what happens if my safety guy is gay and he comes on to me slowly

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# Back to Top (cont.) ## Harassment prevention plan (cont.) (d) include a statement of a supervisor's obligation to ensure the health and safety of workers, including the supervisor's obligation to apply and comply with the harassment prevention plan; (e) set out the procedures for workers to report instances of harassment to an employer or supervisor or where the employer or supervisor is the alleged harasser, the procedures to report harassment to an external third party; (f) set out the procedures to be followed after a complaint of workplace harassment is received and the manner in which a complaint is investigated; (g) include a statement that any information obtained relating to workplace harassment, including personal information, will not be disclosed unless it is necessary for the purpose of an investigation, corrective action relating to the complaint or where required by law; (h) set out the procedures regarding notification of results of investigations and any actions to be taken as a result of an investigation; (i) include a statement that the harassment prevention plan is not intended to discourage a worker from exercising the worker's rights under the Human Rights Act, 2010, the Criminal Code (Canada) or any other law of the province or of Canada; and (j) include a statement that the employer shall protect workers from retaliation and provide support to workers when workplace harassment occurs. (3) The harassment prevention plan shall be (a) accessible to all workers in the workplace; and (b) reviewed as necessary but at least annually. (4) An employer shall investigate complaints of workplace harassment. (5) An officer may, where the officer considers it necessary, order that an impartial third party investigate a complaint of workplace harassment. (6) Any expenses relating to an investigation referred to in subsection (5) shall be the responsibility of the employer. 3/19 s2; 43/22 s7 Back to Top ## Training - 24.2 (1) A…

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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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# RESPECTFUL WORKPLACE Date Posted: 04/21/2020 Creating a respectful workplace is the cornerstone for the success and continued growth of a company. Respectful workplaces create safer jobsites, healthier company cultures and increased productivity. It is up to everyone to do their part in creating a respectful workplace. ## BE INCLUSIVE IN YOUR HIRING Hiring a diverse workforce creates a dynamic and vibrant company culture. A diverse workforce brings in new and innovative ideas and increases opportunities. When posting jobs, make sure they are posted on multiple sites. This will increase the potential number of applicants. ## VALUE YOUR STAFFS INPUT Take the time listen to your employees and get their feedback. Actively set-up avenues and times for employees to express ideas and concerns about the company ## EMPLOYEE GROWTH Employees feel valued when companies invest in their growth. Set up education and training goals during reviews. Provide opportunities for employees to meet these goals and help them advance in their careers. Create employee led committees (safety, community, activities, HR). ## CULTURE OF CARE Create a culture of care and respect in the workplace. Take time to make sure employees feel valued. Create and enforce a zero-tolerance policy dealing with discrimination, bullying and harassment. Make sure employees know they will be supported when reporting potential issues. ## COMPANY HARASSMENT PREVENTION AND HELP • Company Policy: Create a strong anti-harassment policy and educate your workers about the policy. • Warning Signs: Train managers and employees to recognize and report inappropriate behavior. • Communication: Create a safe environment for reporting harassment with the assurance the person reporting the violation will be protected from retaliation. • Company Resources: Be aware of available company resources and how to access them. • Training: Continually provide employee training to keep current with company policies and …

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# Back to Top ## Violence prevention 23. (1) Where a risk of injury to workers from violence is identified by an assessment performed under section 22.1, the employer shall (a) establish procedures, policies and work environment arrangements to eliminate the risk to workers from violence; and (b) where elimination of the risk to workers is not possible, establish procedures, policies and work environment arrangements to minimize the risk to workers. (2) Where an employer becomes aware, or ought reasonably to be aware, that family violence that would likely expose a worker to physical injury may occur in the workplace, the employer shall take every precaution reasonable in the circumstances for the protection of the worker. (3) In this section, "family violence" has the same meaning as in section 3 of the Family Violence Protection Act. 3/19 s1 ## Back to Top ## Instruction to workers 24. (1) An employer shall inform workers who may be exposed to the risk of violence of the nature of the risk and the precautions that may be taken. (2) The duty to inform workers in subsection (1) includes a duty to provide information 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. 5/12 s24 ## Back to Top ## Harassment prevention plan - 24.1 (1) An employer shall develop, implement and maintain a written harassment prevention plan in consultation with the occupational health and safety committee, the worker health and safety representative or the workplace health and safety designate. (2) A harassment prevention plan shall (a) include a statement that every worker is entitled to employment free from workplace harassment; (b) include a statement that the employer is committed to eliminating, where possible, or otherwise, minimizing the hazard of workplace harassment; (c) include a statement of the worker's obligation to take reasonable care to (i) not …

