Work Place Harassment and Violence Prevention Regulations (SOR/2020-130)
Full Document:
- HTMLFull Document: Work Place Harassment and Violence Prevention Regulations (Accessibility Buttons available) |
- XMLFull Document: Work Place Harassment and Violence Prevention Regulations [74 KB] |
- PDFFull Document: Work Place Harassment and Violence Prevention Regulations [281 KB]
Regulations are current to 2021-01-10
Work Place Harassment and Violence Prevention Regulations
SOR/2020-130
Registration 2020-06-17
Work Place Harassment and Violence Prevention Regulations
P.C. 2020-456 2020-06-17
Whereas, pursuant to subsection 157(3)Footnote a of the Canada Labour CodeFootnote b, regulations of the Governor in Council under subsection 157(1)Footnote c of that Act are to be made in respect of occupational safety and health of employees employed on ships, trains or aircraft, while in operation, on the recommendation of the Minister of Labour and the Minister of Transport and are to be made in respect of occupational safety and health of employees employed on or in connection with exploration or drilling for or the production, conservation, processing or transportation of oil or gas in “frontier lands”, as defined in the Canada Petroleum Resources ActFootnote d, on the recommendation of the Minister of Labour, the Minister of Indigenous Services and the Minister of Natural Resources, the latter taking into consideration any recommendations made by the Canadian Energy Regulator in relation to the regulations;
Return to footnote aS.C. 2019, c. 29, par. 375(1)(c)
Return to footnote bR.S., c. L-2
Return to footnote cS.C. 2018, c. 22, s. 14
Return to footnote dR.S., c. 36 (2nd Supp.)
And whereas the Canadian Energy Regulator has not made any recommendation in relation to the annexed Regulations;
Therefore, Her Excellency the Governor General in Council, on the recommendation of the Minister of Labour, the Minister of Transport, the Minister of Indigenous Services and the Minister of Natural Resources, pursuant to subsections 125(3)Footnote e and 157(1)Footnote c of the Canada Labour CodeFootnote b, makes the annexed Work Place Harassment and Violence Prevention Regulations.
Return to footnote eS.C. 2018, c. 22, s. 3(4)
General
Interpretation
Marginal note:Definitions
- The following provision is not in force.
1 (1) The following definitions apply in these Regulations.
- Act
Act means Part II of the Canada Labour Code. (Loi)
- designated recipient
designated recipient means a work unit in a work place or person that is designated by an employer under section 14. (destinataire désigné)
- occurrence
occurrence means an occurrence of harassment and violence in the work place. (incident)
- principal party
principal party means an employee or employer who is the object of an occurrence. (partie principale)
- responding party
responding party means the person who is alleged to have been responsible for the occurrence in notice of an occurrence provided under subsection 15(1). (partie intimée)
- witness
witness means a person who witnessed an occurrence or is informed of an occurrence by the principal party or responding party. (témoin)
- The following provision is not in force.
Marginal note:Applicable Partner
(2) In these Regulations, a reference to the “applicable partner” is to be read as a reference to the policy committee or, if there is no policy committee, as a reference to the work place committee or the health and safety representative.
Joint Matters
Marginal note:When unable to agree
2 If an employer and the policy committee, the work place committee or the health and safety representative are unable to agree on any matter that is required by these Regulations to be done jointly by them, the employer’s decision prevails.
Former Employees
Marginal note:Prescribed circumstances — extension
3 The Minister may extend the time period referred to in subsection 125(4) of the Act if a former employee demonstrates in an application to the Minister that they were unable to make the occurrence known to the employer within the time period because they incurred trauma as a result of the occurrence or because of a health condition.
Marginal note:Time period to make complaint
4 For the purpose of subsection 127.1(12) of the Act, a former employee may make a complaint under subsection 127.1(1) of the Act until the day that is the later of
- The following provision is not in force.
(a) three months after the day on which the former employee ceases to be employed by the employer, and
- The following provision is not in force.
