Labour Source. Labour Source Workplace Violence and Harassment Policy. Policy Statement
|
|
- Giles Glenn
- 7 years ago
- Views:
Transcription
1 Policy Statement Labour Source Labour Source Workplace Violence and Harassment Policy Labour Source is committed to work environments that are free of violence and harassment. While conducting company business and at Labour Source functions or social events, workplace harassment and violence is unacceptable and will not be tolerated on or off company premises, by any employee of Labour Source, by its clients, by its visitors or by the general public interacting with the business of Labour Source. Labour Source supports the amendments to the Occupational Health and Safety Act, Bill 168 which includes provisions for violence and harassment in the workplace. Definitions Workplace violence means: (a) the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker; (b) an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; (c) a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. This definition focuses on the use or the threatened use, of physical force. It does not capture psychological harm. There is no requirement that the exercise of physical force is intended to injure. This is intended to address the fact that certain individuals with psychological conditions or disabilities may not intend to injure, but may nonetheless exercise physical force against workers. In other words, intentional and unintentional physical force is considered workplace violence Workplace harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be
2 known to be unwelcome. Harassment may include racial, ethnic, sexual, bullying and psychological intimidation. Responsibilities Labour Source Labour Source will establish a Workplace Violence and Harassment Policy and enact a related program within its organization to protect its workers. In situations, where Labour Source worker are assigned to work on at a client company, Labour Source will be sure its client adheres to the legislated expectations related to Workplace Violence and Harassment per Bill 168 of the Occupational Health and Safety Act. Client Managers Client managers will establish a Workplace Violence and Harassment Policy and enact a related program within its organization to protect its workers. The manager will enforce these policies in their work settings per the legislated expectations related to Workplace Violence and Harassment per Bill 168 of the Occupational Health and Safety Act. Client Supervisors Client supervisors will adhere to the established Workplace Violence and Harassment Policies and Procedures in their work settings. This includes taking the lead in maintaining safety in the work setting, initiating investigations when incidents of workplace violence or harassment occur, and involving the appropriate authorities and personnel within their company and at Labour Source. Workers Workers will behave in a way that maintains a workplace free of violence and harassment. If an incident of violence or harassment occurs, the victims and
3 witnesses must report the incident immediately to their direct supervisor and the authorities if necessary. Labour Source Workplace Violence and Harassment Program Labour Source supports the prevention of workplace violence and harassment and is committed to assisting its employees and client companies in all aspects of prevention and investigation of such incidents. It is Labour Source s business practice to ensure that its employees work in environments on Labour Source premises and at client companies that comply with the expectations of Ontario Bill 168 a recent amendment of the Ontario Health and Safety Act. Labour Source s Workplace Violence and Harassment program includes: 1. Policy Statement 2. Procedure to control risks and prevent violence in the workplace. 3. Procedures for summoning assistance in the event of actual or potential workplace violence and harassment 4. Procedure for reporting complaints or actual violence or harassment in the workplace 5. Procedure for investigating complaints or actual violence or harassment in the workplace. Risk of violence in the work place Violence and harassment can happen anywhere at home, in the community or at work. For the sake of personal wellbeing, people need to recognize when and where they are at increased risk of violence or harassment and try to minimize risk. There are certain workplaces and work situations where risk of workplace violence is increased. These include some of the following: employees who handle cash, work nights, deal directly with the public or are involved in the sale of alcohol. Workplaces such as retail businesses, especially late at night, health care, corrections, law enforcement, social services, education, financial services,
4 taxi services and public transit are some other examples of situations where there is increased violence and harassment. Notification of risks: In an effort to protect its employees from risk of violence and harassment, Labour Source will endeavor to identify and communicate workplace violence risks for its employees. As most Labour Source employees work of client company premises, it can be expected that client supervisors will be take on the key role of notifying Labour Source employees of risks. When Labour Source becomes aware of a risk of violence or harassment at a workplace, it or the client company will inform its employees as soon as possible. This communications may take place in one of several ways: direct verbal discussion with Labour Source office staff or client supervisor, telephone call from Labour Source office staff or client supervisor, or communication via , letter, or paycheck note and communication bulletin boards at worksite. Labour Source will select the communication method that it deems most effective in advising its employees of potential or actual risks. Individuals with history of violence: On occasion, employers hire or become aware of individuals with history of violence. If a Labour Source employee will be exposed to such an individual, Labour Source is committed to inform or have its client companies inform its employees of the identity and/or pertinent personal details of such an individual. It must be understand that such information will be provided on a need to know basis as the personal rights of all individuals must be considered. Domestic violence in the workplace:
