Workplace Violence & Harassment Prevention

Effective date: September 30, 2011

Revised January 2018

Relevant Legislation:

Under the Occupational Health and Safety Act Section 43 – an employee has the right to refuse work if workplace violence is likely to endanger them. Work refusal limitations for health care workers remain in place.


LOFT Community Services is committed to operating a workplace where all staff, clients and residents, student placements and volunteers are free from any form of workplace violence and harassment.

LOFT will endeavour to prevent violence and harassment and to take immediate action when it is thought to have occurred. All members of the LOFT community share the responsibility for keeping the organization free of this type of behaviour. This obligates LOFT to educate and inform all employees, volunteers and student placements in order to make them aware of their duties and rights in order to protect them from violence in the workplace. Violence and harassment which take’s place outside the premises of LOFT Community Services and has a negative effect on relationships in the work environment will be covered by this policy, to the extent of what is reasonably possible.


Workplace Violence definition: The exercise of physical force by a person against a worker in a workplace that causes physical injury to a worker or an attempt to exercise physical force against a worker in a workplace that could cause physical injury to a worker. This could also be a statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Workplace Harassment definition:A course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.


There are four types of Workplace Violence

Type I- External

• Involves a person with no relationship to the workplace who commits a violent act (e.g. theft, hostage taking/kidnapping, physical assault.

Type II- Client/Consumer

• Involves person receiving care/services

1. client to worker

2. worker to client

3. client to client

Type III- Employee Related

• Can involve anyone who has an employment relationship (all LOFT staff; volunteers; contract workers)

1. worker to worker

2. supervisor to worker or worker to supervisor

3. contract workers or volunteer workers

Type IV- Domestic Violence, also known as, personal relationship violence

• Relationship violence that occurs at the workplace

• Loved one or family member that commits a violent act against a worker

Domestic Violence

If LOFT becomes aware, or ought reasonably aware that domestic violence is likely to expose a worker to physical injury that may occur in the workplace, LOFT will take every precaution reasonable in the circumstances for the protection of the worker. .

Responsibilities of Employees

• Understand and comply with the policy. Attend all necessary training sessions as required by LOFT.

• Keep the workplace environment free from any form of violence and harassment by ensuring that policy is enforced and any incidents are reported.

• Advice JHSC of any concerns that you may have in regards to violence and harassment in the workplace.

Responsibilities of Employer

• Post a copy of this policy in the workplace and review it on annual basis.

• Conduct workplace risk assessments and reassess as necessary.

• Inform employees of any risks associated with threats, violence or history of violence that may impact their work environment.

• Report incidents of workplace violence to JHSC within four (4) days if a worker involved had received medical attention or is unable to perform their job due to the incident. Such incidents must also be reported to WSIB.

• Report death and critical injuries to the Ministry of Labour, police (if necessary), JHSC, Human Resources and C.E.O. A detailed report must be sent to all parties within 48 hours outlining all the details. Refer to OH&S Act for particulars in submitting this report.

• Implement corrective actions after any incidents where possible.

Reporting Workplace Violence and Harassment

• Complaints or concerns should be reported to the Program Director and JHSC in writing and be signed providing the following information: nature of complaint, date, persons involved and witnesses (if applicable).

• For further complaint reporting details refer to the Complaints Procedure policy found in Chapter 5 of the Human Resources Policy and Procedure Manual.

Important to note: Threats or assault that require immediate attention should reported to police by calling 911



See program manual.