[COMPANY NAME]
WORKPLACE VIOLENCE PREVENTION PROGRAM
(Alberta Version)
1. WORKPLACE VIOLENCE & HARASSMENT PREVENTION PROGRAM
1.1. Statement of Commitment
[Company Name] is committed to maintaining a workplace that is free of violence and
harassment not simply because it’s required by Alberta Occupational Health and Safety laws but
as a matter of values and principles of human decency. Acts of violence in any [Company
Name] workplace or directed against any [Company Name] employee or member of the
public is unacceptable and will not be tolerated. As part of its commitment to prevent
workplace violence and harassment, [Company Name] is committed to:
a. Investigating reported incidents of violence in an objective and timely manner;
b. Taking necessary action; and
c. Providing appropriate support for victims.
No action shall be taken against an individual for making a good faith and sincere complaint or
report of violence or harassment.
No employee or any other individual affiliated with [Company Name] shall subject any other
person to violence or harassment.
1.2. Purpose of Program
[Company Name] has adopted this Workplace Violence Prevention Program to put its
commitment to prevent violence into action and ensure that all workers are protected and
furnished a non-violent and professional working environment. The purposes of this Program
include, but aren’t limited to helping you:
 Recognize what workplace violence is;
 Recognize that acts of violence are considered a serious offence for which
necessary action will be imposed;
 Understand and follow the safe work procedures that [Company Name] has
implemented to protect you from violence and harassment;
 Respond appropriately if you encounter incidents or threats of violence or
harassment at work;
 Report any incidents or threats of violence or harassment or injuries you sustain
as a result of violence or harassment at work; and
 Other:
1.3. Scope of Program
The rules in this Program that ban individuals associated with [Company Name] from subjecting
another person to violence and harassment apply not just to the physical premises of [Company
Name] and its facilities, vehicles and other properties but to off-site locations, including, but not
limited to, off-site meetings or conferences, client locations, social situations related to work or
workers’ homes if there are real or implied consequences related to the workplace—at all times
of the day, not just working hours.
1.4. Definitions
“Violence,” whether at a work site or work-related, means the threatened, attempted or actual
conduct of a person that causes or is likely to cause physical injury. Examples:
 Threatening behaviour – shaking fists in front of or pushing a worker;
 Verbal or written threats – any expression of intent to inflict physical force that
could cause physical injury, or involving body language or behaviours that leave
little doubt in the mind of the recipient that the perpetrator intends to cause
physical injury; and
 Physical Attacks – hitting, shoving, pushing, kicking, biting, pinching or inciting
an animal to attack.
“Harassment” means a course of vexatious comment or conduct against a worker in a
workplace -- a comment or conduct that is known or ought reasonably to be known to be
unwelcome, including but not limited to intimidation, bullying, abuse, ridicule, discrimination
banned by the Human Rights law, spying, stalking, spreading false rumours, name calling,
teasing, unwelcome practical jokes, pushing, shoving, jostling, elbowing and other acts of
physical intimidation.
2. RESPONSIBILITIES OF DIFFERENT PERSONNEL
Ensuring a violence-free workplace is everybody’s responsibility, including [Company Name]
management, supervisors and workers as well as people who don’t work for [Company Name].
Responsibilities of different groups include: that have a role to play in ensuring the safety of
confined space work, including:
2.1. Upper Management:
i. Serve as role models;
ii. Be familiar with and communicate this Program;
iii.Implement the measures necessary to achieve the goals set out in this Program;
iv. Monitor the effectiveness of this Program;
v. Exercise overall responsibility for preventing sexual harassment and other forms of
discrimination in the workplace as required by the Human Rights, Citizenship and
Multiculturalism Act.
