Preventing Harassment & Violence in the Workplace for Managers (WHVP 102) PDF

**Preventing harassment and Violence in the workplace for Managers and supervisors (WHVP 102)** This course is recommended for management staff and union members in the Uranium mining and processing industry ( replace "banking industry" with in the uranium mining and processing industry) who have c...

**Preventing harassment and Violence in the workplace for Managers and supervisors (WHVP 102)** This course is recommended for management staff and union members in the Uranium mining and processing industry ( replace "banking industry" with in the uranium mining and processing industry) who have completed the prerequisite course "Workplace harassment and violence prevention for employees (WHVP 101)". **Background** Management staff in the capacity of managers, supervisors and union members, play a critical role in maintaining a healthy, safe, and inclusive workplace where everyone is valued for their contributions, treated with respect and supported. They interact regularly with employees and should have a good understanding of behaviors that constitute harassment and violence in the workplace, as well as, what should be done to prevent, resolve or respond to events of workplace harassment and violence. This self-paced course should be taken by management staff that have completed the workplace harassment and violence prevention course for employees (WHVP 101). Through this course, participants will get a deeper insight into the roles and responsibilities of Employers, those in leadership and the Health and Safety Committees, in preventing harassment and violence in the workplace. In addition, this course also sheds light on relevant prevention tools including information on: 1\. conducting, reviewing and updating workplace assessments 2\. creating, reviewing and updating a workplace harassment and violence prevention policy 3\. training for employees 4\. emergency procedures and record keeping **Course content** - **Module 1: Defining harassment and violence** - **Module 2: Responsibilities of Employers and** **Health and Safety Representation** - **Module 3** **: Responsibilities of Managers** - **Module 4** **: Relevant Prevention Tools** - **Conclusion** **Module 1: Defining harassment and violence** We will begin this module by refreshing our understanding of what constitutes harassment and violence in the workplace. Part II of the Canada labour code, defines harassment and violence behaviour as "any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment" **([[https://laws-lois.justice.gc.ca/eng/acts/L-2/section-122.html. Accessed on 2023-06-17]](https://laws-lois.justice.gc.ca/eng/acts/L-2/section-122.html.%20Accessed%20on%202023-06-17))**. It is important to clarify the meaning of harassment and violence in the workplace. According to the Canada Labour Code \[122(1)\], the work place is where an employee is engaged to work for their employer. Thus the workplace can include: - the building provided by your employer or - third-party locations authorized by your employer, or - one's place of residence if duly approved by one's employer as a remote work location.. It can therefore be deduced that your workplace follows where you work for your employer; implying workplace harassment can occur in a premise controlled by your employer and in other work locations that are not under the direct control of your employer. As noted in the Harassment and Violence Prevention course for employees, some examples of harassment and violence in the workplace includes: When an incident of harassment and violence occurs in the workplace, the victim (principal party) or bystander (witness) should submit a notice of occurrence to a "designated recipient" or to the department responsible for receiving notices of occurrence for harassment and violence. The notice of occurrence must contain the following information: -The name of the principal party and the responding party (if known) -The date of occurrence -A detailed description of the occurrence The flowchart below depicts the resolution process following a report of an incident of harassment and violence. The timeline for completing the process should not exceed one year. **Step 1**: The victim (principal party) or a bystander should complete and submit a notice of occurrence. **Step 2**: Negotiated resolution: Upon receiving the notice of occurrence, the designated recipient will acknowledge receipt of the notice of occurrence within 7 days. The notice of occurrence is reviewed and the urgency of the situation assessed. Next, a decision needs to be made by the parties involved. The incident is considered resolved if the principal party and the designated recipient agree that the event does not meet the definition of harassment and violence in the workplace. The responding party may be informed if deemed appropriate. However, the principal party can continue with the resolution process if one of the following conditions is met. -All 3 parties (principal party, the employer and designated recipient) agree that the occurrence meets the definition of harassment and violence; -The employer and designated recipient thinks the occurrence does not meet the definition, but the principal party believes it meets the definition. **Step 3**: Conciliation: Conciliation comes into play when either the principal party or all 3 parties agree the occurrence meets the definition of harassment and violence. Conciliation is mediated by a 3rd party. It involves mediation and alternate dispute resolution. Conciliation occurs when both parties are willing to take part and agree on who will facilitate the process. Potential conciliators include Professional mediators, Elders, Colleagues, supervisors, religious leaders, As part of conciliation, the conciliator will help both the principal and responding party discuss the issues from both their perspective and will help explore solutions