Training summary and legislation
Summary
All workers, and the employer themselves, must be trained about violence and harassment prevention. The focus of the training should include defining what workplace violence and harassment are (and are not), and the prevention policy and procedures so everyone understands the commitments, goals, roles and what they need to do to help keep each other healthy and safe.
This training would also be necessary to communicate changes if there are any changes to the policy or procedures. Other areas of training may include areas to help prevent violence or harassment such as what is acceptable communication and behaviour, conflict resolution, or assertiveness.
Training may also be needed to help a person fulfill their role, for example as an investigator who must have the appropriate knowledge, experience, or other skills.
Employers Duties
Employers must make sure that all workers are trained on the: [WHS Regs, s. 19.01(1)(b)]
- Hazards of violence and harassment,
- Violence and harassment prevention policy and procedures for their workplace,
- Appropriate response to incidents and injuries, including the procedures for gaining assistance, and
- Procedures for reporting, investigating and documenting complaints, incidents and injuries of violence and harassment.
The training should be reviewed on a regular basis and updated as required. Employers must also determine how training will be provided to new workers. For example, employers should consider including the violence and harassment training as part of the new worker orientation.
A slide show template is available for employers to use and modify for their specific workplace.
Employers are also required to keep training records. Training records should include when the training happened, who attended, and the topics covered in the training. [WHS Regs, s. 1.06.01]
Employers should provide regular communications to their workers about workplace violence and harassment prevention. For example, this communication may be done by sending email updates, offering educational videos, putting up posters, or providing informational brochures.
Supervisors and Workers
Workers and supervisors are required to attend the training and follow their employer’s violence and harassment prevention policy and procedures.
All workers, and the employer themselves, must be trained about violence and harassment prevention. The focus of the training should include defining what workplace violence and harassment are (and are not), and the prevention policy and procedures so everyone understands the commitments, goals, roles and what they need to do to help keep each other healthy and safe.
This training would also be necessary to communicate changes if there are any changes to the policy or procedures. Other areas of training may include areas to help prevent violence or harassment such as what is acceptable communication and behaviour, conflict resolution, or assertiveness.
Training may also be needed to help a person fulfill their role, for example as an investigator who must have the appropriate knowledge, experience, or other skills.
Employers Duties
Employers must make sure that all workers are trained on the: [WHS Regs, s. 19.01(1)(b)]
- Hazards of violence and harassment,
- Violence and harassment prevention policy and procedures for their workplace,
- Appropriate response to incidents and injuries, including the procedures for gaining assistance, and
- Procedures for reporting, investigating and documenting complaints, incidents and injuries of violence and harassment.
The training should be reviewed on a regular basis and updated as required. Employers must also determine how training will be provided to new workers. For example, employers should consider including the violence and harassment training as part of the new worker orientation.
A slide show template is available for employers to use and modify for their specific workplace.
Employers are also required to keep training records. Training records should include when the training happened, who attended, and the topics covered in the training. [WHS Regs, s. 1.06.01]
Employers should provide regular communications to their workers about workplace violence and harassment prevention. For example, this communication may be done by sending email updates, offering educational videos, putting up posters, or providing informational brochures.
Supervisors and Workers
Workers and supervisors are required to attend the training and follow their employer’s violence and harassment prevention policy and procedures.
Legislation
Workplace Health and Safety Regulations
O.I.C. 2006/178
Part 1 GENERAL
Section 1.06.01 Training
1.06.01(1) Every employer must ensure that all workers are trained in respect of
(a) the identification of existing and potential hazards in the workplace;
(b) the policy statements and procedures that the employer has developed and implemented for the prevention of injury in the workplace;
(c) the appropriate response to incidents and injuries, including procedures for obtaining assistance; and
(d) the procedures for reporting, investigating, and documenting incidents and injuries.
(2) Every employer must maintain records of training provided to their workers under subsection (1).
[O.I.C. 2020/21, s. 5]
Part 19 VIOLENCE AND HARASSMENT PREVENTION
Section 19.01 Violence and harassment prevention policy statement and procedures
19.01(1) Every employer must, in relation to each of the employer’s workplaces
(a) develop a written policy statement and procedures respecting the prevention of violence and harassment, and implement those procedures;
(b) give necessary training to workers in relation to the policy statement and procedures; and
(c) provide adequate supervision in order to ensure that workers comply with the policy statement and procedures.
(2) The policy statement and procedures developed under subsection (1) must be in consultation with
(a) the committee or the health and safety representative, if the employer is required under the Act to establish a committee or have a health and safety representative for the workplace; or
(b) in any other case, the workers in the workplace.
[O.I.C. 2020/21, s. 6]
Workplace Violence and Harassment Prevention main topics
Resources
