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This online version is for convenience; the official version of this policy is housed in the University Secretariat. In case of discrepancy between the online version and the official version held by the Secretariat, the official version shall prevail.
Approving Authority: Board of Governors
Original Approval Date: June 1, 2010
Date of Most Recent Review/Revision: November 22, 2018
Office of Accountability: Vice President: Finance and Administration
Administrative Responsibility: Safety, Health, Environment and Risk Management (SHERM)
Purpose
1.00 Wilfrid Laurier University is committed to providing a healthy, safe and respectful working and learning environment that is free of violence and in compliance with the Occupational Health and Safety Act. With this in mind, harassment and/or violence will not be tolerated, accepted or condoned by Wilfrid Laurier University.
This policy formally establishes this commitment, which the University will implement through the workplace violence prevention program. It also intends to ensure that reasonable precautions are taken to prevent violence in the university community.
For situations involving workplace harassment, sexual harassment or discrimination, not covered by this policy, refer to University policy 6.1 Prevention of Harassment and Discrimination Policy.
Definitions
2.00 The following definitions are taken from legislation governing the subject matter of this policy. The legislation supersedes this policy; to the extent the relevant legislation is amended, the definitions below will be read as likewise amended until such time as the policy is updated.
2.01 Supervisor
Means a person who has charge of a workplace or authority over a worker.
2.02 Worker
a. A person who performs work or supplies services for monetary compensation.
b. A secondary school student who performs work or supplies services for no monetary compensation under a work experience program authorized by the school board that operates the school in which the student is enrolled.
c. A person who performs work or supplies services for no monetary compensation under a program approved by a college of applied arts and technology, university or other post-secondary institution.
d. A person who receives training from an employer, but who, under the Employment Standards Act, 2000 (ESA), is not an employee for the purposes of that act because the conditions set out in subsection 1 (2) of that act have been met.
e. Other persons who work or provide services to an employer for no money, who may be prescribed by regulation. (At this time, no such persons have been prescribed as a “worker” under the OHSA.)
2.03 Workplace Violence
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.
Workplace violence includes domestic violence that could cause physical injury to a worker in a workplace.
Jurisdiction/Scope
3.00 This policy policy applies to all employees, contractors, volunteers, students and visitors at all Laurier campuses and locations. It also applies at other locations where employees perform work for the University (i.e. work-related activities occurring off-campus).
Policy
4.00 Wilfrid Laurier University will not tolerate any type of workplace violence.
4.01 No person shall engage in violent conduct or make threats of violence, implied or direct, on Laurier property or in connection with Laurier business or the workplace.
4.02 Wilfrid Laurier University will ensure that all workers and supervisors are provided with the appropriate information and instruction regarding the contents of Laurier’s policy and program for workplace violence.
4.03 Every worker must work in compliance with this policy and the supporting program. Each member of the university community is responsible for creating and maintaining an environment that is free from workplace violence.
4.04 All workers are encouraged to raise any questions or concerns regarding workplace violence with their supervisor.
4.05 Anyone who experiences or witnesses violence or a threat of violence at Laurier, or who believes that violence is imminent, must report the situation immediately to:
Waterloo Campus
Special Constable Service
232 King Street North, Waterloo
519-885-3333 or ext. 3333
Brantford Campus
Special Constable Service
45 Market Street, Brantford
519-750-3778 ext. 3333
Kitchener Location
Special Constable Service
232 King Street North, Waterloo
519-885-3333 or ext. 3333, and
Emergency Services – 911
Toronto Location
130 King Street West, Toronto
City of Toronto Emergency Services – 911, and 519-885-3333
4.06 Supervisors are responsible for ensuring that measures and procedures are following by workers and that workers have the information they need to protect themselves through completion of applicable training.
4.07 Any community member that becomes aware of violence or the threat of violence towards an employee must report that behaviour to a supervisor or Special Constable Service immediately.
4.08 All incidents of violence or threatening behaviour shall be investigated immediately after the report is made. Investigations may involve SHERM, Special Constable Service, Behavioural Intervention Team, local Regional Police, management, other appropriate resources or a third party investigator as appropriate.
4.09 The University recognizes domestic violence as a potential risk to a worker and will take every precaution reasonable in the circumstances to protect any workers subject to the threat of domestic violence.
4.10 Every effort will be made to ensure reports remain confidential; however, there may be instances where confidentiality may be compromised where it is believed that imminent danger exists or where an investigation requires disclosure to ensure the safety of the Laurier community. Collection, use and disclosure of personal information and records gathered shall be in accordance with university policy and/or legal obligations.
4.11 Individuals who are found to have engaged in threats, intimidation or violence will be subject to disciplinary action which may include, but is not limited to, termination of employment, expulsion from educational programs, and a ban from University property. In doing so, Laurier will act in accordance with the rights and obligations established by collective agreements and Laurier policy.
4.12 This policy prohibits reprisals or action being taken against anyone who, in good faith, reports an incident of real or potential violence.
4.13 This policy will be reviewed by the Wilfrid Laurier University Joint Health & Safety Committee and approved by the Board of Governors on an annual basis.
