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Act First Safety

Workplace Violence Prevention Training

The PrepareTraining® program is an adaptable and expansive curriculum that can be customized to meet the evolving needs of any work environment. With a core philosophy of Respect, Service, and Safety at Work ®, the program offers proactive solutions so organizations can count on confident, well-trained employees who respond consistently and effectively to a variety of challenging situations. Any workplace environment facing difficult or disruptive customers, employees, or visitors will benefit from this unique Workplace Violence Prevention Training program.

The Foundation Course introduces the key components of the program. Participants acquire the skills to effectively respond to anxious, irrational, angry, hostile, or potentially dangerous behavior, and minimize the negative impact of challenging encounters. Participants will:

  • Learn how crisis situations evolve and develop.
  • Examine the issues that impact Respect, Service, and Safety at Work®.
  • Explore the nonverbal and verbal elements of communication that can impact a crisis situation.
  • Practice de-escalation strategies.
  • Learn how to set limits with individuals who are verbally aggressive and noncompliant.
  • Understand the reciprocal relationship between one’s own behavior and the behavior of others.
  • Develop coping mechanisms that can help maintain professionalism during confrontations.
  • Explore ways to learn from crisis situations and improve future interventions.
  • Issue-Specific Elective Modules

Participants in the Issue-Specific Elective Modules must first complete the Foundation Course. These modules allow more in-depth customization to address the unique needs of employees and the evolving issues of the organization. Designed to be taught in two-to-three-hour segments, these information-packed modules are continually updated to address a variety of issues for identified employee groups.

The current library of Elective Modules includes:

  • Giving Bad News
  • Setting Effective Limits
  • After the Crisis: Employee Debriefing Strategies
  • Negotiating Your Way Through Conflict
  • How to Document Incidents
  • Crisis Response Teams
  • Domestic Violence and Its Impact on Today’s Workplace
  • Under the Influence and Out of Control
  • Opening the Lines of Electronic Communication

Who Should Attend

All workers, managers and supervisors at every level including human resource professionals, health and safety representatives, union representatives, facility managers and more.

Sectors

The potential of workplace violence and its related forms like harassment and bullying is widespread. Below are just a few affected industry sector examples:

  • Security
  • Health Care
  • Transportation including Shipping and Receiving
  • Banking and Finance
  • Customer Service
  • Retail
  • Hospitality
  • Education
  • Social Services

The risk of workplace violence is greater in jobs that involve:

  • handling cash
  • protecting or securing valuables
  • transporting people and goods
  • a mobile workplace (such as a vehicle)
  • public or community contact
  • working with unstable or volatile people
  • working alone, or with just a few people
  • working late nights or very early mornings
  • working in a high-risk geographic location
  • working in a ‘toxic’ workplace

Benefits

The PrepareTraining® program for workplace violence prevention benefits the entire organization by:

  • Empowering employees to apply training concepts realistically to their work environment.
  • Assessing ongoing and changing needs and risk areas.
  • Offering issue-specific content that builds upon previously established foundation concepts.
  • Promoting utilization of relevant policies and procedures.

Background

Act First Safety is the exclusive independent Canadian provider of the PrepareTraining® program for workplace violence prevention an internationally recognized and delivered program in behaviour management training as it applies to crisis prevention and intervention. The effectiveness of this leading-edge program is well-documented and supported in literature for over 20 years. The program continues to evolve as research and collaboration with experts in the field of workplace violence prevention develops.

Please contact our office for further details on Workplace Violence Prevention training.

Read More

Workplace Violence Prevention – Bill 168 Regulations

For further information on this topic for Ontario see:

Workplace Violence and Harassment: Understanding the Law
http://www.labour.gov.on.ca/english/hs/pubs/wpvh/index.php

Preventing Workplace Violence And Workplace Harassment
http://www.labour.gov.on.ca/english/hs/sawo/pubs/fs_workplaceviolence.php

Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 2009
http://www.ontla.on.ca/web/bills/bills_detail.do?locale=en&BillID=2181&B…

The following is © Queen’s Printer for Ontario, 2009 – 2009
Occupational Health and Safety Act
R.S.O. 1990, CHAPTER O.1

PART III.

