Your well-being is an important part of the Be in Christ’s commitment to your success. In fulfilling this commitment, the Be in Christ seeks to provide and maintain a safe and healthy work environment for you in compliance with legislative requirements.
You, as well as all other staff members, share equally in the responsibility for reducing and reporting accidents, incidents and ‘near misses’ and by performing all work in a safe and healthy manner.
Part of your contractual obligation is to participate and complete the Ministry of Labour’s Worker Health and Safety Awareness Training. This training introduces you to the Occupational Health and Safety Act and outlines the health and safety rights and responsibilities of supervisors, employers, and employees (workers).
You can complete the training program by either filling out or submitting the workbook, or by using the eLearning module.
It is recommended that you use the eLearning module as it is easy and quick to complete. Once you have completed the training you will be given a Proof of Completion certificate. https://www.labour.gov.on.ca. Once completed we require a copy to add to your employee file.
Workplace Violence & Harassment Policy
The Be In Christ church strives to foster and encourage a working environment that recognizes the dignity and worth of every individual. To demonstrate Christ-like behaviour, Be in Christ does not tolerate violence, harassment or unacceptable behaviour in the workplace that may be perpetrated by or against our staff members, volunteers, or any other third party. In the event of a violent incident, harassment, or unacceptable behaviour committed by a staff member, Be in Christ will act to discipline the individual up to and including termination for cause. Violence or harassment in the workplace is a serious offence which now falls under the Ontario Occupational Health & Safety Act (OOHSA.)
You, as well as all other staff members, are expected to be aware of this policy and participate in the required training programs and procedures. The violence prevention and anti-harassment program, required by the OOHSA, includes the following:
- Risk assessment process (see Appendices)
- Policies and procedures
- Control measures in place and implementation of corrective action
- Communication process
- Training and education
- Reporting and investigation process (see Appendices)
Purpose & Scope
The purpose of this policy is to establish procedures to minimize and/or prevent the possibility of violence, harassment and unacceptable behaviour in the workplace and to foster the safety, dignity, respect and security of our staff members, volunteers, and visitors to our office. This policy applies to all staff members, volunteers, visitors to, and contractors of BIC Canada. Definitions and the Risk Assessment Process are outlined in the Appendices.
Staff Members’ Responsibility
You are responsible for informing your supervisor of any violence, potential risk of violence, harassment or unacceptable behaviour you experience or witness, according to the procedures set out in this policy. This includes issues in a staff member’s non-work life that may impact on a staff member’s or his or her co-worker’s safety in the workplace.
Should any incident of violence, harassment or unacceptable behaviour occur, the staff member must complete the Harassment or Violent Incident Report Form (see Appendices).
You are responsible for attending any training or information sessions provided by Be in Christ regarding anti-violence and workplace harassment.
You are expected to cooperate with police, internal investigators or other authorities as required during any investigation related to workplace violence or harassment.
Anyone who manages staff is responsible for assessing the risk of violence to staff members in their jurisdiction, minimizing those risks where necessary or reasonably possible and informing any affected staff member of such risk or potential risk. Managers are responsible for ensuring staff members are trained to:
- Recognize the potential for violence and harassment;
- Follow the procedures and policies developed to minimize risk;
- Respond to incidents appropriately; and
- Report and document incidents.
Managers are responsible for tracking and reporting risks of violence, incidents of violence, incidents of harassments, unacceptable behaviour and close calls (defined below) to your supervisor within the time lines set out in the procedures. Managers must also review and complete required sections of the Harassment and Violent Incident Report Form (see Appendices).
You, as with all staff, are responsible for ensuring proper medical care is provided for anyone involved in an incident and for securing the safety of staff, before investigating the incident or taking reports.
You, as with all staff, are responsible for co-operating with police, internal investigators or other authorities, as required during any investigation related to workplace violence or harassment.
Training & Education
As part of a new staff member orientation process, a copy of this policy will be reviewed by all new staff members and you will always have access to this information at this website.
Training and education concerning this policy is considered a requirement. You are required to be educated and trained on the contents of the policy. Training will include:
- The means to recognize potentially violent situations or harassment;
- Procedures, work practices, administrative arrangements and controls that have been developed to minimize or eliminate the risk to workers and reduce harassment;
- The appropriate responses of staff members to incidents of violence and harassment, including how to obtain assistance;
- Procedures for reporting violent incidents and situations of harassment.
Managers will also be trained to safely supervise all staff members under this policy.
Reporting and Investigation
Each and every incident of possible violence and harassment in the workplace must be reported immediately to your supervisor. Should there be a violent incident or a possible act of harassment reported, an investigation must take place.
Normally, this investigation will be conducted under the direction of the Executive Director or a designate. However, where you are made aware of or witnesses an incidence of violence or harassment, you will investigate the incident immediately and make the appropriate inquiries of the victim and/or witnesses to determine if the incident is minor or serious.
The Violence and Harassment Incident Investigation Checklist is provided in the Appendices may be used to ensure a proper investigation, of any reported incident, is conducted.
If the incident is minor:
- The Executive Director will determine if mediation is appropriate and, if so, mediate or contact an outside mediator to mediate the situation;
- The Executive Director will ensure an appropriate investigation is conducted immediately; and
- Within 24 hours, the Executive Director will ensure the Harassment or Violent Incident Report Form is completed, outlining the details, facts and witnesses of the incident. Where a staff member has completed the form, once completed, it will be submitted to the Executive Director.
If the person inflicting the violent act or allegedly harassing another individual is a staff member, the appropriate disciplinary measures will be determined by the ED and/or DMO, considering the facts of the incident, and the staff member’s employment record. Every effort will be made to maintain confidentiality, as appropriate.
If the incident is serious:
- You must first ensure the safety of staff members and him/herself;
- Ensure proper medical treatment is provided or sent for;
- Contact the authorities as soon as possible (police or Ministry of Labour, where appropriate), to report the incident;
- Contact your supervisor, as appropriate, as soon as possible, to assess who should be involved in the investigation;
- Conduct a thorough investigation, keeping detailed notes of facts, times, witnesses, and witness accounts;
- Within 24 hours after the completion of the investigation ensure the Harassment or Violent Incident Report Form has been completed by the appropriate staff member, outlining the details, facts and witnesses of the incident and submit the report to your supervisor and any other parties required by law;
- The Executive Director will determine if any disciplinary action is required.
A “Violence and Harassment Incident Investigation Checklist” is provided in the Appendices to ensure proper investigation of any reported incident.