Workplace Harassment and Safety Quiz
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Questions and Answers

Which of the following factors is NOT listed as a contributor to workplace harassment and violence?

  • Client exposure and interaction
  • Assigned role and responsibilities
  • Work environment design
  • Technological problems (correct)

What is one personal cost associated with workplace harassment and violence?

  • Increased turnover rates
  • Decreased workplace productivity (correct)
  • Reduced company revenue
  • Decreased customer satisfaction

Which of the following statements about third-party locations and the Canada Labour code is correct?

  • Third-party locations must not be authorized by the employer.
  • Only buildings owned by the employer count as workplaces.
  • The Canada Labour code does not address third-party locations.
  • A workplace can include authorized third-party locations. (correct)

Which of the following describes a reasonable management action?

<p>Setting performance expectations with an employee (C)</p> Signup and view all the answers

Using the Internet to harass or threaten someone is classified as what type of behavior?

<p>Harassment and violence (B)</p> Signup and view all the answers

External factors contributing to workplace harassment may include which of the following?

<p>Influence from family members (D)</p> Signup and view all the answers

Which of these actions could potentially increase the risk of harassment occurring in the workplace?

<p>A chaotic work environment (C)</p> Signup and view all the answers

Which of the following is considered an impact of workplace harassment and violence on an organization?

<p>Increased financial costs (C)</p> Signup and view all the answers

Which requirement is included in the updates to the Occupational Health and Safety Act?

<p>New harassment and violence prevention requirements (B)</p> Signup and view all the answers

What is required to ensure confidentiality during an investigation of workplace harassment?

<p>All parties involved, including witnesses, must be kept confidential (C)</p> Signup and view all the answers

Who is considered a competent person to investigate workplace harassment claims?

<p>Someone with the necessary qualifications to provide recommendations (B)</p> Signup and view all the answers

What obligation do employers have concerning the investigation report of a competent person?

<p>To implement corrective measures in response to the report (B)</p> Signup and view all the answers

What does the Canada Labour Code include regarding third-party victimization?

<p>Protection for employees victimized by a third party (A)</p> Signup and view all the answers

When did the workplace harassment and violence prevention regulations come into force?

<p>January 01, 2021 (C)</p> Signup and view all the answers

Which of the following is NOT a measure supervisors can take?

<p>Ignoring employee issues (B)</p> Signup and view all the answers

What support should be provided for employees who have experienced workplace harassment?

<p>Support for employees who have experienced harassment and violence (B)</p> Signup and view all the answers

What triggers the initiation of an investigation in the resolution process?

<p>Failure of negotiated resolution or conciliation (C)</p> Signup and view all the answers

What is NOT included in the investigator's report?

<p>Identifying information of the parties (B)</p> Signup and view all the answers

Which of the following actions is prohibited based on the findings of the investigator's report?

<p>Monetary payment for damages (C)</p> Signup and view all the answers

Which step follows negotiation if it fails to resolve the issue?

<p>Conciliation (A)</p> Signup and view all the answers

What is a primary focus of the workplace harassment and violence prevention policy?

<p>Guidelines for reporting and addressing incidents (A)</p> Signup and view all the answers

What is the minimum frequency at which training on workplace harassment and violence prevention should be conducted for employees?

<p>Every three years (C)</p> Signup and view all the answers

What should be provided to all parties after an investigation is completed?

<p>A copy of the investigator's report (B)</p> Signup and view all the answers

Which of the following is NOT part of the objectives for the training on workplace harassment and violence prevention?

<p>Preventing workplace accidents unrelated to harassment (A)</p> Signup and view all the answers

Which of the following is NOT a measure to prevent workplace harassment and violence?

<p>Replenishing sick leave after an incident (D)</p> Signup and view all the answers

What is the primary purpose of a workplace harassment and violence prevention policy?

<p>To lay out processes and support to prevent harassment (A)</p> Signup and view all the answers

Why is it important to conduct a workplace assessment in the context of preventing harassment and violence?

<p>To identify risk factors and proactive measures (C)</p> Signup and view all the answers

What is a NOT a key component expected from an employer regarding harassment and violence prevention?