(b) if notice of the occurrence was provided under subsection 15(1), three months after the day on which the resolution process is completed in respect of the occurrence.
Prevention and Protection Measures
Work Place Assessment
Marginal note:Joint assessment
- The following provision is not in force.
- The following provision is not in force.
Marginal note:Joint monitoring and updates
(2) An employer and the applicable partner must jointly monitor the accuracy of the work place assessment and, if necessary, update it in order to reflect a change to the information set out in the assessment, including
- The following provision is not in force.
Marginal note:Review after three years
(3) An employer and the applicable partner must jointly review the work place assessment every three years and, if necessary, update it.
Marginal note:Joint review and update
- The following provision is not in force.
- The following provision is not in force.
Marginal note:Review to consider circumstances
(2) A review conducted under subsection (1) must take into account the circumstances of the occurrence.
- The following provision is not in force.
Marginal note:Multiple occurrences
(3) If a review and update are being conducted under subsection (1) and notice is provided under subsection 15(1) of another occurrence that involves substantially the same matters and for which a review and update are also required under subsection (1), those occurrences may be addressed together in the same review and update.
Marginal note:Qualifications
7 An employer must ensure that each individual who is directed by the employer to identify the risk factors referred to in section 8, or to develop and implement the preventive measures referred to in section 9, is qualified to do so by virtue of their training, education or experience.
Marginal note:Identification of risk factors
8 An employer and the applicable partner must jointly identify the risk factors, internal and external to the work place, that contribute to harassment and violence in the work place, taking into account
- The following provision is not in force.
(a) the culture, conditions, activities and organizational structure of the work place;
- The following provision is not in force.
(b) circumstances external to the work place, such as family violence, that could give rise to harassment and violence in the work place;
- The following provision is not in force.
(c) any reports, records and data that are related to harassment and violence in the work place;
- The following provision is not in force.
(d) the physical design of the work place; and
- The following provision is not in force.
(e) the measures that are in place to protect psychological health and safety in the work place.
Marginal note:Preventive measures — development and implementation
9 Within six months after the risk factors are identified under section 8, an employer and the applicable partner must jointly
Work Place Harassment and Violence Prevention Policy
Marginal note:Joint development
- The following provision is not in force.
- The following provision is not in force.
Marginal note:Policy content
(2) The policy must contain the following elements:
- The following provision is not in force.
(a) the employer’s mission statement regarding the prevention of and protection against harassment and violence in the work place;
- The following provision is not in force.
(b) a description of the respective roles of the employer, designated recipient, employees, policy committee, work place committee and health and safety representative in relation to harassment and violence in the work place;
- The following provision is not in force.
(c) a description of the risk factors, internal and external to the work place, that contribute to work place harassment and violence;
- The following provision is not in force.
(d) a summary of the training that will be provided regarding work place harassment and violence;
- The following provision is not in force.
- The following provision is not in force.
(f) the reasons for which a review and update of the work place assessment must be conducted under subsection 6(1);
- The following provision is not in force.
(g) a summary of the emergency procedures that must be implemented when an occurrence poses an immediate danger to the health and safety of an employee or when there is a threat of such an occurrence;
- The following provision is not in force.
(h) a description of the manner in which the employer will protect the privacy of persons who are involved in an occurrence or in the resolution process for an occurrence under these Regulations;
- The following provision is not in force.
(i) a description of any recourse, in addition to any under the Act or these Regulations, that may be available to persons who are involved in an occurrence;
- The following provision is not in force.
(j) a description of the support measures that are available to employees; and
- The following provision is not in force.
(k) the name of the person who is designated to receive a complaint made under subsection 127.1(1) of the Act.
- The following provision is not in force.
Marginal note:Policy to be made available
(3) An employer must make the policy available to all employees.
- The following provision is not in force.
Marginal note:Joint review and update
(4) An employer and the applicable partner must jointly review and, if necessary, update the policy at least once every three years and following any change to an element of the policy.
- Date modified: