Policies and Directives
Preventing Workplace Violence
Recent changes in the Canada Labour Code Part II require the CGC, and all federally regulated employers, to provide its employees with a work place free from violence. In keeping with the Canada Labour Code, this policy applies wherever CGC employees are working. Therefore when our employees are working on government property or third party premises, we expect a work environment that is free from violence.
Our policy defines violence as any negligent act or behaviour in which an employee is assaulted, abused or threatened in the work setting or continuing from the work setting. The aggressor may be another CGC employee at any level of the organization, someone with whom the employee has a personal relationship, a stranger, a client, a contractor or a visitor. Violence includes but is not limited to:
Incident Response:
- Behaviour which gives a person reason to believe that he or she or any other person is at risk of injury
- Beatings, stabbings, suicides, shootings, rapes and near suicides;
- Acts causing psychological trauma such as threats, obscene phone calls, mental cruelty and intimidation and threatening hand gestures or body language
We are committed to working with our employees to maintain a work environment free from violence. Your co-operation in the maintenance of a violence free environment is important. If an incident involving a CGC employee occurs on your premises we will advise you of the allegation and conduct an investigation.
Please advise your staff of our policy.
Should you have any questions please contact Sandy HayGlass at (204)983-1284, or Graham Casey at (204)984-3926, of the CGC`s National Preventing Workplace Violence Committee.
Workplace Violence Policy
The purpose of the Canadian Grain Commission's Workplace Violence Policy is to prevent and protect its employees from workplace violence. This document outlines the policy, roles and responsibilities of all CGC employees and the related procedures.
The Canadian Grain Commission recognizes the potential for violent acts or threats directed against staff at the workplace by other CGC employees or any other person at the workplace. The CGC is committed to working with its employees to maintain a work environment free from violence while upholding the dignity and respect of all employees.
Our Preventing Workplace Violence Policy will:
- Enable employees to work in a safe and healthy workplace environment
- Provide a consistent and focused approach on preventing workplace violence
- Provide the framework for an appropriate response to threats and violence.
- Require prompt and accurate reporting of all violence and threats as defined below.
The CGC will:
- Recognize changes in the CGC that could affect levels of workplace aggression
- Respect and protect the interest of all parties
- Promote and sustain a safe and healthy work environment
- Promote and sustain a Work Place Violence Prevention program
- Employee
- Unions or employee representatives
- Employer
The authority for this policy comes from the Chief Operating Officer of the Canadian Grain Commission.
For the purpose of this policy the following definitions apply.
Employee: All people working for the Canadian Grain Commission and Governor in Council appointees. This includes former and prospective employees, students, visiting scientists (Post Doctorate Fellows) or staff involved in collaborative ventures with the Canadian Grain Commission. This also includes visitors and contractors.
Employer: Any supervisor, manager, director, and chief operating officer or commissioner within the CGC.
Violence: Any negligent act or behaviour, as well as all incidents in which an employee is assaulted, abused or threatened in the work setting or continuing from the work setting. It includes but is not limited to:
- Beatings, stabbings, suicides, shootings, rapes and near suicides;
- Acts causing psychological trauma such as threats, obscene phone calls, mental cruelty and intimidation and threatening hand gestures or body language
- Behaviour which gives a person reason to believe that he or she or any other person is at risk of injury.
The aggressor may be any employee at any level of the organization, someone with whom you have a personal relationship, a stranger, a client, a contractor or a visitor.
Workplace: A place where an employee is engaged in work for the employee's employer. (Canada Labour Code Part II 122 (1)). This is not necessarily a building or structure, it is a "place" where an employee is engaged in "work" for the employer.
Types of threats (verbal, written, or telephone):
- Veiled: Non-specific threats to the victim from the perpetrator, e.g., "I hope you don't have an accident" or "you better watch out" or "actions like this can lead to violence".
- Conditional: Threats of violence to the victim by the perpetrator if the victim does or doesn't do something, e.g., "If you tell management, I'll punch you"
- Direct: Direct threats to the victim from the perpetrator, e.g. "I'll hurt you" or "I'll kill you".
- Canada Labour Code
- Canadian Human Rights Act
- Collective Agreements
- Financial Administration Act (FAA)
- Public Service Employment Act (PSEA)
- Public Service Staff Relations Act (PSSRA)
- Terms and Conditions for unrepresented employees
- Terms and Conditions of Employment Regulations for Term Employees
Compliance with this policy is mandatory and in accordance with all existing legislation, other employer policies and initiatives. Infractions will be considered to be misconduct and appropriate remedies will be imposed.
Gordon Miles, Chief Operating Officer
National
OSH Committee
Date approved: March 2002
Last updated: 2002-08-12