11-Corp Policies- Workplace Violence

Question 1

What document supports the Workplace Violence Prevention Policy?
a. Occupational Health and Safety Policy
b. Respectful Workplace Policy
c. Employee Code of Conduct
d. All of the above

Answer 1

D
This Policy is supported by the accompanying Preventing and Addressing
Workplace Violence Standard Operating Procedure. This Policy should be read in
conjunction with the Occupational Health and Safety Policy, Respectful Workplace
Policy, and the Employee Code of Conduct – which is about our values, principles,
and standards of behaviour that govern our actions.

Question 2

According to the policy, who should read the Workplace Violence Prevention Policy in conjunction with other policies?
a. Senior Leaders
b. Supervisors
c. Employees
d. All individuals

Answer 2

D
This Council Policy applies to:
3.1 Employees (including but not limited to service contractors, students, and
volunteers);
3.2 Members of Council;
3.3 Vendors and suppliers; and
3.4 Members of the public (including citizen members of committees

Question 3

What is the focus of the accompanying Preventing and Addressing Workplace Violence Standard Operating Procedure?
a. Safety guidelines for the public
b. Proactive approach to preventing Workplace Violence
c. Employee disciplinary procedures
d. Compliance with city regulations

Answer 3

B
The purpose of this Council Policy is to:
2.1 Adopt a proactive approach to preventing Workplace Violence;
2.2 Outline the requirements of acceptable behaviours for those who have a role
in dealing with Workplace Violence; and,
2.3 Comply with the City’s legislative responsibilities under the Occupational
Health and Safety Act respecting Workplace Violence.

Question 4

What is one of the purposes of the Council Policy on Workplace Violence Prevention?
a. Promote violence in the workplace
b. Outline unacceptable behaviors
c. Ignore legislative responsibilities
d. Encourage Workplace Violence

Answer 4

B
Outline the requirements of acceptable behaviours for those who have a role
in dealing with Workplace Violence; and,

Question 5

Which legislative responsibility does the Council Policy aim to comply with?
a. Environmental Protection Act
b. Labor Relations Act
c. Occupational Health and Safety Act
d. Public Safety Act

Answer 5

C
Outline the requirements of acceptable behaviours for those who have a role
in dealing with Workplace Violence; and,

Question 6

What does the Council Policy seek to achieve concerning Workplace Violence?
a. Reactively address incidents
b. Comply with legislative responsibilities
c. Foster a safe and healthy work environment
d. All of the above

Answer 6

D
Outcomes
4.1 Establish, foster, and maintain a physically and psychologically safe and
healthy work environment free from Workplace Violence for all individuals.

Question 7

Who does the Council Policy apply to?
a. Only full-time employees
b. Vendors and suppliers
c. Members of Council
d. All of the above

Answer 7

D
This Council Policy applies to:
3.1 Employees (including but not limited to service contractors, students, and
volunteers);
3.2 Members of Council;
3.3 Vendors and suppliers; and
3.4 Members of the public (including citizen members of committees)

Question 8

According to the policy, who is included in the term “Workplace Parties”?
a. Only Supervisors
b. Only Employees
c. Unions and associations
d. All individuals involved in the workplace

Answer 8

D
It is a shared responsibility between all individuals to create an
environment where everyone is able to work without potential or actual
threat of Workplace Violence. All individuals should be prepared to
actively work together to address Workplace Violence.

Question 9

According to the policy, what is the goal of establishing a psychologically safe work environment?
a. Promote aggressive behavior
b. Foster a healthy work environment
c. Ignore mental health concerns
d. Prioritize physical safety only

Answer 9

B
Establish, foster, and maintain a physically and psychologically safe and
healthy work environment free from Workplace Violence for all individuals

Question 10

What is emphasized in the policy as key to creating workplaces where individuals are treated with respect and dignity?
a. Civility
b. Zero tolerance
c. Strict discipline
d. Mandatory training

Answer 10

A
Workplaces where all individuals are treated with respect, Civility, and dignity,
in an inclusive, diverse, and safe work environment.

