08-11 Workplace Violence

Question 1

What is the Rationale?

Answer 1

The Toronto Police Services Board (Board) and the Toronto Police Service (Service) are committed to providing all its members with a workplace that is safe. The Occupational Health & Safety Act (OHSA) legislates that workers are provided a safe workplace. This procedure outlines for members what constitutes workplace violence and the process for reporting workplace violence. Members reporting workplace violence, including intimate partner violence, are protected from reprisal.

Question 2

Supervision

Answer 2

 Supervisory Officer attendance mandatory for any incident of workplace violence
 Supervisory Officer, Officer in Charge and Unit Commander notification mandatory for any incident of workplace
violence

Question 3

Procedure - The OHSA requires the employer to assess the risk of workplace violence that may arise from the nature of the workplace, the type of work or the conditions of work. The assessment SHALL take into account

Answer 3

 circumstances that would be common to similar workplaces
 circumstances specific to the workplace, and
 any other prescribed element.

Question 4

Member - When workplace violence occurs SHALL immediately summon assistance by

Answer 4

 pressing the alarm, if available
 calling 9-1-1, if appropriate
 When calling from a Service phone, SHALL press 9 first, to connect to a landline, and then dial 9-1-1 to summon assistance or medical help.

Question 5

Member - Upon identifying a risk of workplace violence SHALL comply with

Answer 5

Procedure 08–09. NIP

Question 6

Member - Upon becoming aware of any workplace violence or threat of workplace violence, including intimate partner violence, which could place themselves or another member at risk of physical injury in the workplace

Answer 6

 immediately report the particulars to a supervisor
 comply with Procedure 08–03, NIP if applicable

Question 7

Member - When involved in an incident where a work-related injury occurs SHALL comply with

Answer 7

Procedure 08–03. NIP

Question 8

Member - When involved in an incident where the Special Investigations Unit (SIU) mandate may be invoked SHALL comply with

Answer 8

Procedure 13–16.

Question 9

Member - Members SHALL not

Answer 9

harass, intimidate or retaliate against any member who reports workplace violence and comply with Procedure 13–18.

 Every member has the right to protection from workplace violence without reprisal or fear of reprisal. A complaint of workplace violence that is vexatious or malicious in nature may result in discipline.

Question 10

Supervisor - Upon identifying a risk of workplace violence SHALL comply with

Answer 10

Procedure 08–09. NIP

Question 11

Supervisor - Upon becoming aware of, or ought reasonably to be aware of
 workplace violence or threat of workplace violence, including intimate partner violence
 violence which may occur in the workplace, and would likely expose any member to physical injury SHALL

Answer 11

 take every reasonable precaution necessary for the protection of the members
 maintain confidentiality
 report any incident of workplace violence to the Officer in Charge
 commence an investigation
 speak to the member initiating the complaint in private
 when gathering evidence comply with Procedure 04–21, if applicable
 when there is a intimate partner violence incident comply with Procedure 05–04, if applicable
 when injuries are sustained in the workplace by a member provide medical assistance and comply with Procedure
08–03, if applicable
 if an arrest is made, comply with Procedure 01–01
 when a member requires counselling, including counselling which is gender and culturally specific, comply with Procedure 08–01
 when involved in an incident where the SIU mandate may be invoked comply with Procedure 13–16
 investigate all situations of work refusal, if required
i. A police officer cannot refuse to work when the work is a normal condition of the worker’s employment or when the refusal to work would directly endanger the life, health or safety of another person.
 take every reasonable precaution necessary for the protection of the member
 protect any complainant or witness from reprisal and comply with Procedure 13–18

Question 12

Supervisor - When the source of the workplace violence is external to the Service SHALL

Answer 12

 ensure the applicable eReports are completed prior to the completion of the tour of duty, if applicable
 comply with Procedure 08–10

Question 13

Supervisor - When the source of the workplace violence is from a Service member SHALL comply with

Answer 13

 Procedure 13–02 for external complaints involving uniform members
 Procedure 13–03 for internal complaints involving uniform members
 Procedure 13–09 for complaints involving civilian members.

Question 14

Officer in Charge / Designate - The Officer in Charge SHALL ensure

Answer 14

 members are made aware of how to immediately summon assistance if workplace violence occurs
 any complainant or witness is protected from reprisal and comply with Procedure 13–18
 the workplace is not toxic or poisoned

Question 15

Officer in Charge / Designate - Upon identifying any risk of workplace violence SHALL comply with

Answer 15

Procedure 08–09.

Question 16

Officer in Charge / Designate - Upon becoming aware of, or ought reasonably to be aware of
 workplace violence or threat of workplace violence, including intimate partner violence
 violence which may occur in the workplace, and would likely expose any member to physical injury SHALL

Answer 16

 take every reasonable precaution necessary for the protection of the members
 ensure compliance with item 8
 comply with Procedure 13–08 or 13–10, as applicable
 when an arrest is made, comply with Procedure 17–01, if applicable

Question 17

Officer in Charge / Designate - When the source of the workplace violence is external to the Service SHALL

Answer 17

 comply with and ensure compliance with Procedure 08–10
 ensure the applicable eReports are completed prior to the completion of the tour of duty
 ensure the applicable eReport numbers are provided to the involved member’s Unit Commander and the Unit
Commander – Professional Standards prior to the completion of the tour of duty

Question 18

Officer in Charge / Designate - When the source of the workplace violence is by a Service member SHALL ensure compliance

Answer 18

item 10.

 Procedure 13–02 for external complaints involving uniform members
 Procedure 13–03 for internal complaints involving uniform members
 Procedure 13–09 for complaints involving civilian members.

Question 19

Officer in Charge / Designate - When notified of a member refusing to work as a result of a workplace violence incident SHALL

Answer 19

 ensure the member remains available and in a safe place for the purposes of an investigation, if applicable

ii. A police officer cannot refuse to work when the work is a normal condition of the worker’s employment or when the refusal to work would directly endanger the life, health or safety of another person.

Question 20

Officer in Charge / Designate - Upon becoming aware of, or ought reasonably to be aware of, violence which may occur in the workplace, and would likely expose a member to physical injury, SHALL take

Answer 20

every reasonable precaution necessary for the protection of the member.
iii. Reasonable precaution necessary for the protection of the member may include the re–assignment to reasonable alternative duties.

Question 21

Definitions - Worker

Answer 21

means any person who performs work or supplies services for monetary compensation, and includes a contractor or a volunteer such as an auxiliary member.

Question 22

Definitions - Workplace

Answer 22

means any land, premises, location or thing at, upon, in or near, which Service business is being conducted. This can include, but is not limited to:
 Service facilities/buildings
 Service vehicles
 courthouses
 any other location where Service business is being conducted.

Question 23

Definitions - Workplace Violence

Answer 23

means the exercise of physical force, or attempt, by a person against a worker in a workplace that causes or could cause physical injury to the worker. This includes a statement or behaviour that it is reasonable for the worker to interpret as a threat to exercise physical force against the worker.