Workplace Violence

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PLEASE SIGN IN

• Workplace Violence
• and Harassment Prevention
• Program

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WORKPLACE VIOLENCE AND HARASSMENT PREVENTION
PROGRAM

• TODAYS AGENDA
• Bill 168
• Defining Workplace Violence and Harassment
• RVCA Policy
• Responsibilities
• Consequences
• Immediate Assistance
• Reporting
• Investigations
• RVCA Program

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Workplace violence and harassment is not an urban
myth. It may happen in other workplaces. If we
can help it workplace violence and harassment
will not happen here. WORKPLACE VIOLENCE AND
HARASSMENT WILL NOT BE TOLERATED.
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BILL 168 Its the law June 15, 2010
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(No Transcript)
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DEFINITIONS

• What is WORKPLACE VIOLENCE?
• Threatening Behaviour
• Verbal, Written or Cyber Threats
• Direct
• Conditional
• Veiled
• Verbal Abuse
• Physical Attacks

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DEFINITIONS

• What is WORKPLACE HARASSMENT?
• unwanted physical or verbal conduct that offends
  or humiliates
• can consist of a single incident or several
  incidents over a period of time
• in person, over the telephone, in a written
  statement or electronically
• creates a negative or hostile work environment
• may be a supervisor, a co-worker, a client, a
  service-provider or a member of the general
  public.
• a reasonable person ought to have known that the
  behaviour was unwelcome.

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DEFINITIONS

• What is WORKPLACE HARASSMENT?
• Discriminatory Harassment
• related to one or more prohibited grounds
• stereotyping
• racial, ethnic or religious jokes, slurs
• refusing to work with someone because of their
  race, language, religious background, disability

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DEFINITIONS

• What is WORKPLACE HARASSMENT?
• Personal Harassment/Bullying
• Serves no legitimate work purpose
• Creates a hostile work environment
• Not always intentional
• The BULLY is no longer protected!

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DEFINITIONS

• What is WORKPLACE HARASSMENT?
• Sexual Harassment
• sexual or gender-related nature
• stereotyping
• pattern of behaviour
• single incident can be serious!

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DEFINITIONS

• What is NOT workplace harassment?
• Policies and procedures
• Performance management
• Appropriate feedback and coaching

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DEFINITIONS

• Where is your WORKPLACE?
• Your Office
• RVCA Vehicle
• Site Visit
• Lake Association Meeting
• Latornell Conference
• Baxter, Taylor, Foley Mountain
• Your Home???

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DEFINITIONS

• Types of Workplace Violence
• Employees
• Clients
• General Public
• Criminal Intent
• Domestic Violence

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THE TROUBLE WITH TROUBLE
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BILL 168 Employer Obligations

• Develop policies and review them at least
  annually.
• Develop a program to implement and maintain those
  policies.
• Assess the risk of workplace violence.
• Take reasonable precautions to protect workers
  from domestic violence.
• Tell workers about individuals with a history of
  violence.
• Allow workers to refuse unsafe work where
  workplace violence is likely to endanger their
  safety.

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BILL 168 Employer Obligations

• Develop policies and review them at least
  annually.

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POLICIES AND PROCEDURES

• Workplace Violence and Harassment Prevention
  Policy
• Access to Private Property Policy
• Mobile Workstation Policy?

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POLICIES AND PROCEDURES
WORKPLACE VIOLENCE AND HARASSMENT PREVENTION
POLICY
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Workplace Violence and Harassment Prevention
Policy

• POLICY STATEMENT
• Employees have the right to work in a safe and
  respectful environment, free of physical violence
  and emotional harassment.
• SCOPE OF POLICY
• Applies to management, employees, clients,
  independent contractors, volunteers and anyone
  else who has a relationship with the RVCA.

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Workplace Violence and Harassment Prevention
Policy
WEAPONS IN THE WORKPLACE
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Workplace Violence and Harassment Prevention
Policy

• RESPONSIBILITIES
• Employer
• Promote positive environment and maintain zero
  tolerance
• Take reports seriously
• Ensure guilty employees are disciplined and
  external parties treated appropriately
• Ensure employees are trained
• Make no reprisals against employees who report
• Provide support to victims
• Ensure annual review of policies.

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Workplace Violence and Harassment Prevention
Policy

• RESPONSIBILITIES
• Workplace Violence and Harassment Prevention
  Committee
• Assist in the confidential investigation of any
  complaint of workplace harassment.
• Assist in a police investigation of violence.
• Assist in the annual review of the Workplace
  Violence and Harassment Prevention Policy and
  program.
• Work with supervisors to identify and put into
  place controls to minimize or eliminate risks of
  workplace violence

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Workplace Violence and Harassment Prevention
Policy

• RESPONSIBILITIES
• Workplace Co-ordinator
• Manages the program
• Leads the confidential investigation of any
  complaint of workplace harassment
• Makes certain that the police have been notified
  when necessary and ensures full RVCA compliance
  with any investigation
• Reports to the Joint Health and Safety Committee
  if an employee is killed, critically injured,
  disabled or requires medical attention due to
  workplace violence.

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Workplace Violence and Harassment Prevention
Policy

• RESPONSIBILITIES
• Joint Health and Safety Committee
• Has the same powers and responsibilities as it
  does for other occupational health and safety
  hazards under the Occupational Health and Safety
  Act.

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Workplace Violence and Harassment Prevention
Policy

• RESPONSIBILITIES
• Supervisors
• Ensure that employees follow the policies
• Assess risks of violence in their areas of
  responsibility
• Inform employees of any known risk of violence
  and ensure employees are trained
• Respond to all incidents appropriately and in
  confidence
• Participate in investigations
• Make no reprisals against employees who file a
  report
• Lead by example.