5 There are situations that violence from an employee s home or community setting becomes a risk at the workplace. Domestic violence can include physical violence, sexual violence, and stalking and criminal harassment. Bill 168 requires that If an employer becomes aware, or ought reasonably to be aware, of domestic violence that would likely expose a worker to physical injury may occur in the workplace, the employer shall take every precaution reasonable in the circumstances for the protection of the worker. If Labour Source becomes aware of a domestic violence situation that may put its employees at risk at the workplace, it will do what is required including informing the client company, setting up administrative controls, or involve the appropriate authorities as required to protect its employees. Minimizing risk in the work place: In its daily business activities, Labour Source managers and employees will be constantly mindful of preventing and minimizing risks in the workplace. Due to the nature of Labour Source s business, the majority of Labour Source employees work at client company work sites. Because of this situation, Labour Source employees are subject to the policies and procedures of the client companies where they are assigned. Though Labour Source is not in a position to develop its client companies policies and procedures, we are committed to working with companies that are mindful of the legislated safety expectations in Ontario and other districts where our employees work. (see Appendix B) The following outlines some of the accepted methods that Labour Source supports for itself and its client companies to minimize risks from violence and harassment in the workplace: Administrative controls such as enacting policies that minimize workplace violence and harassment including policies on working alone, appropriate
6 work schedules, guidelines dealing with threatening workplace behavior and access to police and emergency services Engineering controls that modify the work environment to optimize safety and prevent risks such as lighting, panic buttons, access to exits, security at facility entrances, bullet proof glass, restrict access to the workplace or area including physical barriers, plastic shields, card- only access, locked doors, etc. Personal Protective Equipment use promotes safety including steel toed boots, gloves, phones, personal alarms, plastic shields etc. Reporting Workplace Violence or Harassment Workplace safety is the responsibility of both employers and employees. Labour Source employees are strongly encouraged to report incidences of actual or potential workplace violence or harassment to their direct supervisor and/or Labour Source supervisor as soon as possible. Employees are assured that there is no risk or discrimination or retaliation against employees because they may be a victim of potential or actual workplace violence or harassment. How should a victim get help if harassed or exposed to violence at work? 1. If unable to diffuse the situation alone, a victim of violence or harassment should leave the perpetrator of violence or harassment as soon as possible and go to a safe place. Waiting to get away may only allow the situation to get worse. It is important that the employee become oriented to the work site they are assigned to so they can identify safe areas and areas that are isolated or may have increased risk. 2. The victim should contact their workplace/client supervisor immediately then when possible the Labour Source office to report the incident. 3. In many situations, it might be necessary to contact the police. If ongoing personal risk exists, call 911 immediately. 4. The employee and employer should determine if it is necessary to seek medical attention after such an incident.
7 Right to Refuse Work With the exception to employees whose accept jobs which includes a certain degree of accepted risk such as firefighters, police officers, paramedics, health care workers, Labour Source acknowledges the right of employees to refuse work that is unsafe or a risk of violence. The employee is asked to be available for investigation of the incident. This right only exists in situation of violence but in not available for harassment. How does a victim or witness report an incident of violence or harassment? 1. It is the responsibility of the victim of harassment or violence and witnesses to report it to his or her immediate supervisor at the assigned workplace. The supervisor must then follow up with the appropriate personnel within the company such as human resources, or senior management so the incident is thoroughly investigated. 2. If a Labour Source employee is involved in such an incident at a client company, Labour Source should be contacted at Labour Source will offer support to the employee or client company representative to assure that the Labour Source employee is protected from further incident and the situation is investigated. Investigating Complaints of Violence or Harassment Labour Source administration is committed to facilitating and supporting the actions its staff, supervisors and client supervisory staff to stop and prevent workplace violence and harassment. Once risk to safety is minimized, a workplace manager should initiate an investigation of the incident(s) and identify methods to deal with the incident and prevent reoccurrence. This investigation will be directed by the client company because it is on its work site. An investigation may include interviews with victim, perpetrator, and other employees. Police may be involved if criminal activity is
8 suspected. Medical follow- up should be encouraged if any physical injury is suspected. Labour Source will assist with investigation at client companies if possible. Pertinent documentation related to such an incident including incident report completion and copies of all correspondence related to the incident will be included in the employee file of all Labour Source employees involved. Labour Source will also report any investigations related to workplace violence or harassment to its health and safety committee. Things to consider in situations involving violence and harassment When incidents of violence or harassment in the workplace occur, the individuals involved in resolving the incident must behave in a way that minimizes injury and stops and prevents reoccurrence of such incidents in the future. These types of incidents can provoke many emotions in the individuals involved including the victims, perpetrators, and work site personnel. Such feelings may include fear, sadness, anger, anxiety, apathy, depression, and confusion. It is most important to recognize these emotions may exist and they are a natural human reaction in these situations. Victims of harassment or violence, individuals assisting victims and those perpetrating violence or harassment must recognize the difference between the feelings toward such incidents and the workplace policies and the actions required to stop and prevent further violence or harassment at the workplace. It is important that the person responsible for managing such incidents remain calm and diligently follow the investigation procedure so that risk can be minimized and further incidents prevented. Labour Source supervisors will be available for consultation to employees and clients when such incidents occur. As a part of Labour Source commitment to keep workers safe, all efforts will be made to remove all risks of violence and harassment through education, linking to resources, support and if necessary employment at another location.
