workplace violence and harassment a member of the staffing … · 2021. 8. 21. · section...

Section 7

Workplace Violence and Harassment A Member of The Staffing Edge®

OHSP 2015-2017 Edition – August 30, 2016

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RECRUITING IN MOTION INC’s Workplace Violence and Harassment Policy It is our company’s policy to promote and provide a healthy and safe workplace environment for all our employees. RECRUITING IN MOTION INC does not tolerate violence and/or harassment, which includes sexual harassment, as defined in Bill 168 and in Bill 132, and we enforce a zero tolerance towards these unwelcomed behaviours in the workplace. In all situations, priority is given to protecting our employees from the potential hazards associated with workplace violence and harassment. At RECRUITING IN MOTION INC, we educate on the value of a respectful workplace and inform our employees on how to recognize and report incidents of violence and/or harassment in the workplace.

Workplace Violence, Harassment & Sexual Harassment Definitions For the purpose of this policy and as per the Occupational Health and Safety Act, workplace violence, harassment, and sexual harassment are defined as such: “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 worker, (c) a statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker,

in a workplace, that could cause physical injury to the worker. “workplace harassment” means,

(a) 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,

(b) workplace sexual harassment. “workplace sexual harassment” means,

(a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonable to be known to be unwelcome,

(b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Violence and Harassment Prevention Measures Awareness takes a proactive stance against violence. RECRUITING IN MOTION INC makes every effort in educating its employees how to recognize the warning signs of violence and/or harassment in the workplace before they occur. RECRUITING IN MOTION INC strives to heighten its safety measures against violence by sensitizing our employees to minimize violence and/or harassment incidents in the workplace. RECRUITING IN MOTION INC provides education, violence prevention practices and implements measures to minimize the risk of violence and/or harassment which may include:

Conducting a risk assessment of the workplace.

Identifying and implementing physical/administrative controls in the workplace to reduce the risk of violence.

Creating written procedures that include reporting incidents and resources to contact for assistance.

Informing and educating on violence prevention.

Providing violence and harassment in the workplace prevention tips.

Conducting safety audits initiatives.

Workplace Risk Assessment A Workplace Risk Assessment assists in identifying areas of concerns and aids in the implementation of prevention measures to reduce risks of violence in the workplace. As per Section 32.0.3 of the Occupational Health and Safety Act and Regulations, RECRUITING IN MOTION INC is committed to:

Assessing the risks of workplace violence that may arise from the nature of the workplace.

Taking into account the circumstances of the workplace and the circumstances common to similar workplaces.

Developing measures and procedures to control the identified risks that are likely to expose workers to violence.

Soliciting input from its employees to evaluate the potential risk of violence within the workplace (if prescribed).

Gathering and recording the collective responses from surveys and results from assessments

Submitting the results of the assessment to its Joint Health Safety Committee. Measures of Controls to Prevent Violence in the Workplace Here are a few examples of measures that may be implemented in order to minimize the risks of violence in the workplace.

1. Use physical barriers to protect the workforce 2. Use mirrors, raised platforms and make sure that the area where money is exchanged can be seen 3. Use bright and effective lighting for parking lots and entrances

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4. Use height markers on exit doors 5. Use video surveillance equipment so that activity is always being monitored 6. Control or limit access to the facility 7. Install locks on doors that lead to staff-only areas 8. Make sure employees never work alone 9. Train employees on what to do in a violent situation

Roles and Responsibilities (Refer to the expanded policy in Section 1 of the OHSP manual) Employer’s Role and Responsibilities (Staffing Firm)

Do everything reasonable to protect the health and safety of its employees.

Provide a safe workplace for its employees.

Provide information to protect the health and safety of employees.

Put into practice processes on how to deal with incidents and complaints of violence and/or harassment.

Supervisor’s Role and Responsibilities

Required to do everything reasonable to protect all employees’ health and safety.

If prescribed, provide employees with written instructions on the measures and procedures to be taken for their safety and protection.

Conduct a thorough investigation of all workplace violence and/or harassment reported.

Advise and disclose what is reasonable and necessary to protect employees of any existing or potential danger.

Limit disclosure of information only to those who are expected to encounter a potential risk of violence in the workplace.

Worker Role and Responsibilities

Take reasonable care to protect their own health and safety and that of those around them.

