health and safety program training - levert group

Health and Safety Program Training

WORKPLACE VIOLENCE AND HARASSMENT PROGRAM

Welcome and Introduction

➢Workplace Violence and Harassment Program

Overview

Policy

Terminology

Case Study

Responsibilities

Procedures

Communication

Training

Continuous Improvement

WORKPLACE VIOLENCE AND HARASSMENT PROGRAM

Policy

LEVERT GROUP is committed to maintaining a safe and health work environment, free of perceived violence, harassment and discrimination.

Policy

LEVERT GROUP will respond to every incident of actual or potential violence or harassment immediately, in a manner proportional to the seriousness of the situation. Any violent behaviour or actions as well as any verbal threat of violence will be taken seriously and may be considered as ground for dismissal.

Terminology

Workplace Violence:

• The use of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker

• An attempt to use physical force against a worker, in a workplace, that could cause physical injury to the worker

Terminology

Workplace Violence:

• A statement or behaviour that it is reasonable for a worker to interpret as a threat to use physical force against the worker, in a workplace, that could cause physical injury to the worker

Terminology

Examples of Workplace Violence:◦ Verbally threatening to attack a worker◦ Leaving threatening notes at or sending

threatening emails to a workplace◦ Shaking a fist in a worker’s face◦ Wielding a weapon at work◦ Hitting or trying to hit a worker◦ Throwing an object at a worker◦ Sexual violence against a worker◦ Kicking an object the worker is

standing on (ie. ladder)

Terminology

Workplace Harassment:

• Engaging in irritating, annoying or sexual comments or conduct against a worker in a workplace that is known or should be known to be unwelcome

• Can involve unwelcome words or actions that are known or should be known to be offensive, embarrassing, humiliating or demeaning to a worker or group of workers

Terminology

Workplace Harassment:

• Can also include behaviour that intimidates, isolates or even discriminates the targeted individual(s)

Terminology

Examples of Workplace Harassment:◦ Making remarks, jokes or innuendos

that demean, ridicule, intimidate, or offend

◦ Displaying or circulating offensive pictures or materials in print or electronic form

◦ Bullying◦ Repeated offensive or intimidating

phone calls or e-mails◦ Inappropriate sexual touching,

advance, suggestions or requests

Case Study

Case Study: Workplace Harassment that turned to Workplace Violence

▪ On Tuesday April 6, 1999, former OC Transpo employee Pierre Lebrun shot six people, killing four, in a shooting spree at OC Transpo's transit garage in Ottawa, Ontario, before killing himself

▪ An inquest into the shooting revealed that Lebrun had been the subject of teasing for his speech impediment, and that his complaints to management had not been investigated

Case Study


▪ Pierre LeBrun complained of being teased, mimicked and ridiculed by co-workers to OH nurse, HR worker, doctor, and supervisor – expressed concern was not investigated

Case Study


“…I’m going to commit an unforgivable act… I have no choice. I’m tired, exhausted and completely backed against the wall… They will never leave me alone. I can’t go on living like this! They have destroyed my life, I will destroy their life… They will pay dearly for what they’ve done to me… all I wanted was for them to leave me alone, not to bug me but it was too much to ask.”

Case Study


Co-worker Suicide

“I have been unable to sleep well since the shooting at OC. The gunman, Pierre had talked with me to great length about it and where to be for a better shot at some managers – as it turned out he shot himself at this location in the loft. I feel guilty as hell for not telling anyone.”

July/99

Responsibilities

Senior Management Conduct a risk assessment to evaluate

risk of workplace violence and harassment; implement the necessary measures and procedures to control the risks

Provide the support and resources necessary to ensure that the workplace is free from workplace violence and harassment

Responsibilities

Senior Management

To ensure that appropriate procedures are in place to minimize the risk to workers from violence and harassment

To ensure the process for reporting and responding to incidents of workplace violence and harassment is communicated, maintained and followed

Responsibilities

Human Resources Assist in the development, maintenance

and evaluation of the Violence and Harassment in the Workplace Program

Provide leadership, assist with administration of the Violence and Harassment in the Workplace Program, review documentation to determine completeness, and seek additional information where required

Responsibilities

Human Resources

Maintain on a confidential basis, all files and documents of complaints of violence and harassment and subsequent action

Responsibilities

Worker

Immediately notify LEVERT GROUP of any incident of violence or harassment

Immediately notify LEVERT GROUP of any incident of workplace violence whether the notifying employee is the victim or not

Responsibilities

Joint Health and Safety Committee

(where applicable)

Assist in the development, maintenance and evaluation of the Violence and Harassment in the Workplace Program and make recommendations for improvement

Procedures

Reporting, Problem Resolution and Investigation

In the event a Worker experiences violence or harassment in the workplace, they will report the incident to the client Supervisor and LEVERT GROUP

In the event of an extreme or imminent threat of physical harm to themselves or any person from the workplace, the Worker should contact the police

Procedures


When complaints are brought forward, it is imperative that all parties involved maintain confidentiality in an attempt to protect the privacy of all individuals

Confidentiality may be compromised in cases where it is perceived that imminent danger exists or in cases where it is required by law

Procedures


If an incident of violence or harassment involves a person who is not an employee of LEVERT GROUP, LEVERT GROUP will report the incident to that person’s employer and/or such other person(s) as LEVERT GROUP determines is appropriate in the circumstance

Procedures


An Employee reporting an incident of workplace violence or harassment will be required to provide detailed information Human Resources during the investigation

Procedures


Human Resources will investigate the incident and complete a report, by gathering information from the Worker involved, as well as any witnesses

Procedures


If a complaint against a LEVERT GROUP worker is substantiated, LEVERT GROUP will take the necessary disciplinary actions, up to and including dismissal

Procedures


Human Resources will provide a written summary of findings and make recommendations to prevent reoccurrence

Procedures


Upon finalization of the Incident Investigation, Human Resources will inform the appropriate contacts, complainant, and alleged assailant of the outcome

Procedures


Deliberately reporting false allegations of workplace violence or harassment may result in disciplinary action, up to and including termination of employment

Procedures


Where applicable, the JHSC will review the incident and monitor target dates and completion of corrective actions

Procedures

Measures and Procedures to Control the Risks Identified in the Risk Assessment

Access control to employee work areas (use of locked doors, walls, etc.)

Mandatory sign in and sign out for visitors at reception

Procedures

Measures and Procedures to Control the Risks Identified in the Risk Assessment

The installation of panic alarms in work areas where employees encounter the public (panic alarms automatically dispatch emergency response – police)

Use of buddy systems when performing a work task that has the potential for workplace violence (ie. disciplinary meeting, termination, etc.)

Why Investigate?

The purpose of the investigation is to evaluate the allegations of workplace violence or harassment, formulate a response that addresses the facts as they are determined, and follow up to ensure that the necessary action steps are completed

Communication

Incident Reporting and Investigation information is communicated through orientation training, staff meetings and JHSC minutes (where applicable)

Training

Training in Incident Reporting and Investigation is provided at the time of hire

Training in Incident Reporting and Investigation is provided, and arranged as soon as possible after being appointed as a JHSC member or other relevant position

Continuous Improvement

Human Resources and the Joint Health and Safety Committee (where applicable) will review the Accident/Incident Reporting and Investigation program annually, to determine whether it continues to meet legislated requirements and Levert Group’s needs

Resources

Levert Group Occupational Health and Safety Manual

Incident Investigation Kit

health and safety program training - levert group

Documents