Ontario Service Safety Alliance

>Ontario Service Safety Alliance

ONTARIO SERVICE SAFETY ALLIANCE PRESENTS

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Workplace Violence Prevention Awareness Session

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Imagine This!

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Who We Are

Workplace Safety and Prevention Services (WSPS) is the provincially designated occupational health & safety consulting company to the Services, Manufacturing and Agricultural industries in Ontario.

Our Vision:Our Vision: Lead and inspire change: Workplaceinjury and illness are unacceptable.

Our Mission:Our Mission: Enable Ontario service sector workplaces to be the healthiest and safest in the world.

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Learning Objectives

• A brief overview of new Workplace Violence Legislation.

• What is required of employers• Tools that can help• Access to more information and consultation

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Some Statistics about Workplace Violence

• Over 365,000 violent incidents are reported annually at Canadian workplaces*

• Service industry experienced 3rd largest # of lost time claims due to violence (2003-2007)– Only behind healthcare and

government/education• Retail represents 45% of all injuries due to assaults

& violent acts – within service industry

* From WSIB EIW,2010

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Bill 168 Deals With:

• Violent acts• Harassment• Domestic Violence that occurs in the Workplace

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Violence Can Come From Many Sources?

• Strangers or people with no ties to workplace• Customers• Other workers • Intimate partners, family members or friends

(OSHCO Workplace Violence Prevention Guide)

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Defining Violence

• The exercise of physical force against a worker• An attempt to exercise physical force against a

worker • A threat to exercise physical force against a

worker – in a workplace, that could cause physical injury to the worker

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Defining Harassment

• “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.”

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Types of Violence & Harassment

• Abuse – physical

• Bullying – physical

• Physical or Sexual Assault

• Road Rage

• Domestic Violence in the workplace

• Abuse - verbal• Bullying

– Verbal

– Written

• Harassment– Written or verbal

threats

• Stalking or Cyber-stalking

Violence Harassment

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Everyone Is Responsible!

• The Occupational Health and Safety Act*

As of June 15th the Act has changed

– Bill 168 has specific requirements to create policies, procedures, measures and training to protect workers.

– Employers & supervisors must “take every precaution reasonable in the circumstances…”

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Bill 168 Has New Requirements

Employers must:

1. Prepare written* policies addressing workplace violence or harassment

2. Post policies in a conspicuous place*

3. Review violence policy annually, at a minimum

4. Respond to the threat or actual domestic violence entering the workplace

5. Ensure workers know they have right to refuse work if “workplace violence is likely to endanger himself or herself…”

*Requirements for written policies and posting only applies to workplaces with 5 or more regularly employed workers

OHS & Workers’ Management Update, April 2009, HeenanBlaikie

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Bill 168 Has New Requirements

Employers must:

6. Assess the workplace for violence hazards

7. Prepare a violence & harassment programs and investigation procedures

8. Ensure workers have process to report incidents of violence/harassment

9. Ensure training, reporting and response mechanisms

10.Reassess periodically to ensure policy/program effectiveness

OHS & Workers’ Management Update, April 2009, HeenanBlaikie

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Develop a Violence Prevention Policy

• Show employer’s commitment to protect workers from workplace violence

• Address violence from all possible sources

• Outline roles & responsibilities of workplace parties

• Be dated and signed by highest level management

MOL Health & Safety Guidelineshttp://www.labour.gov.on.ca/english/hs/pubs/wpvh/index.php

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Develop A WVP Program

Outlines:• Procedures to control risks identified in risk

assessment• Procedures for summoning immediate

assistance• Procedures for workers to report incidents of

workplace violence to supervisor/employer• Procedures describing how employer will

investigate and deal with incidents or complaints of workplace violence

• Train employees on policy & program elements• Monitor policy regularly


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Assess Workplace for Violence Risks by:

1. Assess the nature of the workplace, type of work or conditions of worka. Nature = physical aspects of workplace (e.g., lighting, depth of counters, entrances, exits)

b. Type = activities workers perform (e.g., handling cash) or people workers encounter (e.g., customers)

c. Conditions = circumstances (e.g., hours worked, working alone, moving from location to location)

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2. Consider the circumstances of the workplace and common to other similar workplaces

a. Layout/design of workplace

b. Geographic location

c. Work carried out including high risk circumstances*

d. Protective procedures already in place

e. History of violent incidents in the workplace

*See OSHCO Risk Assessment Toolbox http://www.ossa.com/content/resources/Bill168-WorkplaceViolence.cfm

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2. Consider the high risk retail circumstances of the workplace and common to other similar retail workplacesa. Handling cash

b. Working alone or with just a few people

c. Working late at night or very early mornings

d. Working with direct contact with clients

e. Working in high crime areas (potentially)

f. Securing or protecting valuable goods (potentially)

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OSHCO Risk Assessment Toolbox

• Provides step-by-step process to assess violence risks

• Lists controls you can implement to reduce/eliminate risk

OSHCO Risk Assessment Toolbox http://www.ossa.com/content/resources/Bill168-WorkplaceViolence.cfm

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Tools in Toolbox

• Workplace Violence Survey

• Policy, Program and Training Review Tool

• General Physical Environment Assessment

• Risk Factor Selection Tool

• 9 Assessments for Specific Risks – Direct contact with customers – Handling cash– Working alone or in small numbers– Securing/protecting valuable goods

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Implement Harassment Prevention Program

• Program must include: • Procedures for workers to

report incidents in the workplace

• Procedures to investigate and deal with incidents and complaints of workplace harassment


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Questions

• Does an employer have to assess the risk that harassment may occur in the workplace?

• Can a worker refuse to work because of a risk of workplace harassment?

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Obligations re: Workplace Domestic Violence

• The Act requires employers to take every precaution reasonable in the circumstances for the protection of workers when they are aware or ought reasonably be aware that domestic violence may occur IN THE WORKPLACE and that it would LIKELY expose a worker to physical injury.

• Can affect both targeted workers and co-workers

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• Develop procedures for summoning of immediate assistance if domestic violence enters the workplace

• Develop procedures for reporting the threat of domestic violence entering the workplace

• Be prepared to investigate and deal with concerns on a case-by-case basis

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• Employers may assist workers in developing an individual safety plan – as it pertains to the workplace

• When an abuser and worker are both in the same organization and there is a threat of domestic violence entering the workplace:

• Follow the workplace violence policy and program in dealing with the abuser’s behaviour


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How will I know DV may enter the workplace?

• If a concern is voiced by the targeted worker, co-workers or someone else.

• Other indicators include:

• Threatening emails and phone calls

• Unwelcome visits at the workplace by abuser

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For more information:

Ministry of Labour Guidelines on Workplace Violence• http://www.labour.gov.on.ca/english/hs/topics/

workplaceviolence.php

• Your local Workplace Safety and Prevention Services (WSPS) consultant: http://www.healthandsafetyontario.ca/bundles/wsps/index.html

For Corporations and Associations:

Rodola Sibuma, WSPS Corporate Account Manager

416-467-5196

>< >Ontario Service Safety Alliance

ONTARIO SERVICE SAFETY ALLIANCE PRESENTS

<

Workplace Violence Prevention Awareness Session

Documents

Ontario Service Safety Alliance