| Function: |
Human Resources |
| Policy: |
6-590 Productive Work Environment (Workplace Violence Prevention) |
| CMHO Standard(s): |
P.*A.2.1, M.G.1.8 |
| Approved: |
June 2010 |
6-590 PRODUCTIVE WORK ENVIRONMENT (WORKPLACE VIOLENCE PREVENTION)
Approved April 2008
POLICY
St. Leonard’s Community Services is committed to the prevention of workplace violence. The Agency recognizes the potential for violence in the workplace or at work-related functions, and therefore will make every reasonable effort to identify all potential sources of violence to eliminate or minimize these risks. For the purpose of this policy, “violence” is any actual, attempted or perceived threatening conduct of a person that causes or is likely to cause physical and/or psychological harm, injury or illness.
PROCEDURE
AGENCY RESPONSIBILITY
The Agency will endeavour to maintain an environment free of violence by:
- Ensuring that procedures are followed for responding to and resolving complaints of violence.
- Conducting annual assessments to measure the risk of workplace violence that may arise from the nature of the workplace, the work ot the conditions of the work. Assessment results will be recieved by the joint Health and Safety Committee and recommendations for controlling risks will be made as required.
- Taking every reasonable precaution to protect staff from domestic violence, when the Agency is aware or ought to be aware of domestic violence that may occur in the workplace and is likely to expose staff to physical injury.
- To provide information to the staff about an individual/client with a "history of violent behaviour" if the staff could be expected to encounter that person in the course of their work and there is a risk of workplace violence likely to expose the staff to physical injury.
- Integrating safe behaviour into all operations.
- Providing education and training on Workplace Violence Prevention.
- Reviewing all reports of violence or threats of violence in a prompt, objective and sensitive manner.
- Investigating all incidents of workplace violence.
- Ensuring that debriefing is completed for those either directly or indirectly involved in the incident.
- Ensuring that any critical injuries are reported to the Ministry of Labour as required.
STAFF RESPONSIBILITY
- Participating in education and training programs to be able to respond appropriately to any incident of workplace violence.
- Reporting all incidents or injuries of violence or threats of violence to his/her Supervisor immediately.
- Informing the Health and Safety Representative or member of the Joint Health and Safety Committee about any concerns of the potential for violence in the workplace.
REPORTING AND INVESTIGATION
Staff are to report all violence-related incidents or risk of violence to his/her Supervisor using the Staff Injury/Illness Report. Also see Documenting Policy 2-100 Incident Reports, 2-110 Serious Occurrences and Human Resources Policy 6-710 Staff Security.
All reports of violence will be investigated promptly and in an impartial and as confidential a manner as possible, by the Supervisor or Service Director.
Supervisors will ensure that measures are taken to safeguard staff and limit the potential of violence. No report of workplace violence or risk of violence will result in reprisal against the reporting staff member.
SUPPORTS FOR STAFF AFFECTED BY WORKPLACE VIOLENCE
Supervisors will respond promptly, assess the situation and ensure that the following interventions are adhered to:
- Facilitation of medical attention (if required)
- Investigation of incident
- Debriefing
- Referral to Employee Assistance Plan
Staff have the right to refuse work if they are in danger of workplace violence and likely to be exposed to physical injury, subject to the exclusions listed in the Occupational Health and Safety Act section 43(2).
All staff, students/volunteers and contractors are accountable for complying with the policy, and the procedures related to workplace violence.
HRManual
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