Make suggestions to improve health and safety, and report hazards immediately.

Follow procedures to protect themselves from workplace violence and harassment in the workplace.

Participate in workplace violence and harassment prevention.

Report all incidents of workplace violence and harassment in the workplace to management.

Joint Health and Safety Committee’s Role and Responsibilities

Will review the workplace violence hazard assessment results.

Provide recommendations to management to reduce or eliminate the risk of violence.

Recommend corrective measures for the improvement of the health and safety.

Respond to employee concerns related to workplace violence and/or harassment.

Assist in the investigation if requested.

Workplace Violence and Harassment Reporting, and Investigation Procedures Violence and Harassment in the workplace are unwelcome behaviors that RECRUITING IN MOTION INC takes very seriously. We have reporting systems and investigation procedures in place to minimize, prevent and ensure that workplace violence and/or harassment incidents are thoroughly investigated (in accordance with the OH&S Act & Regulations) and that appropriate corrective actions are identified and implemented to prevent the incident and similar incidents from reoccurring.

The purpose of any workplace violence and harassment investigation is to find out what happened, why it happened, and what can be done to prevent a reoccurrence. RECRUITING IN MOTION INC’s procedures are in place to ensure that every workplace violence and/or harassment incident are reported appropriately, investigated promptly and evaluated for learning experiences. Reporting Procedures All workplace violence and/or harassment incidents must be reported to RECRUITING IN MOTION INC immediately, no matter how slight. Violence and Harassment incidents that will receive formal investigations include:

Type 1: Criminal Intent Involves a person with no relationship to the workplace who commits a violent act such as hostage taking and/or physical assault. The offender does not have any relationship with the business or its employees.

Type 2: Customer/Client The violent act is “willful intent” to cause harm. The victim is usually the service provider and the offender is receiving services.

Type 3: Employee-on-Employee Repeated and persistent negative acts towards one or more individuals which involves a perceived power imbalance and creates a toxic or unhealthy workplace environment. This includes bullying, throwing tantrums, implying threats, . The offender has some type of relationship with the business or an employee.

Type 4: Personal Relationship A violent relationship occurring in the workplace (i.e. a loved one/family member commits a violent act against a worker; domestic violence). Most offenders are abusive spouses that may place phone calls or make unwelcome appearances at the workplace.

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Investigation Procedures Investigations related to workplace violence and/or harassment incidents are conducted by RECRUITING IN MOTION INC representative, the designated workplace coordinator, the Risk Management team as well as the client site representative responsible for the area in which the incident occurred.

1. Upon notification, RECRUITING IN MOTION INC representative generates an incident report in Stafftrak. All documentation supporting the investigation is attached to the incident report and electronically submitted to The Staffing Edge® at [email protected] to the attention of the Risk Management Team to initiate further investigation.

2. RECRUITING IN MOTION INC representative and/or the designated workplace coordinator with the assistance of employer site management, will conduct a thorough investigation noting all relevant information on the incident form. This may include details of incident, video surveillance data and other relevant information.

3. RECRUITING IN MOTION INC and Risk Management team will interview involved parties to collect all relevant details (the claimant, witnesses (if any) and the accused) as soon as possible to complete a thorough investigation and identify the root cause that contributed to the workplace violence/harassment incident.

4. All investigation reports will be reviewed by RECRUITING IN MOTION INC’s Risk Management team. Preventative measures and recommendations will be provided to minimize any reoccurrences.

5. WSIB will be notified within 3 days of being reported if the incident caused physical injury. In case of workplace violence and or harassment incidents that caused critical injuries; MOL will be notified by phone immediately and in writing within 48 hours. The monthly reports of all injuries are submitted to management for review.

Guidelines for Investigators

Remain objective through the investigation process and focus on resolving the claimant’s concerns promptly.

Listen and gather all information provided. Ask open ended questions without providing information.

Input details gathered in the queue and complete the Violence and Harassment incident form.

Interview witnesses (if any are identified). Ensure that the interviews take place as soon as possible to ensure that information is still fresh. Separate potential witnesses pending the interview, to prevent discussion. Once the interview is complete, thank them for their cooperation and ask if you can speak to them again if needed.

Be alert for signs that worker(s) may need help for traumatic stress reactions, advise management if identified.

Whenever possible, obtain claimant and witness statements in writing.

