Workplace Harassment Prevention Course

<p>To mediate discussions between both parties (B)</p> Signup and view all the answers

<p>When both parties agree it meets the definition of harassment (A)</p> Signup and view all the answers

<p>The employer's legal team (A)</p> Signup and view all the answers

<p>1 year (A)</p> Signup and view all the answers

<p>At any point during conciliation (A)</p> Signup and view all the answers

<p>To prepare a report with conclusions and recommendations (D)</p> Signup and view all the answers

<p>Disciplinary measures against the responding party (D)</p> Signup and view all the answers

<p>Negotiated resolution (C)</p> Signup and view all the answers

<p>All of the above (B)</p> Signup and view all the answers

<p>Workplace layout and interaction areas (C)</p> Signup and view all the answers

<p>Revealing the identities of the parties in the report (B)</p> Signup and view all the answers

<p>It builds a positive workplace culture (C)</p> Signup and view all the answers

<p>To create a safer workplace environment (B)</p> Signup and view all the answers

<p>Seek support from colleagues or a supervisor (B)</p> Signup and view all the answers

<p>Encourage open communication and check in on Sondri (A)</p> Signup and view all the answers

<p>By noticing behavioral changes and expressing concern (A)</p> Signup and view all the answers

<p>Establish an open-door policy for discussing workplace wellness (A)</p> Signup and view all the answers

<p>Develop a comprehensive harassment prevention training program (B)</p> Signup and view all the answers

<p>Conducting employee satisfaction surveys regularly (B)</p> Signup and view all the answers

<p>Encourage collaboration and teamwork in resolving issues (D)</p> Signup and view all the answers

<p>Providing clear reporting procedures and support systems (D)</p> Signup and view all the answers

<p>The Canada Labour Code (B)</p> Signup and view all the answers

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

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

<p>Negotiated resolution (C)</p> Signup and view all the answers

<p>Sondri could have addressed Zita's concerns directly, perhaps asking for clarification or suggesting a meeting with the manager to discuss the issues. Sondri could have also documented the negative interactions with Zita, creating a record if the situation continued.</p> Signup and view all the answers

<p>Zita's behavior demonstrates a disregard for Sondri's feelings and contributes to a toxic work environment. She could have prevented the situation by being respectful of Sondri, refraining from negative comments, and working collaboratively.</p> Signup and view all the answers

<p>The manager could have implemented a workplace harassment and violence prevention policy, provided training on respectful communication, and intervened early when he became aware of Zita's behavior towards Sondri.</p> Signup and view all the answers

<p>The company could have implemented a robust onboarding process for new employees, provided training on diversity and inclusion, and established clear communication channels for reporting harassment and violence.</p> Signup and view all the answers

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

<p>All of the above (D)</p> Signup and view all the answers

<p>All of the above (E)</p> Signup and view all the answers

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

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

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

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

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

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

<p>All of the above (D)</p> Signup and view all the answers

<p>All of the above (D)</p> Signup and view all the answers

<p>Some reasons include fear of retaliation, a lack of belief that the situation will be taken seriously, or the desire to avoid creating conflict or drama.</p> Signup and view all the answers

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

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

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

<p>The Canada Labour Code</p> Signup and view all the answers

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

<p>Training, Workplace harassment and violence prevention policy, Conducting a workplace assessment</p> Signup and view all the answers

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

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

<p>Victims being afraid of reprisal, retaliation, or retribution, Lack of support from management, Belief that what they have experienced does not substantiate a complaint</p> Signup and view all the answers

<p>Increased stress, Decrease in productivity, Difficulties in retaining staff and loss of key employees, Increased absenteeism, Poor public image, A toxic work environment, Injuries including physical, emotional or psychological trauma, Increased worker's compensation cost, Increased in disability insurance claims</p> Signup and view all the answers

<p>Aggressive or threatening behaviour, Physically assaulting an employee, Persistently criticizing, undermining, belittling, demeaning or ridiculing employees, Swearing at employees or using inappropriate language toward them, Using the Internet to harass, threaten or maliciously embarrass someone, Using the Internet to make sexual threats, or to harass or exploit someone sexually, Abusing authority by publicly ridiculing or disciplining a subordinate, Abusing authority by soliciting a sexual or romantic relationship from a subordinate, or making social invitations with sexual overtones to a subordinate, Making abusive or derogatory remarks or jokes about someone's gender, gender identity or gender expression, sex, or sexual orientation (for example, homophobic remarks), Sexual touching (for example, patting, pinching, caressing, kissing, fondling), Sexual invitations or requests in return for a promise of a reward (such as a promotion), Displaying offensive posters, cartoons or images of a sexual nature, Sending inappropriate electronic communications (for example, sexually explicit emails), Domestic violence (also called intimate partner violence, domestic abuse or relationship abuse)</p> Signup and view all the answers