that work for both parties. It is important to note that the principal party can choose to initiate an investigation (step 4) at any point in the conciliation process. **Step 4**: Investigation An investigation is the last step of the resolution process. It can be initiated when the negotiated resolution (step 2) or conciliation (step 3) fails to resolve the issue or if the principal party (victim) requests an investigation. The principal party will be notified by the designated recipient or the employer that an investigation is in process. The occurrence or the event will be investigated by a selected investigator who at the end of the process, will prepare a report that includes a description of the event, conclusion and recommendation for preventing, minimizing and/or eliminating the occurrence of similar events. The report should not reveal the identifying information (name, address, date and time) of the principal and responding parties. The employer will provide all parties involved; including the health and safety committee, with a copy of the report. Let's practice: Now that you have gone through module 1, lets' test your understanding on some of the course concepts. Question: The notice of occurrence should include the name of the principal party, the date of occurrence and a detailed description of the occurrence. a. True b. False Answer: The answer is "a" True. **Module 2: Responsibilities of Employers and the Health and Safety Representation.** **In this module, we will delve into part II of the Canada Labour Code to explore the responsibilities of Employers and the Health and safety committee, as it relates to workplace harassment and violence prevention.** **Module 2.1: The Employer's responsibilities** L et's begin by examining the responsibilities of employers as noted in part II of the Canada Labour Code (CLC). Under Part II of the Canada Labour Code, employers must protect the health and safety of everyone in the workplace. Everyone implies both employees and non-employees (vendors, contractors, & visitors). According to part II of the CLC, the employer's responsibilities are as follows: - Investigating workplace accidents and implementing effective remedial measures; - Proactively eliminating workplace hazards; - Informing employees of hazards and ensuring that they receive the required detailed occupational health and safety training; - Ensuring that employees' equipment and tools are safe and that all work is performed according to established safety procedures and practices; - Investigating work-related physical and psychological injuries and illnesses as well as other hazardous situations; **Module 2.2** **: Responsibilities of the Health and safety committees** Having examined the responsibilities of the employer, let's now review the responsibilities of the Health and Safety Committees. According to part II of the Canada labour code, all workplaces must have health and safety representation. This module provides further insight into the composition of the health and safety committees and their responsibilities with regards to workplace harassment and violence prevention. The nature of the workplace representation required is dependent on the size of the organization's workforce. For example, organizations/companies with: - 300+ employees will require **Policy health and safety committees;** - 20 to 299 employees will require **Workplace health and safety committees**; - fewer than 20 employees will require **Health and safety representatives.** We will now examine the role of the employer as well as the composition and responsibilities of each of these workplace health and safety representations. 2.2.1 The Policy Health and Safety Committee **The first workplace health and safety representation that we will talk about is the Policy Health and Safety Committee.** **Role of the employer**\ The Policy Health and safety committee is reserved for workplaces that have more than 300 employees, and the members of the committee are to be selected according to the rules in Part II of the CLC. To learn more about these rules consult section 135.1(1) of Part II of the *Canada Labour Code*. **The members**\ The policy health and safety committee consists of representatives from management and employees. It also has two co-chairs: one representing the employees, the other representing the employer. **Responsibilities of the policy health and safety committee**\ The main responsibility of the policy health and safety committee is to address health and safety issues that cannot be effectively dealt with by individual workplace health and safety committees or representatives. The policy health and safety committee ensures consistency across all of the employer's work sites. Committee members must be from the same organization, but could be working from different work sites, or different locations or buildings. 2.2.2 Workplace Health and Safety Committee **The second type of health and safety representation in the workplace is the "Workplace Health and Safety Committee".** **Role of the employer**\ It is important to point out at this point that it is not sufficient for employers having 300+ employees to establish just the policy health and safety committee. Having established the policy health and safety committee, the Employer must ensure that, at least one workplace health and safety committee is established at every work site or building where an Employer has 20 or more employees. The members must be selected according to the rules found in section 135.1(1) in Part II of the C*anada Labour Code*. **The members**\ The Workplace health and safety committee consists of representatives from management and employees, with at least half of the committee members being employees who do not have managerial responsibilities. The committee is made up of at least 2 members and has also two co-chairs: one representing the employees, the other representing the employer. Committee