<<Insert Company Name Here>> Health and Safety Program
SUBJECT: Workplace Violence and Harassment Prevention
Date of Issue:
APPROVED BY:
Review/Revision Date:
SCOPE: All Workplace Parties
POLICY NO:
Purpose
<<Insert Company Name Here>> is committed to the prevention of workplace violence
and ensuring a health and safe work environment. The purpose of this policy is to define
behaviour that constitutes workplace violence and to define procedures for reporting
and resolving incidents of workplace violence. <<Insert Company Name Here>> is
committed to providing a working environment free of violence by ensuring that all
workplace parties are familiar with the definitions of workplace violence and their
individual responsibilities for prevention and corrective action.
Policy Statement
<<Insert Company Name Here>> recognizes the potential for violence in the workplace.
We will make every reasonable effort to identify all potential sources of such risk to
eliminate or minimize them through our workplace violence prevention
program<<Insert Company Name Here>> will not tolerate any type of violence or
harassment within the workplace or during work-related activities. <<Insert Company
Name Here>> is committed to allotting whatever time, attention, authority and
resources necessary to ensure a safe and healthy working environment for all workers
and persons to whom we provide care.
<<Insert Company Name Here>> will take every reasonable precaution to protect an
worker from physical and/or psychological harm/ injury if we become aware, or believe
that an worker is at risk.
<<Insert Company Name Here>> is committed to the protection of workers from any type
of workplace violence including:
1.
2.
3.