<p>Directly supervise employees, Take measures to correct performance deficiencies, Take reasonable disciplinary actions, Assign work, and direct how and when it should be done, Request updates or status reports, Approve or deny time off, Request medical documents to support absence from work</p> Signup and view all the answers

<p>Your family member harassing you in the workplace, Your spouse sending a threatening email to your boss, Your former partner spreading false information about you, Your family member throwing a rock through your office window</p> Signup and view all the answers

<p>The employer's commitment to prevent and protect employees against harassment and violence.</p> Signup and view all the answers

<p>Timeframes for resolution to better support the complainant and alleged individual, Confidentiality of all parties involved, including witnesses, throughout the investigation, Protection for employees victimized by a third party (for example, an employee harassed by a client), The qualifications of a competent person to investigate and provide recommendations, Employer obligations to implement corrective measures in response to the investigation report of a competent person, A clear outline of the existing and new roles of the workplace committee, Support to be provided for employees who have experienced workplace harassment and violence</p> Signup and view all the answers

<p>Ensuring a workplace harassment and violence prevention policy is in place, Conducting workplace assessment that addresses the risks of harassment and violence, Ensuring that everyone including the employer and the employees take training on harassment and violence, Listen to the concerns raised by employees and earn their trust, Ensure there is a functional department that is in place to receive a notice of occurrence, Ensure the resolution process following a notice of occurrence is transparent and proceeds in a timely manner.</p> Signup and view all the answers

<p>Client exposure and interaction, Your work environment, The workplace culture and your work activity, Your assigned role and responsibilities at work, External factors such as the influence and interference from family members, spouse or partner, Other psychological factors</p> Signup and view all the answers

A formal report submitted by a victim or witness of workplace harassment and violence.

The person or department responsible for receiving and acting on notices of workplace harassment and violence.

Agreement between parties whether the event meets the definition of workplace harassment and violence, ending the incident.

A mediation process involving a third-party facilitator to find solutions when workplace harassment and violence is confirmed, or debated.

The maximum time allowed (1 year) for completing the incident resolution process.

The process of addressing reported workplace harassment and violence, ranging from negotiation to conciliation.

A third-party mediator in conflict resolution in workplace harassment and violence.

Actions that violate safety at work such as intimidating or harmful behavior.

The last step in the resolution process of a workplace issue. Initiated when negotiation or conciliation fails, or the victim requests it. An investigator examines the event and creates a report, which includes recommendations for future prevention.

A report detailing the event, conclusions, and recommendations to avoid similar incidents. It protects the privacy of the parties involved.

Employer cannot use the investigator's report to award damages, replenish sick leave, punish employees, or give extra leave.

Policies and procedures established by the employer to avoid harassment and violence in the workplace.

A step to identify and examine the workplace environment for possible or current harassment or violence risks.

Training to address and prevent harassment and violence in the workplace.

Negotiated resolution, conciliation, and investigation are sequential steps in addressing a workplace issue.

The warning signs Sondri exhibited before collapsing, such as isolation, work avoidance, and missed deadlines, indicate potential issues.

Zita's potential knowledge of Sondri's situation and her ability to intervene are important to understand. Her actions or inactions could have impacted Sondri's well-being.

Other employees might have observed Sondri's struggles or had interactions that could have offered insight into her situation. Their actions, or lack thereof, could impact a preventive solution.

Tim Scott, as the manager, is responsible for creating a safe work environment. His actions, or lack thereof, can influence workplace well-being and prevent future incidents like Sondri's collapse

The employer has a duty to create a safe and supportive workplace. This includes policies and procedures that address potential issues like Sondri's situation, offering resources and support.

Actions taken to anticipate and avoid harmful situations like Sondri's. This includes addressing workplace stress, offering resources, and fostering a supportive work environment.

Sondri's collapse was likely due to a culmination of factors, such as stress, exhaustion, or a health condition. It serves as a wake-up call for employers to prioritize employee well-being.

Any action, conduct or comment, which could reasonably be expected to cause offense, humiliation, or harm to an employee, including any prescribed action, conduct or comment.

Examples include aggressive behavior, threats, physical assault, persistent criticism, inappropriate language, using the internet to harass, and abusing authority.

The workplace includes any location where an employee is engaged to work, whether it's a building, a third-party location authorized by the employer, or a remote work location approved by the employer.

The employer must protect the health and safety of all employees and non-employees (vendors, contractors, visitors) by investigating accidents, eliminating workplace hazards, providing training, ensuring safe equipment, and investigating injuries and illnesses.

A workplace health and safety committee in organizations with 300+ employees, selected according to CLC rules, to address health and safety issues that affect multiple worksites.

A workplace health and safety committee found in organizations with 20 to 299 employees, to address health and safety concerns at a specific site.

A single appointed employee in companies with fewer than 20 employees to represent health and safety concerns.

Aggressive behavior, physical assault, persistent criticism, swearing, using the internet to harass, abusing authority by ridiculing or soliciting relationships, and more.

Taking measures to correct performance deficiencies, such as placing an employee on a performance improvement plan, as long as these actions are respectful and professional.

The employer and the applicable health and safety representative (Policy or Workplace Committee or Representatives) must collaborate to develop, review, and update the workplace assessment at least every three years.

The workplace assessment should cover topics such as the prevention policy, emergency procedures, training, the resolution process, the physical work environment, the nature of the work, and psychological protection.

A document outlining the employer's commitment to preventing harassment and violence, including information about risk factors, roles, training, resolution processes, emergency procedures, support measures, and contact information.

The employer must develop, review, and update the policy with the applicable partner, make it available to all employees, and ensure its implementation.

Training provided to employees, designated recipients, and employers to educate them about their responsibilities in preventing and responding to harassment and violence.

Procedures and steps to follow during and after an occurrence that poses an immediate danger to the health and safety of employees.

Examples of emergency procedures include bomb threats, violent individuals in the workplace, riots, and active shooter situations.

Keeping detailed records of incidents, policies, assessments, training, investigations, and reports related to workplace harassment and violence.

Most records related to workplace harassment and violence must be retained for ten years, with the employer deciding on the retention time for the prevention policy and initial assessment.

Employers must submit annual reports to the Labour Program summarizing all occurrences of workplace harassment and violence.

Employers must immediately report any employee fatality resulting from workplace harassment and violence to the Labour Program.

The process of creating a safe and respectful workplace culture and implementing measures to stop or reduce harassment and violence.

A set of laws in Canada that outlines the responsibilities of employers and employees when it comes to health and safety in the workplace, including preventing harassment and violence.

The employer has a legal duty to create a safe work environment by preventing and addressing harassment and violence. This includes proactive actions like hazard identification and training.

Things in the workplace that increase the chances of harassment or violence happening.

Actions taken by the employer to reduce the risk of harassment and violence in the workplace.

A written document that outlines the employer's plan to prevent and respond to harassment and violence in the workplace.

Educational sessions provided to employees, managers, and designated recipients to teach them about workplace harassment and violence prevention.

Steps taken to address a reported incident of harassment or violence, which can include negotiating a resolution, conciliation, or investigation.

A formal inquiry into the details of a reported incident of harassment or violence.

A document summarizing the findings of an investigation into a harassment or violence incident, including recommendations for prevention.

A group of employees and management representatives that work together to improve workplace health and safety, including preventing harassment and violence.

A committee in organizations with 300+ employees that focuses on broad health and safety issues across multiple workplaces.

A committee in workplaces with 20 to 299 employees that addresses health and safety concerns at a specific location.

Designated employees in workplaces with fewer than 20 employees who represent health and safety concerns.

The responsibility of the employer to maintain detailed records of all incidents, policies, assessments, training, and investigations related to workplace harassment and violence.

The requirement for employers to submit annual reports to the Labour Program summarizing the occurrences of workplace harassment and violence.

The immediate requirement to report any employee fatality resulting from workplace harassment and violence to the Labour Program.

The shared values, beliefs, and behaviors that define how people interact in the workplace.

A form of harassment that involves repeated, aggressive behavior that intends to intimidate, isolate, or harm another person.

When someone uses their position of authority to mistreat or harm another person.

Emotional or mental damage caused by harassment or violence, such as stress, anxiety, or depression.

Taking action to stop or prevent harassment or violence, even if you are not directly involved.