Provide on-going support to the concerned and keep the claimant up to date on all measures being taken to resolve the concern and provide a follow up date (if applicable).

Identify contributing factors that caused the workplace violence and/or harassment to occur (i.e. lack of sleep).

Make any recommendations that may help to prevent the incident from reoccurring.

Work Refusals (Refer to the expanded reporting policy in Section 4 of the manual) It is everyone’s responsibility to reduce or eliminate hazards to ensure a healthy and safe workplace for all parties.

Guidelines for All Employees

Must report all violence and/or harassment incidents that occur in the workplace.

Must immediately stop working and advise the on-site supervisor when exercising their right refuse unsafe work.

Shall remain in a safe place and available to the employer or supervisor until the investigation is complete.

Guidelines for Managers and supervisors

Review any act of violence that has occurred in the workplace, even if it is considered minor.

Focus on resolving the health and safety concerns promptly and in a confidential matter.

Provide prompt and on-going support to the concerned individual.

Ensure the individual is kept up to date on all measures taken to resolve the complaint or concern.

Conduct the work refusal investigation in the presence of the assignment employee.

Cannot penalize the individual for exercising his/her right to refuse unsafe work (Section 43 of the Act).

Emergency Response Procedures for Violence in the Workplace (Refer to expanded policy in Section 12 of the manual) A sudden act of violence in the workplace is another type of emergency situation that should be planned for. The aggressive acts may range from a minor assault to the homicide of one or more individuals.

Warning Signs (each of these behaviours is a clear sign that something is wrong) Direct or veiled threats of harm: intimidating, harassing, bullying and aggressive behavior; conflicts with others; bringing a weapon in the workplace or making reference to guns; statements showing fascination with incidents of workplace violence or use of violence to solve a problem; statements of desperation over personal problems to the point of contemplating suicide; drug or alcohol abuse; extreme changes in behaviour such as unkempt appearance.

Procedures 1. The actions listed above are to be taken seriously and be immediately reported to a manager who will call the police if

deemed appropriate. If no manager is available, the staffing firm’s consultant may call the Risk Management team for assistance and in some cases call 911.

2. The manager shall document all information of the incident report and wait with the employee for the police. 3. An investigation into the incident shall be conducted to determine what steps are needed to prevent re-occurrence. 4. Discipline for any workplace violence as defined above, but not exclusive to the list, is grounds for immediate termination

with cause. A letter is sent to the assignment employee who demonstrated the violence in the workplace and can often contain a non-trespass clause.

mailto:[email protected]

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Workplace Violence & Harassment Prevention Tips Employees Information Fact Sheet

What is Violence and Harassment in the Workplace? Workplace violence is any violent act or threat of violence against workers. Violence and harassment in the workplace can come from anyone in the workplace and be directed at anyone. It may be a single event or may involve a continuing series of events. Violence and harassment in the workplace can victimize both men and women and may be directed towards workers, clients and the public in general.

Violence and Harassment in the Workplace can take Various Forms such as:

Inappropriate behaviours such as shaking fists, destroying property or throwing objects, unwelcome physical actions in a sexual nature

Verbal/written threats – Any expression of intent to inflict harm delivered verbally or in writing

Verbal aggression, verbal abuse, verbal sexual comments – intimidation, condescending language, swearing and insults, inappropriate or unwelcome comments about sex, sexual orientation, gender identity or gender expression, making unwelcome sexual solicitations

Physical attacks – hitting, shoving, pushing or kicking, unwelcome physical actions in a sexual nature

Violence and Harassment in the Workplace Prevention Tips for Employees: Assess Your Work Environment. Pay close attention to all areas of your workplace, including parking lots

and entryways. Are there convenient escape routes? Do you have a way to get help?

Avoid Traveling Alone into Unfamiliar Grounds or Situations. If you are in a situation where hostility could occur, use the “buddy system” team approach.

Pay Attention to the Warning Signs. Many people who become violent communicate their intentions in

advance. Threats from customers, supervisors or coworkers should be reported immediately to your employer.

Promote Respect. The best way to prevent violence in the workplace is to foster a day-to-day attitude of respect and consideration in your workplace.

Eliminate Potential Weapons. Take a mental inventory of objects in your immediate work area that could be

potential weapons. Remove or secure objects that could be thrown.