2.2 Environment, Health & Safety Coordinator:
i. Serve as role models, be familiar with and communicate this Program;
ii. Ensure the proper implementation of the hazard assessment required in this Program;
iii. Identify the training needed to implement this Program;
iv. Monitor the effectiveness of this Program;
2.3. Supervisors:
i. Serve as role models;
ii. Provide input as requested to help assess risks;
iii. Help identify the training needs of workers under this Program;
iv. Communicate this Program to all workers and ensure it’s properly implemented;
v. Conduct investigations and identify corrective actions;
vi. Keep detailed records of training and incidents;
2.4. Workers:
i. Serve as role models; and
ii. Provide input into hazard assessment as requested; and
iii. Co-operate with [Company Name] officials carrying out their duties under this
Program, e.g., the Joint Health and Safety Committee or accident investigator; and
iv. Follow all safe work practices and procedures; and
v. Report any hazards or incidents of violence or harassment to their supervisor or other
company officials in accordance with the terms of this Program; and
vi. Participate in education programs;
vi. Other:
2.5. Joint Health & Safety Committee (JHSC)/Health & Safety Representative (HSR):
Participate in the development, implementation and ongoing management of this Program,
receive the results of hazard assessments, participate appropriately in work refusals or incident
investigations, if called upon to do so
2.6. Contractors and Subcontractors: Be familiar with, communicate to employees and cooperate with [Company Name] in the implementation of this Program
2.7. Building/Site Security:
2.8. Visitors: Follow all safe work practices and procedures set out in this Program while on the
worksite
2.9. Others:
3. HAZARD ASSESSMENT
3.1. Identification of Risk Factors
[Company Name] will designate a competent person or persons to assess each workplace where
and identify the factors that put workers at risk of violence from strangers, co-workers, clients,
customers and others. The competent person[s] will consider the following risk factors:
a. Who’s At Risk: The competent person[s] will consider who in the organization is or
has been at risk of violence or harassment based on personal characteristics, including
gender, size, race, religion, etc., as well as duties, location, etc.
b. Sources of Threat: What persons or groups of persons that workers come into
contact with are likely to pose a threat of violence or harassment—members of the
public, co-workers, supervisors?
c. Work Processes: Does the work done involve an unusually high degree of risk, e.g.,
handling money or valuables, working with mentally unstable people, direct contact
with irate customers, etc.?
d. Work Conditions: Do the work conditions contribute to the danger of violence or
harassment, e.g., working at night, working alone, working in dangerous
neighbourhoods, etc.?
e. Workplace Characteristics: How do the physical conditions of the workplace affect
the danger, e.g., are doors and windows secured, is security nearby, if workers deal
with the public, are they in the open or behind secure barriers, etc.
f. Organizational Climate & Commitment: Has [Company Name] done an effective
job of letting all employees know that workplace violence and harassment will not be
tolerated, does it perform background checks on employees, has it followed through
on its commitments to prevent violence, are complaints thoroughly investigated and
effective responses taken, etc.?
g. Other:
3.2. Gathering Data for Hazard Assessment
The competent person[s] will gather data necessary to conduct a workplace violence hazard
assessment, including incident reports of all previous incidents of violence or harassment in the
workplace, reports of corrective actions, if any, taken in response to such incidents and surveys
and other input from workers, supervisors and other personnel indicating their perceptions of the
security of the workplace and the potential for violence and harassment.
3.3. Completion of Hazard Assessment
Having identified the risk factors and gathered the appropriate data, the competent person[s] will
complete a written report documenting the risks of violence and harassment posed to workers—
both generally within the workplace and with regard to specific jobs and operations. The
Assessment Report will also recommend measures to reduce, control or eliminate the risks
identified.
3.4. Written Assessment Report
The competent person[s] who does the assessment will deliver to [Company Name] a written,
signed and dated report describing the results of the Assessment (referred to as the Assessment
Report). [Company Name] shall make a copy of the Assessment Report available to the Joint
Health & Safety Committee or Health and Safety Representative for the workplace or, if no
JHSC or Representative exists, to the workers who perform the work. [Company Name] shall
retain a written copy of the Assessment Report available to workers and others who might want
to access it.
3.5. Review of Assessment
[Company Name] shall review the Assessment to ensure it remains accurate at least once a year.
The Assessment will also be reviewed:
i. Any time new work processes in the site covered in the Assessment are introduced; and
ii. Any time significant changes to the work processes or operations in the site covered in
the Assessment are made; and
iii. Any time significant new technology is introduced affecting work in the site; and
iv. Any time construction is undertaken or alterations are made to the site; and
v. Other:
4. PROCEDURES FOR REPORTING VIOLENCE OR HARASSMENT
4.1. Right to File Report
Any person who believes that he or she has been subjected to violence or harassment has the
right to access help in communicating their objections and, if warranted, in pursuing the
complaint on a formal basis. This is true even where the alleged offender is in a position of
authority.
