ACT OF AGGRESSION TRAINER 0.7 CODE

Practice – A practice may be followed by an employer to comply with a specific Workplace Harassment Provision.Ī template workplace harassment policy, workplace harassment program and investigation plan are also attached to this Code of Practice. The provisions of the OHSA are enforceable by Ministry of Labour health and safety inspectors. Provision(s) – This refers to a legal requirement under the OHSA.

ACT OF AGGRESSION TRAINER 0.7 HOW TO

The Practice section sets out how to comply with a provision of the Act. General information – General information is for guidance only. For example, if an employer adheres with Part II of the Code of Practice on the Workplace Harassment Program, it must follow the entire practice under Part II to be deemed in compliance with the workplace harassment program provisions in the OHSA referred to in Part II.įailure to comply with all or part of the Code of Practice may not be a breach of the Workplace Harassment Provisions under the OHSA because, as noted above, the Code of Practice is just one way in which employers can meet the legal requirements regarding workplace harassment. If an employer adheres with a part of the Code of Practice, it must adhere with all of the Practice outlined under that part to be deemed in compliance with the related workplace harassment provision. Employers may choose to adhere to one or all of the parts of the Code of Practice. Determination about whether OHSA requirements have been met is made by Ministry of Labour health and safety inspectors. Compliance with the practices set out in this Code of Practice is one way in which employers can meet the legal requirements regarding workplace harassment specified under sections 32.0.1 (1)(b)(c), 32.0.1(2), 32.0.6(1) and (2), 32.0.7 and 32.0.8 (“Workplace Harassment Provisions”) of the OHSA. This Code of Practice to address workplace harassment (“Code of Practice”) is approved by the Minister of Labour under Part III.1 of the OHSA for use at all workplaces to which the OHSA applies. This Code of Practice to address workplace harassment is designed to help employers meet their obligations with respect to the workplace harassment provisions under the OHSA. A strong IRS is an important element of a healthy and safe culture in a workplace. The employer is responsible for ensuring that the IRS is established, promoted, and that it functions successfully. The employer, typically represented by senior management, has the greatest responsibilities with respect to health and safety in the workplace. Employers and supervisors are, in turn, required to address those situations. Workers in the workplace who see a health and safety problem such as a hazard or contravention of the OHSA in the workplace have a duty to report the situation to their employer or a supervisor. The IRS means that everyone in the workplace has a role to play in keeping workplaces safe and healthy. One of the primary purposes of the Occupational Health and Safety Act ( OHSA) is to promote a strong internal responsibility system ( IRS). All workers are entitled to a safe and healthy workplace. Workplace harassment, left unchecked, has the potential to escalate into violent behaviour. It can prevent workers from doing their jobs effectively.

Workplace harassment can undermine a person’s dignity.

Act of aggression trainer 0.7