Create a detailed toolbox talk on Workplace Violence.

Source excerpt

## Treatment or referral 391.2 An employer must ensure that a worker reporting an injury or adverse symptom resulting from an incident of violence or harassment is advised to consult a health professional of the worker's choice for treatment or referral. ## Entitlement to pay 392 When a worker is treated or referred by a physician under section 391.2 and if the treatment sessions occur during regular work hours, the worker is deemed to be at work during that treatment. AR 191/2021 s392;202/2024 ## Application of sections 392.2, 392.5 392.1 Sections 392.2 and 392.5 apply to the following where workers are ordinarily present during business hours: - (a) retail fuelling outlets; - (b) convenience stores or other retail outlets that offer limited quantities of general goods for sale such as food and household items, but not including pharmacies, liquor stores, cannabis stores or other retail outlets that focus on a narrow category of goods for sale. AR 191/2021 s392.1;202/2024 ## Additional requirements for violence and harassment prevention plan 392.2 (1) An employer must ensure that - (a) safe cash-handling procedures are developed and implemented, including procedures that minimize the amount of cash readily accessible to a worker at the work site, - (b) good visibility is maintained into and out of the work site, - (c) access by the public is limited in the interior of any buildings in the work site, - (d) the work site is monitored by video surveillance, - (e) signs at the work site are visible to the public indicating that the work site is monitored by video surveillance, and - (f) each worker working alone is provided with a personal emergency transmitter monitored by the employer or the employer's designate. 392.2 (2) An employer must ensure that, when the work site is open to the public between the hours of 11:00 p.m. and 5:00 a.m., - (a) there is a time lock safe at the work site that cannot be opened by a worker between those hours, - (b) the quan…

Source excerpt

## S-15.1 REG 10 ## OCCUPATIONAL HEALTH AND SAFETY, 2020 - (g) a reference to the provisions of the Act respecting harassment and the worker's right to request the assistance of an occupational health officer to resolve a complaint of harassment; - (h) a reference to the provisions of The Saskatchewan Human Rights Code respecting discriminatory practices and the worker's right to file a complaint with the Saskatchewan Human Rights Commission; - (i) a description of the procedure that the employer will follow to inform the complainant and the alleged harasser of the results of the investigation; and - (j) a statement that the employer's harassment policy is not intended to discourage or prevent the complainant from exercising any other legal rights pursuant to any other law. - (2) An employer shall: - (a) implement the policy developed pursuant to subsection (1); and - (b) post a copy of the policy in a conspicuous place that is readily available for reference by workers. 31 Dec 2020 c S-15.1 Reg 10 s3-25. ## Violence 3-26 (1) In this section, 'violence' means the attempted, threatened or actual conduct of a person that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives a worker reasonable cause to believe that the worker is at risk of injury. - (2) Places of employment that provide the following services or activities are prescribed for the purposes of subsection 3-21(1) of the Act: - (a) services provided by health care facilities mentioned in clauses (a) to (e) and (l) of the definition of 'health care facilities' in section 31-1; - (b) pharmaceutical-dispensing services; - (c) education services; - (d) police services; - (e) corrections services; - (f) other law enforcement services; - (g) security services; - (h) crisis counselling and intervention services; - (i) late night retail premises as defined in section 3-27; - (j) financial services; - (k) the sale of alcoholic …

Source excerpt

## OCCUPATIONAL HEALTH AND SAFETY, 2020 - (3) A policy statement and prevention plan required by subsection 3-21(1) of the Act must be in writing and must include: - (a) the employer's commitment to minimize or eliminate the risk; - (b) the identification of the worksites where violent situations have occurred or may reasonably be expected to occur; - (c) the identification of any staff positions at the place of employment that have been, or may reasonably be expected to be, exposed to violent situations; - (d) the procedure to be followed by the employer to inform workers of the nature and extent of risk from violence, including, except if the disclosure is prohibited by law, any information in the employer's possession related to the risk of violence from persons who have a history of violent behaviour and whom workers are likely to encounter in the course of their work; - (e) the actions the employer will take to minimize or eliminate the risk, including the use of personal protective equipment, administrative arrangements and engineering controls; - (f) the procedure to be followed by a worker who has been exposed to a violent incident to report the incident to the employer; - (g) the procedure the employer will follow to document and investigate a violent incident reported pursuant to clause (f); - (h) a recommendation that any worker who has been exposed to a violent incident consult the worker's physician for treatment or referral for post incident counselling; and - (i) the employer's commitment to provide a training program for workers that includes: - (i) the means to recognize potentially violent situations; - (ii) procedures, work practices, administrative arrangements and engineering controls that have been developed to minimize or eliminate the risk to workers; - (iii) the appropriate responses of workers to incidents of violence, including how to obtain assistance; and - (iv) procedures for reporting violent i…

Source excerpt

## 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. AR 191/2021 s390;202/2024 390.1 and 390.2 Repealed AR 202/2024 s9.

Source excerpt

- (ii) the quantity of high-value items such as cash and lottery tickets is limited. 392.2 (3) An employer must ensure that the requirements referred to in subsections (1) and (2) are included in the employer's violence and harassment prevention plan developed and implemented under section 390(1). AR 191/2021 s392.2;202/2024 392.3 and 392.4 Repealed AR 202/2024 s15. ## Personal emergency transmitter 392.5 A worker working alone must wear the personal emergency transmitter referred to in section 392.2(1)(f). AR 191/2021 s392.5;202/2024 ## Mandatory fuel prepayment 392.6 (1) An employer must ensure that fuel sold at retail fuelling outlets is paid for before the fuel is dispensed. 392.6 (2) Despite subsection (1), if approved by a Director, an employer may implement procedures or use equipment to ensure payment before fuel is dispensed. AR 191/2021 s392.6;202/2024