4.2. Right to Assistance in Filing Reports
[Company Name] will provide assistance and support in filing complaints to any
individual that wants it. At a minimum, assistance will be provided by a trained Human
Resources representative and may also include support by a co-worker, trained contact person,
union representative or professional association representative.
Individuals who believe they have suffered discrimination or harassment on the basis of race,
religious beliefs, colour, gender, physical disability, mental disability, age, ancestry, place of
origin, marital status, source of income, family status or sexual orientation may file a complaint
with the Alberta Human Rights & Citizenship Commission at 1-800-432-1838.
4.3. Steps Prior to Formal Reporting
4.4. Formal Reporting of Violence or Harassment Incidents
4.5. No Recriminations
4.6. Confidentiality
5. INCIDENT INVESTIGATION PROCEDURES
5.1. Responsibility for Investigation of Reports of Violence or Harassment
5.2. Incident Investigation Procedures
5.3. Preservation of Incident Scene
Workers, supervisors and others shall refrain from touching anything or taking any other actions
that disturb the scene of an injury or incident before [Company Name] or a government official
conducts an investigation except when necessary to:
a. Attend to persons injured or killed;
b. Prevent further injuries; and/or
c. Protect property endangered as a result of the incident.
5.4. Recordkeeping
6. INCIDENT RESPONSE & FOLLOW-UP
6.1. Debriefing of Victim
[Company Name] will immediately de-brief individuals who have been victims of violence or
harassment. Such de-briefing will involve:
a. Review of the critical facts of the incident as determined by the investigation;
b. Review of the victim’s needs;
c. Assessment for symptoms of Post-Traumatic Stress Disorder;
d. Social support; and
e. The capacity to make meaningful sense of the episode;
f. Other:
6.2. Support Available to Victims
[Company Name] will ensure that a worker is advised to consult a health professional of the
worker’s choosing for treatment or referral if the worker:
a. Reports an injury or adverse symptom resulting from workplace violence; or
b. Is exposed to workplace violence.
c. Other:
6.3. Discipline for Acts of Violence or Harassment
[Company Name] applies a zero tolerance policy toward violence and harassment. This means
that acts of workplace violence and harassment will not be tolerated from any person and will be
responded to with appropriate disciplinary action, up to and including termination, based on a
thorough investigation of the incident and the surrounding circumstances. Such disciplinary
action may include immediate termination, even if the person committing the act has committed
no prior offences or engaged in previous acts of violence or harassment.
7. WORKPLACE VIOLENCE SAFETY TRAINING & INSTRUCTION
7.1. All Workers to Receive Workplace Violence Training
[Company Name] will provide safety training, information and education about workplace
violence and harassment and the terms of this Program to all workers.
7.2. Orientation Training
Workplace violence and harassment training will be provided to each new worker at the time of
hiring as part of the new worker’s orientation and on an ongoing basis thereafter.
7.3. What Training Covers
Workplace violence and harassment training will ensure that all workers understand, at a
minimum:
(a) How to recognize workplace violence and harassment;
(b) The policies, procedures and workplace arrangements implemented by [Company Name] to
protect them from the risks of workplace violence and harassment;
(c) The appropriate response to workplace violence and harassment, including how to get help;
(d) The [Company Name] procedures for reporting, investigating and documenting incidents of
workplace violence and harassment;
(e) The follow-up and support procedures available to them in case they’re involved in an
incident of violence or harassment; and
(f) Other
7.4. Ongoing Education & Awareness
[Company Name] will provide ongoing communication and distribution of information to
reinforce initial orientation training and maintain awareness of the terms of this Program.
7.5. Training Records
[Company Name] shall maintain training records showing who provided and received training,
the nature of the training and when it was provided, including:
Steps will be taken to verify that workers have understood their training and are actually
applying it while working.
8. WORKPLACE VIOLENCE PROGRAM REVIEW
8.1. Responsibility for Program Review
8.2. Program Evaluation Method
8.3. Program Evaluation Data
8.4. Program Evaluation Reports