9 Privacy during investigation of incidents During the enactment of all aspects of this policy, Labour Source will adhere to personal privacy issues as per the Labour Source Privacy policy and PIPEDA standards. Disclosure of personal information will occur as necessary to investigate or discipline related to harassment and violent incidents or where required by law. Infringement of Policy Any Labour Source employee that attempts to interfere with or impedes the Labour Source s Policy for Workplace violence or harassment will be subject to disciplinary measures and including termination of employment. Training Program regarding Workplace Violence and Harassment Labour Source will make available as a part of its Workplace Violence and Harassment program to employers, supervisors and employees, information regarding how to minimize risk from violence and harassment and what to do if such incidents occur. Basic training on the workplace violence policy, how to report an incident or how to summon assistance will be provided to workers. The following are some of the methods of training provided to Labour Source employees: written information will be provided to employees upon hire in the Labour Source employee handbook on occasion during employment with Labour Source via newsletters and paycheck, information supplements will be provided reinforcing the details of the Labour Source Workplace Violence and Harassment Policies referral to online resources and community supports as necessary. Client companies will also be provided with the details of this Labour Source policy and program. As required, Labour Source will also refer its clients to related resources and information regarding the expectation in Bill 168.
10 Resources Ontario Ministry of Labour - Ministry of Labour s Guideline Workplace Violence and Harassment: Understanding the Law - A Toolbox (Includes Suggested Risk Assessment Template) Canadian Centre for Occupational Health and Safety Ontario Safety Association for Community and Healthcare - Domestic Violence Doesn t Stop When Your Worker Arrives at Work: What Employers Need to Know to Help - Hick and Morley Human Resource Law and Advocacy - Preventing Workplace Violence and Bill 168 A Guide for Employers Carswell Document Bill 168
11 Review of Policy Labour Source is committed to reviewing this policy annually to keep it current with the laws of the land and changes in Labour Source business. Appendix A will be used as a guideline to direct the annual policy review.
12 Appendix A Reviewed previous incidents for the last year including first aid, security and critical injury reports to determine if workplace violence occurred? If so, consider the following: What was the frequency of violence? What area or job classification was affected by an incident(s)? Did a worker suffer a critical injury or fatality or lost time from work? Who committed the violent incident? Customer? Co- worker? Spouse? Were steps taken to prevent further incidents? What steps can be taken to prevent or reduce the risk of a similar incident? Are all workers able to summon immediate assistance if a workplace violence incident occurs? What risks have similar employers identified? What risks are commonly associated with the type/conditions of work (i.e. robberies? aggressive patient/student behaviour?) Do workers have a mobile workplace (i.e. enter other workplaces or private homes)? What precautions has the other employer taken to protect these workers if an incident occurs? Do your employees have the ability to summon assistance if necessary? Once you have identified areas of risks, consider the likelihood of a violent incident occurring (low, medium, high) and the severity of an injury if an incident did occur (first aid, lost work time of less than 5 days, critical injury, fatality) Consider what controls should be put in place to reduce or eliminate the risk of workplace violence (especially high risk situations where it is highly likely there could be a serious physical injury to a worker).
13
14 Appendix B Violence and Harassment Risk Assessment Checklist for Client Company Sites Does the company have a workplace violence policy? Does the company have a workplace violence prevention program (or parts of one)? Does the company program set out how to and to whom to report incidents of workplace? Does the program detail an investigation procedure? Does the program set out the duties and responsibilities of supervisors, managers and workers? Does the workplace violence program consider: working/travelling alone procedure; emergency / lock down procedure, aggressive behaviour training, security measures including panic buttons, security alarms, restricted access floors, etc. Has the physical workplace been surveyed (including parking lots, windows, doors, areas where medication/drugs/cash stored, meeting rooms, isolated areas, etc. for lighting, safety risks, proper functioning locking devices)?
