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Violence in the Workplace

Definition

Workplace violence in its various forms affects many Canadians. Psychological abuse such as rumours, swearing, verbal abuse, bullying, pranks, and arguments constitute violence. Anger-related incidents like pushing and physical assaults, as well as property damage, including vandalism and theft, are all examples of workplace violence as well. Any overt or suggestive behaviour that infringes on the physical or psychological integrity of a worker, restricting personal freedom, well-being and productivity, cannot be tolerated.

Protecting Workers and Employers

Human Resources and Skills Development Canada’s Labour Program is committed to protecting the fundamental right of workers and employers in the federal public service and in private sector workplaces under federal jurisdiction to work in an environment that is safe and violence-free.

Federally-regulated workplaces are located in some of Canada’s major infrastructure sectors, such as interprovincial and international transportation (air, rail, ports and trucking), communications, banking and Crown corporations.

Taking Action

In 2008, the Government of Canada introduced regulations under the Canada Labour Code to prevent violence in the workplace.

The Violence Prevention in the Workplace Regulations play an important role in improving the safety of workers. They provide employers and workers with the requirements for preventing and protecting against violence at work.

A Shared Responsibility

Eliminating violence in the workplace is everyone’s responsibility – employers, workers, unions and government. The aim is to create a workplace culture where bullying and violence are non-existent.

Employers’ Responsibilities

The Regulations define workplace violence and include the requirement to develop a policy to prevent it. Employers under federal jurisdiction must implement a comprehensive program to reduce or eliminate known workplace violence hazards to worker health and safety.

Employers are required to:

  • assess and evaluate the risk and potential for workplace violence;
  • develop a policy to prevent workplace violence, including bullying, teasing, or abusive behaviour;
  • provide training for all workers who are exposed to or who are at risk of workplace violence;
  • put controls in place to prevent workplace violence;
  • investigate acts of violence; and
  • assess the effectiveness of their policy and measures at least every three years and update them as necessary.

Workers’ Responsibilities

Workers can do their part to eliminate violence in the workplace:

  • Respect others. Workers have the right to be treated fairly and respectfully at work, and they have the responsibility to treat co-workers in a respectful manner.
  • Speak up. If someone behaves in a way that harasses, offends, harms, humiliates, or degrades you, do not put up with it.
  • Report violence in the workplace. If you observe a co-worker behaving in a way that seems to infringe on the physical or psychological well-being of another worker, you can and should speak up.

Every Canadian worker has the right to be treated with dignity and respect.

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Date Modified:
2011-09-28