Type I – External Perpetrator
Type II – Clients/Customers
Type III – Worker to Worker
Type IV - Domestic Violence
To this end, <<Insert Company Name Here>> has outlined the following system to
address any such breach of this policy and its legal responsibility.
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Definitions
Assault - Any intent to inflict injury on another, coupled with an apparent ability to do
so; any intentional display of force that causes the victim to fear immediate bodily harm.
Psychological Abuse - An act that provokes fear or diminishes an individual’s dignity or
self-worth or that intentionally inflicts psychological trauma on another.
Physical Assault - Any physical force or threat of physical force to create fear and
control another person. Some examples include: hitting, blocking, shoving, choking,
slapping or biting, or pulling hair; “caring" for the victim in an abusive way, threats of
violence, and using a weapon or other objects to threaten, hurt or kill.
Sexual Assault - Any unwanted sexual act done by one person to another. Examples
include: kissing or forcing/coercing the person into kissing; touching the person’s body
with or without clothes on; forcing/coercing the person to masturbate; sexual
intercourse (anal or vaginal), penetrating with an object; causing bodily harm; removing
or attempting to remove clothing; taking advantage of a position, trust or authority to
get sex; and threatening to harm someone else if the person does not agree to do any of
these things.
Threat (verbal or written) - A communicated intent to inflict physical or other harm on
any person or to property by some unlawful act. A direct threat is a clear and explicit
communication distinctly indicating that the potential offender intends to do harm, for
example, “I am going to make you pay for what you did to me.” A conditional threat
involves a condition, for example, “If you don’t leave me alone you will regret it.” Veiled
threats usually involve body language or behaviours that leave little doubt in the mind
of the victim that the perpetrator intends to harm.
Verbal abuse - The use of vexatious comments that are known, or that ought to be
known, to be unwelcome, embarrassing, offensive, threatening or degrading to another
person (including swearing, insults or condescending language) which causes the person
to believe their health and safety are at risk.
Working Alone – Work situations were an worker is not directly supervised and the
immediate assistance is not readily available (e.g. night awake and nigh sleep shifts).
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Workplace - The workplace is deemed to be any location where Christian Horizon
workers are engaged in business activities in the performance of their work. This
includes, but is not limited to:
 Christian Horizon owned or leased facilities or vehicles;
 Persons’ or vendors’ facilities where Christian Horizon workers are present in the
course of performing their duties;
 restaurant, lodging or meeting facilities when used by Christian Horizon workers
engaged in business activities;
 any facility or adjacent parking lot or vehicle owned or leased by Christian
Horizon;
 any other place where the conducting of Christian Horizon business would
normally and/or potentially occur; and
 Any public spaces where there is continuity of activity stemming from the
regular workplace and/or where workers function as representatives of Christian
Horizon or where there may be a perception by a client and/or the public that
the individual may be acting in the capacity of a Christian Horizon representative.
Workplace Bullying - Repeated and persistent negative acts towards one or more
individuals, which involve a perceived power imbalance and create a hostile work
environment.
Workplace Violence - Is defined 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,
 An attempt to exercise physical force against a worker, in a workplace, that
could cause physical injury to the worker,
 A statement or behaviour that it is reasonable for a worker to interpret as a
threat to exercise physical force against the worker, in a workplace, that could
cause physical injury to the worker.
10.3 Roles & Responsibilities
10.3.1 Employer
1. Shall prepare a written policy with respect to workplace violence and develop
and maintain a program to implement the policy. The policy must be reviewed as
often as is necessary, but at least annually.
2. Shall assess the risks of workplace violence that may arise from the nature of the
workplace, the type of work or the conditions of work.
3. Advise the committee or a health and safety representative, if any, of the results
of the assessment, and provide a copy if the assessment is in writing. If there is
no committee or health and safety representative, advise the workers of the
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4.
5.
6.
7.
8.
results of the assessment and, if the assessment is in writing, provide copies on
request or advise the workers how to obtain copies
 Shall reassess the risks of workplace violence as often as is necessary to
ensure that the related policy and program continue to protect workers
from workplace violence.
If <<Insert Company Name Here>> becomes aware, or ought reasonably to be
aware, that domestic violence that would likely expose a worker to physical
injury may occur in the workplace, the <<Insert Company Name Here>> shall
take every precaution reasonable in the circumstances for the protection of the
worker.
Provide a worker with information and instruction that is appropriate for the
worker on the contents of the policy and program with respect to workplace
violence and any other prescribed information or instruction.
Shall provide information to a worker related to a risk of workplace violence
from a person with a history of violent behaviour if:
 The worker can be expected to encounter that person in the course of his
or her work; and
 The risk of workplace violence is likely to expose the worker to physical
injury.
<<Insert Company Name Here>> shall not disclose more personal information in
the circumstances described above, related to the history of violent behaviour
than is reasonably necessary to protect the worker from physical injury.
If a person is disabled from performing his or her usual work or requires medical
attention because of violence in the workplace, <<Insert Company Name Here>>
shall, within four (4) days of the occurrence, give written notice of the
occurrence containing the prescribed information and particulars to the
following:
 The Joint Health & Safety Committee and Health & Safety Representative
and the trade union if any
 The Director, if the inspection requires notification of the Director.
Manager/Supervisor
1. Ensure the Workplace Violence policy is posted at a conspicuous place in the
workplace.
2. It is also the responsibility of all managers and supervisors to implement this
policy and to communicate to all workers that violence in all of the forms
outlined above, is prohibited by <<Insert Company Name Here>> and that any
individual(s) in violation of this policy will be subject to disciplinary action up to
and including dismissal for cause without notice.
3. Provide a worker with information and instruction that is appropriate for the
worker on the contents of the policy and program with respect to workplace
violence and any other prescribed information or instruction
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4. Shall provide information to a worker related to a risk of workplace violence
from a person with a history of violent behaviour if:
 The worker can be expected to encounter that person in the course of his
or her work; and
 The risk of workplace violence is likely to expose the worker to physical
injury
5. No manager or supervisor shall disclose more personal information in the
circumstances described above, related to the history of violent behaviour than
is reasonably necessary to protect the worker from physical injury.
6. Investigate and take corrective action of reports or threats of violence and
harassment in accordance with the defined reporting procedures.
7. Ensure compliance to policies and procedures by all who have a relationship with
the organization (e.g. volunteers, etc.).
Workers, Agency or Supplied Labour, Volunteers, & Students
1. All workers in the workplace, up to and including the Chief Executive Officer, as
well as those individuals working for <<Insert Company Name Here>> on a
contract, temporary, or volunteer basis will ensure the following:
 Promptly report, without fear of reprisal, any incidents or injuries of
workplace violence or threats of workplace violence or the potential for
violence in the workplace to their manager/supervisor.
 Understand and comply with the violence and harassment prevention
policies and related procedures.
 Participate in education and training programs pertaining to violence in
the workplace.
Joint Health & Safety Committee (JHSC)
1. To be consulted about the development, establishment and implementation of
violence prevention measures and procedures (the violence and harassment
prevention program).
2. Make recommendations to the employer for developing, establishing and
providing training in violence prevention measures and procedures.
3. At least once a year, take part in a review of the workplace violence prevention
program.
4. The worker representative should be involved in the investigation of all critical
workplace violence related injuries.
Visitors & General Public
All visitors and general public visiting a Christian Horizon location are expected to
treat all workers with respect and that violent behaviour in the workplace is
unacceptable from anyone.
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Standards & Procedures
Workplace Violence Risk Assessment
1. For each workplace location, the P-5:5 Workplace Risk Assessment form must
be completed collectively by the manager and the Joint Health and Safety
Committee or the Health and Safety Representative (see also Section E - Policy
Statement and the Health and Safety Policy, posted in each work location).