Trust Your Instincts. Don’t ignore your internal warning system. If you sense danger, react accordingly.

Alert Supervisors of Any Concerns. Report all incidents immediately and whenever possible in writing.

Your Role and Responsibilities You have a duty to take reasonable care to protect your own health and safety as well as others around you. You are responsible for:

Following procedures to protect yourself from violence and harassment.

Participating in workplace violence and harassment prevention.

Reporting all incidents of workplace violence and harassment in the workplace to your supervisor.

Your Right to Know – You have the right to be informed about potential hazards in the workplace that may affect

your health and safety.

Your Right to Participate – You have a right to be part of the process of identifying and resolving workplace

health and safety concerns.

Your Right to Refuse Work – You have the right to refuse work you believe that you may be endangered by

workplace violence.

Reporting and Investigation Procedures Violence and Harassment in the workplace are unwelcome behaviors that we, your employer, take very seriously. We have reporting and investigation procedures designed to minimize and/or prevent injury during an incident of such nature.

In the event of a sudden violent act:

Remain calm

Summon assistance and move to a safe area

Immediately report the incident to your employer

The supervisor or manager that it was reported to shall document all information regarding the incident and wait with the employee for the police (if deemed appropriate)

(Refer to our Violence & Harassment in the Workplace Policy and Program posted in Office)

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General Physical Environment Assessment

This assessment focuses on the nature of the workplace. It will help you assess your workplace’s physical environment and its security measures. There are spaces for you to note the controls that are already in place, and to identify what additional controls may be suitable for your workplace. Job / Department/ Location: Completed by: Date:

GENERAL PHYSICAL ENVIRONMENT ASSESSMENT (GA) Have you assessed the following?

Physical

Environment

Yes

No

N/A

Existing Controls

Recommended Controls

(Who is responsible and expected

completion dates)

Examples of Controls

Outside building and parking lot

• Bolted entries / locks • Designated public entry • Good lighting • Motion/movement detectors

Entry control and security system

• Coded / security doors • Employee ID cards & guest passes with sign-in/out • Clearly labeled staff areas • Closed-circuit video system

Reception and waiting areas

• Means of communication • Signage (re: hours) • No heavy or sharp objects

Public counters

• Barriers (unbreakable screens) • Silent, concealed alarms • Other means to get help

Hidden areas (i.e. utility rooms)

• Restricted public access • Mirrors / Angled corners

Stairwells & exits

• Exit signs / good lighting • Panic bars to allow escape

Elevators and washrooms

• Restricted public access • Communication devices / alarms • Locks accessible by security

Public meeting Interview rooms

• Communication devices / alarms • Extra exit

Isolated areas

• Mirrors / Angled corners • Restricted access

Workplace location

• Security tours / Cameras • Secured grounds

Are security devices available to protect workers?

• Cell phones • Two-way radios • GPS tracking devices

Is there a designated safe area where workers can go during a workplace violence incident?

• A safe area (i.e. safe room, the business next door, etc.) • Have a lock that can be used from the inside, but which can also be accessed by security • Have a means of summoning immediate assistance

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HANDLING CASH (HC) Have you assessed the following?

Physical

Environment

Yes

No

N/A

Existing Controls


(Who’s responsible and expected

completion dates)


HC1. Do clients have access to workers?

Consider these measures: • Installing a barrier to cover booth

HC2. Can workers call for immediate help when workplace violence occurs or is likely to occur?

Measures could include: • equipment to summon assistance (sounding/silent alarm) • establishing an internal code to indicate help is needed

HC3. Does the front desk face the entrance of the workplace?

Front desks should: • face the main entrance • not have sightlines blocked

HC4. If there are large street windows, are they clear of obstructions?

Leave large windows clear of obstructions by: • removing objects or posters that would block the view

HC5. Is public access to the workplace restricted?

Restrict public access by: • Providing a single entrance for clients and controlling access • Posting signs - worker only areas • using cards or keys to access worker-only areas

HC6. Do workers work in remote locations or isolated areas?

Consider the following measures: • Avoiding having only one worker on shift • Implementing a ‘buddy system’ during opening/closing hours • Installing panic Maintain regular contact with workers by: establishing regular contact times and designating a person to monitor contact with workers

HC7. Do workers work at times of increased vulnerability (late at night / early in the morning)

• Having workers leave the building in groups •Joining with neighbouring businesses to coordinate security

WORKING ALONE (WA) Have you assessed the following?

