In workplaces, that have been identified as having an increased risk of violence, employers must have and implement a violence prevention policy. Employers are also obligated to take certain precautions if their employees are working in potentially risky environments.
A violence prevention policy must include…
In developing and implementing a violence prevention policy employers must consult with the Occupational Health and Safety Committee, the Occupational Health and Safety Representative or the workers directly, when there is no committee or representative.
Violence prevention policies must be readily accessible to workers. The policy must be reviewed at least every three years and revised where necessary, including if there is a change in circumstances that could affect the health and safety of workers.
Retail premises that are open to the public between 11 p.m. and 6 a.m. are subject to additional safeguards to help ensure the health and safety of workers. These safeguards include:
Employers must identify risks that are associated with working alone or in isolated workplaces and take steps to eliminate or reduce those risks, including having an effective communication system in place. Employers may also want to consider things like establishing a means of regular contact with the workers, prohibiting certain activities, providing additional training and implementing safe work practices and procedures for the situation.
This site provides general information about workplace sexual harassment only. It is not a substitute for receiving legal advice about your situation. Apply now to receive 4 hours of free legal advice.
The Shift Project is funded by the Department of Justice and delivered by the Public Legal Education Association of Saskatchewan (PLEA).