Additional Chapter
Safety Tips - Know the Risks While Working in NNADAP
Added: February 2013
Introduction
This chapter was developed as a guide to assist you with minimizing any risks that may arise
while working in NNADAP. It is for information purposes only and you are encouraged to abide
by the policies and procedures put forward by your employer.
Relevant Legislation
Keep in mind that there is legislation relevant to the health and safety of employees. It includes
but is not limited to the following:
1. Section 20.3 of Canada’s Occupational Health and Safety Regulations states:
The employer shall develop and post at a place accessible to all employees a
work place violence prevention policy setting out, among other things, the
following obligations of the employer:

to provide a safe, healthy and violence-free work place;

to dedicate sufficient attention, resources and time to address factors that
contribute to work place violence including, but not limited to, bullying,
teasing, and abusive and other aggressive behaviour and to prevent and
protect against it;

to communicate to its employees information in its possession about
factors contributing to work place violence; and

to assist employees who have been exposed to work place violence
“Everyone should be able to work without fear of violence or harassment, in a
safe and healthy workplace.” -Ontario’s Occupational Health and Safety Act –
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effective June 15, 2010 – strengthens protections for workers from workplace
violence and address workplace harassment.
Defining workplace violence

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.
-
Occupational Health and Safety Act, R.S.O. 1990
Workplace harassment

Workplace harassment means engaging in a course of vexatious comment or conduct
against a worker in a workplace that is known or ought reasonably to be known to be
unwelcome. - Occupational Health and Safety Act, R.S.O. 1990

Workplace harassment may include bullying, intimidating or offensive jokes or
innuendos, displaying or circulating offensive pictures or materials, or offensive or
intimidating phone calls.
Lateral Violence

