Workplaces in Ontario where more than 5 workers are regularly employed are required to have the necessary policies, programs, measures and procedures in place for the prevention of violence in the workplace. See below for an example of what a prevention of harassment and violence policy might look like.

Violence Prevention Policy Statement

When Aix Safety staff feel that that their physical well-being is at risk because of the actual or attempted application of physical force it must be reported immediately to their supervisor. They may remove themselves from the situation but remain must remain at a safe place as close as reasonably possible to the work station, until the investigation is complete.
Application
This policy applies to all Aix Safety employees, contractors, and clients on Aix Safety property.
Definitions

“workplace harassment” means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome;
“workplace violence” means,
(a) the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,
(b) an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker,
(c) a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Violence Prevention Responsibilities
Aix Safety will:
• communicate this policy and its procedures to all employees
• train applicable supervisors and managers in this policies implementation
• ensure workplace violence hazard assessments are conducted by each manager/supervisor to determine whether the nature of the work or the work environment places, or may place, employees at risk of violence (see attached assessment form).
• advise the committee or a health and safety representative, of the results of the assessment, and provide a copy of the assessment is in writing
o if there is no committee or health and safety representative, advise the workers of the results of the assessment and, if the assessment is in writing, provide copies on request or advise the workers how to obtain copies.
• review the hazard assessment at least annually and more often if the nature or conditions of the work change.
• review the hazard assessment as often as necessary to ensure that the workers are protected from workplace harassment and violence.
• take all reasonable and practical measures to minimize or eliminate risks identified through the hazard assessment process, workplace inspections, or the occurrence of an incident
• in conjunction with review of hazard assessments, review and evaluate the effectiveness of past actions taken to minimize or eliminate workplace violence
• provide information if known, including personal information, (only that necessary to protect the worker from physical injury) related to a risk of workplace violence from a person with a history of violent behaviour if, the worker can be expected to encounter that person in the course of his or her work; and the risk of workplace violence is likely to expose the worker to physical injury.
• ensure all violence and harassment incidents are reported immediately to the operations manager
• investigate all violence and harassment incidents
• provide methods to prevent the reoccurrence of the violence or harassment incidents where possible.
• take all reasonable and practical measures to protect workers, acting in good faith, who report workplace violence or act as witnesses, from reprisal or further violence

The Joint Health and Safety Committee/Health and Safety Representative will:
• review the workplace violence hazard assessment results and provide recommendations to management to reduce or eliminate the risk of violence
• review all reports forwarded to them regarding workplace violence and other incident reports as appropriate pertaining to incidents of workplace violence that result in personal injury or threat of personal injury, property damage, or police involvement
• recommend corrective measures for the improvement of the health and safety of workers
• respond to employee concerns related to workplace violence and communicate these to management
• participate in the review of the policy and guidelines for continuous improvement

All Employees will:
• not engage in or ignore violent, threatening, intimidating or other disruptive behaviors
• report promptly to their supervisor any incident where the employee is subjected to, witnesses, or has knowledge of workplace violence, or has reason to believe that workplace violence may occur.

Any and all comments are welcome.