Preventing Workplace Violence and Bill 168 A Guide for Employers
Preventing Workplace Violence and Bill 168 A Guide for Employers May 2010 This Guide provides general information only and should not be relied on as legal advice or opinion. This publication is copyrighted
More informationViolence in the Workplace Procedures Manual 417-A
Violence in the Workplace Procedures Manual 417-A Category: Human Resources Administered by: Appropriate Senior Administrator First Adopted: Feb 2011 Revision History: Mar 2012, Sept 2012, Jan 2016 Next
More informationAre you aware of any similar incidents in the past? If yes, provide details:
Vuteq Canada Inc. WORKPLACE VIOLENCE REPORTING FORM Part 1 - Employee Information (to be completed by employee) Name Department Date and time of incident Date and time incident reported Incident reported
More informationWorkplace Violence and Harassment Prevention
Workplace Violence and Harassment Prevention Workplace Violence & Harassment Prevention "The government has acted to protect workers from workplace violence. Everyone should be able to work without fear
More informationState University of New York at Potsdam. Workplace Violence Prevention Policy and Procedures
State University of New York at Potsdam Workplace Violence Prevention Policy and Procedures Revision Date: September 15, 2015 Page 1 of 7 TABLE OF CONTENTS Policy... 3 Statement... 3 Definitions... 3 Application
More informationEVERYONE'S RESPONSIBILITY
EVERYONE'S RESPONSIBILITY Guideline for Preventing Harassment and Violence in the Workplace November 2010 Guideline for Preventing Harassment and Violence in the Workplace Workplace Safety & Health Division
More informationSAMPLE WORKPLACE VIOLENCE POLICY
1 SAMPLE WORKPLACE VIOLENCE POLICY Please note that this is a generic template. Bill 168 requires that each employer identify the specific risks associated with each of their worksites, develop procedures
More informationWORKPLACE VIOLENCE POLICY
1.0 Policy Statement/Rationale The Northern Ontario School of Medicine (NOSM) is committed to instituting a zero tolerance workplace violence and will make every reasonable effort to ensure that no employee
More informationThe Northwest Catholic District School Board
The Northwest Catholic District School Board Section Number G 0 4 ADMINISTRATIVE PROCEDURES Title: Workplace Violence Preamble: The Northwest Catholic District School Board believes in the prevention of
More informationSAFE WORKPLACE VIOLENCE IN THE WORKPLACE
PROCEDURE 421 Adopted June 10, 2010 Last Revised November 2014 Review Date November 2015 Annual Review SAFE WORKPLACE VIOLENCE IN THE WORKPLACE 1) PURPOSE Hastings and Prince Edward District School Board
More informationCampus and Workplace Violence Prevention
Campus and Workplace Violence 1 Prevention SECTION I Policy SUNYIT is committed to providing a safe learning and work environment for the college community. The College will respond promptly to threats,
More informationTHE CORPORATION OF THE CITY OF WINDSOR POLICY
THE CORPORATION OF THE CITY OF WINDSOR POLICY Policy No.: HRHSPRO-00026(a) Department: Human Resources Approval Date: June 7, 2010 Division: Occupational Health & Safety Services Approved By: City Council
More informationVIOLENCE IN THE WORKPLACE
Administration VIOLENCE IN THE WORKPLACE Responsibility: Legal References: Related References: Executive Superintendent of Human Resource Services and Organizational Development Occupational Health and
More informationRensselaer County Workplace Violence Prevention Policy & Incident Reporting
Rensselaer County Workplace Violence Prevention Policy & Incident Reporting Rensselaer County is committed to the safety and security of our employees. Workplace violence presents a serious occupational
More informationWORKPLACE VIOLENCE POLICY
WORKPLACE VIOLENCE POLICY SUNY Canton is committed to providing a safe work environment for all employees that is free from intimidation, threats, and violent acts. The college will respond promptly to
More informationHR Harassment and Violence in the Workplace
HR Harassment and Violence in the Workplace PURPOSE: The AIDS Committee of Ottawa (ACO) believes in the prevention of violence and promotes a violence-free workplace that is respectful and free of harassment.
More informationScope of Workplace Violence Program 2, 3. Types of Workplace Violence Events 4, 5. Preventative Measures 6, 7. Responding to Workplace Violence 8, 9
TABLE OF CONTENTS Contents Page Introduction 1 Scope of Workplace Violence Program 2, 3 Types of Workplace Violence Events 4, 5 Preventative Measures 6, 7 Responding to Workplace Violence 8, 9 1 Shasta
More informationRESPONDING TO STUDENT VIOLENCE TOWARDS STAFF
ADMINISTRATIVE PROCEDURE Approval Date 2015 Review Date 2020 Contact Person/Department Superintendent of Safe and Accepting Schools Replacing All previous policies Page 1 of 13 Identification HR 4520 RESPONDING
More informationWhat Employers Need to Know to Help
Occupational Health & Safety Council of Ontario (OHSCO) WORKPLACE VIOLENCE PREVENTION SERIES Domestic Violence Doesn t Stop When Your Worker Arrives at Work: What Employers Need to Know to Help What is
More informationFree For All Marketing Inc. Workplace Safety Program
Free For All Marketing Inc. October 2012 Free For All Marketing has developed a which focuses on measures and procedures to control the risk of workplace violence, including domestic violence, which may
More informationGuidelines for Setting up Security Measures to Stop Domestic Violence in the Workplace
Guidelines for Setting up Security Measures to Stop Domestic Violence in the Workplace As of June 15, 2010, all employers in Ontario are responsible for protecting workers when domestic violence follows
More informationCUNY New York Workplace Violence Policy and Procedures
CUNY New York Workplace Violence Policy and Procedures The City University of New York has a longstanding commitment to promoting a safe and secure academic and work environment that promotes the achievement
More informationANGELE DAVIS COMMISSIONER OF ADMINISTRATION. State of Louisiana. Division of Administration Office of Human Resources
BOBBY J INDAL GOVERNOR State of Louisiana Division of Administration Office of Human Resources ANGELE DAVIS COMMISSIONER OF ADMINISTRATION DIVISION OF ADMINISTRATION PERSONNEL POLICY NO. 93 EFFECTIVE DATE:
More informationManaging the Risk of Work-related Violence and Aggression in Healthcare
Managing the Risk of Work-related Violence and Aggression in Healthcare Information Sheet November, 2014 The purpose of this information sheet is to provide information and guidance on managing the risk
More informationBill 168: Workplace Violence and Harassment Amendments to OHSA
Bill 168: Workplace Violence and Harassment Amendments to OHSA By: Daniel Pugen and Ben Ratelband On April 20, 2009, the Ontario Government introduced Bill 168, the Occupational Health and Safety Amendment
More informationWorkplace Violence and Harassment: Understanding the Law
Workplace Violence and Harassment: Understanding the Law Workplace Violence and Harassment: Understanding the Law Occupational Health and Safety Branch Ministry of Labour March 2010 An electronic copy
More information6. Intimidating or attempting to coerce an employee to do wrongful acts.
