Workplace violence and harassment programs in Canada
Workplace violence and harassment are treated as occupational health and safety hazards across Canada, not just HR issues. Ontario's Bill 168 amendments to the OHSA were an early example, and most jurisdictions now require employers to have policies, programs and risk assessments in place.
Policies and a program
Employers generally must have written policies on workplace violence and on harassment, backed by programs that explain how risks are controlled, how incidents and complaints are reported and investigated, and how workers are protected from reprisal. The policy is the statement; the program is how it actually works.
Assess the violence risk
A workplace violence risk assessment considers the nature of the work — handling cash, working alone, working late, dealing with the public or clients in distress — and the physical workplace. It must be reviewed as circumstances change, and workers informed of the results.
Train and record
Workers and supervisors need training on the policies and their role, and every incident and investigation should be documented. That record is both a legal expectation and the evidence that the program is real.
Questions, answered
Is a harassment policy legally required?
In most Canadian jurisdictions, yes. Employers are generally required to have workplace violence and harassment policies and programs, with specifics set by each province's OHS legislation (for example Ontario's OHSA).
How often should the violence risk assessment be reviewed?
As often as needed to stay current — and at minimum when circumstances change (new location, new tasks, after an incident). Workers must be informed of the results.
Keep your program current
Complys keeps your violence and harassment policies, risk assessments and training records organized and current — free for 90 days.
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