members must work for the same organization and at the same work site or building. The employer should help clarify and update the committee's priorities. **Responsibilities** As noted in pamphlet 6B from Employment and Social Development Canada, some of the responsibilities of the Workplace Health and Safety Committee include, (reference ESDC pamphlet 6B[^1^](#fn1){#fnref1.footnote-ref}): - considering and expeditiously disposing of health and safety complaints; - participating in the implementation and monitoring of programs for the prevention of workplace hazards; - participating in the development, implementation and monitoring of programs to prevent workplace hazards, if there is no policy committee in the organization; - participating in all of the inquiries, investigations, studies, and inspections pertaining to employee health and safety; - participating in the implementation and monitoring of a program for the provision of personal protective equipment, clothing, devices, or materials, and, if there is no policy committee, participate in the development of the program; - ensuring that adequate records are kept on work accidents, injuries and health hazards; - co-operating with health and safety officers; - participating in the implementation of changes that may affect occupational health and safety, including work processes and procedures, and, if there is no policy committee, participate in the planning of the implementation of those changes; - assisting the employer in investigating and assessing the exposure of employees to hazardous substances; - inspecting each month all or part of the workplace, so that every part of the work place is inspected at least once a year; - participating in the development of health and safety policies and programs, if there is no policy committee. 2.2.3 Health and Safety Representatives **Role of the employer** **The third type of health and safety representation in the workplace is the "Health and Safety Representatives".**\ For workplaces with fewer than 20 employees, at least one employee should be appointed as the health and safety representative at every work site or building. The appointed health and safety representative must not have managerial or supervisory responsibilities and must be selected according to the rules in Part II of the *Canada Labour Code*. The employer should help clarify and update the priorities of the health and safety representative. **The members**\ Employee(s) appointed as Health and safety representatives must work for the same organization and at the same work site or building. **Responsibilities** of **Health and safety representatives**\ The responsibilities of the health and safety representatives are similar to that of the workplace health and safety committees. Let's practice: Now that you have gone through module 2, lets' test your understanding on some of the course concepts. Question. Your company has 300+ employees. What type of health and safety committee will be required by your company. a\) Workplace health and safety committee b\) Health and safety representatives c\) Policy health and safety committee d\) All of the above Answer: The answer is "d" - Policy health and safety committee **Module 3** **: Responsibilities for Managers and supervisors** Managers and supervisors play a critical role in maintaining a healthy, safe and inclusive workplace where everyone is valued for their contributions, treated with respect and supported. They interact regularly with members of their team and should have a good understanding of behaviors that constitute harassment and violence in the workplace. This module delves into Managers and Supervisors responsibilities including distinguishing between behaviors that may or may not constitute harassment and violence in the workplace. **3.1 Actions and behaviours that are harassment and violence** Managers and Supervisors may be involved in certain behaviors that constitute workplace harassment and violence. Being aware of these behaviors represent an important step in preventing harassment and violence in the workplace. Some examples[^2^](#fn2){#fnref2.footnote-ref} of behaviors from managers and supervisors that constitute harassment and violence in the workplace include: - aggressive or threatening behaviour from Managers and Supervisors, including verbal threats or abuse - 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 employees - using the internet to make sexual threats, or to harass or exploit employees sexually - abusing authority by publicly ridiculing or disciplining a subordinate - abusing authority by soliciting a sexual or romantic relationship with an employee, or sending sexual invitations or requests in return for a promise of a reward (such as a promotion) 1. directly supervise employees, including setting out performance expectations and providing constructive feedback about work performance; 2. take measures to correct performance deficiencies, such as placing an employee on a performance improvement plan; 3. take reasonable disciplinary actions; 4. assign work, and direct how and when it should be done; 5. request updates or status reports; 6. approve or deny time off; 7. request medical documents to support an absence from work; Management including Managers and Supervisors are expected to have a good understanding of collective agreements and terms of conditions of employment when taking actions or making decisions that will impact employees. Let's practice: Now that you have gone through module 3, lets' test your understanding on some of the course concepts. Question: Taking measures to correct performance deficiencies, such as placing an employee on a performance improvement plan is an example of workplace harassment and violence. a\) True b\) False Answer: False Reasonable management actions is not harassment or violence. As long as supervisors and managers are acting respectfully, professionally and in good