Title: Purpose: To establish a workplace violence prevention and intervention policy for the City and County of Honolulu. Issued by: Industrial Safety and Workers Compensation Date: February 15, 2005 References:
More informationSpringfield Public Schools
Springfield Public Schools BULLYING POLICY Approved by School Committee May 13, 2010 Amended March 6, 2014 Amended December 5, 2014 SPRINGFIELD PUBLIC SCHOOLS BULLYING PREVENTION POLICY INTRODUCTION Bullying
More informationCRAIG HOSPITAL POLICY/PROCEDURE
CRAIG HOSPITAL POLICY/PROCEDURE Approved: DD 3/06; SC, MEC, NPC 04/06; Effective Date: 06/98 P&P 5/06, 09/07; SC, 09/10; 10/10 P&P Attachments: None Revised Date: 03/02, 1/05, 4/06, 09/07, 09/10 Forms:
More informationDeveloping Workplace Violence and Harassment Policies and Programs:
Occupational Health and Safety Council of Ontario (OHSCO) WORKPLACE VIOLENCE PREVENTION SERIES Developing Workplace Violence and Harassment Policies and Programs: What Employers Need to Know Disclaimer
More informationFor purposes of this policy, the following terms will be defined as follows.
DOMESTIC VIOLENCE AND THE WORKPLACE POLICY STATEMENT The City University of New York ( CUNY ) disapproves of violence against women, men, or children in any form, whether as an act of workplace violence
More informationThe European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY
The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY Table of Contents 1 Policy Statement... 3 2 Scope... 3 3 Definitions... 3 4 Detailed Guidelines... 5 4.1 What to do if you are being
More informationHIGH SCHOOL FOR RECORDING ARTS
Adopted Revised High School for Recording Arts Bullying Prohibition Policy 1. Purpose Students have the right to be safe and free from threatening situations on school property and at school activities
More informationSUNY Delhi Domestic Violence and the Workplace Policy
SUNY Delhi Domestic Violence and the Workplace Policy Policy Statement Domestic violence permeates the lives and compromises the safety of thousands of New York State employees each day, with tragic, destructive,
More informationQUICK REFERENCE GUIDE. Workplace Violence. What You Need to Know to Protect Yourself and Your Employees
QUICK REFERENCE GUIDE Workplace Violence What You Need to Know to Protect Yourself and Your Employees Types of Workplace Violence: 2 Workplace Violence While the motivation and circumstances of each incident
More informationTown of Cobleskill Workplace Violence Policy & Procedures
The employer known as the Town of Cobleskill has a long-standing commitment to promoting a safe and secure work environment that promotes the achievement of its mission of serving the public. All employee
More informationCarlton Cards Limited
Carlton Cards Limited POLICIES, STANDARDS AND PROCEDURES ISSUING DEPT: HUMAN RESOURCES REVISION DATE: July 2014 TITLE: Workplace Harassment & Violence Prevention Policy A. PURPOSE The purpose of this policy
More informationDefinitions For purposes of this policy, the following terms will be defined as follows.
The College at Brockport State University of New York Policy Title: Domestic Violence in the Workplace Policy Category: Human Resources Responsible Office: Human Resources Date: Revised December 2013 Domestic
More informationRobert P. Astorino County Executive. Workplace Violence Prevention Program and Procedures Manual
Robert P. Astorino County Executive Workplace Violence Prevention Program and Procedures Manual Introduction Overview Workplace Violence Prevention Manual Workplace violence presents a serious occupational
More informationRespect in the Workplace: Violence & Harassment
Respect in the Workplace: Violence & Harassment Introduction We would all like to think ourselves as safe at work, however, wherever people interact there is a chance of violence and harassment. It is
More informationWORKPLACE VIOLENCE WHAT IS WORKPLACE VIOLENCE?
