Time to Audit Workplace Violence and Harassment Programs.
Most provinces began to look at workplace violence and harassment as a workplace hazard at the beginning of the century. Legislation in Ontario was implemented as recently as 2009, but how much have things changed? Only time will tell, but with media coverage of high profile cases like the deplorable power-wielding antics of Harvey Weinstein and others, plus widespread campaigns like #MeToo, one would think that respectful behaviour would be top-of-mind for members of management and on the upswing in workplaces across this country.
As we get closer to the end of another year, it’s a good time to reflect on what can be done to keep improving workplaces to prevent situations of workplace violence and harassment. Here are some things to consider when conducting such an audit:
• Workplace Violence Policy and Workplace Harassment Policy – have they been developed, published and posted? Are they reviewed annually?
• Workplace Violence Hazard Assessment – has a risk assessment been completed by a competent person who can take into account the physical environment, nature of the work and other risk factors such as interactions with members of the public, worker vulnerabilities such as age and gender? If completed, has the risk assessment been periodically re-addressed to determine changes? Have the results of the risk assessment been communicated to the appropriate workplace parties; members of the joint health and safety committee, health and safety representative and workers?
• Workplace Violence and Harassment Prevention Program – this should be in place to ultimately eliminate the hazard of workplace violence and harassment and should also address the steps in reporting, investigation of incidents, managing risk controls and summoning assistance if needed. Are the programs reviewed annually?
• Risk Controls – have controls been implemented using the hierarchy of controls? Engineering controls may include locks and security cameras while administrative controls may include signage, employee security passes and training.
• Investigation – are processes set out regarding how incidents or complaints of workplace harassment will be investigated and dealt with including the results of the investigation and any corrective action taken? Have considerations been made in the event that the alleged harasser isn’t in any way connected to the reporting or investigation process? Are results of the investigation risk assessment been communicated to the appropriate workplace parties; members of the joint health and safety committee, health and safety representative and workers?
• Domestic Violence – would procedures have been identified to handle situations of domestic violence being experienced by workers?
• Training – has instruction and information been provided to workers on the policy and program?
• Competent Supervisor – do supervisor(s) have the training, knowledge and experience to effectively perform their duties including providing information appropriate to a situation of workplace violence or harassment?
• Employment Conditions – are systems and contracts in place clearing identifying the code of conduct and disciplinary process including up to dismissal for acts of workplace violence and harassment?
As we review what is in place in our workplaces and look for areas of improvement, let’s continue to raise the bar and foster safe and respectful workplaces. We all have a role to play.