<p>Implementing a monetary compensation plan (A)</p> Signup and view all the answers

What should be done after resolving an incident of harassment and violence in the workplace?

<p>Review and update the workplace assessment and policies (B)</p> Signup and view all the answers

The objectives of the training in workplace harassment and violence prevention aim to connect these issues with which legal framework?

<p>The Canadian Human Rights Act (A)</p> Signup and view all the answers

Which of the following is a key measure for preventing workplace harassment and violence?

<p>Establishing emergency procedures (A)</p> Signup and view all the answers

What behavior is crucial for employees to recognize in preventing workplace harassment and violence?

<p>Behaviors and risk factors relevant to harassment (A)</p> Signup and view all the answers

What behavior did Sondri exhibit that indicates she was struggling at work?

<p>She isolated herself from work activities. (A)</p> Signup and view all the answers

Which of the following actions could Sondri have taken to help prevent her collapse?

<p>Seek support from her coworkers. (C)</p> Signup and view all the answers

What role could Zita have played in preventing Sondri's situation?

<p>She could have facilitated regular team check-ins. (A)</p> Signup and view all the answers

How might coworkers have contributed to Sondri's issues?

<p>By not acknowledging and addressing her struggles. (C)</p> Signup and view all the answers

What could Tim Scott, the manager, have done to help prevent Sondri's collapse?

<p>Encourage flexible working hours for stressed employees. (B)</p> Signup and view all the answers

What general preventive measure could an employer implement to minimize similar incidents?

<p>Establish support systems for employee well-being. (C)</p> Signup and view all the answers

Which approach is most effective for addressing employee mental health issues?

<p>Implementing open-door policies for communication. (B)</p> Signup and view all the answers

What aspect of workplace culture might have contributed to Sondri's struggles?

<p>A culture that stigmatizes mental health discussions. (A)</p> Signup and view all the answers

What is one of the core responsibilities of employers regarding workplace harassment as per the Canada Labour Code?

<p>To ensure a workplace harassment prevention policy is in place (B)</p> Signup and view all the answers

Which of the following is NOT a responsibility of employees concerning workplace harassment and violence?

<p>Provide full transparency in the reporting process (A)</p> Signup and view all the answers

What is an important factor for employers in addressing workplace harassment?

<p>Establish a functional department to handle notices of occurrence (D)</p> Signup and view all the answers

Employees should treat everyone with respect to prevent workplace harassment. This is an example of which responsibility?

<p>Be respectful in their interactions (C)</p> Signup and view all the answers

Which of the following actions should employers take to address workplace harassment and violence reports?

<p>Ensure the resolution process is transparent and timely (B)</p> Signup and view all the answers

What responsibility does the Canada Labour Code place on employees regarding risk factors for harassment and violence?

<p>To identify, remove, and prevent risk factors collaboratively (A)</p> Signup and view all the answers

When training is mentioned as a measure to prevent workplace harassment, who is expected to participate?

<p>Both employers and employees (B)</p> Signup and view all the answers

In terms of resolving incidents of workplace harassment, which practice is essential for employers to establish?

<p>A transparent resolution process (C)</p> Signup and view all the answers

Flashcards

Workplace Harassment and Violence Risk Factors

Factors that increase the likelihood of harassment and violence in a workplace, involving diverse aspects like client interaction, environment, culture, roles, and outside influences.

Client Exposure Factors

Risks of harassment and violence originate from interactions with clients, potentially leading to conflicts or hostile situations.

Workplace Environment,

The physical and social atmosphere at a workplace affecting the risk of harassment and violence based on its design and layout.

Workplace Culture

The prevailing atmosphere of a workplace which creates, shapes , or influences, potential risks of violence and harassment within a workplace.

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Work Role and Responsibilities

Specific work functions and tasks within a workplace that can directly or indirectly increase an employee’s risk from harassment and violence.

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External Influences

Potential risks from external sources, such as family members, spouses, or partners, that may affect their actions at work.

