This course will introduce and define terms associated with workplace violence and harassment. Employers will be shown the necessary structure and elements of a Workplace Violence and Harassment program. It will also set out what workers need to understand about how to identify, report on and control undesirable behaviours in the workplace.
50 min average runtime
Everyone in an organization that is required to abide by policies relating to workplace violence and harassment. This would include workers, frontline supervisors, managers and program administrators.
Module # 1 Definitions Employees – Who this policy applies to Workplace Violence Examples Types of Harassment – Legal definition Examples Continuum of behaviours Code of ethics reference
Module #2 Elements of a Typical Violence Program Program vs. Policy – What is the difference between the two Duties and Responsibilities Risk Assessment
Module # 3 Control Methods Administrative – zero tolerance; duty to report Engineering – facility lighting; surveillance; entry controls Safe Work Practices – identification techniques; regular report-in requirements; restricting access Staff training – identifying unacceptable behaviours; how to call for help; existing organizational controls; how to report Recognition of early warning signs – mood swings; substance abuse; social isolation; clenching; disrespect for authority
Module # 4 Procedures Incident reporting – to whom and how Incident investigation Review – of overall program and its efficiency
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 behavior? 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.
Note: OSG Online Safety Training Courses are non-refundable, non-transferrable and expire one year from the date of purchase.
Upgrade your Workplace Violence & Harassment [WVH] Online Training today! OSG now provides a customizable version of our general WVH course. You send us your company specific policy and we'll incorporate it into the online training for your staff. Ask your representative how! 1.800.815.9980 or firstname.lastname@example.org