WORKPLACE VIOLENCE Violence in the workplace has become an epidemic. Not only is workplace violence increasingly common in workplaces where violence is expected -- for example, corrections, law enforcement
More informationOSHA s Workplace Violence Guidelines: Risks and Expectations 10/26/2015 OSHA? OSHA Workplace Violence Timeline:
OSHA s Workplace Violence : Risks and Expectations ALABAMA NURSING HOME ASSOCIATION NOVEMBER 2, 2015 OSHA? Occupational Safety and Health Administration Created under the OSH Act of 1970 Initiated in 1971
More informationHow to Protect Students from Sexual Harassment: A Primer for Schools
How to Protect Students from Sexual Harassment: A Primer for Schools This fact sheet is part of a series of tools designed by the National Women s Law Center to help schools address the dropout crisis.
More informationOHIO TECHNICAL CENTER AT VANTAGE CAMPUS SAFETY AND SECURITY
CAMPUS SAFETY POLICIES OHIO TECHNICAL CENTER AT VANTAGE CAMPUS SAFETY AND SECURITY Campus policies regarding the reporting of criminal actions and emergencies: Vantage students and employees will report
More informationCyber-bullying is covered by this policy: all members of the community need to be aware that
DUKE OF KENT SCHOOL A8 ANTI-BULLYING POLICY Aims and Objectives: Duke of Kent School values every individual in the community and believes each deserves to be treated with respect. Sensitivity to the feelings
More informationHalton Healthcare Services Workplace Violence and Harassment Prevention Policy and Procedure
Halton Healthcare Services Workplace Violence and Harassment Prevention Policy and Procedure Developed By: Occupational Health and Safety Human Resources Approved By: President and CEO Review Frequency:
More informationWorkplace Violence & Harassment Prevention Awareness Program. for Workers
Workplace Violence & Harassment Prevention Awareness Program for Workers What is Workplace Violence & Harassment It can come in many forms and different characteristics»psychological»physical»material/financial»verbal»sexual
More informationVILLAGE OF RYE BROOK. Injury and Illness Prevention Program For Workplace Violence
VILLAGE OF RYE BROOK Injury and Illness Prevention Program For Workplace Violence Introduction Workplace Violence Prevention Workplace violence presents a serious occupational safety hazard for workers;
More informationHarassment Prevention
Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application
More informationBurlington Public Schools. Bullying Prevention and Intervention Plan
Burlington Public Schools Bullying Prevention and Intervention Plan The Burlington Public Schools adopted the Department of Elementary and Secondary Education s (Department) Model Bullying Prevention and
More informationGuide to. Workplace. Health & Safety. Representatives
Guide to Guide to Workplace Working Alone Health & Safety Regulations Representatives WCB Information Series publication Printed Revised July, November, 2011 2009 Table of Contents Purpose 2 Legislation
More informationThe purpose of this policy is to support a comprehensive and collaborative approach to responding to child abuse and neglect by:
SECTION 1000: STUDENTS AND SCHOOLS POLICY 1045: CHILD PROTECTION Date Adopted: June 18, 2014 POLICY STATEMENT The Board affirms that children have a right to be protected from abuse and neglect, and employees
More informationSTUDENT BULLYING PREVENTION AND INTERVENTION
0115 STUDENT BULLYING PREVENTION AND INTERVENTION The Board of Education is committed to providing an educational and working environment that promotes respect, dignity and equality. The Board recognizes
More informationEmployee Safety and Security
Employee Safety and Security Overview... 11.1 Legislative Requirements... 11.1 Guidelines for Meeting Legislative Requirements... 11.1 Training Requirements... 11.2 Implementation Process... 11.2 Appendix
More informationCanadian Pacific Railway
Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values
More informationRiverside Community College District Policy No. 3515 General Institution
Riverside Community College District Policy No. 3515 General Institution BP 3515 REPORTING OF CRIMES Reference: Education Code Section 67380 34 Code of Federal Regulations Section 668.46(b)(7) The Chancellor
More informationBULLYING/ANTI-HARASSMENT
BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi
More informationPART THREE: TEMPLATE POLICY ON GENDER-BASED VIOLENCE AND THE WORKPLACE
PART THREE: TEMPLATE POLICY ON GENDER-BASED VIOLENCE AND THE WORKPLACE Draft Organization s Bulletin The Secretary-General, for the purpose of preventing and addressing cases of Genderbased Violence (as
More informationEdward W. Brooke Charter School Bullying Prevention and Intervention Plan 12.14.2010
I. LEADERSHIP & PROCESS Priority Statement Edward W. Brooke Charter School has always been and will continue to be a place where students are held to the highest behavioral standards and where we work
More informationWORKPLACE VIOLENCE PREVENTION ARE YOU READY?