Behaviour includes gossip/shaming/blaming, putting down others, family feuds

When oppressed people act out rage, anger, and frustration

When violence is directed at one’s own people

When oppressed groups turn on each other

Outward jealousy and envy of others
-
Equaywuk Women’s Group
http://www.equaywuk.ca/HFHNDVT/WhatIsLateralViolence.pdf
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Employers in Canada must “provide a safe, healthy and violence-free workplace.”
Employers have a responsibility to their employees to be proactive in the prevention of
workplace violence. An assessment of the risks associated with the nature of the workplace
and type/conditions of work should be undertaken to come up with strategies to reduce or
eliminate those risks. In NNADAP, we work with a number of clients who are often in situations
that may cause them to become angry, frustrated, inappropriate and/or violent toward
workers. Our workplace policies and actions should take these risks into account to avoid
dangerous situations. Make sure you are familiar with your employer’s policies and procedures
on health and safety as well as preventing and managing violence.
Canada’s Occupational Health and Safety Regulations states that every workplace must have
policies and programs for workplace violence and workplace harassment which set out
procedures to report and deal with incidents and complaints but also measures to control the
risks and prevent incidents from occurring and protect workers. Take a look at the Ontario
Ministry of Labour webpage on workplace violence and workplace harassment at
http://www.labour.gov.on.ca/english/hs/topics/workplaceviolence.php.
Clients who have a history of violent behaviour should be reported to the employer and
employees when the client can be expected to come into contact with employees. This helps to
protect and prevent possible injury. Under the Occupational Health and Safety Act for violence
prevention, workers have a responsibility to report workplace hazards to their employer and
employers have a responsibility to report workplace hazards to their employees.
Workers have the right to refuse work if they have reason to believe they are in danger of
workplace violence. However, this right is limited for workers who have the responsibility to
protect public safety (ie police officers, firefighters, workers employed in correctional
institutions and health care workers) cannot refuse unsafe work if the danger in question is a
normal part of the job or refusal would endanger the life, health or safety of another person.
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The Occupational Health and Safety Act sets out a specific procedure that must be followed in a
work refusal.
Employees who experience work place violence or harassment can be impacted in various ways
such as injury, anger, depression, guild, anxiety, post traumatic stress, etc. Other workers can
feel the effects when they are aware of violence or harassment occurring in their workplace but
not necessarily on them by not feeling safe or comfortable at work causing poor work
performance, decreased attendance, increasing employee turnover and increase work related
stress.
Employees have a right to assistance and employers have an obligation to cover costs of
employees to deal with the negative effects of workplace violence and harassment through
avenues such as counselling, Employee Assistance Programs (EAP), etc.
In an emergency or if there is immediate danger
Contact police if there is violence or threat of violence.
Report threats to your employer.
Contact the Ministry of Labour if internal resolution of complaints is unobtainable.
Tips for Prevention
Offices can be designed in such a way to avoid dangerous situations or allow workers the best
possible exit to a dangerous situation. Skills and techniques to dealing with clients can be
learned to equip workers with ways to deal with aggressive clients. Crime Prevention Through
Environmental Design, Prevention and Maintenance of Aggressive Behaviour and Non-Violent
Crisis Intervention training can be helpful for NNADAP Workers to prevent and avoid dangerous
situations with clients. Learning skills to handle aggressive situations is encouraged. Some
examples include maintaining eye contact, talking softly and asking the client what it would
take to relax them. Any number of situations could be exacerbating the person's mood, from
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lack of sleep, hunger or a dispute. Having the chance to express feelings could de-escalate the
outburst and prevent further aggressive action.
Assessments can be conducted in workplaces where services are being provided to clients who
may have physiological, psychological, or psychiatric conditions, or substance abuse issues.
These assessments can give suggestions of controls to be put in place to reduce the risks of
workplace violence.
Is your desk positioned to allow you to view person(s) entering your office? Does your desk
pose a potential "entrapment" area to prevent your quick exit or to reach a phone for help in
time of need?
Are reception areas visible to other workers and to the outside?
Are counters built wide enough or with barriers to prevent clients from having physical access
to workers?
Is equipment to summon assistance necessary such as individual or fixed alarms or cell phones
pre-programmed to call an emergency number?
In workplaces where home visits are common are GPS tracking devices, Personal Locator
Beacon or other locating devices necessary?
If relying on a cell phone, have you checked to make sure you are in a service area and that the
battery is charged?
Should you establish an internal code word or words to indicate that help is needed?
Should public access to the workplace be restricted by any of the following?
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
single entrance for clients and controlling access to other doors

installing security alarms on outside doors

installing door chimes or other means to notify workers when someone enters the
workplace

posting signs about worker-only areas

using cards or keys to access worker-only areas

using reception desks and sign-in procedures

accompanying non-workers when in restricted areas

using video surveillance and posting signs to inform people of it

locking the public entrance and providing a bell

being selective about who is admitted after hours

keeping a list of visitors who are not allowed access or who are allowed only restricted
access

Not providing clients with sharp or dangerous items

Storing sharp and dangerous items so that only workers have access to them

Keeping public counters and public areas free of equipment and clutter

Using alternatives to sharp and/or dangerous items where appropriate (using plastic
utensils instead of metal utensils, etc.)

Using weighted furniture
Are offices/rooms set up with windows so other workers can see in?
Are you within hearing range of reception or other workers?
Is there a secure are for workers to lock up their personal belongings out of public/client sight?
At higher risk times, should you use additional measures to protect workers ie. More than one
worker in the building at all times?
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Should you take some training about questioning the public in a non-confrontational manner,
characteristics of aggressive or violent people, signs of behaviour escalation, recognition of
potentially violent situations, appropriate responses to incidents, defusing hostile or aggressive
behaviour, etc?
Should you use a Buddy system in situations with a high level of risk that you should not work
alone?
If working out of the office, have you made sure your supervisor/colleagues know where you
are? Do you have call-in/check-in procedures in place and distress or alert functions?
If making home visits should you use a home assessment procedure to identify risks and
minimize likelihood of injury? Ie. Condition of home, other people present, pets, etc.
With regard to transporting clients consider the following:

Do you have procedures to identify, evaluate, and inform workers about specific high-risk
clients, situations, or locations?

