Workplace Violence & Harassment – Online

Course Duration

1 hour

Price

  • Pricing Scale
    Trainees
    Price
    1-10
    $29.95
    11-25
    $24.95
    26-50
    $19.95
    51-100
    $15.95
    101-500
    $12.95
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Find out how you can save 40% on average when compared to in-class training with tools to create any training.

Membership

Course Summary

Understanding, identifying, and reducing the negative effects of workplace violence and harassment is part of a positive health and safety culture. On June 15th, 2010 The Occupational Health & Safety Act (OHSA) was amended to include specific requirements for workplace violence and harassment.

Our course is designed to help employers, supervisors, and workers understand the requirements for developing and implementing a successful workplace violence and harassment program. Our course provides participants with an overview of the legislation, and it outlines what employers must do to satisfy minimum legal requirements.

*This course has been updated to include changes from Bill 132, Sexual Violence and Harassment Action Plan Act.

Learning Objectives

By the end of this course, participants will be able to:

  • Define workplace violence and harassment.
  • Discuss elements of workplace violence and harassment policies and programs.
  • Explain the requirements for a workplace violence risk assessment.
  • Identify the employer’s duty to inform.
  • Recognize how to control workplace violence and harassment.

The content in this course is based on the OHSA and Ministry of Labour Guidelines for Workplace Violence and Harassment.

Target Audience

Managers, supervisors, workers, JHSC members, and health and safety representatives.

Legislative Reference

OHSA s. 32.0.5 (2)(a)

  • Archive
    Workplace Violence & Harassment FAQs
    How can I know what another person considers to be offensive?

    Not everyone thinks the same way about many topics.It is entirely possible that you can say or do something offensive unintentionally. The point is that the offended party must inform you of their objection. The problem only escalates into the territory of “harassment” if the offending party knowingly continues with their offensive behaviour.
    Who should perform the assessment?

    Bill 168 nor the guidelines from the Ministry of Labour provide any specific direction on who is to conduct the risk assessment. Each enterprise is free to have the risk assessment conducted by internal staff or by an external party as appropriate.

    Does a Workplace Violence and Harassment policy just apply to a company’s workers?

    A well planned policy will cover all aspects of the workplace. This would include any work related situation that a worker could find himself in. This would include: worker to worker; client/customer to worker; management to worker; stranger to worker and even stranger to stranger violence.

    What is a “risk assessment” and why is it important?

    A risk assessment must be conducted to try and discover if any violence related issues can be predicted. It is important because, if done properly, it will allow management to be proactive and prevent undesirable behaviour rather than just reacting to it.

    What must be considered as part of the assessment?

    The Act, as amended by Bill 168, requires the employer to assess the risks of workplace violence possibly arising from the nature of the business and the type and conditions of the workplace. It does not specify any factors to be considered when an employer evaluates the workplace violence.

    What must be included in the Workplace Violence Policy?

    • A process for workers to report incidents or threats of violence in the workplace
    • Another process for investigating incidents, complaints or threats
    • A procedure for calling assistance when violence has occurred or is likely to occur
    • Train workers

    I am a worker. What should I do if I think someone is exhibiting strange behaviour?

    There are many signs that are indicative of deeper problems. Substance abuse, changes in personality and personal hygiene are some but not all of these symptoms. It is important the early warning signs be noted and brought to the attention of the supervisor responsible for addressing the situation.

    What am I supposed to do if it is my supervisor who is the one exhibiting inappropriate behaviour?

    Any policy must provide for an alternate route of reporting incidences of inappropriate behavior. Workers must have recourse to someone higher up the organizational chain of command. This could be someone in Human Resources or possibly the employer.

Continuing Education Credits

HRPA has approved this course for CPD. Please contact us at 800.815.9980 to find out more.

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