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Health and Safety Program Training
WORKPLACE VIOLENCE AND HARASSMENT PROGRAM
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Welcome and Introduction
➢Workplace Violence and Harassment Program
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Overview
Policy
Terminology
Case Study
Responsibilities
Procedures
Communication
Training
Continuous Improvement
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WORKPLACE VIOLENCE AND HARASSMENT PROGRAM
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Policy
LEVERT GROUP is committed to maintaining a safe and health work environment, free of perceived violence, harassment and discrimination.
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Policy
LEVERT GROUP will respond to every incident of actual or potential violence or harassment immediately, in a manner proportional to the seriousness of the situation. Any violent behaviour or actions as well as any verbal threat of violence will be taken seriously and may be considered as ground for dismissal.
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Terminology
Workplace Violence:
• The use 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 use physical force against a worker, in a workplace, that could cause physical injury to the worker
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Terminology
Workplace Violence:
• A statement or behaviour that it is reasonable for a worker to interpret as a threat to use physical force against the worker, in a workplace, that could cause physical injury to the worker
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Terminology
Examples of Workplace Violence:◦ Verbally threatening to attack a worker◦ Leaving threatening notes at or sending
threatening emails to a workplace◦ 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 the worker is
standing on (ie. ladder)
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Terminology
Workplace Harassment:
• Engaging in irritating, annoying or sexual comments or conduct against a worker in a workplace that is known or should be known to be unwelcome
• Can involve unwelcome words or actions that are known or should be known to be offensive, embarrassing, humiliating or demeaning to a worker or group of workers
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Terminology
Workplace Harassment:
• Can also include behaviour that intimidates, isolates or even discriminates the targeted individual(s)
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Terminology
Examples of Workplace Harassment:◦ 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 e-mails◦ Inappropriate sexual touching,
advance, suggestions or requests
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Case Study
Case Study: Workplace Harassment that turned to Workplace Violence
▪ On Tuesday April 6, 1999, former OC Transpo employee Pierre Lebrun shot six people, killing four, in a shooting spree at OC Transpo's transit garage in Ottawa, Ontario, before killing himself
▪ An inquest into the shooting revealed that Lebrun had been the subject of teasing for his speech impediment, and that his complaints to management had not been investigated
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Case Study
Case Study: Workplace Harassment that turned to Workplace Violence
▪ Pierre LeBrun complained of being teased, mimicked and ridiculed by co-workers to OH nurse, HR worker, doctor, and supervisor – expressed concern was not investigated
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Case Study
Case Study: Workplace Harassment that turned to Workplace Violence
“…I’m going to commit an unforgivable act… I have no choice. I’m tired, exhausted and completely backed against the wall… They will never leave me alone. I can’t go on living like this! They have destroyed my life, I will destroy their life… They will pay dearly for what they’ve done to me… all I wanted was for them to leave me alone, not to bug me but it was too much to ask.”
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Case Study
Case Study: Workplace Harassment that turned to Workplace Violence
Co-worker Suicide
“I have been unable to sleep well since the shooting at OC. The gunman, Pierre had talked with me to great length about it and where to be for a better shot at some managers – as it turned out he shot himself at this location in the loft. I feel guilty as hell for not telling anyone.”
