2. Definitions
Applicable Legislation/Standards/Codes
Procedures
Workplace Violence Annual Hazard Assessment
Investigation Procedures
Investigation Report
Disclosure of Information
For Potentially Violent Students
Reporting Domestic Violence
Work Refusal
3. Workplace Violence- The exercise of physical force by a person
against a worker, in a workplace, that causes or could cause
physical injury to the worker; an attempt to exercise physical
force against a worker, in a workplace, that could cause physical
injury to the worker; and a statement or behaviour that is
reasonable for a worker to interpret as a threat to exercise
physical force against the worker, in a workplace, that could
cause physical injury to the worker.
Domestic Violence- A pattern of behaviour used by one person to
gain power and control over another with whom he/she has or
has had an intimate relationship; pattern may include physical
violence, sexual, emotional and psychological intimidation,
verbal abuse, stalking and using electronic devices to harass and
control. (Occupational Health and Safety Council of Ontario)
4. Occupational Health & Safety Act (OHSA) and
Regulations
Provincial Code of Conduct, 2000
Ontario Human Rights Code, 1990
Criminal Code of Canada
Education Act
5. The amount of training each employee receives will vary as
it is dependent upon both administrative duties and the
amount of risk to violence the employee may be exposed to.
◦ All new staff will receive online violence prevention training.
◦ Within six (6) months of hire, Vice-Principals, Social Services,
PASS/SOAR staff, Educational Assistants, Special Education
Resource Teachers, and Early Childhood Educators will receive the
six hour Behaviour Management Systems (BMS) training every
three years and a one hour BMS program review annually.
◦ Within one year of hire Principals and Managers will receive a two
hour violence and BMS program review every three years. It is
preferred, when feasible, Teachers, Clerical staff, St. Charles staff,
Custodians, and other administrative workers will receive a one hour
violence and BMS program review every three years
6. This six hour training course is designed to inform
educators and staff on relevant educational procedures
to deal with violence and up-to-date legislative
materials that have a direct bearing on how schools are
to interact with students.
Upon completion, staff will have received sufficient
training on behaviour management, including:
planning, observing, verbal and non-verbal cues and
behaviours, non-physical interventions, physical
behaviours, physical interventions, and debriefing for
both staff and students.
7. The OHSA requires the employer to annually assess the
risk of workplace violence that may arise from the
nature of the workplace, the type of work or the
conditions of work. The goal of this process is to assess
the risks, control and monitor them.
The Board will develop preventative measures and
procedures as identified or as needed to mitigate the
risk of workplace violence. Reassessments may occur
as often as necessary to identify concerns and protect
the workers.
8. Based on recommendations and results from the risk
assessments some of the following changes could be
implemented:
◦ extra lighting, signs, buzzers, exterior locks, changing
walkways or location of parking lots, and security cameras.
◦ security cameras, interior locks, panic buttons, and signs.
◦ staff are required to participate in the practice of proper
security procedures such as locking doors, reporting suspicious
bystanders, leaving the building in pairs, monitoring of
potential areas of violence and lockdown procedures within the
building.
9. The responsibility for creating and maintaining a
workplace environment in which all staff are protected
from all forms of violence, including domestic violence
is a shared responsibility between the Board,
Administration and staff.
It is the expectation of staff to immediately report to
their supervisor .The Employee Online Accident Report
must be completed by the Principal, Vice-Principal,
Manager or Supervisor with the person making the
report.
10. All records of complaints will be kept confidential by the
Board and those Administrators that conduct the
investigation.
These records will be retained in a confidential, locked, and
secure file within the Human Resources Department.
Information regarding students with special needs, violent
incidents, and related injuries to staff and students helps the
school system monitor and asses overall trends, and
determine areas for improvement.
The tracking of these reports is designed to improve support
for students with a history of violence as well as reducing
the risks of staff or student injury. Information in these
reports can contribute towards safety plans and Individual
Education Plans (IEP) for the identified student.
11. The Principal/Supervisor must:
Take all reasonable precautions in the circumstances to
ensure workplace safety and the safety of persons who
are connected with the reported incident;
Document all measures taken;
Complete an investigation in accordance
with this procedure; and
Advise the victim of the action taken.
12. Principals/Supervisors will complete the following actions
IMMEDIATELY after a violent event:
Control the workplace access and secure the area;
Administer first aid and call emergency services for
medical assistance;
If there is any question as to whether the violent act was an
assault under the Criminal Code, the police should be
notified immediately. The incident scene should not be
disturbed;
Consideration must be given as to whether the Board’s
Crisis Response Team needs to be notified;
Complete a online accident report with the employee; and
Consideration must be given as to who needs to be
immediately informed of the incident (family members,
Superintendent of Education, etc.).
