Workplace Harassment Prevention for Managers

<p>Appoint other safety representatives. (D)</p> Signup and view all the answers

<p>Management staff and union members in the uranium mining and processing industry (A)</p> Signup and view all the answers

<p>Workplace Harassment and Violence Prevention for Employees (WHVP 101) (A)</p> Signup and view all the answers

<p>Module 3: Responsibilities of Managers (D)</p> Signup and view all the answers

<p>All parties agree the occurrence meets the definition of harassment. (B), Only the principal party believes the occurrence meets the definition. (D)</p> Signup and view all the answers

<p>Creating first aid kits for emergencies (B)</p> Signup and view all the answers

<p>Any action or comment that can cause offense or injury to an employee (C)</p> Signup and view all the answers

<p>Colleagues and supervisors. (D)</p> Signup and view all the answers

<p>Conducting, reviewing, and updating workplace assessments (A)</p> Signup and view all the answers

<p>To provide a detailed description and recommendations to prevent similar events. (C)</p> Signup and view all the answers

<p>During the conciliation process at any point. (B)</p> Signup and view all the answers

<p>Maintain a healthy, safe, and inclusive workplace (A)</p> Signup and view all the answers

<p>Creating and updating a workplace harassment and violence prevention policy (C)</p> Signup and view all the answers

<p>It should omit identifying information of the parties. (B)</p> Signup and view all the answers

<p>Agreement on a mutually acceptable solution. (C)</p> Signup and view all the answers

<p>Investigation. (D)</p> Signup and view all the answers

<p>The principal party. (B)</p> Signup and view all the answers

<p>To identify and mitigate risk factors related to harassment and violence (B)</p> Signup and view all the answers

<p>Policy Health and Safety Committee (B)</p> Signup and view all the answers

<p>Once every 3 years (A)</p> Signup and view all the answers

<p>Creating an employee code of conduct (C)</p> Signup and view all the answers

<p>Update the workplace assessment (C)</p> Signup and view all the answers

<p>Workplace Health and Safety Committee (C)</p> Signup and view all the answers

<p>Appropriate training, education, or experience related to workplace assessments (B)</p> Signup and view all the answers

<p>They must be reviewed and updated regularly (C)</p> Signup and view all the answers

<p>10 years (A)</p> Signup and view all the answers

<p>Report to the Labour Program (C)</p> Signup and view all the answers

<p>A fire alarm test (B)</p> Signup and view all the answers

<p>The employer and applicable partner (C)</p> Signup and view all the answers

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

<p>Emergency phone numbers for security and services (C)</p> Signup and view all the answers

<p>They must be jointly reviewed and updated as necessary (A)</p> Signup and view all the answers

<p>They must report annually and record all notices of occurrence (A)</p> Signup and view all the answers

<p>Considering and disposing of health and safety complaints (A)</p> Signup and view all the answers

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

<p>Inspect each month to ensure yearly coverage of the workplace (C)</p> Signup and view all the answers

<p>To develop, implement, and monitor hazard prevention programs (D)</p> Signup and view all the answers

<p>Assessing exposure of employees to hazardous substances (A)</p> Signup and view all the answers

<p>Keeping adequate records on work accidents and injuries (C)</p> Signup and view all the answers

<p>Clarify and update the priorities of the representative (C)</p> Signup and view all the answers

<p>Develop a program for providing personal protective equipment (A)</p> Signup and view all the answers

Any action, conduct, or comment, including sexual nature, that a reasonable person could expect to cause offense, humiliation, or physical/psychological harm to an employee.

Managers play a crucial role in maintaining a safe and respectful workplace by understanding and addressing potential harassment and violence effectively.

Systematic evaluation of the workplace to identify potential harassment and violence risks.

A formal document outlining procedures for reporting, investigating, and resolving workplace harassment and violence.

Employers are accountable for creating a safe and respectful work environment free of harassment and violence.

Health & Safety Committees contribute to identifying and mitigating workplace hazards, including harassment and violence.

Education programs to equip employees with knowledge and skills on how to identify, report, and react appropriately to incidents of harassment and violence.

Predefined steps to handle immediate risks to ensure safety during an event of harassment and violence.

All three parties (principal, employer, and recipient) agree the event meets the definition of harassment or violence.

Mediation by a third party when all 3 parties agree that an event is harassment or violence.

A neutral third party facilitating discussions in conciliation.

The last step if the resolution or conciliation fails to achieve a resolution.

Person investigating the incident; creates a report.

A report describing the incident, conclusions, and preventative measures.

Document including principal party name, date, and detailed description of incident.

Starts when the negotiation or conciliation fails to resolve the conflict or if the principal party requests it.

Employees appointed to ensure a safe workplace, similar to workplace health and safety committees, but at the same work site.

Required for companies with many employees (300+).

Understanding harassment/violence, promoting a safe workplace.

Behaviors that create a hostile environment at work, harming team members.

Managers and supervisors must avoid actions that constitute harassment or violence.

The committee's duties concerning health and safety issues in the workplace, including complaints, hazard prevention programs, investigations, safety equipment, record-keeping, cooperation, and policy development.

In smaller workplaces (<20 employees), the designated employee responsible for ensuring health and safety, without supervisory duties, chosen according to Labour Code rules. The employer supports their role.

Workplace health and safety committees must inspect all or part of the workplace monthly, ensuring each area is inspected at least once a year.

Health and safety committee's responsibility to promptly handle and address complaints about workplace health issues.

The committee's role in developing, implementing, and monitoring programs to prevent workplace hazards—including inspections, implementing programs and co-operating with officers.

At least one employee must be appointed as health and safety representative in workplaces with fewer than 20 employees.

The employer should clarify and update the priorities of the health and safety representative.

Committee involvement in establishing, monitoring, and providing PPE programs in workplaces, including equipment and resources.

Employers must ensure appropriate training or experience for assessment team members and regularly review and update workplace assessments with partners to address changing risks.

Health and safety committee or representatives, based on employee numbers (300+ employees for policy committee or 20+ employees for workplace health committee, or fewer than 20 for health and safety representatives).

Workplace assessments should be reviewed at least every three years, or more frequently if organization risks or prevention measures change.

Employers have responsibility to prevent workplace harassment and violence (Canada Labour Code).

Identify risk factors, and create strategies to reduce, remove, or prevent workplace harassment and violence risks.

A committee overseeing health and safety policies, with requirement for 300+ employees

A committee overseeing health and safety for mid-sized businesses (20-299 employees).

The employer must implement recommendations from the investigator's report that were jointly agreed upon with the workplace committee or health and safety representative.

The employer must keep all health and safety records prescribed in the regulations for 10 years.

The employer must report aggregate data on all harassment and violence incidents to the Labour Program by March 1st of each year.

The employer must report the death of an employee due to workplace harassment and violence to the Labour Program within 24 hours of becoming aware of the death.

The employer must make emergency procedures available to all employees.

The employer and the applicable partner must jointly develop emergency procedures for incidents posing immediate danger to employee health and safety.

The employer and their applicable partner must jointly review and update emergency procedures whenever necessary.

Emergency procedures should address events like bomb threats, violent individuals, riots, and active shooters in the workplace.