Workplace Violence & Harassment Policy Template

Legislative Requirement

Bill 168, which amended the OHSA in 2010, requires employers with five or more workers to have written policies on workplace violence and workplace harassment. These policies must be reviewed at least annually. All workers must be advised of the policies and any related programs.

Policy Statement Requirements

• Statement of the employer's commitment to a violence-free and harassment-free workplace
• Acknowledgment that workplace violence and harassment will not be tolerated
• Description of how the policy applies to all workers, supervisors, and management
• Reference to the employer's program for implementing the policy
• Signature of the chief executive officer or equivalent
• Date of policy issuance and annual review schedule

Program Elements

• Measures and procedures to control identified risks of workplace violence
• Measures and procedures for workers to summon immediate assistance when violence occurs or is likely to occur
• Measures and procedures for workers to report incidents of workplace violence or harassment
• How the employer will investigate and deal with incidents and complaints
• How the employer will protect the privacy of those who report or are involved in an investigation

Domestic Violence Considerations

The OHSA requires employers who become aware, or ought reasonably to be aware, that domestic violence is likely to expose a worker to physical injury in the workplace, to take every precaution reasonable in the circumstances for the protection of the worker. Policies should include guidance on how supervisors and HR should respond when domestic violence disclosures are made.

Best Practices

• Conduct a workplace violence risk assessment before finalizing the policy
• Involve workers and the JHSC in the development and annual review of the policy
• Provide annual training to all workers, supervisors, and managers on the policy and program
• Establish a clear, confidential reporting mechanism
• Document all reports, investigations, and outcomes as required by the OHSA