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# Workplace Policy on Domestic Violence, Sexual Assault and Stalking (cont.) ## Note re: Firearms (cont.) Model Policy # Domestic Violence Toolkit Workplace Policy on Domestic Violence, Sexual Assault and Stalking Page 7 of 14 Failure to provide the above information may result in disciplinary action up to and including termination. ## VII. NON-RETALIATION Any retaliatory action resulting from an employee making a complaint or observation of domestic violence, sexual assault or stalking, or otherwise asserting rights or responsibilities under this policy or relevant laws is a serious violation of this policy and may be cause for disciplinary action up to an including termination. ## VIII. TRAINING AND OUTREACH ## A. POLICY DISTRIBUTION This policy will be distributed to all persons covered by this policy, will be posted at all company facilities, and will be posted to the company's web site. Each person covered by this policy shall sign a statement acknowledging that the person has received and read the policy. Employees' statements will be retained in personnel files. Statements signed by other persons covered by this policy will be retained by the person's primary contact at the company. B. TRAINING 1. All current employees will receive policy awareness training. All new employees will receive training as part of New Employee Orientation. 2. Persons who must attend specialized training designated by the company focusing on identifying and responding to issues of domestic violence, sexual assault and stalking in the workplace include: a. All employees newly hired or promoted into managerial or supervisory positions; b. All current managers and supervisors; and c. Responders. 3. To carry out the purpose of this policy, the company will establish an ongoing Training and Outreach Committee. The committee will provide opportunities for education and discussion on domestic violence, sexual assault, and stalking issues. Such opportunities may in…

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# Domestic Violence Toolkit (cont.) ## II. DEFINITIONS (cont.) Model Policy # Domestic Violence Toolkit Workplace Policy on Domestic Violence, Sexual Assault and Stalking Page 3 of 14 secure area; voluntary temporary transfer or permanent relocation to a new work site; reassignment of parking space; escort for entry to and exit from the work site; responding to telephone, fax, e-mail, or mail harassment; and, keeping a photograph of the abuser or a copy of an existing court order in a confidential on-site location and providing copies to designated personnel. ## III. PERSONS COVERED BY THIS POLICY Persons covered by this policy include company employees, interns, contractors, or temporary workers, in any workplace location. ## IV. CONFIDENTIALITY This company recognizes and respects an employee's right to privacy. The company will maintain the confidentiality of an employee's disclosure unless the substance of the employee's disclosure demands otherwise. Disclosure will be necessary if an abuser presents a threat to the safety of any employee in the workplace. The Director of Human Resources must be consulted regarding matters of security, safety planning, leave time, court orders, job performance, and discipline. Whenever possible, the employee will be given notice of necessary disclosures. ## V. RESPONSE AND ASSISTANCE TO EMPLOYEES WHO ARE VICTIMS The company seeks to offer support and referrals for assistance to victims who disclose concerns or request help. Disclosures may be made to any supervisor or Responder with whom a victim is comfortable. Co-workers are often the first to notice that a fellow employee may be experiencing personal difficulties related to domestic violence, sexual assault or stalking. If an employee has reason to believe that a co-worker is a victim, the concerned employee is encouraged to contact a supervisor or Responder. Co-workers may also offer assistance in a confidential and non-judgmental manner and should be sensiti…

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# SÉCURITÉ ET HYGIÈNE DU TRAVAIL W210 - R.M. 217/2006 (e) a worker has the right to file a complaint with the Manitoba Human Rights Commission; (f) the employer's harassment prevention policy is not intended to discourage or prevent the complainant from exercising any other legal rights pursuant to any other law. - 10.2(2) The harassment prevention policy must provide information on the following procedures under the policy: (a) how to make a harassment complaint; (b) how a harassment complaint will be investigated; (c) how the complainant and alleged harasser will be informed of the results of the investigation. ## Posting policy 10.3 An employer must post a copy of the harassment prevention policy in a conspicuous place at the workplace. e) les travailleurs ont le droit de porter plainte à la Commission des droits de la personne du Manitoba; f) la politique de prévention du harcèlement de l'employeur n'a pas pour but de dissuader ni d'empêcher le plaignant d'exercer des droits reconnus par d'autres lois. - 10.2(2) La politique de prévention du harcèlement fournit des renseignements sur ce qui suit : a) la marche à suivre pour déposer une plainte de harcèlement: b) le déroulement des enquêtes en matière de harcèlement: c) la façon dont les résultats des enquêtes sont communiqués au plaignant et au présumé harceleur. ## Affichage de la politique 10.3 L'employeur affiche la politique de prévention du harcèlement à un endroit bien en vue dans le lieu de travail. Accessed: 28 Apr. 2025 at 12:22 pm CDT Current from 27 Sept. 2019 to 24 Apr. 2025 91 Date de consultation : le 28 avril 2025 à 12 h 22 À jour du 27 sept. 2019 au 24 avril 2025

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# Identifying Mark of Approved Equipment (cont.) 33. (1) In this section, "work alone" means to work at a work site as the only worker at that work site, in circumstances where assistance is not readily available in the event of injury, ill health or emergency. (travailler seul) (2) If a worker is required or permitted to work alone or at an isolated work site, an employer, in consultation with the Committee or representative or, if no Committee or representative is available, the worker and other workers, shall identify the hazards arising from the conditions and circumstances of that work. (3) An employer shall take reasonable measures to eliminate or reduce the risks posed by the hazards identified under subsection (2), including the establishment of an effective communication system that consists of (a) radio communication; (b) phone or cellular phone communication; or (c) any other means that provides effective communication considering the risks involved. ## Harassment 34. (1) In this section, "harassment" means, subject to subsections (2) and (3), a course of vexatious comment or conduct at a work site that (a) is known or ought reasonably to be known to be unwelcome; and (b) constitutes a threat at the work site to the health or safety of a worker. (harcèlement) (2) To constitute harassment for the purposes of subsection (1), any one of the following must have occurred: (a) repeated conduct, comments, displays, actions or gestures; or (b) a single, serious occurrence of conduct, or a single, serious comment, display, action or gesture, that has a lasting, harmful effect on the worker's health or safety. (3) For the purpose of subsection (1), harassment does not include reasonable action taken by an employer or supervisor relating to the management and direction of the workers or of the work site. (4) An employer shall, in consultation with the Committee or representative, or, if no Committee or representative is available, the workers, …

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# SÉCURITÉ ET HYGIÈNE DU TRAVAIL (cont.) WORKPLACE SAFETY AND HEALTH W210 M.R. 217/2006 ## Interpretation: "harassment" 1.1.1(1) For the purpose of the definition "harassment" in section 1.1. conduct is (a) objectionable, if it is based on race, creed, religion, colour, sex, sexual orientation, gender-determined characteristics. marital status, family status, source of income, political belief, political association, political activity, disability, physical size or weight, age, nationality, ancestry or place of origin; or (b) severe, if it could reasonably cause a worker to be humiliated or intimidated and is repeated, or in the case of a single occurrence, has a lasting, harmful effect on a worker. - 1.1.1(2) Reasonable conduct of an employer or supervisor in respect of the management and direction of workers or the workplace is not harassment. - 1.1.1(3) In this section and in the definition "harassment" in section 1.1. conduct includes a written or verbal comment, a physical act or gesture or a display, or any combination of them. M.R. 147/2010 ## Notice requirements - 1.2(1) When this regulation requires a person to give notice to the branch or the director. the notice must be given (a) to the director or a safety and health officer, in the case of a notice that is to be given to the branch: or - violence S'entend : a) de la tentative d'exercer la force physique ou de l'exercice réel de la force physique contre une personne; b) des propos ou des comportements menaçants qui donnent à une personne une raison valable de croire que la force physique sera utilisée contre elle. ("violence") R.M. 147/2010; 165/2012; 129/2015; 159/2018; 128/2019 ## Interprétation harcèlement - 1.1.1(1) Pour l'application de la définition de harcèlement figurant à l'article 1.1, un comportement est a) répréhensible s'il est basé sur la race, les croyances, la religion, la couleur. le sexe, l'orientation sexuelle, les caractéristiques fondées sur le sexe, la…

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# SÉCURITÉ ET HYGIÈNE DU TRAVAIL (cont.) WORKPLACE SAFETY AND HEALTH W210 M.R. 217/2006 # PART 10 # HARASSMENT ## Harassment prevention policy 10.1(1) An employer must (a) develop and implement a written policy to prevent harassment in the workplace; and (b) ensure that workers comply with the harassment prevention policy. 10.1(2) The harassment prevention policy must be developed in consultation with (a) the committee at the workplace; (b) the representative at the workplace; or (c) when there is no committee or representative, the workers at the workplace. ## Required statements 10.2(1) The harassment prevention policy must include the following statements: (a) every worker is entitled to work free of harassment; (b) the employer must ensure, so far as is reasonably practicable, that no worker is subjected to harassment in the workplace; (c) the employer will take corrective action respecting any person under the employer's direction who subjects a worker to harassment: (d) the employer will not disclose the name of a complainant or an alleged harasser or the circumstances related to the complaint to any person except where disclosure is (i) necessary to investigate the complaint or take corrective action with respect to the complaint, or (ii) required by law; # PARTIE 10 # HARCÈLEMENT ## Politique de prévention du harcèlement 10.1(1) L'employeur est tenu de faire ce qui suit a) élaborer et mettre en œuvre une politique écrite visant à prévenir le harcèlement dans le lieu de travail; b) voir à ce que les travailleurs respectent la politique de prévention du harcèlement. - 10.1(2) L'employeur élabore la politique de prévention du harcèlement en consultant, selon le cas : a) le comité du lieu de travail: b) le délégué du lieu de travail; c) s'il n'y a pas de comité ni de délégué, les travailleurs du lieu de travail. ## Contenu obligatoire 10.2(1) La politique de prévention du harcèlement précise obligatoirement ce qui suit a) …

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# Sexual Harassment Date Posted: 08/27/2016 Do you have nude pictures in your workplace? Tell dirty jokes? Make suggestive remarks to other employees? If you answered yes to any of these questions you may be guilty of sexual harassment. Since enactment of the Civil Rights Act of 1964, and the development of guidelines by the Equal Employment Opportunity Commission (EEOC) in 1980, sexual harassment is considered to be a form of sex discrimination-a Federal offense. To discriminate against a person is to deny them rights, benefits, wages, or opportunities because that person belongs to a certain group. Sexual harassment is defined as: • Unwelcome sexual advances or requests for sexual favors, or any verbal or physical conduct of sexual nature when submission to such conduct is expressed or implied as a condition of employment • Submission to or rejection of such conduct, used as a basis for employment decisions - When such conduct substantially interferes with a person's work performance - The creation of an intimidating, hostile or offensive working environment. Basically, sexual harassment is any inappropriate and unwelcome behavior with a sexual overtone that causes a negative affect on a person's work environment. Examples of sexual harassment, if carried out in the workplace include: - Displaying obscene or offensive pictures or reading materials • Making suggestive gestures or sounds - Whistling or leering • Exerting unwanted pressure for dates • Sending letters or making telephone calls not wanted by the receiver • Inappropriate touching, patting, etc. • Telling dirty jokes • Extorting sexual favors from a subordinate We usually think of an injury as a traumatic event resulting in broken bones, or blood gushing from open wounds. People also suffer injuries that have no outwardly observable signs. These are psychological injuries which can be just as devastating, disabling and scarring as any visible injury. Victims of sexual harassment often s…

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# Workplace violence and harassment Workplace violence is the exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury. It includes any attempt or threat to exercise physical force. A threat can be a statement or behaviour that a worker reasonably interprets as intimidating. Workplace harassment is defined in the Occupational Health and Safety Act as "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." Vexatious means causing annoyance or worry. ## Explain dangers Workplace violence and harassment can be: • Verbal • Physical • Visual (e.g., gestures) - Environmental (e.g., posting derogatory or sexually oriented posters). It can include bullying and gossip as well as domestic violence that spills over into the workplace. Workplace violence or harassment negatively affects workers and the work environment. - It can damage people's physical and mental health. - It can decrease productivity and undermine the company culture. - It can hurt a business financially because of work disruptions, decreased productivity, and the costs of violence-related injuries, government fines, and potential legal action. • It can negatively affect the relationship between coworkers and between workers and employers. - It can ruin the company's reputation with clients and undermine hiring efforts. NOTE: If your company does not have a workplace violence and harassment policy in place, download a sample one from the Workplace Violence and Harassment Toolkit at ihsa.ca ## Identify controls Companies are legally required to have a written workplace violence and harassment policy and post it in a conspicuous location at the workplace. Companies must also protect workers from workplace violence and harassment. This includes conducting investigations and advising workers if there is a risk of workplace violence from a …

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# PROGRAM DIRECTIVE (cont.) claims filed against DCBS as well. Oregon OSHA will provide BOLI CRD with safety and health technical assistance, provide referrals to the Ombuds Office for Oregon Workers, audit BOLI CRD files, and initiate enforcement activities where safety and health violations may have occurred. The Oregon Safe Employment Act (ORS 654) prohibits employers from retaliating against their employees for exercising their rights under the Act. If workers have been retaliated or discriminated against for exercising their rights, they must file a complaint with BOLI CRD within one year of the alleged adverse action. Protection from discrimination (OAR 839-005- 0010) means that an employer cannot retaliate by taking "adverse action" against workers, including, but not limited to: • Discharge - Discharges include not only straightforward firings, but also situations in which the words or conduct of a supervisor would lead a reasonable employee to believe that they had been terminated (e.g., a supervisor's demand that the employee clears out their desk or return company property). Also, particularly after a protected refusal to work, an employer's interpretation of an employee's ambiguous action as a voluntary resignation, without having first sought clarification from the employee, may nonetheless constitute a discharge. If it is ambiguous whether the action was a quit, discharge, or even possibly protected work refusal in accordance with ORS 654.062(5)(e), consultation with a BOLI CRD supervisor or Oregon OSHA may be appropriate. • Constructive discharge – The employee quitting after the employer has deliberately, in response to protected activity, created working conditions that were so intolerable that a reasonable person in similar circumstances would have felt compelled to resign. (See OAR [redacted phone]). • Demotion • Suspension • Reprimand or other discipline • Harassment Unwelcome conduct that can take the form of slurs, graffiti, offensive o…

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# WORKPLACE VIOLENCE Workplace Violence Last Review: 08/01/2025 Date Posted: 09/11/2024 ## Workplace Violence Workplace violence is a serious concern that can occur at any time and place, and can be instigated by anyone, including coworkers and strangers. It can manifest as physical assault or in the form of threatening or disruptive behavior, such as raised fists or condescending language. According to the Occupational Health and Safety Administration (OSHA), workplace violence encompasses any act or threat of physical violence, harassment, intimidation, or disruptive behavior that takes place at a worksite, and it can involve employees, clients, customers, and visitors. Workplace violence is currently the third leading cause of fatal occupational injuries in the United States. According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), out of the 5,333 fatal workplace injuries that occurred in the United States in 2019, 761 were cases of intentional injury caused by another person. ## RECOGNIZE THE TYPES OF WORKPLACE VIOLENCE Workplace violence encompasses more than physical harm alone. refers to any type of aggressive, intimidating, or disruptive behavior that takes place during work hours. This can include harassment, threats of violence, and intimidation, as well as sexual harassment and bullying. Harassment is defined as any type of unwelcome or discriminatory verbal or physical contact, while bullying is described as repeated and unprovoked aggressive or hurtful conduct committed by one or more individuals against another. acts of • Physical Aggression: Physical aggression refers to the act of physically hurting another person. Even though this type of assault is purely physical, it can still cause disruption in the workplace and can take an emotional toll on you. Additionally, any threats made about harming you should also be considered an act of physical aggression. If either of these situations occur, it is crucial t…