Introduction

Carlton Trail College recognizes the potential for violent acts or threats directed against College employees and/or students and is committed to minimizing or eliminating the risk of violence.  Violence in any form will not be tolerated.  Employers and employees (instructors and students) must work together to prevent it.

Definition of Violence

The Occupational Health and Safety Regulations came into force in December 1996.

Regulation 37(1) description of "Violence" as follows:

"Violence" means the attempted, threatened or actual conduct of a person that causes or is likely to cause injury, and includes any threatening statement or behavior that gives a worker reasonable cause to believe that the worker is at risk of injury.

Incidents of violence include attempted or actual assaults or any threatening statement or behavior towards a employee (or student) made by any person, which gives the employee (or student) reasonable cause to believe that he or she is at risk of injury.

Incidents of violence may occur at the place of employment, at a worksite or in other work-related areas.

In compliance with the Saskatchewan Human Rights Code and the Occupational Health and Safety Act, Carlton Trail College recognizes its' legal responsibility to provide an environment free of violence, and its liability if it fails in this respect.

Principles of the Policy

In 1993, a new Saskatchewan Occupational Health and Safety Act came into effect.

Section 14 of the Act sets out the employer's responsibility in developing and implementing a policy to deal with violence in the workplace.

Carlton Trail College encourages employees and students to report all instances of violence.  Reports of violence will be dealt with in a serious and confidential manner.

Carlton Trail College has a responsibility to maintain a working and learning environment free of violence for their employees (or students) in their workplace.

In 2014, a revised provincial Child Abuse Protocol was released: (http://socialservices.gov.sk.ca/child-abuse-protocol.pdf)

The revised Child Abuse Protocol clearly states that it is the responsibility of all people in Saskatchewan to protect children from abuse and that it is imperative for every individual to report suspicions of child abuse.

If staff observe or receive a disclosure of abuse from a child, or if they suspect child abuse or neglect, it is their personal and legal duty to report their observations and suspicions to the local Ministry of Social Services child protection office, First Nations Child and Family Services Agency or the police.

The duty to report overrides other standards of confidentiality when there is a reason to believe that a child may be abused or neglected.

There are no negative legal consequences for making a report as long as it is not made maliciously and is made in good faith. Failure to report suspicions of child abuse and neglect may result in professional disciplinary or legal action.

Individuals and agencies will work together to share information regarding the child’s needs as required throughout the investigation, assessment and treatment of the child.

Actions Under Other Jurisdictions

Notwithstanding the provisions of the Policy, individuals have the right to seek the advice and services of the Human Rights Commission at any time.  The Policy is not intended to preclude any person from filing a complaint with the Saskatchewan Human Rights Commission or the Occupational Health and Safety Division of the Department of Labor, or from initiating other legal action.  Unionized employees will be afforded all rights of the Collective Agreement in addition to the Policy.

3.13 - Violence in the Workplace - Procedure

Principles of the Policy

Carlton Trail College has a responsibility to maintain a learning and working environment free of violence for students and employees.

Procedures for Employees 

• Instances of sexual assault will be dealt with under Sexual Assault Policy 3.34.
• Carlton Trail College will minimize the risk of violence in its work places and will ensure that staff working in isolation are aware of procedures to summon help. 
• Employees will be informed by their immediate out-of-scope supervisor of the nature and extent of the risk of violence, including, except where prohibited by law, any information in the College's possession related to the risk of violence from persons who have a history of violent behaviour and whom employees are likely to encounter in the course of their work. 
• Employees who have been exposed to a violent situation should promptly notify the RCMP and report the incident to an immediate out-of-scope supervisor who will have them complete a Violence Incident Report form (Form A) and who will report the incident to the VP Administration.
• The immediate out-of-scope supervisor will advise any employee who has been exposed to a violent incident to consult their physician for treatment or referral for post-incident counseling. If the employee does not wish to seek medical attention, the immediate out-of-scope supervisor will document the fact that the employee has been notified and understands this right.

Occupational Health and Safety Requirement

• The VP Administration will investigate the violent incident reported to determine what steps are needed to prevent a recurrence and take appropriate corrective steps in accordance with the Collective Agreement and College policy. The VP Administration shall contact Occupational Health & Safety by telephone at 1-800-667-5023 in regards to the incident and complete the Violence Investigation Report (Form B) and send a copy to the President and CEO.

Workers' Compensation Requirement

• Both the College and the employee will make a report of injury to the Workers' Compensation Board if the employee does consult a physician or misses work.
• The VP Administration shall, as soon as possible, and no later than within five days from the date he/she becomes aware of an injury which prevents an employee from earning full wages or which necessitates medical aid, notify the Workers' Compensation Board in writing of (if conditions in Procedure 6 apply):

• the nature, cause and circumstances of the injury;
• the time of the injury;
• the name and address of the injured employee;
• the place where the injury happened;
• the name and the address of any physician who attends the employee for his/her injury; and
• any further particulars of the injury or claim for compensation that the board may require.

• When an employee receives treatment or counseling mentioned above, the College shall ensure that the employee loses no pay or other benefits in accordance with the provisions of the Collective Bargaining Agreement.
• The VP Administration will notify the President and CEO as to the outcome of the investigation.
• Reports of violence will be brought forward by the VP Administration for review by the Executive Team to help eliminate or reduce workplace violence.
• The VP Administration will assist the Occupational Health and Safety Committee in the development of a violence prevention training program for use by all employees. 

Procedures for Students

• Instances of sexual assault will be dealt with under Sexual Assault Policy 3.34.
• Carlton Trail College will minimize the risk of violence in its learning environments and will ensure students are aware of procedures to summon help.
• Students who have been exposed to a violent situation should promptly notify the RCMP and report the incident to their instructor on a Violence Incident Report Form (Form A).
• The instructor will advise any student who has been exposed to a violent incident to consult their physician for treatment or referral for post incident counseling. If the student does not wish to seek medical attention, the instructor will document the fact that the student has been notified.
• The instructor, in conjunction with the VP Academic, will investigate the violent incident reported to determine what steps are needed to prevent a recurrence and take appropriate corrective steps in accordance with College policy. The VP Academic will complete the Violence Investigation Report (Form B) and send a copy to the President and CEO.
• The VP Academic will notify the President and CEO as to the outcome of the investigation.
• Reports of violence will be brought forward by the VP Academic for review by the Executive Team to help eliminate or reduce future violence.

(see Violence Incident Report Form A and Form B)

3.13 - Violence in the Workplace - Appendix