This checklist is not mandatory; however it may be used as a guide when creating or reviewing your work place violence prevention policy. It is the employer's responsibility to ensure that its WPV prevention policy meets the requirements of Part XX of the Canada Occupational Health and Safety Regulations.
|Action Required||Completed||Completed by|
|The purpose of this policy . . . - 20.3(a)|
|Definitions: Work Place Violence - 20.3(a)|
|Statement of commitment and obligation to provide a safe, healthy and violence-free work place - 20.3(a)|
|Statement of commitment to provide resources and attention to the prevention of violence in the work place - 20.3(b)|
|Disciplinary action to be taken with those who commit or contribute to work place violence|
|Commitment to provide information, guidelines and training to employees on the identified factors that may contribute to work place violence, and on prevention measures - 20.3(b) and 20.3(c)|
|Procedure for employees during a work place violence incident - 20.3(d)|
|Procedures to investigate and follow up on any reported incidents if they cannot be resolved internally|
|Procedures to assist employees who have been exposed to work place violence - 20.3(d)|
|Policy is posted in a place accessible to all employees - 20.3|
|Policy is reviewed on a regular basis to ensure it is relevant to the work place (date of review is noted) - 20.7|
This sample may be used as a guide when creating your work place violence prevention policy and is derived from several sources including the Canadian Centre for Occupational Health and Safety (CCOHS) and the Law Society of Alberta.
Please note that each employer has an obligation to assess its work place and develop its policy accordingly.
ABC Company is committed to providing a violence-free work place where any act of violence is unacceptable and will not be tolerated. This policy applies in the "work place" which is defined in the Canada Labour Code, Part II to mean "any place where an employee is engaged in work for the employee's employer."
Acts of violence may occur as a single incident such as a physical attack or as an event resulting from a series of exposures to factors such as teasing and bullying. All factors that may contribute to violence in the work place that we are made aware of or that are reported will be investigated and any deliberate acts of violence in the work place will be subject to discipline.
The purpose of this policy is to ensure that:
ABC Company is committed to:
No employee shall subject any other person to work place violence or intentionally use any of the known factors that contribute to violence in the work place.
Prohibited conduct includes, but is not limited to:
An employee who subjects another to violence in the work place will be subject to disciplinary action appropriate to the severity of the incident, up to and including dismissal.
Under this policy managers and supervisors have the following responsibilities:
Under this policy employees have the following responsibilities:
Confidentiality/privacy is needed to properly investigate a work place violence incident and to offer proper support to those adversely affected. Any individual who becomes aware of a work place violence incident should not disclose any information to a third party without consulting the complainant/person directly involved. Those with questions or concerns regarding a work place violence incident should contact (name).
Employees will not be penalized or disciplined for making a complaint in good faith.
Disciplinary action will be taken against any person who takes any reprisal against a person who reports an incident of work place violence.
Upon receiving a formal complaint, the employer will decide whether to contact the police or will contact the police if requested by the employee involved. The employer will then address and resolve the complaint between the parties involved. If the matter can be resolved, the employer will assess and implement controls to prevent the WPV from happening again.
The identities of the people involved will not be disclosed without their consent.
If the complaint cannot be resolved internally, the employer will appoint a competent person to investigate the complaint and submit a written report to the employer. The employer can conduct an investigation without using a competent person if these three criteria are met:
Upon receipt of the report, the employer will provide a copy to the health and safety committee (or the health and safety representative) and will implement controls to prevent a recurrence of the work place violence.
The employer may consider the following factors when deciding on disciplinary action based on a WPV incident:
The resulting disciplinary action may include:
The written or electronic documents related to the findings of the review of the work place violence prevention measures will be kept by the employer for three years and be readily available for examination by a health and safety officer.
The report from an investigation into a work place violence incident conducted by a competent person will be kept by the employer and be readily available for examination by a health and safety officer.
Signed records in paper or electronic form on the information, guidelines and training provided to each employee will be kept for two years after the date the employee ceases to perform an activity that has a risk of work place violence associated with it.
If requested, the employer will provide assistance for an employee who was involved in a work place violence incident. This assistance may include:
To ensure this policy remains current and up to date it will be reviewed and updated at least once every three years. The date of the last review will be indicated in the policy.