Do you have procedures for workers to follow when dealing with aggressive or violent
clients or others?

Are workers trained to recognize and deal with potentially violent clients, situations, or
high-risk locations?
Suggested procedures include:

adding workers or using a buddy system

providing appropriate communications or individual security devices for summoning
assistance

Maintain regular contact with workers by providing cell phones or other
communications or monitoring devices, establishing regular contact times or check-in
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points, designating a person to monitor contact with workers and follow up if contact
is lost (e.g., contacting the driver every hour)
Suggested training could include:

how workers will be informed about potentially violent people, situations or locations

characteristics of aggressive or violent people

signs of behaviour escalation

recognition of potentially violent situations, including situations of sexual violence

recommended actions and reactions, including when to leave or how to escape

appropriate responses to incidents, including defusing hostile or aggressive behaviours
Due to the nature of the job some NNADAP Workers may need to know about safety
surrounded discarding needles or discarded needles.
Wherever possible have a trained
professional dispose of discarded needles such as a police officer or trained health professional.
Resources and Further Reading
Home Visiting Pamphlet
The Mental Health Coordinating Council has produced a home visiting pamphlet as well as a
range of other material on working safely that can be viewed at www.mhcc.org
Prevention and Maintenance of Aggressive Behaviour
http://www.ehow.com/way_5200736_prevention-management-aggressivebehavior.html#ixzz24rfyzEbR
Home Assessments
http://www.disabilitysafe.org.au/sites/default/files/HOME%20RISK%20ASSESSMENT%20FORM.
doc
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Workplace Violence Assessments
http://www.labour.gov.on.ca/english/hs/pubs/wvps_toolbox/toolbox_4.php
Ontario Ministry of Labour Website – Workplace Violence and Workplace Harassment page
http://www.labour.gov.on.ca/english/hs/topics/workplaceviolence.php
Protecting Workers from Workplace Violence and Workplace Harassment
http://www.labour.gov.on.ca/english/hs/pubs/wpvh/br_wpvh.php
Ministry of Labour
For more information about the Bill 168 amendments to the Occupational Health and Safety
Act: Workplace Violence and Workplace Harassment.
http://www.labour.gov.on.ca/english/hs/pubs/workplaceviolence.php
Workplace Violence and Harassment: Understanding the Law
This compliance guideline helps workplace parties understand their rights and responsibilities
regarding workplace violence and workplace harassment requirements in the Occupational
Health and Safety Act. http://www.labour.gov.on.ca/english/hs/pubs/wpvh/index.php
Employment Standards
Ministry of Labour’s Employment Standards Information Centre toll-free at 1-800-531-5551.
Health and Safety Associations
Ontario’s four Health and Safety Associations provide resources and training about workplace
violence and workplace harassment.
Website: http://www.wsib.on.ca/wsib/wsibsite.nsf/Public/HealthSafetyCommunity
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Canadian Centre for Occupational Health and Safety (CCOHS)
CCOHS provides information about the warning signs of workplace violence and prevention
tips.
Website: http://www.ccohs.ca/oshanswers/psychosocial/violence.html
Human Rights Legal Support Centre
The Centre offers human rights legal services to individuals in Ontario who believe they have
experienced discrimination in the workplace contrary to Ontario’s Human Rights Code. Call tollfree: 1-866-625-5179.
Website: http://www.hrlsc.on.ca/en/index.htm
Ontario Human Rights Commission, Human Rights Tribunal
For some issues relating to workplace harassment, both the Ontario Human Rights Commission
and the Human Rights Tribunal may be of assistance.
Websites: http://www.ohrc.on.ca/en and http://www.hrto.ca/hrto/
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