Creating a Workplace Violence Policy
Research shows that people with mental illnesses are no more likely to be violent than the general population. (See Canadian Mental Health Association website.)
In fact, people with mental illnesses are more likely to be victims of violence. A policy against violence in the workplace can help protect people who are vulnerable because of mental health issues.
The best predictor of violent or aggressive behaviour is previous violent or aggressive behaviour. It is important that there is an immediate and effective response at the first sign of violence or aggression in the workplace.
Violent or aggressive behaviour should never be tolerated in the workplace. If you suspect that the violent or aggressive behaviour is related to a mental health issue, you may want to consult with your legal advisor before engaging in disciplinary action to ensure you are in compliance with the Human Rights Act. See Legal Framework for more information.
Tips and Strategies
Draft a policy that addresses workplace violence.
- Define acts of violence, including threats of violent action against personnel and company property.
- Declare that the company will not tolerate violent or aggressive behaviour.
- Describe disciplinary action that will be taken for offenders in strict terms.
- Tell all employees that they are responsible for reporting violent acts or what appears to be the possibility of a violent act to their supervisor.
- Ask employees not to intervene but to call their manager or 911.
- Tell employees what to do in extreme situations, e.g. gun-wielding, hostage taking. See the Crisis Response section.
- Describe how victims will be protected in the future.
- Deliver an education program on preventing workplace violence.
- If appropriate, have the policy reviewed by your legal advisor.
- Schedule regular reviews of the policy to ensure it is relevant. Communicate the policy to all employees, including senior personnel.
- Ensure all new employees receive a copy of the policy.
- Have all employees acknowledge in writing or by e-mail that they have received and read the policy and/or amendments.
- Post the policy and/or amendments prominently in a place where all employees will see it and have regular access to it.
- Have the appropriate company officer distribute a copy of the policy to all managers and supervisors with instructions about what is expected of them in carrying out the policy.
- Provide training or education where necessary
- Announce the policy and provide highlights for employees.
- Ask managers to schedule an annual discussion about this policy with their staff.
Addressing Workplace Violence [PDF]
Resources
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It is important to understand and address the work-related issues of co-workers before an employee returns to work see all
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