faith, they can take measures to correct performance deficiencies, such as placing an employee on a performance improvement plan. **Module 4: Relevant prevention tools** In modules 2 and 3, we examined the responsibilities of Employers, Health and Safety Committees as well as the responsibilities of Managers and Supervisors. Now let's delve into the relevant prevention tools and approaches for harassment and violence in the workplace. These prevention approaches can be broken down into the following sub-categories: 1\. Conducting, reviewing and updating workplace assessments 2\. Creating, reviewing and updating a workplace harassment and violence prevention policy 3\. Providing adequate training to employees 4\. Implementing other preventive measures and support for employees. We will now go through each of these prevention tools in detail. **4.1 Conducting, reviewing and updating workplace assessments** According to the Canada Labour Code, Employers must prevent workplace harassment and violence. \[CLC, 125(1)(z.16)\]. In addition, Employers need to make sure that everyone involved in the workplace assessment process has had the appropriate training, education or experience before participating in workplace assessments. \[Regulations, 7\] Conducting workplace assessment helps an employer to identify risk factors that may contribute to harassment and violence and to devise suitable measures to prevent, reduce or eliminate risks identified from the assessment. Now let's review the responsibilities of the employer as it relates to workplace assessment. **4.1.1 Responsibilities of the Employer and the applicable partner** In module 2, we noted that the size of the organization (number of employees) will determine the applicable partner that needs to be established by the employer. Applicable partner will include either: - the Policy Health and safety committee (required for 300+ employees); or - the Workplace health and safety committees (required for 20 to 299 employees); or - the Health and safety representatives (required for fewer than 20 employees). Where there is no existing workplace assessment, the employer and the applicable partner must work together to develop one \[Regulations, 5(1), 5(2), 5(3)\]. The employer and the applicable partner are required to work together to not only update the workplace assessment when there are changes in the organization risk factors or deficiency in the effectiveness of preventive measures, but should also review the workplace assessments at least once every 3 years. A review should however be conducted when - the responding party is not part of the organization or is a third party and not an employee; or - when the principal party files a notice of occurrence and ends the resolution process before the notice of occurrence gets resolved. \[Regulations, 6(1)\] **4.1.2** **Reviewing and updating** **the workplace assessment** You may be wondering at this point why it is necessary to review and update the workplace assessment. In fact, reviewing and updating the workplace assessment will enable the employer and the applicable partner to: 1. Determine if there are additional risk factors that were missed during the initial assessment and that could have led to the occurrence of the event; 2. Evaluate if the preventive measures in place can adequately minimize the risk of workplace harassment and violence; 3. Establish new preventive measures that can reduce or eliminate the risk of similar events occurring in the future. **4.1.3 Key tools for creating the assessment** Now let's look at the key tools that are required for creating the workplace assessment. In general, organizations are responsible for developing their own assessment tools that reflect the culture, conditions, and activities of the organizations. While there may be variations in workplace assessment tools across different organizations, we recommend that the assessment tool should at minimum address questions surrounding: - The Prevention policy; - The Emergency procedures; - Training - The resolution process - The physical work environment - Type of work and - Psychological protection. Details on each of these topics can be obtained by consulting the sample workplace harassment and violence risk assessment tool using this link[^3^](#fn3){#fnref3.footnote-ref}. **4.1.4 Preventive measures** The workplace harassment and violence regulations also ascribe to employers and their applicable partner, specific responsibilities that are aimed at reducing the risk of harassment and violence in the workplace. The Regulations notes that *"to the extent feasible, the employer and the applicable partner must jointly develop preventive measures that lessen the risk of workplace harassment and violence without creating additional risks.* The parties must also jointly create an implementation plan for the preventive measures and implement them accordingly". \[Regulations, 9\] Preventive measures that can minimize the risk of harassment and violence in the workplace may include workplace training, design and administrative practices. Generally speaking, Workplace training can be on topics such as appropriate use of authority, how to de-escalate conflict, civility, respect and how to recognize, prevent and respond to harassment and violence in the workplace. Workplace design could include installing surveillance cameras throughout public spaces in the workplace, installing physical barriers such as pass-through windows or bullet proof enclosures, and limiting access to all or parts of the building through keys or coded cards, etc and finally, administrative practices could involve the inclusion of employees in decisions that affect their working environment and conditions; ensuring fair and transparent performance evaluation process; and conducting a regular "pulse check" with employees on workplace issues such as workplace stress, and workload. **4.2 Workplace harassment and violence