Question 11

In which section of the policy is the commitment to complying with the Occupational Health and Safety Act mentioned?
a. Principles
b. Outcomes
c. Roles and Responsibilities
d. Definitions

Answer 11

B
Outcomes
4.1 Establish, foster, and maintain a physically and psychologically safe and
healthy work environment free from Workplace Violence for all individuals.
4.2 Workplaces where all individuals are treated with respect, Civility, and dignity,
in an inclusive, diverse, and safe work environment.
4.3 The City and Employees will comply with the Occupational Health and Safety
Act respecting Workplace Violence

Question 12

What is the City’s stance on Workplace Violence as outlined in the “Violence Free Workplace” principle?
a. It is acceptable under certain circumstances
b. It is a serious matter, and every reasonable precaution will be taken to prevent it
c. It is the responsibility of the Employees only
d. It is encouraged as a means of conflict resolution

Answer 12

B
5.1 Violence Free Workplace
5.1.1 All individuals have the right to work or access services in a safe
environment free from perceived, actual, attempted, or threatened
Workplace Violence.
5.1.2 Workplace Violence is a serious matter and the City will take every
reasonable precaution to prevent it.

Question 13

According to the “Shared Responsibility” principle, who is responsible for creating an environment free from Workplace Violence?
a. Only Supervisors
b. Only Senior Leaders
c. All individuals
d. Only Employees

Answer 13

C
Shared Responsibility
5.2.1 It is a shared responsibility between all individuals to create an
environment where everyone is able to work without potential or actual
threat of Workplace Violence. All individuals should be prepared to
actively work together to address Workplace Violence.

Question 14

What is the City’s position on violent behavior in the workplace according to the “Zero Tolerance” principle?
a. Acceptable in certain situations
b. Tolerated if reported promptly
c. Unacceptable, not condoned, and not ignored
d. Encouraged if justified

Answer 14

C
Zero Tolerance
5.3.1 Violent behaviour in the Workplace is unacceptable from anyone.
Workplace Violence from any individual will not be tolerated, condoned,
or ignored.

Question 15

How does the City aim to proactively prevent Workplace Violence, as mentioned in the Policy Statements?
a. Ignoring potential risks
b. Assessing the risk of violence
c. Reacting to incidents only
d. Discouraging reporting

Answer 15

B
6.1.2 Proactively preventing Workplace Violence through assessing the risk
of violence;

Question 16

What action does the City take concerning incidents of Workplace Violence, according to the Policy Statements?
a. No action, as it’s considered a normal occurrence
b. Addressing incidents through corrective actions and support for victims
c. Ignoring incidents involving members of the public
d. Reporting incidents only if they involve physical injuries

Answer 16

B
6.1.4 Addressing incidents through corrective actions and support for
Employees who are victims of violence, as necessary.

Question 17

What is one of the City’s responsibilities in terms of training and informing Employees about the potential risk of violence?
a. Avoiding discussions on potential risks
b. Conducting risk assessments
c. Reporting incidents after they occur
d. Ignoring potential risks

Answer 17

B
6.1.3 Training and informing Employees when there is a potential or actual
risk of violence from all possible sources, including but not limited to
customers, clients, Supervisors, Employees, and Domestic Violence;
and,

Question 18

When is confidentiality maintained, according to the policy?
a. Only in cases of extreme violence
b. Only if required by law
c. Whenever possible
d. Only during investigations

Answer 18

C
6.2 Confidentiality will be maintained wherever possible. Out of respect for all
Workplace Parties involved, the Workplace Parties involved in an incident or
investigation must maintain confidentiality throughout the process. Information
Workplace Violence Prevention Policy Page 4 of 11
may need to be disclosed to protect Employees, investigate the incident, take
corrective action, or otherwise as required by law.

Question 19

What is the City’s position on reporting incidents of Workplace Violence without fear of reprisal?
a. Encouraged only for severe incidents
b. Encouraged but may result in disciplinary action
c. Discouraged to avoid unnecessary investigations
d. Encouraged without fear of reprisal

Answer 19

D
6.3 All individuals have the right to report or act as a witness in good faith,
incidents of Workplace Violence without fear of Reprisal, and/or further
violence. Where it is confirmed that an incident of Workplace Violence has
occurred, corrective action taken will not be considered a Reprisal.

Question 20

According to the policy, what support systems are available for individuals affected by Workplace Violence incidents?
a. Financial compensation only
b. Counseling and rehabilitation
c. Legal support only
d. Reporting incidents to the police

Answer 20

B
6.4 The City recognizes that involvement in Workplace Violence incidents may be
stressful and emotionally upsetting. All affected individuals are encouraged to
seek counselling or rehabilitation from the following support systems:
6.4.1 Employee and Family Assistance Program; and,
6.4.2 Peer Support Network, where available.

