Can you creat a Violence and Harassment policy

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# Part 26 Ventilation Systems (cont.) ## Safety (cont.) Section 390 OCCUPATIONAL HEALTH AND SAFETY CODE Part 27 AR 191/2021 # Part 27 Violence and Harassment 389 Repealed AR 202/2024 s7. ## Violence and harassment prevention plan 390(1) An employer must develop and implement a violence and harassment prevention plan that includes the following: (a) measures to eliminate or, if that is not reasonably practicable, control the hazards of violence and harassment to workers; (b) any applicable requirements referred to in section 392.2; (c) procedures to inform workers of the nature and extent of the hazard of violence and harassment, including information related to specific or general threats of violence or harassment that exist or may exist; (d) procedures to report violence or harassment; (e) procedures to investigate complaints and incidents of violence or harassment; (f) provisions to protect the confidentiality of all parties involved in a complaint or incident, except where disclosure is (i) necessary to (A) investigate the complaint or incident, (B) take corrective action, or (C) inform the parties involved in the complaint or incident of the results of the investigation and of any corrective action to be taken to address the complaint or incident, (ii) necessary to inform workers of a specific or general threat of violence or potential violence, or (iii) required by law. - 390(2) When developing and implementing a violence and harassment prevention plan, an employer must consult with (a) the joint health and safety committee, if there is one, (b) the health and safety representative, if there is one, or (c) affected workers, as far as reasonably practicable to do so, if there is no joint health and safety committee or health and safety representative. 390.1 and 390.2 Repealed AR 202/2024 s9. - AR 191/2021 s390;202/2024 27-1 December, 2024

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# Workplace Violence Policy (Please fill in the blank lines with your company name) is committed to creating a safe and healthy workplace for all employees and members of the public at our workplace. has developed this company wide policy to identify and address violence in the workplace and to protect both employees and patrons from violence in our workplace. Using this policy, the employees will be able to take quick and effective action against any incident that may occur. At. any forms of harassment, physical violence or threat of physical violence is strictly prohibited. Any of these threats are to be taken seriously and reported to management immediately. _recognizes the potential for threats or acts of violence against staff from customers at our establishment. This policy has made every effort to identify potential threats and procedures have been developed to mitigate the risks to staff. will ensure that all staff are aware of potential hazards and are trained in the appropriate actions to take for protection from acts or threats of violence. Employees must follow procedures and immediately report all incidents of violence. Owner Signature: Date: 60 Nova Scotia Safety Manual for Businesses | Company Policies

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# What should you report and investigate when an incident occurs? (cont.) ## How do you establish first aid programs? (cont.) Under no circumstances should the reduction of severity ratings be a reason for initiating a "modified work" program. ## How do you prevent violence and harassment in the workplace? All jurisdictions in Canada have legislation specific to harassment and violence (note that the legislation in the Yukon will be in force in September 2021). Please see the OSH Answers on Violence and Harassment in the Workplace - Legislation for more details. All jurisdictions specify elements required in harassment and violence prevention policies and programs. While there are variations between jurisdictions, there are many common elements such as: - Defining violence and harassment. Some definitions include bullying formally - Conducting a workplace assessment (a hazard identification and risk assessment) specific to harassment or violence - Developing and implement preventative measures - Developing a policy and program, implement the program, and corresponding procedures for reporting of an incident - Developing a reporting and resolution process, including how to report an incident or occurrence - Providing worker instruction, education, or training - Determining procedures to ensure confidentiality and privacy - Listing supports that are available (internally, externally) - Requiring record keeping - Using continual review and improvement processes to update the policy and programs - Reporting to the jurisdiction, as necessary - Including additional requirements for situations such as family (domestic) violence, or working late night hours in retail, gas stations, convenience stores, etc. ## How do you promote worker involvement in health and safety programs? Once the health and safety program has been set in place and the program appears to be running smoothly, effort is still required to maintain compliance, enthusiasm and interest. S…

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# Part 27 Violence and Harassment (cont.) ## Violence and harassment prevention plan (cont.) Section 390.3 OCCUPATIONAL HEALTH AND SAFETY CODE Part 27 AR 191/2021 ## Domestic violence 390.3 When an employer is aware that a worker is or is likely to be exposed to domestic violence at a work site, the employer must take reasonable precautions to protect the worker and any other persons at the work site likely to be affected. 390.4 to 390.6 Repealed AR 202/2024 s9. ## Review of violence and harassment prevention plan 390.7(1) An employer must review the violence and harassment prevention plan required by section 390(1) in any of the following circumstances: (a) when an incident of violence or harassment indicates a review is required; (b) where there is a change to the work or work site that could affect the potential for violence or harassment to occur; (c) if the joint health and safety committee or the health and safety representative requests a review; (d) at least every 3 years. - 390.7(2) When carrying out the review required by subsection (1), the employer must consult with (a) the joint health and safety committee, if there is one, (b) the health and safety representative, if there is one, or (c) affected workers, as far as reasonably practicable to do so, if there is no joint health and safety committee or health and safety representative. 390.7(3) The employer must revise the violence and harassment prevention plan as necessary following a review required under subsection (1). AR 191/2021 s390.7;202/2024 ## Training of workers - 391 An employer must ensure that workers are trained in (a) the recognition of violence and harassment, (b) the violence and harassment prevention plan the employer has developed and implemented under section 390(1), including when revisions are made to the plan, (c) the appropriate response to violence and harassment, including procedures for obtaining assistance, and (d) the procedures for report…

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# Domestic Violence Toolkit (cont.) are abusers employed at your workplace? ## employer best practices 1. Engage the statewide or local domestic violence program as a partner in development, training, and ongoing consultation regarding domestic abuse in the workplace. 2. Develop a domestic violence policy and corresponding standard operating procedures to support the policy. 3. Develop a comprehensive domestic violence training program. At a minimum, the program should include baseline training for all supervisors, managers, team leaders, security, human resource personnel, and employee assistance program providers, whether in-house or contracted. 4. Screen potential employees for violent and abusive behaviors. 5. Evaluate information gathered in the criminal background check process in a comprehensive, consistent manner. 6. Orient your new employee to the respectful workplace culture within the first few weeks of hire and continue to reinforce this message throughout the employee's tenure. 7. Screen for violent and abusive conduct during changes in job status, such as promotion or transfer. 8. Investigate both internal and external allegations of abusive, threatening, harassing, and/or violent conduct that affects the workplace, and respond with an appropriate measure of accountability. 9. Comply with service and requirements of civil orders of protection. 10. Develop a protocol for a separation of employment that incorporates safety of all personnel and a respectful process for the terminated worker. for employer assistance, contact MAINE COALITION TO [redacted street address] | Augusta, ME [redacted postal code] END DOMESTIC VIOLENCE [redacted phone] www.mcedv.org • assistance with creating a to domestic violence comprehensive workplace response - training • resources • policy consultation ## for additional resources, contact 54 State House Station | Augusta, ME [redacted postal code] MAINE DEPARTMENT OF LABOR [redacted phone] | www.maine.gov/…