Workplace Harassment Prevention Course Quiz
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Questions and Answers

What is the primary goal of the workplace harassment and violence prevention course?

  • To review the history of workplace conflicts
  • To provide an entertaining overview of workplace rights
  • To evaluate employee performance in harassment claims
  • To increase knowledge and provide tools/resources for prevention (correct)

Which module focuses on the changes in legislation regarding harassment and violence prevention?

  • Module 3: Roles and responsibilities of employers and employees
  • Module 2: Changes in harassment and violence prevention legislation (correct)
  • Module 1: Introduction to harassment and violence
  • Module 4: Preventing and resolving events of harassment and violence

In which module will participants learn about recognizing harassment and violence in the workplace?

  • Module 4: Preventing and resolving events of harassment and violence (correct)
  • Module 2: Changes in harassment and violence prevention legislation
  • Module 1: Introduction to harassment and violence
  • Module 3: Roles and responsibilities of employers and employees

What essential topic is addressed in Module 3?

<p>Roles and responsibilities of employers and employees (A)</p> Signup and view all the answers

Participants are encouraged to do what at the end of the course?

<p>Take a quiz to test their knowledge (C)</p> Signup and view all the answers

What factor is NOT mentioned as a contributing factor to workplace harassment and violence?

<p>Cultural discrimination (C)</p> Signup and view all the answers

Which of the following is an objective of the workplace harassment and violence prevention course?

<p>Enhance understanding of the resolution process (B)</p> Signup and view all the answers

What aspect of workplace issues does the course emphasize aside from harassment?

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

Which legislation includes amendments regarding sexual harassment and violence in the workplace?

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

What is a requirement for investigators under the new regulations?

<p>They must have qualifications as a competent person (C)</p> Signup and view all the answers

Which of the following statements is accurate about timeframes for resolution?

<p>The regulations specify timeframes for the investigation process. (B)</p> Signup and view all the answers

What level of confidentiality must be maintained during the investigation process?

<p>Confidentiality applies to all parties involved, including witnesses. (A)</p> Signup and view all the answers

What type of measures can employers implement in response to an investigation report?

<p>Corrective measures identified by a competent person (C)</p> Signup and view all the answers

Which legislative updates provide information on employer and employee duties regarding workplace health and safety?

<p>Occupational Health and Safety Act (Part II of the Canada Labour Code) (B)</p> Signup and view all the answers

What support must be provided for employees experiencing workplace harassment?

<p>Support may include counseling and resources. (D)</p> Signup and view all the answers

What is a focus of the updated Workplace harassment and violence prevention regulations?

<p>Improved resolution processes for complaints (D)</p> Signup and view all the answers

What constitutes workplace harassment?

<p>Aggressive behavior or verbal abuse towards anyone. (B)</p> Signup and view all the answers

Which of the following actions is considered abuse of authority in the workplace?

<p>Publicly ridiculing a subordinate. (B)</p> Signup and view all the answers

What types of behaviors could be classified as online harassment?

<p>Sending sexually explicit emails. (B)</p> Signup and view all the answers

Which of the following exemplifies domestic violence as a workplace hazard?

<p>An employee calling in sick due to a violent incident at home. (A)</p> Signup and view all the answers

Which scenario falls under the definition of sexual harassment?

<p>Offering a promotion in exchange for sexual favors. (B)</p> Signup and view all the answers

What is an example of spreading malicious rumors in the workplace?

<p>Distributing negative comments about someone's work performance. (D)</p> Signup and view all the answers

Which of these behaviors is least likely considered harassment?

<p>Sharing a coworker's accomplishments in a team meeting. (C)</p> Signup and view all the answers

How can one describe discrimination's relationship with harassment and violence?

<p>Discrimination can intensify experiences of harassment and violence. (B)</p> Signup and view all the answers

Which of the following factors can contribute to workplace harassment and violence?

<p>Client exposure and interaction (B)</p> Signup and view all the answers

What role does the work environment play in workplace harassment and violence?

<p>It may augment the risk of harassment or violence. (A)</p> Signup and view all the answers

Which of the following is NOT considered a cost associated with workplace harassment and violence?

<p>Increased employee training opportunities (A)</p> Signup and view all the answers

Which statement is true regarding the Canada Labour code's definition of a workplace?

<p>It can include third-party locations authorized by the employer. (A)</p> Signup and view all the answers

Is using the Internet for harassment an example of workplace harassment and violence?

<p>Yes, it is considered an example. (C)</p> Signup and view all the answers

Which of the following describes reasonable management actions in the workplace?

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

How can external factors influence workplace harassment and violence?

<p>They can include influence from family or partners. (B)</p> Signup and view all the answers

What is a common misconception about performance feedback in the workplace?

<p>Setting unmet expectations can be harassment. (C)</p> Signup and view all the answers

What behavior did Sondri exhibit that may indicate her struggle with work-related stress?

<p>She requested permission not to attend team meetings. (B)</p> Signup and view all the answers

Which of the following actions could Sondri have taken to prevent her situation from worsening?

<p>Seeking help or support from colleagues or management. (D)</p> Signup and view all the answers

How could Zita contribute to Sondri's better management of her situation?

<p>By checking in on Sondri's well-being regularly. (C)</p> Signup and view all the answers

What could other employees do to help Sondri during her difficult time?

<p>Offer support by sharing their own work-related challenges. (C)</p> Signup and view all the answers

What proactive measure could Tim Scott, the manager, have taken to prevent Sondri's situation?

<p>Holding regular team meetings to discuss mental health openly. (A)</p> Signup and view all the answers

Which initiative could an employer take to minimize stress among employees?

<p>Establishing a clear communication channel for stress-related issues. (D)</p> Signup and view all the answers

What is a potential consequence of not addressing a colleague's work-related stress?

<p>Risk of burnout for the affected employee. (A)</p> Signup and view all the answers

Which of the following is NOT a recommended action for supporting a colleague like Sondri?

<p>Challenging them on their inability to cope. (D)</p> Signup and view all the answers

What initiates an investigation in the resolution process?

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

Who prepares the report at the end of an investigation?

<p>A selected investigator (B)</p> Signup and view all the answers

What information must not be revealed in the investigator's report?

<p>Names and addresses of the involved parties (D)</p> Signup and view all the answers

Which of the following is NOT a measure for preventing workplace harassment and violence?

<p>Allowing open discussion forums without guidance (C)</p> Signup and view all the answers

What is a key limitation on the findings of the investigator's report?

<p>It cannot be used for monetary compensation to the principal party (B)</p> Signup and view all the answers

What is the order of the steps in the resolution process after submitting a notice of occurrence?

<p>Negotiated resolution, Conciliation, Investigation (D)</p> Signup and view all the answers

What should employers provide to all parties after an investigation?

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

Which option is a valid component of a workplace harassment and violence prevention strategy?

<p>Implementing regular training sessions on the topic (D)</p> Signup and view all the answers

Flashcards

Workplace Harassment

Unwanted behavior that creates a hostile work environment.

Workplace Violence

Physical or psychological harm in the workplace.

Harassment Legislation

Laws about harassment and violence in the workplace, in Canada.

Prevention Measures

Actions taken to stop harassment and violence in the workplace.

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Resolution Process

Steps to deal with problems of harassment and violence.

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Discrimination

Treating someone unfairly because of a characteristic like race or gender.

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Canada Labour Code

Rules in Canada about employee rights and responsibilities.

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Workplace Safety

Keeping a safe and respectful environment in a workplace.

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Workplace Discrimination Related to Harassment

Harassment and violence can be motivated by prohibited grounds of discrimination, like gender or sexual orientation.

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Forms of Harassment

Examples include verbal abuse, spreading rumors, or online harassment.

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Supervisor's Role in Performance Management

Supervisors are responsible for managing work performance and taking corrective actions.

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Workplace as a Setting for Harassment

Harassment and violence can happen in all work settings controlled or authorized by an employer or any premise or locations where an employer authorizes employees to work.

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Domestic Violence in Workplace

Domestic violence in the workplace creates risk and potential threats.

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Prohibited Grounds of Discrimination

Legal categories that protect individuals from discrimination and harassment in the Canadian context.

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Workplace Harassment Risk Factors

Factors that increase the likelihood of harassment and violence in a workplace setting.

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Client Exposure

Interacting with clients can expose workers to harassment and violence, arising from client interactions.

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Workplace Environment

The physical layout and design of the workplace can influence the risk of harassment and violence.

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Workplace Culture

The overall atmosphere and beliefs within the workplace can contribute to harassment and violence.

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External Influences

Family, partners, or other external factors can contribute to harassment and violence at work.

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Workplace Harassment Cost

Workplace harassment and violence have significant personal and organizational consequences, possibly escalated if the harasser is in a leadership position.

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Workplace Includes Third-Party Locations

According to the Canada Labour code, a workplace can consist of your employer-provided building and third-party sites authorized by the employer.

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Online Harassment Defined

Using the internet to harass, threaten, or embarrass others is considered harassment and violence.

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Workplace Harassment & Violence Prevention Regulations

Regulations built upon the Canada Labour Code that detail practical applications, timeframes for resolution, and confidentiality in workplace harassment investigations.

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Timeframes for Resolution

Established time limits for resolving workplace harassment complaints to ensure a timely resolution process beneficial to both complainants and the accused.

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Confidentiality

Protecting the privacy of all parties involved in workplace harassment investigations, including complainants, accused, and witnesses.

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Protection for Third-Party Victims

Ensuring protection for employees harassed by external parties such as clients.

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Competent Investigator

A qualified person needed to investigate and propose solutions to workplace harassment problems.

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Corrective Measures

Actions an employer takes to address workplace harassment issues after an investigation.

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Workplace Committee Roles

Clear descriptions of existing and new roles for workplace committees to ensure effective participation and enforcement of workplace harassment policies.

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Investigation Step

The final step in the resolution process for workplace harassment or violence, initiated when negotiation or conciliation fails, or a victim requests it.

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Investigator's Role

A designated person who examines the incident and prepares a report detailing the event, conclusions, and recommendations for prevention.

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Investigation Report Content

A document outlining the incident, conclusions, and prevention recommendations, without revealing personal details of the parties involved.

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Report Restrictions

The investigation report cannot be used for disciplinary action, monetary compensation, leave extension, or sick leave replenishment.

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What are some prevention measures for workplace harassment and violence?

Employers must implement a combination of measures including workplace harassment and violence prevention policy, conducting workplace assessments, and providing training on the topic.

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Next Step After Occurrence Notice

Following a notice of occurrence, the next step in the resolution process is Negotiated Resolution, where parties attempt to reach an agreement.

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Who initiates an investigation?

An investigation can be initiated by the designated recipient, the employer, or by the principal party (victim) if they request it.

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Goals of an Investigation

The investigation aims to understand the incident, identify contributing factors, and develop recommendations for prevention and mitigation.

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Early Warning Signs

Behaviors that indicate a potential problem in the workplace, such as isolation, focus difficulties, and missed deadlines.

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Sondri's Responsibility

Sondri had a responsibility to seek help and support when she started experiencing difficulties at work.

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Zita's Role

Zita, as Sondri's coworker, had an opportunity to notice Sondri's struggles and offer support or raise concerns to management.

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Employee Responsibility

All employees have a duty to create a respectful and safe work environment by being aware of their impact on others.

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Manager's Duty

Tim Scott, as manager, had a responsibility to be alert to employee well-being and address any concerns raised.

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Employer's Role

The employer should have established policies and procedures to prevent harassment and violence, including training and a process for reporting concerns.

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Impact of Neglect

Failing to address issues like Sondri's can lead to serious consequences, including health complications and potential legal repercussions.

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Proactive Workplace Culture

Creating a culture where employees feel comfortable raising concerns, seeking help, and where management takes action to address issues promptly.

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Study Notes

Workplace Harassment and Violence Prevention Course (WHVP 101)

  • Course is designed for employees in the banking industry (and uranium mining/processing)
  • Goal is to increase knowledge of workplace harassment and violence, aid familiarity with tools/resources, enhance understanding/awareness of the resolution process
  • Course is divided into 4 modules
  • Module 1: Introduces harassment and violence, definitions, examples (Canada Labour Code), relationship between harassment/violence and other workplace issues
  • Module 2: Discusses changes in harassment/violence prevention legislation (Bill C-65, amendment to the Canada Labour Code) and the new regulations (effective January 1, 2021)
  • Module 3: Examines the roles of employers and employees in preventing harassment and violence (Canada Labour Code)
  • Module 4: Details measures to prevent harassment and violence, including training, policy development, and workplace assessment
  • Module 5: Presents optional case studies (scenarios; fictional)
  • Some forms of harassment/violence are criminal (e.g., threats, assault—Criminal Code of Canada)
  • There are multiple reasons why harassment and/or violence incidents may not be reported in the workplace (e.g., fear of reprisal, feeling that the incident isn't serious enough)
  • Domestic violence, also known as intimate partner violence, is a form of harassment/violence covered by the Workplace Harassment and Violence Prevention Regulations
  • Some examples of domestic violence include: family member harassment in the workplace, threatening emails, spreading false information
  • Employers are responsible for having a workplace harassment/violence prevention policy and conducting workplace assessments
  • Employees have responsibilities including respect, risk factor elimination, adherence to procedures, and cooperative resolution
  • Resolution process is described: a notice of occurrence, negotiations, conciliation, and potential investigation are detailed
  • Key legislation to prevent harassment and violence: The Canada Labour Code and associated regulations

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Workplace Harassment and Violence Prevention Course PDF

Description

Test your knowledge of the Workplace Harassment and Violence Prevention course. This quiz covers key modules, objectives, and legislative changes relevant to creating a safer work environment. Ensure you are informed about recognizing and addressing workplace issues effectively.

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