New Brunswick Compliance Alert: Get Your Workplace Violence & Harassment Codes of Practice in Order
Memo to New Brunswick Employers:
New OHS Regs. Section XXII.I requiring workplace violence and harassment measures officially take effect on April 1. Here are the 3 things you must do to get ready:
- Conduct Workplace Violence Hazard Assessment
The first thing to do is perform a workplace violence hazard assessment, in consultation with the workplace joint health and safety committee or health and safety representative the JHSC. Consider risks of domestic violence that may occur in the workplace as well as risk factors like:
- Any violent incidents that have happened at your site;
- The neighborhood, e.g., whether you’re in a high-crime area;
- The kind of work you do—health care, retail, law enforcement, taxis and other occupations involving handling cash or facing the public are at especially high risk;
- The physical environment of your workplace;
- The characteristics of your workers, including age, gender or other qualities rendering them vulnerable; and
- The experience of other companies in your industry.
- Implement Workplace Violence Code of Practice
If your hazard assessment does identify workplace violence risks, you must implement a “code of practice” to address them that lists:
- All hazardous locations and a description of violence hazards they pose;
- Which workers are at risk;
- The person responsible for implementing the code of practice;
- Workers’ obligation to report incidents of violence immediately;
- Measures in place to manage violence risks;
- Procedures for investigating incidents of reported violence, notifying affected parties of results and taking corrective actions;
- Workplace violence training to be provided.
Click here for a Model Workplace Violence Policy that you can adapt to create your code of practice.
- Implement Workplace Harassment Code of Practice
Regardless of the results of your workplace violence hazard assessment, you must implement a code of practice
- A statement that all workers are entitled to a harassment-free workplace
- Person responsible for implementing code of practice
- Workers’ obligation to report incidents of harassment as soon as circumstances permit
- Procedures for investigating incidents of reported harassment, notifying affected parties of results and taking corrective actions
- Workplace harassment training to be provided.
Click here for a Model Workplace Harassment Policy that you can adapt to create your code of practice.