Annual Mandatory Learning

Workplace Violence, Harassment,

Bullying and Domestic Violence

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Course Content

1. Occupational Health and Safety Act

2. Workplace Violence

3. Domestic Violence

4. Workplace Harassment

5. Joint Occupational Health and Safety Committee

Workplace Violence, Harassment and Domestic Violence 2

The Occupational Health and Safety Act (OHSA) outlines:

• Definitions of workplace violence, domestic violence and

workplace harassment/sexual harassment.

• Worker and Employer Responsibilities.

• Policy and procedure guidelines.

• Purpose of the OHSA

• Requirements for prevention of workplace violence, harassment,

bullying, and domestic violence

Workplace Violence, Harassment, Bullying and Domestic Violence 3

Workplace Violence

Workplace Violence: defined by the OHSA as the exercise of

physical force by a person against a worker, in a workplace, that

causes or could cause physical injury to the worker.

Includes:

• Attempt to exercise physical force

• Statement or behaviour that a worker could reasonably interpret

as a threat to exercise physical force against the worker.

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Violence Prevention Workplace Program (OHS-os-245)

This policy applies to all TBRHSC staff, professional staff, learners,

volunteers, contract employees, patients and their family members,

visitors, and to any person working on behalf of the Centre.

• TBRHSC does not tolerate workplace violence

• TBRHSC does not tolerate abusive or aggressive behaviour of

any kind

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Violence Prevention Workplace Program (OHS-os-245)

• TBRHSC will take all reasonable steps to prevent and eliminate

abusive and aggressive behaviour

• TBRHSC will deal with each and every reported incident that

threatens the safety of anyone at TBRHSC

Note: In the event of substantiated claim of abusive or aggressive

behaviour, TBRSHC will implement corrective measures

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Workplace Violence

Examples:

• Verbally threatening to attack a worker

• Leaving threatening notes, calls or emails

• Shaking a fist in a worker’s face

• Wielding a weapon at work

• Hitting or trying to hit a worker

• Throwing an object at a worker

• Sexual violence against a worker

• Kicking an object a worker is standing on

• Trying to run down a worker using a vehicle

• Note: Accidental situations – such as a worker tripping over an object and pushing a co-worker as a result – are not meant to be included

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Workplace Violence: Reporting Procedure

When abusive or aggressive behaviour is occurring within TBRHSC you must:

1. Initiate a Code White if necessary

2. Notify Thunder Bay Police immediately if weapons are involved

3. Notify Security

4. Call the Thunder Bay Police and notify Security if an external threat and the

individual(s) is coming to the Centre

5. Notify your immediate supervisor

6. Complete an Employee Incident Report

Note: For incidents involving criminal behaviour or other serious, life

threatening injuries call the Thunder Bay Police immediately. 9-9-1-1

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Domestic Violence in the Workplace

Domestic Violence: a person who has a personal relationship with

a worker, current or former spouse, intimate partner or a family

member may physically harm, or attempt or threaten to physically

harm, that worker at work.

Note: Employers are responsible to take all reasonable precautions

in protecting a worker if a Domestic Violence situation would likely

expose a worker to physical injury in the workplace.

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Flowchart to Illustrate the Reporting Process for Domestic Violence

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Victim/Survivor Discloses Abuse

Consent for Assistance with SA/DV

Meet with SA/DV Program-Screen for

Safety/Risk

Potential

Workplace Risk?

Provide

Resources and

Emotional

Support

Confidential Consult with

SA/DV(no identifiers) to

Ensure Safe

Immediate

Risk

Call Code White

and/or Police

Immediately

Notify Occupational Health and Safety

No additional Safety Issues Exist or Support

Deemed Needed

NO

NO YES

YES

Notify immediate supervisor

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Harassment – General and Sexual HR-hr-01

TBRHSC will deal with each and every reported incident of

bullying and sexual harassment that threatens the health, safety

and well being of our staff

In the event of substantiated claim of general and/or sexual

harassment, TBRSHC will implement corrective measures where

appropriate.