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Online Harassment

Harassment, threats, or malicious embarrassment through online platforms.

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Workplace Harassment Definition

Workplace harassment is not the same as expressing performance concerns.

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Canada Labour Code

A piece of legislation supporting workplace harassment and violence prevention.

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Workplace Harassment and Violence Prevention Regulations

Regulations that provide details on the application of the Canada Labour Code, Part II, regarding workplace harassment and violence.

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Resolution Timeframes

Defined time periods for resolving workplace harassment complaints to support all parties.

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Confidentiality

Maintaining privacy throughout workplace harassment investigations for all involved parties including witnesses.

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Third-Party Harassment

Workplace harassment by individuals outside the employee-employer relationship (e.g., client).

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Competent Investigator

A qualified individual tasked with investigating workplace harassment and providing recommendations.

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Corrective Measures

Actions implemented by employers to address workplace harassment findings from the investigator.

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Workplace Committee Roles

Responsibilities within a workplace committee pertaining to harassment and violence, including both pre and post-investigation roles.

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Employer's responsibility

An employer must develop a workplace harassment and violence prevention policy and conduct a workplace assessment to identify risks.

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Employee's responsibility: Respect

Employees must treat everyone with respect to prevent harassment and violence.

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Employee's responsibility: Risk factors

Employees must identify, remove, and prevent risks of workplace harassment and violence by working with colleagues and the employer.

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Employee's responsibility: Procedures

Employees must follow the employer's procedures for reporting harassment and violence.

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Employee's responsibility: Cooperation

Employees should cooperate with the employer's designated person to resolve harassment and violence incidents.

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Training on workplace harassment and violence

Both employers and employees are required to participate in training about harassment and violence prevention.

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Workplace assessment

This involves identifying specific risks of harassment and violence within the workplace.

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Workplace Harassment and Violence Prevention Policy

A document outlining an organization's procedures, support systems, and actions to prevent harassment and violence in the workplace.

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Workplace Harassment and Violence Training

Mandatory training provided to employees on recognizing, minimizing, preventing, responding to, and resolving workplace harassment and violence issues.

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Prohibited Grounds of Discrimination

Factors protected by the Canadian Human Rights Act, such as race, religion, gender, or sexual orientation, which are relevant to understanding how harassment and violence connect to discrimination.

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Why is a workplace harassment and violence policy important?

It clearly outlines the organization's commitment to preventing and addressing these issues, provides employees with guidance on procedures to follow, and sets expectations for behavior.

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What are the key elements of training?

Training should cover elements such as the organization's policy, the connection to discrimination laws, and how to recognize, minimize, prevent, respond to, and resolve incidents of harassment and violence.

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How often should workplace harassment and violence prevention training be conducted?

Training is typically mandated for new hires and then repeated every three years to ensure ongoing awareness and understanding.

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When should a workplace assessment be reviewed and updated?

The workplace assessment and harassment prevention policy should be reviewed and updated following a resolution of any harassment or violence incidents.

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Investigation

The final step in resolving workplace harassment or violence, initiated when negotiation or conciliation fails or a victim requests it.

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Investigator's Report

A document prepared by the investigator outlining the occurrence, conclusion, and recommendations for preventing future incidents.

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What measures do employers take to prevent harassment?

Employers are expected to implement a Workplace Harassment and Violence Prevention Policy, conduct workplace assessments, and provide training on the topic.

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What happens after a notice?

The next step is a negotiated resolution, where parties attempt to resolve the issue through dialogue and compromise.

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What CAN'T employers do with the report?

Findings from the investigation should not be used to make monetary payments, replenish sick leave, discipline the accused, or automatically grant additional leave.

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What are employers expected to implement?

Employers are expected to implement a Workplace Harassment and Violence Prevention Policy, conduct workplace assessments, and provide training on the topic.

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What's the final step in resolution?

The final step in the resolution process is an investigation, which is initiated when negotiation and conciliation fail.

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What happens after an investigation?

After the investigation, a report is prepared by the investigator outlining the incident, conclusion, and recommendations for preventing future similar events.

