WORKPLACE VIOLENCE LEGISLATION/POLICY COMPLIANCE CHECKLIST

Transcription

1 Guidelines for Implementing the Workplace Violence Policy Appendix H WORKPLACE VIOLENCE LEGISLATION/POLICY COMPLIANCE CHECKLIST This tool has been designed to assist the City and its divisions/workplaces in determining whether compliance with the requirements of Bill 168 has been achieved Preamble: Bill 168 defines workplace harassment and workplace violence as follows: "workplace harassment" means: 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 "workplace violence" means: (a) the exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker; (b) an attempt to exercise physical force against a worker in a workplace that could cause physical injury to the worker. Bill 168 requires employers to prepare policies with respect to workplace harassment and workplace violence and to develop and maintain programs to implement their policies: Measures and procedures for identifying and controlling risks (workplace violence only); Measures and procedures for summoning immediate assistance (workplace violence only); Measures and procedures re reporting (workplace violence and workplace harassment); and Measures and procedures for investigating and dealing with threats (workplace violence and workplace harassment). May 2010 Page 1 of 6

2 This checklist is intended to: Assist in assessing whether the appropriate policies and programs are in place to meet the requirements of the amended OH&SA, Be proactive in the development of policies and programs to address identified risks, and Develop a strong prevention approach. Prevention policies and standards, risk assessments, education and training, workplace inspections and program reviews are considered key factors in successfully building prevention of workplace violence into the safety culture of a workplace. Category Yes N/A Under Prevention of Workplace Violence Policy Does your workplace have a written policy about the prevention of workplace violence? Is your policy consistent with the provisions in Bill 168? Was your policy developed in consultation with the Joint Health and Safety Committee (JHSC)? Have you implemented measures to communicate your policy and the consequences of non-compliance to all parties within the workplace? Does your policy address the potential for domestic violence in the workplace? Is your policy reviewed on a regular basis to ensure the adequacy of measures and controls to address and prevent workplace violence? May 2010 Page 2 of 6

3 Category Yes N/A Under History of Workplace Violence Are you aware of any incidents of workplace violence within your workplace in the past two years? If yes, how many? If yes, what types? If yes, were these: employee-toemployee? If yes, were these: client-toemployee? If yes, were these: general public-toemployee? If yes, were these: domestic violence? Has the Ministry of Labour written any orders related to the prevention of workplace violence in your workplace in the past two years? If yes, were the issues corrected? Reporting of Past Incidents of Workplace Violence Were the incidents of workplace violence reported in the workplace? Were the incidents of workplace violence investigated and documented? Was information about the incidents shared with the JHSC? If a worker was injured as a result of workplace violence, was the JHSC advised? Was corrective action taken? Timely? Adequate? May 2010 Page 3 of 6

4 Category Yes N/A Under Hazard Identification and Risk Assessment Do your workplace parties recognize workplace violence as a hazard in your workplace? Has a violence risk assessment been completed to determine the potential for violence and type and degree of risk in your workplace? If yes, was the violence risk assessment completed for the entire workplace? (less the entire workplace is likely to be insufficient) Did the violence risk assessment take into account risk factors common in similar workplaces and specific to your workplace? Was the violence risk assessment completed in consultation with the JHSC? Were the results of the violence risk assessment shared with the JHSC? Were proactive, protective measures introduced as a result of the violence risk assessment to reduce and/or control hazards and risks? Programs Does your workplace have written measures and procedures for the prevention and control of workplace violence? If yes, were the written measures developed in consultation with the JHSC? May 2010 Page 4 of 6

5 Category Does your workplace have written measures and procedures for when workers are required to work alone? Does your workplace program include reasonable precautions to protect workers from the risk of domestic violence in the workplace? Does your workplace program include the following components: (a) Identified control measures (does not pertain to harassment) (b) incident reporting procedures (c) incident reporting procedures to the Ministry of Labour, when appropriate (d) incident reporting procedures to the police, when appropriate (c) investigation procedures (d) emergency response procedures (does not pertain to harassment) (e) post-incident support for victim(s) (f) follow up or investigation and implementation of corrective action Yes N/A Under Communication Has your workplace implemented measures to ensure that workers are aware of the prevention of workplace violence policy and programs? Has your workplace provided workers with information and instruction on the content of the workplace violence and workplace violence policies and programs? May 2010 Page 5 of 6

6 Category Yes N/A Under Has your workplace implemented measures to provide information/advice to workers if the worker(s) can expect to encounter a person with a history of violent behaviour in the course of his/her work? Training Does your workplace provide training about the prevention of workplace violence measures and procedures? If yes, who received training: (a) all workers (b) workers identified as being at risk (c) administrative staff (d) volunteers (e) others (specify) Is training related to the prevention of workplace violence mandatory in your workplace? If yes, when is training provided: (a) orientation (b) annually (c) less than annually Was the training developed in consultation with the JHSC? May 2010 Page 6 of 6