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Harassment – General and Sexual HR-hr-01

This policy applies to all TBRHSC staff, professional staff, learners,

volunteers, contract employees, patients and their family members,

visitors, and to any person working on behalf of the Centre..

• TBRHSC does not tolerate workplace bullying or harassment

• TBRHSC will take all reasonable steps to prevent and eliminate

general and/or sexual harassment

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Workplace Harassment

Inappropriate comment or conduct against a worker in a workplace

that is known or reasonably known to be unwelcome.

• The comments or conduct typically happen more than once. Either

over a short time (days) or over a longer period of time (weeks,

months or years)

• Often involves repeated words or actions, or a pattern of behaviours

against a worker that are unwelcome.

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Workplace Harassment

May include:

• Making remarks, jokes or innuendos that demean, ridicule,

intimidate, or offend

• Displaying or circulating offensive pictures or materials in print or

electronic form

• Bullying

• Repeated offensive or intimidating phone calls or emails

• Inappropriate sexual touching, advances, suggestions or requests

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Workplace Harassment is NOT…

Reasonable action or conduct by an employer, manager or

supervisor that is part of their normal work function would not be

considered workplace harassment. This includes:

• Changes to work assignments

• Scheduling

• Job assessment and evaluation

• Workplace inspections

• Code of Conduct, Dress codes

• Disciplinary action

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Employer Responsibilities

Those in positions of responsibility for the health, safety and well

being of staff at TBRHSC must ensure their department is free from

violence, bullying and harassment.

• Clearly communicate to staff that reporting of violence, bullying

and harassment is mandatory and will be acted upon

• Workplace risk assessments done every 4 years and as required

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Employer Responsibilities

• Annually educate staff to the policies

• Identify the early warning signs of inappropriate behaviour

and use preventive measures to avoid escalation

If an incident occurs:

• Ensure an Electronic Employee Incident Report is completed ,

meet with individuals involved to identify and initiate corrective

action

• Manage and maintain written reporting procedures,

documentation and track and measure the impact to TBRHSC of

both the policies and breaches to the policies

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Worker Responsibilities

All staff, professional staff, learners, volunteers, contract workers

and any person working on behalf of TBRHSC must accept as a

personal responsibility, their own role in eliminating the use of

abusive, aggressive and/or harassing behavior.

Workers must also:

• Uphold the Code of Conduct and its Principles

• Review Workplace Violence and Harassment policies annually

• Attend any mandatory training

• Promote respectful interactions at work

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Harassment – General and Sexual Reporting Procedure

To ensure that the proper standards of conduct are upheld, workers aware of or who are being bullied or harassed, must report it immediately.

1. Tell the harasser that their behaviour is unwelcomed and ask them to stop

2. If the behaviour continues, report the situation to: your immediate supervisor, human resources or your union representative.

3. Complete an employee incident report

Note: It is recognized that in certain circumstances, a worker may not be able to confront the harasser. Therefore, proceed to step 2.

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Code of Conduct – HR-tce-10

This policy applies to all TBRHSC staff, privileged staff,

undergraduates and post graduate trainees, volunteers, students,

contract employees, and to any person working on behalf of the

Centre.

The Code of Conduct sets the parameters by which we treat each

other:

• We will be mindful of what is said, where it is said and the impact

on others.

• We will treat each individual in a professional manner that

demonstrates respect, dignity, caring and compassion, as well as

honoring their uniqueness and value. We will not tolerate

discrimination in any form.

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Code of Conduct Reporting Procedure

To ensure that the proper standards of conduct are upheld, workers

aware of violations of the Code of Conduct must immediately.

1. Report it to your immediate supervisor, human resources or

your union representative.

Note: In conjunction with the hospital’s Code of Conduct (HR-tce-10), staff will

adhere to the professional standards of behavior (HR-tce-08) for the well-being of

our patients, their families, visitors, and colleagues.

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Workplace Violence e-learning module,

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