VIOLENCE AND HARASSMENT

Policies, violence and harassment

32.0.1 (1) An employer shall,
(a) prepare a policy with respect to workplace violence;
(b) prepare a policy with respect to workplace harassment; and
(c) review the policies as often as is necessary, but at least annually. 2009, c. 23, s. 3.

Written form, posting
(2) The policies shall be in written form and shall be posted at a conspicuous place in the workplace.

Exception
(3) Subsection (2) does not apply if the number of employees regularly employed at the workplace is five or fewer, unless an inspector orders otherwise.

Program, violence
32.0.2 (1) An employer shall develop and maintain a program to implement the policy with respect to workplace violence required under clause 32.0.1 (1) (a).

Contents
(2) Without limiting the generality of subsection (1), the program shall,
(a) include measures and procedures to control the risks identified in the assessment required under subsection 32.0.3 (1) as likely to expose a worker to physical injury;
(b) include measures and procedures for summoning immediate assistance when workplace violence occurs or is likely to occur;
(c) include measures and procedures for workers to report incidents of workplace violence to the employer or supervisor;
(d) set out how the employer will investigate and deal with incidents or complaints of workplace violence; and
(e) include any prescribed elements.

Assessment of risks of violence
32.0.3 (1) An employer shall assess the risks of workplace violence that may arise from the nature of the workplace, the type of work or the conditions of work.

Considerations
(2) The assessment shall take into account,
(a) circumstances that would be common to similar workplaces;
(b) circumstances specific to the workplace; and
(c) any other prescribed elements.

Results
(3) An employer shall,
(a) advise the committee or a health and safety representative, if any, of the results of the assessment, and provide a copy if the assessment is in writing; and
(b) if there is no committee or health and safety representative, advise the workers of the results of the assessment and, if the assessment is in writing, provide copies on request or advise the workers how to obtain copies.

Reassessment
(4) An employer shall reassess the risks of workplace violence as often as is necessary to ensure that the related policy under clause 32.0.1 (1) (a) and the related program under subsection 32.0.2 (1) continue to protect workers from
workplace violence.

Same
(5) Subsection (3) also applies with respect to the results of the reassessment.

Domestic violence
32.0.4 If an employer becomes aware, or ought reasonably to be aware, that domestic 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.

Duties re violence
32.0.5 (1) For greater certainty, the employer duties set out in section 25, the supervisor duties set out in section 27, and the worker duties set out in section
28 apply, as appropriate, with respect to workplace violence.

Information
(2) An employer shall provide a worker with,
(a) information and instruction that is appropriate for the worker on the contents of the policy and program with respect to workplace violence; and
(b) any other prescribed information or instruction.

Provision of information
(3) An employer’s duty to provide information to a worker under clause 25 (2) (a) and a supervisor’s duty to advise a worker under clause 27 (2) (a) include the duty to provide information, including personal information, related to a risk of workplace violence from a person with a history of violent behaviour if,
(a) the worker can be expected to encounter that person in the course of his or her work; and
(b) the risk of workplace violence is likely to expose the worker to physical injury.

Limit on disclosure
(4) No employer or supervisor shall disclose more personal information in the circumstances described in subsection (3) than is reasonably necessary to protect the worker from physical injury.

Program, harassment
32.0.6 (1) An employer shall develop and maintain a program to implement the policy with respect to workplace harassment required under clause 32.0.1 (1) (b).

Contents
(2) Without limiting the generality of subsection (1), the program shall,
(a) include measures and procedures for workers to report incidents of workplace harassment to the employer or supervisor;
(b) set out how the employer will investigate and deal with incidents and complaints of workplace harassment; and
(c) include any prescribed elements.

Information and instruction, harassment
32.0.7 An employer shall provide a worker with,
(a) information and instruction that is appropriate for the worker on the contents of the policy and program with respect to workplace harassment; and
(b) any other prescribed information. 2009, c. 23, s. 3.