Bill 168 who is required

The risks must be reassessed as often as is necessary to protect workers from workplace violence. Under section The program must include measures for workers to report incidents of workplace harassment and set out how the employer will deal with incidents and complaints of workplace harassment.

The Bill amends section 43 of the Act, which deals with a worker's right to refuse work in various circumstances where health or safety is in danger, to include the right to refuse work if workplace violence is likely to endanger the worker. The Bill adds sections The Bill provides for authority to make regulations, including the following:. Requiring an employer to designate a workplace co-ordinator with respect to workplace violence and workplace harassment.

In the case of workers with a limited right to refuse work under section 43 of the Act, specifying situations in which a danger to health or safety is inherent in the workers' work or a normal condition of employment. Varying or supplementing subsections 43 4 to 13 of the Act with respect to workers with a limited right to refuse under section 43 and workers to whom section 43 applies by reason of a regulation made for the purposes of subsection 3 3 of the Act.

Governing the application of the duties and rights set out in Part III. Assessment of risk of violence. Assessment of risks of violence. The Act is amended by adding the following section s :. Order for written assessment, etc. This reprint of the Bill is marked to indicate the changes that were made in Committee. The changes are indicated by underlines for new text and a strikethrough for deleted text.

The program must also set out how the employer will deal with incidents , and complaints and threats of workplace violence. The risk risks must be reassessed as often as is necessary to protect workers from workplace violence. The program must also set out how the employer will deal with incidents, complaints and threats of workplace violence.

See the resources cited at the end of document. And it is now the law. If your workplace does have a policy, review it and update if necessary to comply with Bill Measures and Procedures: Creating measures and procedures to control the risks identified in Step 2 will create the backbone of your program.

Your workplace may have many measures and procedures in place, or you may find very few. You may be able to build upon some existing control measures. Remember — in workplaces covered by the Regulation for Health Care and Residential Facilities, the employer is legally required to consult with the JHSC or Health and Safety representative as the measures and procedures are being developed.

The control measures should control risks associated with:. Implement the program which includes the policy, measures and procedures. It may be necessary to make difficult decisions about which measures and procedures will be implemented first.

It may also be necessary to implement interim measures and procedures in some cases. During the Risk Assessment step, it may be valuable to prioritize risks as high, medium or low to assist with later decisions about implementation. For example, a high risk area might be defined as an area where the potential for a violent incident is high and the outcome of the incident is severe. It will be useful if there are numerous risks to be addressed, to create an Action Plan tool to indicate responsibilities, timeframes and progress for each control measure.

Bill requires the employer to provide information and instruction on the policy and the program to all employees, including managers and supervisors.

Workers in areas requiring specific measures and procedures must be instructed on those. For example, if an emergency response procedure is used in your workplace, all those affected by it — those who respond and those who might have to call for emergency assistance — should receive instruction about the process. Remember — in workplaces covered by the Regulation for Health Care and Residential Facilities, the employer is legally required to consult with the JHSC or Health and Safety representative when developing, establishing and providing health and safety training.

However, employers are limited to disclosing only personal information that is reasonably necessary to protect the worker from injury. Bill , An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters, received Royal Assent on December 15, ; however, the new provisions are not yet in force.

The amendments will take effect on June 15, Employers must prepare for their new obligations that will come into force on June 15, Employers must develop and implement programs that will comply with the amendments to the OHSA. Many employers already have workplace discrimination and harassment policies that will need to be evaluated and adapted to meet the new requirements of the OHSA.

Employers must now also address workplace violence. This process begins with an assessment of the risks inherent to the individual workplace. Employers must then develop a workplace violence program that includes policies, procedures and implementation.

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