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Hitting your coworkers

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Toolbox Talk: Preventing Workplace Violence and Harassment

Date: [DATE] Duration: [DURATION] minutes Presenter: [PRESENTER NAME] Location: [LOCATION]

Objective

To educate employees on recognizing, preventing, and responding to workplace violence and harassment, ensuring a safe and respectful work environment.

Introduction

Workplace violence and harassment are serious issues that can affect anyone in the workplace. It is crucial to understand how to prevent these incidents and what to do if they occur. A safe workplace is a productive workplace, and everyone has a role in maintaining it.

Presenter Note: Engage the audience by asking if anyone has personal experience related to the topic.

Key Points

  • Understanding Violence and Harassment: Violence includes any act or threat of physical harm, while harassment involves unwanted conduct affecting dignity or creating a hostile environment.
  • Importance of Prevention Plans: Employers must have a violence and harassment prevention plan that includes measures to eliminate or control these hazards [1].
  • Reporting Procedures: Employees should know how to report incidents of violence or harassment and feel confident that their reports will be taken seriously [1].
  • Confidentiality and Support: All parties involved in a complaint should be assured of confidentiality, and affected workers should be advised to seek professional help if needed [2].
  • Training and Awareness: Regular training helps employees recognize potential threats and understand the appropriate responses [3].

Hazard Identification

Common hazards related to workplace violence and harassment include:

  • Physical Assaults: Can lead to serious injuries or even fatalities.
  • Verbal Threats: Can create a hostile work environment and lead to psychological stress.
  • Bullying and Intimidation: Can result in decreased morale and productivity.

Presenter Note: Encourage participants to share any additional hazards they've encountered.

Control Measures

  • Elimination: Remove potential sources of violence where possible.
  • Engineering Controls: Implement security measures such as surveillance cameras and controlled access to facilities.
  • Administrative Controls: Develop clear policies and procedures for reporting and addressing incidents.
  • Personal Protective Equipment (PPE): While not typical for violence prevention, ensure any necessary protective measures are in place.

Safe Work Procedures

  1. Recognize signs of potential violence or harassment.
  2. Report any incidents immediately to a supervisor or designated person.
  3. Follow the established procedures for handling complaints.
  4. Participate in training sessions on violence and harassment prevention.
  5. Support colleagues who may be affected by violence or harassment.

Presenter Note: If possible, demonstrate the safe work procedure or use visual aids.

Personal Protective Equipment (PPE) Requirements

  • Not typically applicable: Focus on administrative and engineering controls for violence prevention.

Real-World Example or Case Study

Discuss a scenario where a lack of reporting led to an escalation of violence in the workplace. Highlight the importance of early intervention and support systems.

Presenter Note: Ask participants if they can relate this example to their own experiences.

Group Discussion

Discuss the following questions:

  1. What are some signs that someone might be experiencing harassment?
  2. How can we support colleagues who report violence or harassment?
  3. What improvements can we make to our current prevention plan?

Presenter Note: Encourage active participation and facilitate the discussion.

Emergency Procedures

  1. Ensure personal safety first.
  2. Contact security or emergency services if necessary.
  3. Report the incident to a supervisor immediately.
  4. Follow up with any required documentation or reports.

Questions and Answers

Encourage participants to ask questions and provide answers to common questions related to the topic.

  • Q: What should I do if I witness harassment?

A: Report it immediately to your supervisor or HR.

  • Q: How can I ensure my report is confidential?

A: The company policy ensures confidentiality except where disclosure is necessary for investigation or legal reasons [1].

  • Q: What support is available for victims?

A: Access to counseling services and professional support is recommended [2].

Summary

  • Recognize and report violence and harassment.
  • Understand and follow the prevention plan.
  • Participate in training and support colleagues.
  • Ensure confidentiality and seek professional help if needed.

Action Items

  1. Review the workplace violence and harassment prevention plan.
  2. Attend upcoming training sessions on this topic.
  3. Encourage open communication about safety concerns.

Remember: Safety is everyone's responsibility. Report all hazards, near-misses, and incidents to your supervisor immediately.

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3 source record(s)

Sources used for this answer

[1] Occupational Health and Safety Code

Page 210

Open source document

Source excerpt

## 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 reporting, investigating and documenting complaints and incidents of violence and harassment. AR 191/2021 s391;202/2024 ## Investigation and reporting of incidents 391.1 …

[2] Occupational Health and Safety Code

Page 211

Open source document

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…

[3] Occupational Health and Safety Code

Page 209

Open source document

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.

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