Zero Tolerance policy

I am an employer or manager. What can I do to prevent workplace violence?

Many employers are unaware that violence is occurring in the workplace. You can help prevent workplace violence by creating a written policy. This policy must:

• Apply to anyone who has a relationship with your company (including management, employees, clients and independent contractors).
• Use precise language to define workplace violence.
• State in clear terms your organization’s view toward workplace violence and your commitment to the prevention of workplace violence.
• Provide concrete examples of unacceptable behaviour.
• Precisely state the consequences of making threats or committing violent acts.
• Encourage reporting of violence by explaining:
  o All reports are confidential.
  o How to report acts of violence.
  o How to submit the reports and to whom.
  o There are no reprisals for submitting a report.
• Explain how complaints are investigated and resolved.
• Describe how potential risks of violence are communicated to employees.
• Make a commitment to provide support services to victims of violence.
• Offer a confidential employee assistance program to allow employees with personal problems to seek help.
• Offer violence prevention training for all workers within your organization.

What are a worker’s rights in preventing workplace violence?

Workers, clients and patients have the same right to safety and health. Under the criminal code, every individual has the right to “use as much force as is reasonably necessary to prevent an assault from occurring, or to defend himself or anyone under his protection as long as he uses no more force than is reasonably necessary to prevent the assault or the repetition of it.”

If there is a dispute over whether a worker has reasonable cause to believe there is a risk of injury, the worker has the right to refuse unsafe work under sections 3.31 and 3.37 of The Saskatchewan Employment Act.