Physical

Environment

Yes

No

N/A

Existing Controls


(Who’s responsible and expected completion dates)


WA1. Do you have a security system?

Investigate the need for: • video surveillance • security patrols

WA2. Do you have procedures to follow when dealing with aggressive behaviours or intruders?

Develop procedures, which could include: • when to call for assistance or go to a safe area

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MOBILE WORKPLACE (MW)

Have you assessed the following?

Physical

Environment

Yes

No

N/A

Existing Controls

Recommended

Controls

(Who is responsible and expected

completion dates)


MW1. Can workers call for immediate help when workplace violence occurs on the road?

Measures could include: • providing equipment to summon assistance, such as cell phones • providing GPS tracking devices

MW2. Are workers working in remote or isolated locations?

Provide appropriate communications or individual security devices (telephone, alarm buttons etc.)

MW3. Do you maintain regular contact with workers who are in a mobile workplace?

Maintain regular contact with workers by: • providing cell phones or other communications or monitoring devices • establishing regular contact times or check-in points

Ranking or Prioritizing the Risk Factors Ranking or prioritizing the risk factors is one way to help determine which safety hazards need to be addressed first. Priority is usually identified by taking into account how much or how often a worker is exposed to the situation or conditions, and the potential for harm. Assigning a priority to risks creates an action list. There is no simple or single way to determine the level of risk. Ranking hazards requires knowledge of workplace activities, the urgency of particular situations, and, most importantly, objective judgment. The following can help guide you in choosing the appropriate level for each specific risk:

Category of Risk

Activity Description

High

One or more potential risks regularly place the employee at risk and/or the risk is severe. • Regularly = Part of the normal work routine/assignment • Severe = Potential for fatal or critical injury

Moderate

One or more potential risks occasionally place the employee at risk and/or the risk is moderate. • Occasionally = Recognized part of work activities occurring on an infrequent basis • Moderate = Potential for lost time/medical aid required

Low

One or more potential risks rarely place the employee at risk and/or the risk is minimal. • Rarely = Not a normal part of the work routine • Minimal = Potential for first aid required

The above method is not the only way to categorize risk. If a job or location has multiple risk factors, the overall risk of workplace violence may be higher than for jobs with only one or two risk factors. In addition, you may want to take into consideration whether hours of operation or the makeup of the workforce influences the level of risk. Remember that you should address all risk factors in your workplace, not just the priority ones.

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Workplace Violence Employee Survey The Occupational Health and Safety Act requires employers in Ontario to assess the risks of workplace violence, and to put in place policies and programs regarding workplace violence and workplace harassment. We are looking for your input and assistance in recognizing existing and potential workplace violence and/or harassment hazards so that we can in turn, put control procedures in place to eliminate these potential and existing risks. Your feedback and cooperation are greatly appreciated.

Physical Environment

YES NO N/A

Do you feel safe at work?

Has your workplace been designed to protect you from workplace violence?

In your opinion, are there adequate measures to protect you?

YES NO N/A

If you answered No to any of the previous questions, please indicate whether the following areas require improvement:

Lighting

Security checks (sign-in sheets, visitor policies/procedures, etc.)

Restrictions on public access to work areas (secured elevators, stairwells, etc.)

Security staff

Security of restrooms

Security of parking lots

Communication procedures (for example, when and how to call for help)

Layout of work areas (visual obstructions, unsecured objects and furniture, etc.)

Security devices (silent or sounding alarms, panic buttons, cell phones, etc.)

Other:

Is there a written workplace violence policy and program for your workplace?

Have procedures for violence prevention been set out for your work area?

If yes, are they easy to understand and follow?

Have you ever seen a written copy of the procedures?

Workplace Incident Reporting and Follow-up

YES NO N/A

Are you required to report threats and violence at your workplace?

If yes, can you do so without fear of retaliation (revenge or punishment)?

Is there a system for reporting threats and violence at your workplace?

If yes, is it easy to understand and follow?

Does your manager investigate incidents & take corrective action promptly?

Are police & emergency services called when a criminal incident occurs?

Are support programs in place to assist you if you are directly or indirectly affected by workplace violence?

Education and Training

YES NO N/A

Do you know what workplace violence policies and programs exist in your workplace?