The Violence in the Workplace Risk Assessment for each location is used
to identify and measure potential violence within the workers work
environment. Categories of potential violent incidents in the workplace
include Type I – External Perpetrator (hostility within community
neighbors expressing hostility)

Type II – Clients/Customers (verbal threats, aggression, etc.)

Type III – Worker to Worker (hostility among workers in the workplace,
intimidation that may result in violence)

Type IV - Domestic Violence (known concerns which may enter the
workplace)
2. The Violence in the Workplace Risk Assessment identifies a ‘risk level’ based on
the frequency and severity of incidents.
3. Following the results of the Violence in the Workplace Risk Assessment, the
supervisor will assess the need for additional protocols to prevent violence
and/or to minimize the risk of injury. Additional protocols and procedures may
include, but are not limited to:

Type I - Protocols regarding community relationships (e.g., how to deal
with a difficult neighbour)

Type II - Behaviour Teaching Protocols, Behaviour Support Plans for
persons receiving supports, Behaviour Escalation Continuums, etc.

Type III - Worker Team Agreements

Type IV - Emergency Response Protocol, Emergency Contact Number
Listing, Security Protocols.
4. Where dynamic factors immediately and/or temporarily alter the risk of
workplace violence (e.g., person supported has a psychiatric illness, a terminated
worker who has made threats, domestic conflicts that may enter the workplace)
the supervisor must outline any new and/or temporary procedures and inform
workers of these procedures as soon as possible.
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Workplace Violence Reporting
1. If a worker, agency or supplied labour staff, volunteers, or students feel that they
are or have been the victim of workplace violence this information should
immediately be brought to the attention of any one of the following:
 The manager/supervisor or their designate
 Any other member of management, including the CEO
2. In the event of violence within a workplace the following procedures must be
followed:
 Alert people to the violence/aggression that is occurring (e.g., calling out
a predetermined word or phrase)
 To the extent that is possible/safe, secure the location
 Take immediate steps to minimize impacts of violence (e.g., evacuate or
find a safe place as appropriate) Contact the appropriate authorities, ‘in
home’ back up supports, the supervisor of the location and/or the police
as situation warrants
3. If the incident resulted in the worker being disabled from performing their own
work or receiving medical attention it must be documented using the Injury &
Illness Investigation Report. The incident must be reported to the JHSC within 4
days.
4. If an incident resulted in critical injuries or death contact the MOL as required.
See also Critical Injury. At any time during the procedure management will
assess the situation and ensure that the following interventions are used if
required:
 Facilitation of medical attention;
 Debriefing by EAP;
 Referrals to community agencies, treating practitioner, and EAP;
 Referral to trade union;
 Reporting to police; and
 Team debriefing.
5. Any worker may bring a complaint forward with the assistance/ accompaniment
of another worker, member of management or other individual. The
complainant should consider the following details:
 Nature of complaint
 Specific incidents of the complaint
 Names of the witnesses to the alleged incident
 Specific information that the witnesses are expected to provide.
6. If the complaint is against the President & CEO, the complaint should be made in
writing and mailed to:
<<Insert Company Name Here>> Board of Directors
Address
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10.4.2 Workplace Violence Investigation
1. It is expected of all parties that are currently or may be subsequently involved in
the investigation, that the matter is to be kept confidential (sharing information
to ensure the safety of others and prevent recurrence may be necessary). All
parties will attempt to resolve a complaint in a prompt, objective and sensitive
manner.
2. A manager/supervisor will investigate all reports of workplace violence. In cases
of worker-to worker, worker-to-management, or management-to-worker
incidents, contact District Executive Director, Human Resources and the union
representative if applicable
3. Incidents of Workplace Violence resulting in injury are to be documented using
investigated using the Injury & Illness Investigation Report. These findings are to
be shared with the JHSC.
4. The District Executive Director or equivalent will review reports of workplace
violence and ensures that corrective actions are taken.
Corrective Action
1. Any worker found to have undertaken an incident of workplace violence will be
subject to disciplinary action, up to and including discharge for cause.
2. If the resolution of the incident is beyond the authority of a manager or
supervisor, she/he must make the District Executive Director or equivalent
aware of the report. The District Executive Director or equivalent involves other
managers or supervisors in the investigation as appropriate (e.g., when the
incident involves clients or workers under another manager’s or supervisor’s
area of responsibility).
3. A follow-up with any victim of workplace violence will be conducted by the
District Executive Director or his/her delegate within a reasonable time frame
following the outcome of the investigation to provide the worker with continued
support, as well as to ensure that there have been no recurrences
Working Alone
1. Managers/supervisors, together with workers, will evaluate working alone
assignments on a case-by-case basis and will consider, but may not be limited to,
the following risk factors for working alone:
 Tasks and hazards involved in the work to be performed.
 Consequences resulting from a “worst case” scenario. This will be
accomplished by asking the question, “What if?”
 Likelihood for other persons to be in the area.
 Possibility that a critical injury or incident could prevent the worker from
calling for help or leaving the workplace.
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