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Workplace Violence and Harassment Prevention
Policy

• RESPONSIBILITIES
• Employees
• Embrace a violence and harassment-free workplace
• Refrain from engaging in any harassing,
  threatening or violent behaviour
• Be an attentive participant in all training
• Immediately report any incidence of violence or
  threat of violence towards yourself, or one that
  you witness
• Co-operate with authorities and all other people
  involved in an investigation.

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Workplace Violence and Harassment Prevention
Policy
CONSEQUENCES Guilty Employee Guilty External Party
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Workplace Violence and Harassment Prevention
Policy
Management Commitment
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IMMEDIATE ASSISTANCE

• Harassment
• Dont blame yourself.
• Tell the person to stop.
• Keep a journal.
• Save documents.
• Dont retaliate.
• Tell your supervisor, the Workplace Co-ordinator
  or a member of the WVHPC.

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IMMEDIATE ASSISTANCE

• Harassment
• You can file a formal complaint if attempts to
  achieve an informal resolution are unsuccessful.

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IMMEDIATE ASSISTANCE

• Violence and Threats
• Recognize the warning signs.
• Tell the person to stop.
• Avoid retaliation or confrontation.
• Remove yourself to safety.
• If warranted, call 911 and seek medical
  assistance.
• Report it immediately to your supervisor or the
  WVHPC. If not already done, police will be
  notified.

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IMMEDIATE ASSISTANCE

• When you Witness Violence
• Use judgement to intervene.
• Provide assistance and notify police.
• Evacuate the work area.
• If warranted, call 911 and seek medical
  assistance.
• Report it immediately to your supervisor or the
  WVHPC.

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REPORTING

• To your supervisor, the Workplace Co-ordinator or
  a member of the WVHPC.
• All reports are kept confidential.
• You will not suffer any reprisal.
• Information important to any investigation
• Date, time and location
• Nature of the threat or assault
• Person(s) involved
• Witness(es)

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INVESTIGATIONS

• All complaints treated seriously.
• Violence and threats are an offence under the
  criminal code. RVCA will co-operate with police
  in their investigation.
• Confidential investigation immediately following
  any reported incident of workplace violence,
  threat of violence or complaint of harassment.
• Relevant persons will be interviewed.

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INVESTIGATIONS

• Confidential report related to violence provided
  to the supervisor, director, JHSC and the
  General Manager.
• Confidential report related to harassment
  provided to the departmental Director and the
  General Manager.
• Supervisor may complete another risk assessment.
• The victim or complainant will be advised of the
  results of the investigation.

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BILL 168 Employer Obligations

• Develop a program to implement and maintain those
  policies, and share it with employees.

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RVCA PROGRAM

• Task Force
• Joint Health and Safety Committee
• Workplace Violence and Harassment Prevention
  Committee (WVHPC)
• Annual Review
• Triggered Reviews

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BILL 168 Employer Obligations

• Assess the risk of workplace violence, and share
  the results with the Joint Health and Safety
  Committee.

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RISK ASSESSMENT

• Focus Groups
• Individual Interviews
• Questionnaires
• Job Descriptions
• Reports
• Site Inspections
• Other Conservation Authorities

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RISK ASSESSMENT

• RISK FACTORS
• Works with Cash
• Works after Hours (RVCC)
• Interacts with Clients
• Works at a Satellite or Home Office
• Mobile Workstation
• Manages other People
• Domestic Violence

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RISK ASSESMENT

• RISK FACTOR Interacts with Clients
• Administrative Practices
• Always get permission from the property owner
• Attempt to de-escalate potentially violent
  situations.
• Work Practices
• Sign in/out protocol
• Check information
• Carry bear spray???
• Workplace Design
• Signage
• Panic button

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RISK ASSESSMENT

• TRAIN STAFF
• General Policies, Protocol and Procedures
• Mobile Workstation
• De-escalating Potentially Violent Situations
• Job Specific Training
• Handling Cash
• Supervisor Training
• Dealing with employee harassment
• Assessing risks

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BILL 168 Employer Obligations
Take reasonable precautions to protect workers
from domestic violence.
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DOMESTIC VIOLENCE

• Domestic Violence
• Recognize the warning signs.
• Offer to listen without judgement.
• Find out if the person is safe.
• Offer information, such as the Employee
  Assistance Plan (EAP).
• If risk is imminent, call 911 and/or tell someone
  on the WVHPC.

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IMMEDIATE ASSISTANCE

• Domestic Violence
• If you are a victim, and you believe domestic
  violence will spill into the workplace tell
  someone.
• The WVHPC will offer further assistance.
• Safety plan for the employee and co-workers.

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BILL 168 Employer Obligations
Tell workers about individuals with a history of
violence.
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BILL 168 EMPLOYER OBLIGATIONS
Allow workers to refuse unsafe work where
workplace violence is likely to endanger their
safety.
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NEXT STEPS

• Task Force continues working with supervisors to
  identify and implement efficient and effective
  controls.
• Training
• Workplace Violence and Harassment Prevention
  Committee
• Supervisors
• De-escalating Potentially Violent Situations
• Job descriptions
• Performance Appraisals
• Annual review of policies

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WORKPLACE VIOLENCE AND HARASSMENT PREVENTION

• ANY QUESTIONS
• ???

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UNDERSTAND AND COMPLY

• QUIZ
• POLICY SIGN-OFF

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Joint Health and Safety Committee
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BBQ

• THANKS!
• Social Committee
• Team Paper Push