Question 21

Who is responsible for ensuring a Workplace Violence Prevention Policy is in place and reviewed annually?
a. Supervisors
b. Employees
c. Senior Leaders
d. Human Resources only

Answer 21

C
7.1 Senior Leaders
7.1.1 Ensure a Workplace Violence Prevention Policy is in place and
reviewed at least once, annually, and a program is in place to
implement this Policy; and,
7.1.2 Comply with section 7.2 Roles and Responsibilities for Supervisors if
incidents were reported by direct report

Question 22

According to the policy, who is responsible for leading by creating and maintaining a safe workplace free of Workplace Violence?
a. Employees
b. Senior Leaders
c. Supervisors
d. Members of the public

Answer 22

C
7.2 Supervisors
7.2.1 Lead by creating and maintaining a safe and healthy workplace free of
Workplace Violence while being a role model for others;

Question 23

What is one responsibility of Supervisors in addressing Workplace Violence?
a. Ignoring reports from Employees
b. Holding Employees accountable for their behavior
c. Avoiding discussions about potential risks
d. Keeping incidents of Workplace Violence confidential

Answer 23

B
7.2.5 Hold Employees accountable for their behaviour and for following
measures and procedures;

Question 24

What is one of the responsibilities of Employees in maintaining a Workplace free from Workplace Violence?
a. Ignoring their role in preventing violence
b. Avoiding discussions about potential risks
c. Reporting incidents to their Supervisor or Human Resources
d. Only participating in training when required

Answer 24

C
7.3.6 Report incidents of Workplace Violence experienced, witnessed, or
having knowledge of to their Supervisor, Human Resources, or any
member of management; and co-operate fully in investigations of
incidents of Workplace Violence

Question 25

According to the policy, what should Employees do if they fear that Domestic Violence may enter the workplace?
a. Ignore the issue as it is not a workplace concern
b. Report their concerns to their Supervisor or Human Resources
c. Confront the individual causing the fear
d. Document incidents without reporting them

Answer 25

B
Advise Employees to report their concerns to their Supervisor, Human
Resources or any member of management if they fear that Domestic
Violence may enter the workplace;

Question 26

How should Employees raise concerns about Workplace Violence, according to the policy?
a. Only through formal written reports
b. Only through anonymous reporting
c. To their Supervisor, Human Resources, or any member of management
d. Ignoring concerns to avoid conflicts

Answer 26

C
Advise Employees to report concerns, and incidents of Workplace
Violence to their Supervisor, Human Resources, or any member of
management;

Question 27

What is one of the responsibilities of Human Resources in facilitating Workplace Violence
prevention?
a. Ignoring incidents reported by Employees
b. Providing support and guidance to Supervisors and Employees
c. Avoiding interactions with the Joint Health and Safety Committees
d. Only addressing Workplace Violence incidents involving senior leaders

Answer 27

B
7.4.4 Provide support and guidance to Supervisors and Employees to
ensure compliance with this Policy and accompanying program

Question 28

When should Human Resources report any fatal or critical injury resulting from Workplace Violence?
a. Only if requested by the Employees involved
b. Immediately to the Ministry of Labour
c. Only if the incident is high-profile
d. After conducting an internal investigation

Answer 28

B
7.4.11 Report any fatal or critical injury as a result of Workplace Violence to
the Ministry of Labour, Immigration, Training and Skills Development;
and,

Question 29

In collaboration with whom should Human Resources determine appropriate corrective action for Workplace Violence incidents?
a. Senior Leaders
b. Employees
c. In collaboration with the Incident Assessment Team
d. Ignoring corrective actions

Answer 29

C
7.4.10 Engage the Incident Assessment Team, to assist in the investigation and ensure corrective actions are consistent in the resolution of incidents of Workplace Violence;

Question 30

According to the policy, who is responsible for monitoring Employees’ compliance with the Workplace Violence Prevention Policy?
a. Employees
b. Operating departments
c. Senior Leaders
d. Supervisors

Answer 30

D
8.1 Supervisors must monitor their Employees’ compliance with this Policy on an
ongoing basis.

