with staff, as required;
- Ensure that appropriate training and education in violence prevention procedures and response procedures is provided to staff;
- Instruct staff on procedures for prevention of violence;
- Promote and encourage reporting of violent incidents and discourage any attempt to condone violence;
- Advise workers of available medical and supportive services to prevent the negative impact of violence.