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Sondri's Warning Signs

Sondri exhibited signs of distress before collapsing, such as isolating herself from work, difficulty focusing, and missing deadlines.

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Zita's Role

Zita might be a coworker or supervisor whose actions or inaction contributed to Sondri's situation. It's vital to examine Zita's behavior.

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Other Employees' Impact

The behavior of other employees, such as gossiping, ignoring Sondri's struggles, or contributing to a stressful environment, could have played a part in Sondri's problems.

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Manager's Responsibility

Tim Scott, as the manager, had a duty to create a safe and supportive work environment. Could he have identified and addressed Sondri's problems earlier?

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Employer's Role in Prevention

The employer, beyond just Tim Scott, has a responsibility to establish policies and practices that minimize the risk of workplace stress and harassment. These might include mental health resources, training, and conflict resolution strategies.

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Workplace Stress

Sondri's situation highlights the importance of managing workplace stress. Factors such as workload, deadlines, and workplace relationships can all contribute to stress.

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Early Intervention

Identifying and addressing potential problems early on is crucial to prevent serious consequences like Sondri's collapse. This might involve open communication, employee support programs, and a supportive work culture.

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Creating a Healthy Workplace

A strong focus on employee well-being, proactive prevention strategies, and a culture of open communication are essential to create a healthy work environment, minimizing the risk of incidents like Sondri's.

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Study Notes

Workplace Harassment and Violence Prevention Course (WHVP 101)

  • Course designed for employees in the banking industry (and uranium mining/processing), supervisors, managers, executives, and union members

  • Course goal: increase knowledge of workplace harassment & violence, provide available tools/resources, enhance understanding of reporting and resolution processes

  • Course content divided into 4 modules:

    • Module 1: Introduction to harassment and violence (definitions, examples, etc.)
    • Module 2: Changes in harassment and violence prevention legislation
    • Module 4 and 5: Preventing and resolving harassment/violence events in the workplace, and case studies
    • Module 1: Harassment and violence definition by Canada Labour Code, workplace locations
      • Includes workplace(building), third-party locations (authorized), one's place of residence
    • Examples of workplace harassment and violence include aggression, threats, abuse, spreading rumors/gossip, criticism, undermining, belittling, swearing, harassment on internet, abuse of authority, and making unwanted social invitations

  • Harassment and violence are not always workplace issues and may be normal workplace conflicts

  • Some forms of discrimination can relate to harassment and violence:

    • Race, age, nationality, ethnicity, religion, sex, sexual orientation, colour, gender identity/expression, marital status, genetic characteristics, disability, or conviction for an offence

  • Some harassment & violence are criminal acts; some examples include making death threats, sharing intimate photos, and committing physical or sexual assault

  • Reasons for not reporting harassment/violence: fear of reprisal, lack of support, or belief that the complaint may be unfounded.

  • Domestic violence is physical, sexual, or psychological harm by a partner or family member at work or while performing work activities.

    • Examples include family member harassing employee, spouse threatening email, a former partner spreading false info, family member throwing a rock through office window

  • Employees dealing with domestic violence should contact mental health experts, supervisor, their workplace and prevention department.

  • Factors contributing to harassment/violence could include client exposure, work environment, culture, assigned responsibilities, external factors, and psychological factors.

  • Consequences of harassment/violence include increased stress, decreased productivity, difficulty with staff retention (and loss), poor public image, increased absenteeism, workplace trauma

  • Key legislation to support workplace harassment and violence prevention is the Canada Labour Code.

  • Bill C-65 amended the Canada Labour Code (sexual harassment and violence), timeframes for resolution of complaints, and confidentiality of employees

  • Employer responsibilities in workplace prevention: assessing risks, implementing policies, training, and ensuring a transparent resolution process.

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Workplace Harassment and Violence Prevention Course PDF

Description

Test your knowledge on the factors, impacts, and legislative requirements related to workplace harassment and violence. This quiz covers essential topics including the Canada Labour Code, reasonable management actions, and investigation protocols in occupational health. Enhance your understanding of workplace safety and the necessary measures to mitigate harassment.

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