13. The Human Resources Department must:
Review the investigation findings;
Ensure confidentiality except where required by law;
Ensure the Principal implements immediate crisis response
measures if reasonably required by the circumstances;
Assist with implementation of progressive discipline based on the
facts;
Report the incident of violence/threat to the Joint Occupational
Health and Safety Committee;
In the case of a critical injury, immediately report the incident to the
Occupational Health and Safety Branch of the Ministry of Labour;
If the police have not been called, consider whether police
involvement is appropriate; and
Ensure that the person reporting the incident or any person who is
negatively impacted by a violent act in the workplace will not be
criticized or reprimanded for having made the report.
14. All investigations will typically be completed by the
administrator receiving the notification; however, the
Health and Safety Manager, Respectful Workplace
Advisor and/or respective union representative may
participate in the investigation.
It should be noted that in the instance of ongoing safety
concerns pertaining to violence or the potential removal
of one party or parties from the worksite will be
managed by the Administrator of Human Resources
and the appropriate Superintendent of Education.
15. The aim of an investigation is to objectively establish the series of
events that took place, not to attribute blame. The results of the
investigation will help to determine how such an incident could have
been averted and serve to prevent this type of incident from occurring
again.
IN THE EVENT OF POLICE INVOLVEMENT, THEY WILL TAKE
CONTROL OF THE SITUATION AND THE ENVIRONMENT.
THEIR INSTRUCTIONS MUST BE ADHERED TO, AND THEY
MUST BE ALLOWED TO COMPLETE THEIR TASKS BEFORE AN
INTERNAL INVESTIGATION IS INITIATED.
Following a violent event, the investigation process must begin
immediately by the site administrator and completed in a timely
manner. Investigations should be impartial, on topic, and conducted in
a private friendly place.
16. The Board and Administrators must provide staff with information,
including personal information, related to a risk of workplace
violence from a person with a history of violent behaviour.
Disclosure is limited to that which is reasonably necessary to
protect employees:
if the employee(s) can expect to encounter the violent person during
the course of work; and
the risk of workplace violence is likely to expose the employee(s) to
physical injury.
The Board and Administrator must not disclose more
information than is necessary for the protection of the
employee(s) from physical injury.
17. It is the Board and Administrator’s responsibility to evaluate a person’s
history of violence and determine which staff would be likely to encounter
this individual. When evaluating the probability of violence, the Board and
Administrator will consider:
◦ the history within the workplace;
◦ if the violence was targeted at a particular employee in general;
◦ how long ago did the violence take place; and
◦ the measures and procedures that are currently within the workplace violence program
For Potentially Violent Students:
The Board and Administrator will review the student’s Ontario Student
Record (OSR), Individual Education Plan (IEP), Safety Plan or any other
relevant documentation to determine what information may be necessary to
disclose to the exposed staff.
18. The Board and Administrators have a responsibility to take precautions to protect
workers from domestic violence that may occur in the workplace and is likely to expose
a employee to physical injury. Once the Board or Administrator has been advised that
the potential for domestic violence entering the workplace exists, precautions will be
taken to minimize the risk through the development of a Safety Plan. In consultation
with the employee’s supervisor, the Respectful Workplace Advisor, and if necessary the
local police, an individual safety plan for the employee will be developed.
Details of the safety plan may include, but are not limited to:
◦ Actions to increase employee safety that could be applied on a situational basis.
◦ Developed with the affected employee as he or she knows the abuser’s patterns
of behaviour, the higher risk times during the day, and the resources available to
reduce the risk of violence.
◦ Increased security measures at work or travelling to and from work (panic
buttons, caller i.e., door security, code words, photo of abuser supplied to
security company, escorts to car or public transportation).
◦ Record-keeping options for possible police evidence (e.g., threatening voice
mails, or emails).
◦ Emergency contact numbers if the supervisor is unable to reach the employee.
19. Alternative work arrangements to adjust the employee’s schedule or
location in order to increase the employee’s safety.
Recognizes that the abuser’s behaviour may not be controlled, but the plan
may increase the safety of the employee, other staff, and students.
The plan needs to be fluid and reviewed on a regular basis.
Copies of the safety plan are to be kept confidential and given only to the
staff at risk for domestic violence. Employees will keep in close contact
with their supervisor and Respectful Workplace Advisor so that they are
informed of potential escalation or decrease of domestic violence.
20. The Board recognizes that the OHSA permits a worker to refuse to work or
to perform a specific duty in the case where the worker believes violence is
likely to occur. This right does not extend to the areas included under
harassment. For teachers, a limited right to refuse exists. As per O.Reg.857,
teachers cannot refuse to work when a pupil’s life, health and safety is in
imminent jeopardy. The Ontario Health and Safety Act delineates a specific
process that must be followed in a work refusal.
21. If you have any question please ask your supervisor first.
Additional support is available through the Health and Safety Manager at
905-525-2930 ex. 2175, your JHSC worker rep and or your union to ask
questions too!
