|HUMAN RESOURCES Workplace Violence|
HR # 13
|HR Approved by||Board of Directors|
|Date of Adoption||June 9, 2016|
|Reviewed||July 14, 2017|
Sept 24, 2020
|Next Review Date||Sept 24, 2021|
The Community Support Centre – NW is committed to the prevention of violence in the workplace and to taking all reasonable steps to protect our workers from workplace violence. The Agency will not tolerate any form of workplace violence by the Agency’s agents, employees, clients, volunteers, students, Board members of members of the public.
All complaints or reports of workplace violence will be promptly responded to and will result in appropriate disciplinary action, up to and including dismissal, where warranted. Anyone who experiences, witnesses or suspects violence in the workplace is required to report it immediately.
“Workplace violence” means:
It is everyone’s responsibility to refrain from, prevent, and immediately report workplace violence. All individuals are expected to cooperate in the complaint and/or investigation process if and when called upon to do so.
It is the responsibility of management to:
In considering and investigating allegations of workplace violence, management will recognize the uniqueness of each situation and will be guided by principles of fairness, conflict resolution and respect to all individuals. Understanding, sensitivity and good judgment should be the guide.
Unionized employees have the right to have a union representative present with them at any or all stages of the workplace violence complaint process.
Measures to Identify and Control Risks
Where specific risks have been identified, procedures have been developed to help control or respond to those risks should they occur.
The Agency will, on an annual basis, assess workplace risks and identify procedures to prevent and respond to those risks.
Every effort will be made to keep details of any complaint confidential. The Agency will not disclose the name of the complainant or the circumstances of the complaint to any person except where disclosure is necessary for the purpose of complying with this Policy or the law, investigating a complaint or taking disciplinary measures in relation to a complaint.
STEP 1: Move to a Place of Safety and Seek Assistance
An individual who believes s/he is the victim of workplace violence shall:
STEP 2: Informal Complaint and Reporting Process
An individual who has a workplace violence complaint or who wishes to report workplace violence should seek the assistance of his/her immediate supervisor or a member of management or a union representative. The person to whom the alleged workplace violence is reported shall record the details and determine if any immediate action or interim measures are required. All complaints and reports of workplace violence must then be reported to the Executive Director.
Depending on the nature and severity of a complain, the Executive Director may provide guidance and advice and/or arrange for the parties to meet to initiate problem resolution, or the Executive Director may seek assistance or direction from other members of the management or from external sources.
If the Executive Director is alleged to be the cause of or involved in the alleged workplace violence, the alleged workplace violence should be reported to the Director of Finance and Services who shall record details of the complaint and then contact the Chairperson of the Board of Directors.
If a complaint is withdrawn or resolved during the informal complaint resolution process, steps will be taken to ensure that it was done so voluntarily. Additionally, the details of the complaint and the resolution shall be recorded and retained.
STEP 3: Formal Complaint and Reporting Process
An individual may, at any time, submit a formal complaint or report of workplace violence to the Executive Director if the individual believes s/he has been or is the victim of workplace violence or if the individual suspects or has observed violence in the workplace. A formal complaint or report may be submitted if an individual chooses not to use the informal process or if the informal process has not addressed the complaint or report to the reporting individual’s satisfaction.
In all but the most exceptional circumstances, a formal complaint or report will be required to be in writing and signed by the complainant.
STEP 4: Responding to and/or Investigation of a Workplace Violence Complaint
Where a formal complaint or report is submitted, the individual to whom it is submitted shall advise the Executive Director who will:
STEP 5: Report of Findings
The Executive Director, or the investigator(s) where an investigation is conducted, shall report their findings to the Executive Director (or where the complaint involves the Executive Director, to the Board of Directors).
The Executive Director may request that recommendations relating to the appropriate remedial action, if any, be provided.
STEP 6: Decision on Remedial and/or Disciplinary Action
The Executive Director (or where the complaint involves the Executive Director, the Board of Directors) shall determine the remedial and/or disciplinary action to be taken, if any.
The complainant and the individual alleged to be responsible for the workplace violence will be advised whether:
Vexatious, Retaliatory, Malicious, or False Complaints
Any complaints or reports that are found to have been vexatious, retaliatory, malicious, false or made in an attempt to deliberately discredit another employee will be dealt with by the Executive Director. Disciplinary action up to and including dismissal or other appropriate responses may result.
If a complainant wishes, he or she may pursue any other avenue available to him or her. This may include filing a grievance or proceeding with a complaint under the Ontario Human Rights Code.