July/99
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Responsibilities
Senior Management Conduct a risk assessment to evaluate
risk of workplace violence and harassment; implement the necessary measures and procedures to control the risks
Provide the support and resources necessary to ensure that the workplace is free from workplace violence and harassment
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Responsibilities
Senior Management
To ensure that appropriate procedures are in place to minimize the risk to workers from violence and harassment
To ensure the process for reporting and responding to incidents of workplace violence and harassment is communicated, maintained and followed
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Responsibilities
Human Resources Assist in the development, maintenance
and evaluation of the Violence and Harassment in the Workplace Program
Provide leadership, assist with administration of the Violence and Harassment in the Workplace Program, review documentation to determine completeness, and seek additional information where required
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Responsibilities
Human Resources
Maintain on a confidential basis, all files and documents of complaints of violence and harassment and subsequent action
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Responsibilities
Worker
Immediately notify LEVERT GROUP of any incident of violence or harassment
Immediately notify LEVERT GROUP of any incident of workplace violence whether the notifying employee is the victim or not
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Responsibilities
Joint Health and Safety Committee
(where applicable)
Assist in the development, maintenance and evaluation of the Violence and Harassment in the Workplace Program and make recommendations for improvement
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Procedures
Reporting, Problem Resolution and Investigation
In the event a Worker experiences violence or harassment in the workplace, they will report the incident to the client Supervisor and LEVERT GROUP
In the event of an extreme or imminent threat of physical harm to themselves or any person from the workplace, the Worker should contact the police
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Procedures
Reporting, Problem Resolution and Investigation
When complaints are brought forward, it is imperative that all parties involved maintain confidentiality in an attempt to protect the privacy of all individuals
Confidentiality may be compromised in cases where it is perceived that imminent danger exists or in cases where it is required by law
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Procedures
Reporting, Problem Resolution and Investigation
If an incident of violence or harassment involves a person who is not an employee of LEVERT GROUP, LEVERT GROUP will report the incident to that person’s employer and/or such other person(s) as LEVERT GROUP determines is appropriate in the circumstance
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Procedures
Reporting, Problem Resolution and Investigation
An Employee reporting an incident of workplace violence or harassment will be required to provide detailed information Human Resources during the investigation
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Procedures
Reporting, Problem Resolution and Investigation
Human Resources will investigate the incident and complete a report, by gathering information from the Worker involved, as well as any witnesses
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Procedures
Reporting, Problem Resolution and Investigation
If a complaint against a LEVERT GROUP worker is substantiated, LEVERT GROUP will take the necessary disciplinary actions, up to and including dismissal
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Procedures
Reporting, Problem Resolution and Investigation
Human Resources will provide a written summary of findings and make recommendations to prevent reoccurrence
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Procedures
Reporting, Problem Resolution and Investigation
Upon finalization of the Incident Investigation, Human Resources will inform the appropriate contacts, complainant, and alleged assailant of the outcome
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Procedures
Reporting, Problem Resolution and Investigation
Deliberately reporting false allegations of workplace violence or harassment may result in disciplinary action, up to and including termination of employment
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Procedures
Reporting, Problem Resolution and Investigation
Where applicable, the JHSC will review the incident and monitor target dates and completion of corrective actions
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Procedures
Measures and Procedures to Control the Risks Identified in the Risk Assessment
Access control to employee work areas (use of locked doors, walls, etc.)
Mandatory sign in and sign out for visitors at reception
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Procedures
Measures and Procedures to Control the Risks Identified in the Risk Assessment
The installation of panic alarms in work areas where employees encounter the public (panic alarms automatically dispatch emergency response – police)
Use of buddy systems when performing a work task that has the potential for workplace violence (ie. disciplinary meeting, termination, etc.)
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Why Investigate?
The purpose of the investigation is to evaluate the allegations of workplace violence or harassment, formulate a response that addresses the facts as they are determined, and follow up to ensure that the necessary action steps are completed
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Communication
Incident Reporting and Investigation information is communicated through orientation training, staff meetings and JHSC minutes (where applicable)
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Training
Training in Incident Reporting and Investigation is provided at the time of hire
Training in Incident Reporting and Investigation is provided, and arranged as soon as possible after being appointed as a JHSC member or other relevant position
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Continuous Improvement
Human Resources and the Joint Health and Safety Committee (where applicable) will review the Accident/Incident Reporting and Investigation program annually, to determine whether it continues to meet legislated requirements and Levert Group’s needs
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Resources
Levert Group Occupational Health and Safety Manual
Incident Investigation Kit