prevention policy** The workplace harassment and violence prevention policy reflects the employer's commitment to prevent and protect employees against harassment and violence. The policy describes the risk factors and the roles of workplace parties in relation to harassment and violence in the workplace, as well as training, the resolution process for employees, emergency procedures, reasons for conducting, reviewing and updating the workplace assessment, privacy protection for persons involved in an occurrence, available recourse for persons involved in an occurrence, support measures for employees and the contact information of persons involved in receiving complaints when the employer is non-compliant with the code or regulations. The workplace harassment and violence prevention regulations ascribes certain responsibilities to employers and/or their applicable partners regarding the developing, reviewing and ensuring the availability of the workplace harassment and violence prevention policy. For example: the Employer and the applicable partner has a joint responsibility to develop the workplace harassment and violence prevention policy. \[Regulations, 10(1)\]. It is the responsibility of the employer to make available to all employees the workplace harassment and violence prevention policy \[Regulations, 10(3)\]. In addition, the employer and the applicable partner must review the workplace harassment and violence prevention policy at least once every three years and update it whenever necessary. \[Regulations, 10(4)\]. For detail information on the workplace harassment and violence prevention policy we recommend you consult the sample harassment and violence prevention user guide and a sample harassment and violence prevention policy that is available on the ESDC website (link here)[^4^](#fn4){#fnref4.footnote-ref}^,^[^5^](#fn5){#fnref5.footnote-ref} **4.3 Training** **Employer responsibilities** Under the Regulations, the employer (persons delegated to fulfil the employer's responsibilities including senior officials, directors, managers, supervisors, etc) must complete workplace harassment and violence prevention training. Likewise, the employer should make sure that all employees and designated recipients receive proper training and that all parties are aware of their rights with respect to harassment and violence in the workplace. The workplace harassment and violence prevention regulation also mandates the employer and the applicable partner, to jointly develop or identify the workplace harassment and violence prevention training. Together, they must review the training at least once every three years and update it whenever necessary. \[Regulations, 12(1)\] and 12(3)\] We encourage you to consult the relevant sections of the code and the regulations noted in the course transcripts, for more information on the employer's responsibilities regarding training. \[CLC, 125(1)(z.161)\]; \[Regulations, 12(4)\] \[CLC, 125(1)(z.162); \[Regulations, 12(6)\] \[CLC, 125(1)(z.163)\]; \[Regulations, 12(5)\] **Summary of employer duties under the Workplace Harassment and Violence Prevention Regulations.** Here is a summary of employer duties under the Workplace Harassment and Violence Prevention Regulations. [Subsection 5(1) and sections 8 and 9:] As the employer (referred to as you hereafter), you must carry out (with the applicable partner) a workplace assessment, which involves: -the identification of risk factors (section 8) -the development and implementation of preventive measures (section 9) [Subsection 5(2]): The employer must monitor (with the applicable partner) the accuracy of the workplace assessment and, if necessary, update it. [Subsection 5(3):] The employer must review (with the applicable partner) the workplace assessment every 3 years and, if necessary, update it. [Subsection 6(1):] The employer must review (with the workplace committee or the health and safety representative) and, if necessary, update the workplace assessment if: -the responding party in a notice of an occurrence is not an employee or the employer -the principal party chooses to end the resolution process and the occurrence is not resolved [Subsection 10(1):] The employer must develop (with the applicable partner) a workplace harassment and violence prevention policy. [Subsection 10(3):] The employer must make the policy available to all employees. [Subsection 10(4):] The employer must review (with the applicable partner) and, if necessary, update the policy at least once every 3 years and follow any change to an element of the policy. [Subsection 11(1):] The employer must develop (with the applicable partner) emergency procedures. [Subsection 11(2):] The employer must make emergency procedures available to all employees. [Subsection 11(3):] The employer must review (with the applicable partner) and, if necessary, update the emergency procedures after every implementation of the emergency procedures. [Subsection 12(1):] The employer must develop (with the applicable partner) or identify the training on workplace harassment and violence. [Subsection 12(3):] The employer must review (with the applicable partner) and, if necessary, update the training at least once every 3 years and follow any change to an element of the training. [Subsection 12(4):] The employer must provide all employees with the training. [Subsection 12(5):] The employer must provide the designated recipient with the training. [Subsection 12(6):] The employer must ensure the employer undergoes the training. [Section 13]: The employer must make available to all employees information respecting the medical, psychological or other support services that are available within their geographical area. [Subsection 30(3)]: The employer must provide a copy of the investigator's report to the principle party, responding party, the work place committee or health and safety representative and, if applicable, the designated recipient. [Subsection 