Question 31

How often must the Policy be reviewed to ensure its effectiveness and compliance with legislation?
a. Every two years
b. Quarterly
c. At least once, annually
d. Only when an incident occurs

Answer 31

C
8.3 The Policy must be reviewed at least once, annually by Senior Leaders to
ensure its effectiveness and to comply with legislation

Question 32

What consequences may result from failure to follow the Council Policy on Workplace Violence Prevention?
a. Only regulatory action
b. Only immediate corrective action
c. Regulatory action and/or criminal charges, and/or immediate corrective action
d. Ignoring non-compliance without consequences

Answer 32

C
8.4.1 Failure to follow this Council Policy, including making a report of
violence that is false, frivolous, or made in bad faith, may result in:
a) regulatory action and/or criminal charges; and/or,
b) immediate corrective action which may include:
i. Discipline up to, and including termination of employment;
ii. Prohibition from City property;
iii. Having the incident reported to the Police; and/or,
iv. Other action as appropriate

Question 33

What is one possible immediate corrective action for non-compliance with the Workplace Violence Prevention Policy?
a. Promoting the non-compliant individual
b. Prohibition from City property
c. Providing a bonus
d. Conducting additional training

Answer 33

B
8.4.1 Failure to follow this Council Policy, including making a report of
violence that is false, frivolous, or made in bad faith, may result in:
a) regulatory action and/or criminal charges; and/or,
b) immediate corrective action which may include:
i. Discipline up to, and including termination of employment;
ii. Prohibition from City property;
iii. Having the incident reported to the Police; and/or,
iv. Other action as appropriate

Question 34

In what circumstances may an alternate approach be required, according to the policy?
a. Only when violence is imminent
b. Only when Senior Leaders request it
c. When the provisions of this Policy may not apply or may require an alternate course of action
d. Never, as the policy is rigid

Answer 34

C
Circumstances may exist where the provisions of this Policy may not
apply or may require an alternate course of action. In these
circumstances, written approval from the Chief Administrative Officer
and Director, Human Resources is required prior to any alternate
action

Question 35

What is the definition of ‘Civility’ according to the policy?
a. Encouraging aggressive behavior
b. Ignoring others in the workplace
c. Showing regard for others and being considerate in interactions
d. Tolerating disrespectful behavior

Answer 35

C
‘Civility’ means the act of showing regard for others, being considerate in your
interactions, and recognizing the inherent value of each individual in the
Workplace.

Question 36

When does an injury not qualify as a ‘Critical Injury’ according to the policy?
a. Any injury sustained at work
b. Only injuries resulting in loss of consciousness
c. Only injuries resulting in substantial loss of blood
d. Injuries causing the loss of sight in an eye

Answer 36

A
‘Critical Injury’ means an injury which:
9.2.1 places life in jeopardy
9.2.2 produces unconsciousness
9.2.3 results in substantial loss of blood
9.2.4 involves the fracture of a leg or arm, including a wrist, hand, ankle, or
foot
9.2.5 involves amputation of a leg, arm, hand, foot, or multiple fingers or toes
9.2.6 consists of burns to a major portion of the body
9.2.7 causes the loss of sight in an eye

Question 37

What does ‘Domestic Violence’ refer to in the context of the policy?
a. Violence occurring only within the workplace
b. Violence between Employees
c. Violence from members of the public
d. Violence from a person with a personal relationship with an Employee

Answer 37

D
Domestic Violence’ means a person who has a personal relationship with an
Employee – such as a spouse or former spouse, current or former intimate
partner, or a family member – who may physically harm, or attempt or threaten
to physically harm, that Employee at work.

Question 38

Who falls under the definition of ‘Employee’ according to the policy?
a. Only full-time employees
b. Only paid contractors
c. Only individuals with a personal relationship with the City
d. Persons who perform work or supply services for monetary compensation, among others

Answer 38

D
9.4 ‘Employee’ means any of the following:
9.4.1 a person who performs work or supplies services for monetary
compensation;
9.4.2 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;
9.4.3 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, private career college or other postsecondary institution; or,
9.4.4 such other persons as may be prescribed who perform work or supply
services to an employer for no monetary compensation.

Question 39

What is the purpose of the ‘Incident Assessment Team’?
a. Conducting Workplace Violence risk assessments
b. Determining appropriate corrective action
c. Reporting incidents to the Ministry of Labour
d. Offering counseling to affected individuals

Answer 39

B
‘Incident Assessment Team’ is comprised of but not limited to: the relevant
Supervisor, relevant operating Department Head if required, Human
Resources Business Partner, Labour Relations Advisor, Director, Human
Resources if required, and Chief Administrative Officer if required, Facility
Management, Corporate Security, Legal Services, Law Enforcement, and
Employee and Family Assistance Program provider to determine the
appropriate corrective action

Question 40

What is the role of the ‘Joint Health and Safety Committee’ according to the policy?
a. Conducting investigations into Workplace Violence incidents
b. Identifying potential health and safety issues in the workplace
c. Only handling workplace safety concerns
d. Ignoring potential risks to health and safety