WORKPLACE VIOLENCE PREVENTION ARE YOU READY? What you can do to help protect your staff and residents from injury and prevent a costly OSHA inspection. The Case for Workplace Violence Training A. 18,000
More informationGOVERNMENT OF WESTERN AUSTRALIA
GUIDANCE NOTE Dealing with bullying at work A guide for workers C O M M I S S I O N GOVERNMENT OF WESTERN AUSTRALIA commission for occupational safety and health What this guidance note is about This guidance
More informationState University of New York College at Old Westbury. Domestic Violence and the Workplace Policy
State University of New York College at Old Westbury Domestic Violence and the Workplace Policy Policy Statement The persons covered by this policy are: employees of SUNY College at Old Westbury (the College
More informationViolence Prevention Policy published. Supercedes the Prevention and Management of Aggressive Behaviour Policy
Page 1 of 18 (S) REVISED / REVIEWED SUMMARY This section is presented up front to facilitate the reader in knowing the chronology of changes to a policy and the nature of the change(s). Accordingly, only
More informationZero-tolerance for workplace violence
This document is made available electronically by the Minnesota Legislative Reference Library as part of an ongoing digital archiving project. http://www.leg.state.mn.us/lrl/lrl.asp 443 Lafayette Road
More informationColorado Department of Human Services (CDHS) Preventing Violence in the Workplace: Model Program page 1 as reprinted on www.makeityourbusiness.
Preventing Violence in the Workplace: Model Program page 1 This tool has been developed by the Colorado Department of Human Services. It addresses workplace violence in general. It can be adapted to meet
More informationWorkplace bullying prevention and response
Your guide to Workplace bullying prevention and response October 2012 Contents 1. Introduction 1 2. Workplace bullying and OHS law 2 3. Prevention 3 3.1 Policies and procedures 3 3.2 Information, instruction,
More informationCode of Conduct. Policy, Guidelines and Procedures
Code of Conduct Policy, Guidelines and Procedures Table of Contents Background...1 Right to Alternatives...1 Code of Conduct Policy...1 Roles and Responsibilities...1 Reports...4 Process Flowchart...6
More informationIt s a Legal Matter: AODA, Workplace Violence and Legal Developments at the WSIB
It s a Legal Matter: AODA, Workplace Violence and Legal Developments at the WSIB Health and Safety Symposium: Creating a Workplace Culture of Excellence March 24, 2015 250 Yonge Street Suite 3300 Toronto,
More informationLandmark School Bullying Prevention & Intervention Plan
I. Introduction Landmark School Bullying Prevention & Intervention Plan Landmark School believes that a healthy environment depends upon every student's trust in the safety and integrity of the community.
More informationViolence & Harassment Prevention in the Workplace: Awareness Training
Violence & Harassment Prevention in the Workplace: Awareness Training Workplace Violence & Harassment All employees in the province of Ontario have a right to work without fear of violence and free of
More informationPeace Bond Process. What is a Peace Bond? Contents
Peace Bond Process October 2010 Contents Peace Bond Basics 2 The Process 3 Protecting Privacy 5 Joint Peace Bonds 9 The purpose of this brochure is to help guide you through the process of acquiring a
More informationWorkplace Violence Prevention Policy
Workplace Violence Prevention Policy I. OBJECTIVE The Town of Chapel Hill is concerned with the safety of both employees and the public. We want to maintain a workplace that is free of violence. We believe
More informationMODEL FRAMEWORK. Protection from Child Abuse, Discrimination, and Sexual Harassment
MODEL FRAMEWORK Protection from Child Abuse, Discrimination, and Sexual Harassment Model Framework Protection from Child Abuse, Discrimination, and Sexual Harassment Model Framework: Protection from Child
More informationDEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL
DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS
More informationGUIDELINES FOR DEALING WITH DISRUPTIVE BEHAVIOR IN THE CLASSROOM
GUIDELINES FOR DEALING WITH DISRUPTIVE BEHAVIOR IN THE CLASSROOM Tallahassee Community College Division of Student Affairs Department of Campus Life Student Judicial Affairs Office Student Union, Room
More informationSCHOOL CHILD PROTECTION POLICY
SCHOOL CHILD PROTECTION POLICY (NAME OF SCHOOL) This policy was originally developed on (INSERT DATE) and adopted on (INSERT DATE). The name of the Designated Senior Person is: (INSERT NAME) The name of
More informationUNIVERSITY OF CALIFORNIA, MERCED POLICY REGARDING WORKPLACE VIOLENCE, BIAS INCIDENTS, HATE CRIMES AND DISRUPTIVE BEHAVIORS POLICY NUMBER: 757
UNIVERSITY OF CALIFORNIA, MERCED POLICY REGARDING WORKPLACE VIOLENCE, BIAS INCIDENTS, HATE CRIMES AND DISRUPTIVE BEHAVIORS POLICY NUMBER: 757 RESPONSIBLE OFFICIAL: Vice Chancellor Administration EFFECTIVE
More informationHOSPITAL POLICY AND INFORMATION MANUAL Date Issued: Date Last Revised: Next Review Date: Approved By:
Page 1 of 12 Policy Applies to: All Mercy Hospital staff. Compliance by Credentialed Specialists or Allied Health Professionals, contractors, visitors and patients will be facilitated by Mercy Hospital
More informationOCCUPATIONAL HEALTH AND SAFETY
PROCEDURE 420 Adopted October 6, 2008 Last Revised November 2014 Review Date November 2015 Annual review OCCUPATIONAL HEALTH AND SAFETY 1) PURPOSE Hastings and Prince Edward District School Board (HPEDSB)
More informationa workplace for all Bargaining Equality Harassment and Violence
a workplace for all Bargaining Equality G Harassment and Violence Just about anyone can be subjected to harassment and violence at work. But equality-seeking groups including women, workers of colour,
More informationBullying and Harassment at Work Policy
Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment
More informationAPPENDIX C. HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative)
APPENDIX C HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) This section of the Code of Conduct has been adapted from the Greenfield Public
More informationWorkplace Anti-Harassment Policy (Alberta)
Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.