Emergency response time.
Worker’s training and experience.
Worker’s physical disabilities or any preexisting medical conditions.
Frequency of job supervision, if at all.
The time or shift when the job is to be done. Whether the individual is
accustomed to working alone.
2. The manager/supervisor shall provide a written working alone standard
operating procedure or safety plan for the safety and security of workers
working alone based on the completed risk assessment. The standard operating
procedure or safety plan shall include, but may not be limited to, the following:
 Confirmation where and when working alone is permitted.
 Identification of the individual(s) and work location;
 Identification of the risks or hazards associated with the work to be
performed or the environment where the work is to be done;
 The length of time a worker may be out of contact with a supervisor (e.g.
the frequency of regular communications);
 Develop effective methods of communication
 For those who require emergency assistance, depending on the
specific work, location of the work, and nature of the work. (For
example: cell phones, radio, and pager). When electronic devices
are not feasible, an effective contact system must be established
(For example: check-in procedures and periodic site visits
requiring worker to check in after the completion of specific
tasks). The length of time a worker may be out of contact with a
manager/ supervisor (the frequency of regular communications)
must be based on the result from the risk assessment.
 The procedures to eliminate or minimize the identified risks;
 Details of how emergency assistance will be obtained in the event of an
injury or incident which may endanger the health and safety of the
person working alone.
3. Managers/supervisors must review working alone safety plans with affected
workers with particular emphasis on safe work procedures and the provision of
assistance to workers at risk due to infrequent supervision, intermittent
communication, or physical isolation. Completed working alone plans must be
made available to workers. Written standard operating procedures or safety
plans should be reviewed and updated, if required, at least annually.
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Abuse Prevention for Persons Supported
Document Retention
Written records of workplace violence incident/injury reports and investigation must be
maintained by each location for a period of not less than<< insert number >> years from
the date of incident/injury or investigation.
Training & Communication
1. Every new worker will be required to attend a health and safety orientation and
receive training on violence in the workplace. Records shall be kept by the
manager/supervisor.
2. Workers who work directly with persons supported shall be trained in the use of
person-specific preventative, de-escalation and direct intervention (restraint)
techniques as well as follow-up procedures. Workers receive crisis prevention
training to equip workers to respond to people who are anxious, defensive or
acting out. Where necessary, person-specific procedures are created.
3. Communication of health and safety information is done on an ongoing basis. At
a minimum, communication of health and safety information will be completed
and documented during team meetings as health and safety is a standing agenda
item.
Evaluation & Continuous Improvement
<<Insert Company Name Here>> shall undertake, and review annually, health and
safety policies and procedures currently in place. Amendments to health and safety
policies and procedures will be done in conjunction with the Joint Health & Safety
Committee. When a policy change occurs, the revised policy, with the revision date, will
be issued.
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