1. MISSION STATEMENT

The management of ABC Company recognizes the reality that modern workplaces may be exposed to risks of harassment and violence and has made it a mission to prevent it from occurring. ABC Company will not tolerate harassment and violence in the workplace in any form regardless of who commits it.

2. PURPOSE

This Policy outlines the measures ABC Company has taken and will continue to take to prevent and protect employees against workplace harassment and violence in accordance with applicable federal, provincial and territorial occupational health and safety legislation, human rights legislation, the  ABC Company Occupational Health and Safety Program (OHS Program), and other applicable requirements and standards in force as of 2026.

3. WHAT WORKPLACE HARASSMENT AND VIOLENCE MEANS

3.1 Harassment and Violence

For purposes of this Policy, “harassment and violence” means any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation, physical injury, psychological injury or illness to an employee. Such action, conduct or comments may come from superiors, co-workers, customers, clients, members of the public and other third persons an employee is reasonably likely to encounter in the course of work. Examples include, but are not limited to:

• Physical attacks such as hitting, shoving, pushing, kicking, biting, pinching, or inciting an animal to attack;
• Brandishing or threatening with a weapon;
• Any written or verbal expression of intent to inflict physical force;
• Body language or behaviours that reasonably indicate intent to cause harm;
• Harsh, excessive or non-constructive personal criticism;
• Spreading harmful rumours;
• Spying or stalking, including online conduct;
• Ridiculing a person based on protected characteristics;
• Name calling or teasing;
• Unwelcome practical jokes; and
• Discriminatory slurs or conduct prohibited under applicable human rights legislation.

3.2 Workplace

“Workplace” includes any location where work is carried out or where an employee is reasonably expected to be in the course of employment, including:

• Company facilities and work sites;
• Company vehicles; and
• Off-site locations including client sites, conferences, business travel, remote work locations and company-sponsored events.

4. DEFINITIONS

For purposes of this Policy:

“Administrative controls” means work organization, scheduling and procedural measures used to control risk;

“Competent person” means a person qualified by knowledge, training and experience to perform assigned duties in accordance with applicable OHS requirements;

“Occurrence” means an incident or allegation of workplace harassment or violence;

“Principal party” means the person who is the object of an occurrence;

“Responding party” means the person alleged to be responsible for the occurrence;

“Workplace assessment” means an assessment conducted to identify harassment and violence risk factors and implement preventive measures, in consultation with the workplace joint health and safety committee (JHSC) or health and safety representative (HSR), where required by law.

5. ROLES & RESPONSIBILITIES

ABC Company is responsible for implementation, monitoring and updating of this Policy in compliance with applicable legislation in force in 2026.

5.1 The Employer will:

• Conduct and review workplace assessments;
• Develop and implement preventive and emergency procedures;
• Provide required training;
• Ensure investigations are conducted where required;
• Maintain required records in accordance with applicable retention periods; and
• Review this Policy at least every 3 years or as required by law.

The JHSC or HSR will participate as required under applicable legislation in assessment, review and preventive measure development.

Supervisors and Employees are required to comply with this Policy, participate in training and report occurrences promptly.

6. WORKPLACE ASSESSMENT

ABC Company will conduct workplace assessments in accordance with applicable occupational health and safety legislation to identify internal and external risk factors, including organizational culture, workplace design, work activities, history of incidents, and external factors such as domestic violence that may impact the workplace.

Preventive measures will follow the hierarchy of controls including engineering controls, administrative controls and appropriate protective measures.

7. EMERGENCY PROCEDURES

Emergency procedures will be developed and maintained where an occurrence poses an immediate risk. Procedures will be reviewed and updated as necessary.

8. TRAINING

Training will be provided to employees, supervisors and management in accordance with applicable legislation. Training will include:

• Elements of this Policy;
• The relationship between harassment, violence and discrimination under human rights legislation;
• Reporting and response procedures; and
• Prevention and mitigation strategies.

Training will be provided upon hire, when roles change, and at intervals required by applicable legislation (minimum every 3 years unless legislation requires more frequent review).

9. RESOLUTION PROCESS

ABC Company will establish reporting and resolution procedures consistent with applicable legislation. Reports may be made verbally or in writing.

Investigations will be conducted by a competent and impartial investigator where required.

Investigation reports will contain a general description of the occurrence, findings and recommendations, while maintaining confidentiality in accordance with applicable privacy and OHS laws.

10. HEALTH AND SAFETY RECORDS

ABC Company will maintain required documentation including workplace assessments, training records, investigation records and corrective action documentation for the retention periods required under applicable federal or provincial legislation in force in 2026.

11. CONTRACTORS AND SUBCONTRACTORS

Contractors and subcontractors will be informed of workplace harassment and violence hazards and required to comply with applicable elements of this Policy.

12. POLICY REVIEW

This Policy will be reviewed and, if necessary, updated at least every 3 years or sooner if legislative amendments, workplace changes or incidents require revision.