Workplace Violence: The Ten-Point Workplace Violence Prevention Strategy

Benefits Of This Program:

Understanding dynamics at play, with case studies, sample policies, and a violence prevention checklist
Insights into the scope of the problem: causal factors, impact of health and safety, workers’ compensation and human rights obligations
10-Point Workplace Violence Prevention Strategy with many detailed how-to’s for coming to grips with the problem

Learn:

What behaviours should be considered problematic in dealing with violence
Key aspects of developing a workplace violence prevention program
How to respond when an incident occurs
How statute and judge-made laws increasingly protect workers from violence

Agenda

Facts, Statistics and Definitions

Defining workplace violence and most common perpetrators and victims
Harassment as a precursor to violence
Issue of violence in Canada
Statistics and case examples from around the world
Multiple forms of workplace violence

Legal Provisions Touching on Violence and Violence Prevention

Ontario Human Rights Code
Obligations and potential liabilities to victims and perpetrators
Pre-employment testing, screening, and inquiries
Harassment and discrimination prevention strategies
Occupational Health and Safety Act
Obligations and potential liabilities
Practical Strategies and violence prevention policies
The Ontario Workplace Safety and Insurance Act
Civil liability
Liability to victims and perpetrators
Collective agreement obligations and grievances

Ten Point Workplace Violence Prevention Strategy

Workplace violence risk assessment
Psychological profile to look for
Workplace history and histories of violence at similar workplaces
Risk factors associated with violence
Implementation of physical and procedural steps to limit opportunities for violence
Role of Ministry of Labour in ordering an employer to take steps
Steps a prudent employer should take in a given situations:
workplace design and layout
changes to administrative and work practices
policies for existing and dismissed employees
security systems
Pre-employment screening and hiring guidelines, interview questions, and reference checks
Training of personnel to recognize warning signs and diffuse potential aggressors
The Human Rights Code
Human Rights Code limitations on what can be asked and when
Internal violence prevention policy: zero tolerance for violence, potential violence, or weapons
Key elements and sample policies
Procedures to encourage internal reporting of all violent, aggressive, harassing, and potentially violent conduct or comments
What to do when someone has been identified as “weird” but has not actually been engaged in violent behaviour
What to do if someone says he or she has a “hit list” of management employees
Handling an employee charged with assault in an incident that occurred outside the workplace
Prompt internal investigation and resolution mechanisms
Using an external investigator
Who to involve in an internal investigation
Do’s and Don’ts of investigation
Immediate and legally-appropriate consequences for violent behaviour, including discipline and discharge
Issues of evidence and credibility
Determining “just cause” for discipline or discharge
Consideration of mitigating/aggravating factors
Need to balance the consequences for both victim and perpetrator
Workplace violence training and education including training of personnel to assist in counselling, discipline, and discharge with or without repercussions
Employee assistance programs for individuals experiencing stress and personal problems
Knowledge of external resources for crisis response