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

Book an In-House or Remote Program

For further information on our training, please call your lawyer at the Firm. If you are not a current client, please contact: