Legal Updates

For more information contact Workplace Safety & Prevention Services wspslegislation@wsps.ca 1 877 494 WSPS (9777) The content provided is for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind and should not be used as a substitute for consultation with a professional legal advisor. Users of this information who require legal advice are advised to contact their own legal counsel regarding any specific legal issues or before making any decision or taking any action. WSPS does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. In no event will WSPS be liable to you or anyone else for any decision made or action taken in reliance on the information in this Site. Page 3 LEGISLATION BRIEFING Training Employers will be required to jointly identify or develop the training on harassment and violence in the workplace and ensure it is delivered to employees, employers and the designated recipient. The training will have to be delivered at least once every three years and provide instruction on the elements of the prevention policy. The training should also include: The elements of the work place harassment and violence prevention policy; The relationship between work place harassment and violence and the prohibited grounds of discrimination set out in the Canadian Human Rights Act; How to recognize, minimize and prevent work place harassment and violence; Crisis prevention, personal safety, and de‐escalation techniques; and How to appropriately respond to various types of occurrences. The employer must ensure that each employee receives training within three months after the day on which their employment begins. The designated recipient should receive the training before assuming their duties under these regulations. The employer must also provide additional training to employees following any updates, or to an employee who is assigned to a new activity or role in which there is an increased or specific risk of work place harassment and violence. Support measures The proposed Regulations require employers to make available information respecting medical, psychological or other support services that employees may access within their geographical region. Resolution process The employer must designate a person as a designated recipient to whom notification of an occurrence may be given. Notification of an occurrence can be done by the principal party, or a third party. This notification can be made anonymously. The resolution process will require employers to respond to every notification of an occurrence of harassment and violence in their workplace. Within five days after receiving a notification of an occurrence, the employer or designated recipient must contact the principal party or responding party to confirm that the notification has been received. The regulations provide more details regarding what information should be included in the notification to the principal and responding party.

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