31(1)]: The employer must determine (with the workplace committee or the health and safety representative) the recommendations to be implemented from the investigator's report. [Subsection 31(2)]: The employer must implement the recommendations in the investigator's report that have been jointly agreed to with the workplace committee or health and safety representative. [Section 35]: The employer must maintain all health and safety records prescribed at section 35 of the Regulations for a period of 10 years. [Section 36]: By March 1 of each year, starting in 2022, you must report to the Labour Program aggregate data on all occurrences of harassment and violence for which a notice of an occurrence was provided in the preceding calendar year. [Section 37]: The employer must report to the Labour Program a death of an employee resulting from an occurrence of harassment and violence within 24 hours of becoming aware of the death. 4.4. Emergency procedures According to the workplace harassment and violence prevention regulations, "the employer must make emergency procedures available to all employees in their organization" \[Regulations, 11(2)\] The employer and the applicable partner also have a joint responsibility to "develop emergency procedures for occurrences that pose an immediate danger or threat to the health and safety of employees". \[Regulations, 11(1)\]. In addition, both "the employer and their applicable partner must jointly review the emergency procedures and update them whenever necessary". \[Regulations, 11(3)\]. The emergency procedures should describe the process employees and managers need to follow during and after the occurrence of a dangerous event for example - A bomb threat; - A violent person in the workplace; - A riot at or near the workplace; or - An active shooter inside or near the workplace; For details on what to do in each of these situations refer to your company emergency procedure. It is also important for employers and employees to have the appropriate emergency phone numbers to contact the Security Office or local emergency services (police, fire and ambulance) in the event of an occurrence of harassment and violence that poses an immediate danger to the health and safety of an employee. *4* *.5 Record keeping and reporting* The employer has specific responsibilities for recording notices of occurrence, reporting annually to the Labour Program, and reporting fatalities related to workplace harassment and violence. An employer must keep the following health and safety records related to workplace harassment and violence: - A copy of the workplace harassment and violence prevention policy - A copy of the documents that form part of the initial workplace assessment - A copy of the documents that form part of each review and update of the workplace assessment - A record of the employer's decision and rationale for each disagreement where joint agreement between the employer and the applicable partner is required - A record of each notice of an occurrence, including each action taken in response to the notice - A document explaining the reasons for any delays in the resolution process (for example, a party is absent from work for more than 90 consecutive days) - A copy of each report prepared by an investigator for a notice of an occurrence - A copy of each annual report completed by the employer for workplace harassment and violence prevention - A copy of each fatality report for fatalities caused by workplace harassment and violence \[Regulations, 35(1)\] **Record retention time** Most of the records listed above must be kept by the employer for ten years. However, the employer determines the specific retention time for the workplace harassment and violence prevention policy and the initial workplace assessment. \[Regulations, 35(2)\] Let's practice: Now that you have gone through module 4, lets' test your understanding on some of the course concepts. Question: Organizations are responsible for developing their own assessment tools that reflect the culture, conditions, and activities of the organizations. An assessment tool should at minimum address questions related to the prevention policy; emergency procedures; training, the resolution process, the physical work environment, type of work and psychological protection. a. True b. False Answer: The correct answer is "b" - True Conclusion By going through the above modules and the practice questions, we hope you have enriched your understanding of the roles and responsibilities of Employers, the Health and Safety Committees as well as those in leadership positions, in preventing harassment and violence in the workplace. ::: {.section.footnotes} ------------------------------------------------------------------------ 1. ::: {#fn1} Pamphlet 6B: Workplace Health and Safety Committees. [[https://www.canada.ca/en/employment-social-development/services/health-safety/reports/committees.html]](https://www.canada.ca/en/employment-social-development/services/health-safety/reports/committees.html). Accessed on 2023-08-06[↩](#fnref1){.footnote-back} ::: 2. ::: {#fn2} https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/harassment-violence-prevention.html\#Examples\_of\_harassment[↩](#fnref2){.footnote-back} ::: 3. ::: {#fn3} Sample workplace harassment and violence risk assessment tool. https://www.canada.ca/content/dam/canada/employment-social-development/programs/workplace-health-safety/harassment-violence-prevention/Sample\_Risk\_assessment\_EN.pdf[↩](#fnref3){.footnote-back} ::: 4. ::: {#fn4} Sample harassment and violence prevention user guide. https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/harassment-violence-prevention/sample-user-guide.html[↩](#fnref4){.footnote-back} ::: 5. ::: {#fn5} Sample harassment and violence prevention policy. https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/harassment-violence-prevention/sample-policy.html[↩](#fnref5){.footnote-back} ::: :::