Bill 168- It's the Law
- • Received Royal Descent in December
- • Became Law on June 15, 2010
- • Applies to all Provincially regulated businesses in Ontario
| Bill 168 Requirements | Can we help? |
|---|---|
| Conduct workplace violence risk assessment | Yes |
| Individualize the risk assessment for each location across Ontario | Yes |
| Prepare an organization wide workplace violence policy | Yes |
| Prepare a workplace violence program | Yes |
| Individualize the program for each location across Ontario | Yes |
| Create employee reporting and incident investigation procedures | Yes |
| Create emergency response procedure (violence only) | Yes |
| Implement a process to deal with incidents, complaints and threats of violence | Yes |
| Provide Information and instruction to your employees | Yes |
What is Workplace violence?
- • The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker
- • An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker
- • 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.
Why doesn't Workplace Violence Policies & Programs work?
Contact BW Associates and use Felix P. Nater's Violence Interdiction Model™ that has been used for over the past 17 years. It's cost effective, functional and it reduces workplace violence as well as enhances workplace security awareness.
Workplace Harassment
| Bill 168 Requirements | Can we help? |
|---|---|
| Prepare an organization wide workplace harassment policy | Yes |
| Prepare a workplace harassment program | Yes |
| Create employee reporting and incident investigation procedures | Yes |
| Design a process to deal with incidents, complaints and threats of violence | Yes |
| Provide Information and instruction to your employees | Yes |
What is Workplace Harassment?
Engaging in 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.
Why doesn't Workplace Harassment Policies & Programs Work?
Contact BW Associates and use Dr. Gary Namie's The Work Doctor® Blueprint which is a multi-component, comprehensive approach to Workplace Bullying prevention which specializes in defining the root cause of Workplace Bulling. Dr. Namie does not use policy templates because no one-size-fits-all approach can address your specific industry or organizational bullying problems.
What is Workplace Bullying?
By "Dr. Gary Namie"
Workplace bullying as described by Dr. Namie a founder and expert of Workplace bullying is a repeated health-harming mistreatment by one or more people of an employee by:
- i. Verbal abuse
- ii. Threats, intimidation, humiliation or
- iii. Work interference, sabotage or
- iv. Exploitation of a known vulnerability, or
- v. A combination of any
- - The behaviour of bullying is harassment
- - Violence is either assault, including verbal forms, or battery or both
- - Bullying is an assaultive form of violence, sub-lethal and non-physical, not battery
- - Bullying is more prevalent than physical violence or threats of physical violence
- - Threats can be verbal or implied through physical behaviours
- - Verbal abuse is both bullying and violence
Domestic Violence
| Bill 168 Requirements | Can we help? |
|---|---|
| Employers who are aware, or ought reasonably to be aware, that domestic violence may occur in the workplace | Yes |
| Workplaces must take every precaution reasonable in the circumstances to protect a worker at risk of physical injury. | Yes |
| Create employee reporting and incident investigation procedures | Yes |
| Design a process to deal with incidents, complaints and threats of violence | Yes |
| Provide Information and instruction to your employees | Yes |
What is Domestic Violence?
It's not defined under the OHSA. Employers need to focus on whether this violence has progressed to the point where there is a risk of personal injury in the workplace.
Why are Employers Challenged with Domestic Violence?
There isn't any other law in Canada that has the requirements of Bill 168. Contact BW Associates and use Felix P. Nater's Violence Interdiction Model™ that has incorporated Domestic Violence into his program for over the past 17 years.
Types of Workplace Violence
By "Felix P. Nater"
By understanding the cause of the violence, perhaps we will be better able to eliminate, reduce or mitigate the risk of it occurring.
Criminal violence
Violence perpetrated by individuals who have no relationship with the organization or victim. Normally their aim is to access cash, stock, drugs, or perform some other criminal or unlawful act.
Service user violence
Violence perpetrated by individuals who are recipients of a service provided in the workplace or by the victim. This often arises through frustration with service delivery or some other by-product of the organization's core business activities.
Worker-on-worker violence
Violence perpetrated by individuals working within the organization; colleagues, supervisors, managers etc. This is often linked to protests against enforced redundancies, grudges against specific members of staff, or in response to disciplinary action that the individual perceives as being unjust.
Domestic violence
Violence perpetrated by individuals, outside of the organization, but who have a relationship with an employee e.g. partner, spouses or acquaintances. This is often perpetrated within the work setting, simply because the offender knows where a given individual is during the course of a working day.