Bill 168 is an Act to amend Ontario’s Occupational Health and Safety Act (OHSA) with respect to violence and harassment in the workplace. This amendment now places an explicit duty on employers to protect employees from workplace violence and harassment and places a positive obligation to take precautionary measures should violence appear likely to occur within the workplace. All employers with 5 or more employees must have policies and procedures in place on workplace violence, including harassment and bullying. Compliance with this bill was at June 15, 2010. Ministry of Labour is consistently issuing orders for non-compliance.

1. Conduct a Risk Assessment:

The purpose of this assessment is to determine where the employer’s operation might be vulnerable to acts of violence.

This assessment is later used to update and/or develop policies to control the risks identified.

Bill 168 does not explain how such an assessment is to be done. However what is clear is that employers must ensure that they do a complete evaluation of their operations to ensure that the vulnerabilities to violence are identified and addressed.

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2. Make Necessary Changes to the Workplace:

Using the information gathered in the risk assessment, make the necessary changes to reduce the vulnerability to violence in the workplace.

If risk of violence in the workplace is identified, measures should be taken to reduce this risk, such as installing easily accessible emergency security buttons.

3. Develop & Review Policies with respect to Workplace Violence & Harassment:

Employers must ensure that policies are in place to address findings of the risk assessment with respect to workplace violence and workplace harassment.

Employers also must ensure that a policy is in place to address the procedure for the reporting and investigation of workplace harassment complaints.

4. Develop and Maintain Programs to Implement those Policies:

Employers must include in the programs measures and procedures:

• To control the risks identified in the risk assessment;
• For summoning immediate assistance when workplace violence occurs or is likely to occur;
• For workers to report incidents of workplace violence or harassment; and
• To state how the employer will investigate and deal with incidents or complaints of workplace violence or harassment.

5. Train Employees

Employers must provide information and instruction to their employees on contents of the policies and programs.

For a detailed five steps whitepaper or for more information please contact one of our dedicated Human Resource Consultants. - Contact Us

Beyond Rewards can assist you in completing your risk assessment or with the entire process. - Contact Us