VIOLENCE & HARASSMENT
TRAINING

Prevent Violence & Harassment
in the Workplace (Bill 168)

Meet your employer obligations under the Occupational Health & Safety Act and Human Rights Code.

Prevent Violence & Harassment in the Workplace Training

On June 15, 2010, Bill 168, which amended the Occupational Health and Safety Act (OHSA) to deal with workplace violence and harassment, came into force. In 2016, Bill 132 further amended the OHSA to expand the meaning of workplace harassment to include workplace sexual harassment.

Bill 168 established how workplace harassment and workplace violence are defined in the OHSA.

Bill 168 defines “workplace harassment” 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”. Differences of opinion, minor disagreements between coworkers, and reasonable performance management and supervision of employees are not considered to be harassment under the OHSA.

Unlike the definition of “harassment in employment” under the Ontario Human Rights Code (“the Code”), the definition of harassment in the OHSA is broader as it includes any form of harassment, not just harassment based on one of the Code’s protected grounds.

Workplace violence is defined as the attempt or exercise of physical force by a person against a worker in a workplace, which causes or could cause physical injury. This includes statements or behaviour that a worker reasonably interprets as a threat to exercise physical force.

The law requires every workplace in Ontario with more than five employees to:

Why Your Organization Needs a Violence and Harassment Policy and Training Program

Workplace harassment can undermine a person’s dignity. It can prevent workers from doing their jobs effectively.  Workplace harassment, left unchecked, has the potential to escalate into violent behaviour.  All workers are entitled to a safe and healthy workplace.

 In some jurisdictions, occupational health and safety law requires workplaces to have workplace harassment policies and programs. Effective policies benefit the workplace in many ways and decrease employer liability. 

A policy is the employer’s commitment to protect workers from the hazard of harassment. A program is the actions the employer will implement to support the policy. Both should be in writing and posted in a conspicuous location so that they are available to all workers.

The program should be developed together with the Joint Health and Safety Committee, Health and Safety Representative or other worker(s) as per applicable occupational health and safety requirements. It should be reviewed annually or as often as necessary (i.e. after an incident).

Workers should receive training and instruction on the policy and program.

In Ontario, Canada, the Occupational Health and Safety Act has a series of regulations requiring employers to have a harassment policy and programs. The Ministry of Labour published a suggested Code of Practices for workplaces in this regard. The following Sample Policy, Program and Complaint Form are derived from this Code of Practice.

Our Sample Violence and Harassment Policy, Program and Complaint Form meet all the requirements in the jurisdiction of Ontario.   Because the law in Ontario is advanced and recently updated, it is likely that the Generic Documents provided will meet most or all criteria in other jurisdictions.

It is recommended to workplaces in other jurisdiction that they review applicable legislation to be sure that all requirements are met.

TRAINING YOUR WAY!

HR Proactive Inc. offers several options to train employees, quickly, easily and cost-effectively.

HR Pro Hosted LMS

HR Pro Hosted LMS

Your own branded Training Platform

SCORM Training File

SCORM Training File

SCORM Training File to upload to your Learning Management System

Streaming Service

Streaming Service

Streaming Service Platform with offline options

Virtual Training

Virtual Training

For 5-100+ Participants. Virtual Custom Meetings

HR Proactive Inc. is here to assist you with your company's training needs.

Contact us today. We can help.

Testimonial

"The AODA & Bill 168 materials prepared by HR Proactive have been a brilliant resource utilized in advising our management clients on training their workforce."
Leanne E. Standryk
Labour and Employment Law
Lancaster, Brooks & Welch LLP


HR Proactive Inc. has led the way in designing and delivering Harassment & Violence training to Ontario workplaces which exceeds the requirements under OHSA and the Human Rights Code. 

Call Us Today to Book a Demo:

Complementary Services Offered by HR Proactive Inc. Include:

Individual “One-on-One” Sensitivity Training or Remedial Training for Workplace Restoration

HR Proactive can provide individual “One-on-One” training, coaching and counseling for your staff. This service provides an effective way of addressing inappropriate behaviour or assisting employees who may be encountering difficulty interacting with or managing others.

Harassment
Investigation
Services

HR Proactive Human Rights Consultants are frequently retained to conduct workplace harassment investigations in Ontario and throughout Canada, when there is a need for a skilled and experienced neutral third-party to respond and assess a harassment complaint.

Let us customize your online Violence & Harassment Training Program or Workshop!

Don’t have time to update an existing human resource management related training program or workshop? HR Proactive can help!

HR Proactive Inc. can provide you with our Catalogue of Course Content in SCORM file format to upload to your HRIS/LMS.

Quality Content

The quality breadth and timeliness of content updating is paramount to the learner process.

Learner Engagement

Motivate learners and keep them engaged in the learning experience.

User Experience

Our SCORM Training helps you to assign, track, and report employee progress.

Learner Outcomes

Align compliance training with your business outcomes.

Meet your OHSA requirements today with our Harassment & Violence Prevention Training.

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