1. ARH & ASSOC. HUMAN RESOURCES CONSULTANTS

2. RISK ASSESSMENT EMPLOYERS ARE REQUIRED TO CONDUCT A RISK ASSESSMENT TO DETERMINE THE RISKS OF WORKPLACE VIOLENCE THE RESULTS OF THE ASSESSMENT WILL BE REPORTED TO THE OCCUPATIONAL HEALTH AND SAFETY COMMITTEE

3. WRITTEN POLICIES AND IMPLEMENTATION PROGRAM THE BILL 168 AMENDMENTS TO THE OHSA REQUIRE EMPLOYERS TO DEVELOP POLICIES, POST A POLICY REGARDING WORKPLACE HARASSMENT AND CREATE A PROGRAM TO IMPLEMENT THAT POLICY., THE PROGRAM TO IMPLEMENT THE WORKPLACE HARASSMENT POLICY MUST INCLUDE MEASURES AND PROCEDURES FOR EMPLOYEES TO REPORT INCIDENTS THE EMPLOYER MUST ALSO SET OUT WAYS TO INVESTIGATE WORKPLACE HARASSMENT

4. EXTENSION OF EXISTING HEALTH AND SAFETY OBLIGATIONS TO WORKPLACE VIOLENCE BILL 168 AMENDMENTS EXTEND THE OBLIGATIONS CONTAINED IN SECTION 25 OF THE OHSA, WHICH REQUIRES EMPLOYERS TO PROVIDE INFORMATION AND TRAINING, AND SECTION 27 OF THE OHSA WHICH IMPOSES ON A SUPERVISOR THE DUTY TO ADVISE WORKERS OF ANY POTENTIAL HAZARD, TO APPLY IN SITUATIONS OF WORKPLACE VIOLENCE

5. EXTENSION OF EXISTING HEALTH AND SAFETY OBLIGATIONS TO WORKPLACE VIOLENCE THE RIGHT TO REFUSE WORK HAS BEEN EXTENDED UNDER THE LEGISLATION. CURRENTLY UNDER SECTION 43 OF THE OHSA AN EMPLOYEE HAS THE RIGHT TO REFUSE UNSAFE WORK. THIS IS NOW EXTENDED TO AN EMPLOYEE WHO BELIEVES THAT WORKPLACE VIOLENCE IS LIKELY TO ENDANGER HIM OR HER. IT SHOULD BE NOTED THAT THE RIGHT TO REFUSE WORK HAS NOT BEEN EXTENDED TO COVER A SITUATION OF WORKPLACE HARASSMENT

6. DOMESTIC VIOLENCE IN THE WORKPLACE ONTARIO FIRST PROVINCE TO ADDRESS DOMESTIC VIOLENCE THE AMENDEMENTS TO THE OHSA: IF AN EMPLOYER IS AWARE OF OR OUGHT TO BE AWARE THAT DOMESTIC VIOLENCE WILL LIKELY EXPOSE A WORKER TO PHYSICAL INJURY IN THE WORKPLACE. THE EMPLOYER MUST TAKE EVERY REASONABLE PRECAUTION TO PROTECT THE WORKER

7. DISCLOSE RISKS OF VIOLENCE TO EMPLOYEES THE NEW AMENDMENTS REQUIRE EMPLOYERS TO PROVIDE INFORMATION, INCLUDING PERSONAL INFORMATION, RELATED TO A RISK OF WORKPLACE VIOLENCE FROM A PERSON WITH A HISTORY OF VIOLENT BEHAVIOUR EMPLOYERS ARE LIMITED TO DISCLOSING ONLY PERSONAL INFORMATION THAT IS REAONABLY NECESSARY TO PROTECT THE WORKER FROM INJURY

8. JUNE 15, 2010 – BILL 168 WAS LAW WHERE ARE YOU AT IN THE PROCESS?