Workplace Violence: Meeting the Challenge 
The Ten-Point Workplace Violence Prevention Strategy

Recent high-profile incidents have brought the problem of workplace violence to the fore. But workplace assaults by co-workers, managers and the public, and psychological violence such as bullying or harassment, is an ongoing problem. An international crime victim survey in 1996 indicated that Canada ranked 4^th highest out of 50 countries surveyed for men and women reporting assaults at work. 3.9% of Canadian men reported they had been assaulted on the job.  5% of Canadian women indicated assault or threat of assault.  9.7% of Canadian women reported they had been subject to a "sexual incident". The problem is real and ongoing, and the situation requires positive remedial action on the part of the employer. 

Replete with case studies, sample policies and a violence prevention checklist, this session will examine the dynamics at play including the scope of the problem, causal factors, and the impact of relevant health and safety, workers'compensation and human rights obligations. A10-Point Workplace Violence Prevention Strategy will provide employers with many detailed how-to's for coming to grips with the problem.

You Will Learn:

• What behaviours should be considered problematic in dealing with violence
• Key aspects of developing a workplace violence prevention program
• How to respond when an incident occurs
• How statute and judge-made laws increasingly protect workers from violence   

The Program Will Cover:

Facts, Statistics and Definitions

• The problem: Can workplace violence be defined?  What is it?  Who are the most common perpetrators and victims?
• Harassment as a precursor to violence
• Is violence really an issue in Canada?
• Statistics and case examples from around the world
• Multiple forms of workplace violence 

Legal Provisions Touching on Violence and Violence Prevention

• Ontario Human Rights Code
• Obligations and potential liabilities to victims and perpetrators
• Pre-employment testing, screening and inquiries
• Harassment and discrimination prevention strategies
• Occupational Health and Safety Act
• Obligations and potential liabilities
• Practical Strategies and violence prevention policies
• The Ontario Workplace Safety and Insurance Act
• Civil liability
• Liability to victims and perpetrators
• Collective agreement obligations and grievances
  
  Ten Point Workplace Violence Prevention Strategy

1. Workplace violence risk assessment

• Is there a psychological profile that you should look for?
• Workplace history and histories of violence at similar workplaces
• Risk factors associated with violence

2. Implementation of physical and procedural steps to limit opportunities for violence

• Can the Ministry of Labour order an employer to take steps?
• What steps should the prudent employer take in a given situations?
• workplace design and layout
• changes to administrative and work practice
• policies for existing and dismissed employees
• security systems

3. Pre-employment screening and hiring guidelines and training of personnel to recognize warning signs, diffuse potential aggressors

• Hiring guidelines, interview questions and reference checks
• Human Rights Code limitations on what can be asked and when

4. Internal violence prevention policy - zero tolerance for violence, potential violence or weapons

•  Key elements and sample policies

5. Procedures to encourage internal complaints reporting of all violent, aggressive, harassing and potentially violent conduct or comments

• What to do when someone has been identified as "weird" but has not actually been engaged in violent behaviour?
• What to do if someone says he or she has a "hit list" of management employees?
• How do you handle the employee who has been charged with assault in an incident that occurred outside the workplace?

6. Prompt internal investigation and resolution mechanisms

•  When to use an external investigator
•  Who to involve in an internal investigation
•  Do's and Don'ts of investigation

7. Immediate and legally-appropriate consequences for violent behaviour, including discipline and discharge

• Issues of evidence and credibility
• Is there "just cause" for discipline or discharge?
• The Human Rights Code
• Consideration of mitigating/aggravating factors
• Need to balance the consequences for both victim and perpetrator

8. Workplace violence training and education including training of personnel to assist in counseling, discipline and discharge or discharge without repercussions
        
9. Employee assistance programs for individuals experiencing stress and personal problems
        
10. Knowledge of external resources for crisis response.