Answer 40

B
6 ‘Joint Health and Safety Committee’ means a committee of employee and
supervisory representatives who are mutually committed to improving health
and safety conditions in the workplace. Committees meet on a regular basis to
identify potential health and safety issues and bring them to the employer’s
attention, and conduct workplace inspections monthly

Question 41

Who is included in the term ‘Workplace Parties’ as defined by the policy?
a. Only full-time Employees
b. Only Supervisors
c. Unions and associations, service contractors, students, and volunteers
d. Only Members of Council

Answer 41

C
Workplace Parties’ means Supervisors, Employees, Joint Health and Safety
Committees, unions and associations, service contractors, students, and
volunteers

Question 42

What does ‘Reprisal’ mean in the context of the policy?
a. Encouraging retaliation for reporting incidents
b. Any action intended as retaliation for claiming or enforcing a right under the Occupational Health and Safety Act
c. Ignoring incidents of retaliation
d. Encouraging workplace conflicts

Answer 42

B
‘Reprisal’ means an action, or threat, that is intended as retaliation for
claiming or enforcing a right under the Occupational Health and Safety Act.
Retaliation may be either direct or indirect. Retaliation can include creating a
hostile work environment, harassment, demotion, or dismissal

Question 43

What is the definition of a ‘Risk Assessment’ in the policy?
a. Ignoring potential risks in the workplace
b. Assessing the risk of Workplace Violence from a prevention perspective
c. Only focusing on risks related to physical injuries
d. Conducting investigations into Workplace Violence incidents

Answer 43

B
‘Risk Assessment’ means assessing the risk of Workplace Violence, from a
prevention perspective, that may arise from the nature of the Workplace, the
type of work, or the conditions of work

Question 44

Who is part of the ‘Risk Assessment Team’ according to the policy?
a. Only Human Resources representatives
b. Only Senior Leaders
c. Only relevant Supervisors
d. An experienced Employee, Facility Management representative, Corporate Security representative, and others

Answer 44

D
‘Risk Assessment Team’ is comprised of but is not limited to: the relevant
Supervisor, an experienced Employee, Facility Management representative,
Corporate Security representative, Human Resources Business Partner, and
Health and Safety Advisor, to evaluate the potential for Workplace Violence
through a risk assessment.

Question 45

Who falls under the definition of ‘Senior Leader’ as per the policy?
a. Only Members of Council
b. Only the Chief Administrative Officer
c. Only Department Heads
d. The Chief Administrative Officer, Commissioners, and Department Heads

Answer 45

D
‘Senior Leader’ means the Chief Administrative Officer, Commissioners, and
Department Heads.

Question 46

What falls under the definition of ‘Supervisor’ according to the policy?
a. Only Members of Council
b. Only Department Heads
c. Only those with authority over an Employee
d. Members of Council, Senior Leaders, Directors, Managers, Supervisors, and Forepersons

Answer 46

C
‘Supervisor’ means a person who has charge of a workplace or authority over
an Employee and can include, but is not limited to, Members of Council,
Senior Leaders, Directors, Managers, Supervisors, and Forepersons.

Question 47

What does the term ‘Workplace’ include according to the policy?
a. Only physical work environments
b. Only locations visited by Employees while traveling
c. Any land, premises, location, or thing where an employee works, including virtual environments
d. Only locations of work-based social gatherings

Answer 47

C
‘Workplace’ means any land, premises, location, or thing at, upon, in, or near
which an employee works, and may include but is not limited to:
9.14.1 physical and virtual work environments (including vehicles);
9.14.2 locations visited by Employees while travelling on City-related
business; or,
9.14.3 locations of work-based social gatherings, training, and conference or
travel

Question 48

How is ‘Workplace Violence’ defined in the policy?
a. Only physical force against an Employee
b. Only attempts to exercise physical force against an Employee
c. A statement or behavior interpreted as a threat to exercise physical force against an Employee
d. All of the above

Answer 48

D
‘Workplace Violence’ means:
9.16.1 The exercise of physical force by a person against an Employee, in a
workplace, that causes or could cause physical injury to the Employee;
9.16.2 An attempt to exercise physical force against an Employee, in a
Workplace, that could cause physical injury to the Employee; and,
9.16.3 A statement or behaviour that is reasonable for an Employee to
interpret as a threat to exercise physical force against the Employee,
in a Workplace, that could cause physical injury to the Employee.