Have you received training in recognizing, preventing, and dealing with workplace violence?

Have you received training on the security devices available to you (such as surveillance equipment, silent or sounding alarms, cell phones, etc.)?

Do you think you are prepared to handle a violent situation, a threat, or escalating behaviours exhibited by clients/customers while at work?

Have you received training/information about domestic violence in the workplace?

Workplace Specific Questions

YES NO N/A

If you work in the community, are you provided with any of these supports?

The assistance of a buddy or security guard in high-risk situations

A cell phone or radio when needed / a security contact person

Communication about a client’s history of violence or known behavioural issues

Are there any other supports that you think would help safeguard your security? If yes, please specify below:

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Violence / Harassment in the Workplace Incident Report

Information on the Claimant Employee #__________________ Last Name First Name(s) Sex

Female Male

Status: Assignment Employee Full Time Employee Contractor Visitor Other: _____________

Date and Time of Incident Day Month Year

pm am

Date and Time of Reported Day Month Year

pm am

Name of Person Completing This Form

Incident Reported To

Incident Locations: Parking Lot Office Lunchroom/Cafeteria Reception Common Area Other:______________

Nature of Incident

Abusive Language Intimidation Non Specific Threat Harassment Specific Threat against Self/Spouse and/or Family

What was said: __________________________________ _______________________________________________ ____________________________________________________________________________________________________________________________________________________________________________________________

Reported to Manager/Supervisor?

Yes No Name of Manager/Supervisor: _________________________

Law Enforcement Notified?

Yes If Yes, Name of Agency and Report Number: ____________________________________

No

Property Damage:

Yes If Yes, Specify _______________________________

No

Corrective Action(s) Taken: (use additional paper if necessary)

Provided Employee Assistance Program Information

Yes No

Information on the Accused Status:

Assignment Employee Contractor Visitor Spouse Stranger Colleague Delivery Person

Is the accused known to the victim? Yes No How? ________________________________________________________________________________

Incident and Injury Information Date Day Month Year

Time: pm am

Nature of Injury:

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To Be Completed by Manager/Supervisor of Victim 1. Are there any other previous violent/aggressive incidents involving this assailant? Yes No

2. Are there any previous violent/aggressive incidents against this employee? Yes No

3. Any other relevant information?

4. What kind of Protective Measures were implemented?

Incident Summary – Claimant What Happened?

Signature of Employee: Date Day Month Year

Incident Summary – The Accused What Happened?

Signature of Employee: Date Day Month Year

Witness Information: Name:

Contact Number:

Name:

Contact Number:

Name:

Contact Number:

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Witness Statement Report Form

Name of Witness:

Status

Assignment Employee Full Time Employee Contractor Visitor Other:_________________

Date and Time of Incident Day Month Year

pm am

Name of Injured Worker (First/Last Name)

Incident/Injury Location

Parking Lot Office Lunchroom/Cafeteria Reception Other:_______________________________

Incident Summary:

What did you see or hear?

Were there any other witnesses?

Do you know of any other relevant information?

Signature of Witness

Date Day Month Year

Statement Taken By

Date Statement Taken Day Month Year

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Workplace Violence & Harassment Questionnaire

1. Workplace safety is only the responsibility of the health and safety representative.

True False

2. Any workplace violence/harassment incident, no matter how minuscule must be reported immediately to your employer and on-site supervisor.

True False

3. Cyber bullying which includes the use of email, text message and internet sites to threaten,

harass or damage reputations is an act of violence in the workplace.

True False

4. Gender expression and gender identity mean the same thing.

True False

5. You have the right to refuse work if you believe you may be endangered by workplace violence.

True False

6. Screaming, swearing and/or shaking a fist in someone’s face is not considered an act of violence in the workplace.

True False

7. Sexualized or gender-related remarks or jokes are allowed in the workplace, as long as it’s not

directed at women.

True False

8. Reporting and changing burnt out light bulbs is an inexpensive and effective crime deterrent.

True False

9. Landscaping and exterior lighting when improperly used can create a safety hazard.

True False

10. It is unreasonable for work sites to have restricted access policies and procedures in place for all to follow.

True False

11. An unwelcome comment referencing someone’s sexual orientation is considered workplace

harassment.

True False

workplace violence and harassment a member of the staffing … · 2021. 8. 21. · section...

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