More informationASTH416 Develop practices which promote choice, well-being and protection of all individuals
Develop practices which promote choice, well-being and protection of Overview For this unit you will need to develop, maintain and evaluate systems, and support others to promote the rights, responsibilities,
More informationOECTA Submission to Ministry of Labour
OECTA Submission to Ministry of Labour Consultation Paper on Workplace Violence Prevention Elaine Mac Neil President Greg Pollock General Secretary October 2008 TABLE OF CONTENTS 1. Introduction............................................
More informationThis report provides the executive summary for Indicators of School Crime and Safety: 2014.
1 Liability Report Number: LB-10-66 Release Date: August 6, 2015 Section Title: General Information Abstract School violence not only has a direct impact on students, but also on educators, parents, and
More informationSCHOOL DISTRICT NO. 53 (Okanagan Similkameen) POLICY
SCHOOL DISTRICT NO. 53 (Okanagan Similkameen) POLICY No. F-12 Adopted: June 20, 2012 CHILD PROTECTION Preamble: The Board of Education believes that the health and welfare of a child is an important element
More informationCosts of Violence in the Workplace. Recommendations for Workplace Violence Prevention Programs
Costs of Violence in the Workplace Recommendations for Workplace Violence Prevention Programs Based on Occupational Safety and Health Administration, Recommendations for Workplace Violence Prevention Programs
More informationInformation about INTERVENTION ORDERS
Information about INTERVENTION ORDERS This publication has been prepared as a public service initiated by South Australia Police and, while every care has been taken in its preparation, no warranty is
More informationManagement Board of Cabinet Directives Workplace Discrimination and Harassment Prevention Policy
Management Board of Cabinet Directives Workplace Discrimination and Harassment Prevention Policy HR Policy & Planning Branch HR Management and Corporate Policy Division HROntario, Ministry of Government
More informationNon-Discrimination and Anti-Harassment Policy OP 03.03
Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based
More informationContractor Safety Program Office of Environmental Health and Safety University of Toronto
Office of Environmental Health and Safety Table of Contents Overview... 3 Program Objectives... 3 University Health and Safety Policy... 4 Environmental, Health and Safety Mission Statement... 4 Roles
More informationUnderstanding the Dynamics of Violence in the Workplace. Know WPV When You See It. Workplace Violence is: Agenda for Today:
Understanding the Dynamics of Violence in the Workplace Dan Bates FCPP Training and Curriculum Specialist FRCPI at St Petersburg College Know WPV When You See It Workplace Violence is: Violent Acts, including
More informationACCIDENT & INCIDENT RECORDING AND REPORTING POLICY
POLICY Policy Statement We follow the guidelines of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR), the Health & Safety Executive (HSE) and the Statutory Framework for
More informationPreventing Bullying and Harassment of Targeted Group Students. COSA August 2013 John Lenssen
Preventing Bullying and Harassment of Targeted Group Students COSA August 2013 John Lenssen Definition Bullying is unfair and one-sided. It happens when someone keeps hurting, frightening, threatening,
More informationViolence at work A guide for employers
at work A guide for employers People who deal directly with the public may face aggressive or violent behaviour. They may be sworn at, threatened or even attacked. AT WORK a guide for employers This document
More informationGuidance on Lone Working in the Healthcare Sector
Guidance on Lone Working in the Healthcare Sector Our vision: A national culture where all commit to safe and healthy workplaces and the safe and sustainable management of chemicals Contents 1. Introduction
More informationANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY)
Page 1 ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY) The Board of Education is committed to promoting the worth and dignity of all individuals. It believes that all employees and students
More informationWorkplace Violence and Harassment Awareness. Safety Office 2010
Workplace Violence and Harassment Awareness Safety Office 2010 Introduction In June 2010, the Occupational Health & Safety Act was amended to include legislation protecting workers from workplace violence
More informationSpecific examples of Sexual Harassment can be found in the Examples, Procedures, and Accountabilities addendum to this policy.
Respectful Workplace Policy Application The Respectful Workplace Policy (the Policy) applies to all EPCOR Employees including permanent, regular, temporary, casual and contract Employees ( Employees ).
More information