COR/SECOR - Workplace Violence and Harassment Prevention: Key Updates for Employers, Supervisors, and Workers
Effective: March 30, 2025
The following outlines the key changes to Alberta’s Occupational Health and Safety (OHS) regulations regarding workplace violence and harassment, which come into effect in December 2024. Employers must ensure compliance with the new requirements by March 30, 2025. During the transition period until this date, worksite parties can choose to follow either the new or previous rules.
1. Violence and Harassment as Workplace Hazards
Under the Alberta OHS Act, violence and harassment are now explicitly recognized as workplace hazards. Employers must take necessary steps to eliminate or control these hazards in their workplace. This includes:
• Violence: Threatened, attempted, or actual conduct that could cause physical or psychological injury, including domestic and sexual violence.
• Harassment: Unwelcome conduct, comments, actions, or bullying that causes offence, humiliation, or adversely affects a worker's health and safety.
2. New Consolidated Violence and Harassment Prevention Plan
Employers are now required to develop and implement a violence and harassment prevention plan. This plan must be in writing and readily accessible to all workers at the worksite. The plan must include the following:
Measures to eliminate or control violence and harassment hazards.
Procedures to inform workers about the nature and extent of hazards, including specific or general threats.
Reporting procedures for violence or harassment incidents.
Investigation procedures for handling complaints and incidents of violence or harassment.
Confidentiality provisions to protect all parties involved in complaints, with certain exceptions, such as when disclosure is necessary for investigation or corrective actions.
Additional requirements for specific workplaces, such as retail fueling outlets and convenience stores.
3. New Requirements for Violence and Harassment Prevention Plans
In addition to the above plan, the following amendments must be included in employer plans:
Hazard Assessment: Employers must identify violence and harassment risks as part of their workplace hazard assessment process.
Training and Education: Employers must ensure workers receive training on recognizing violence and harassment, reporting procedures, and the employer’s prevention plan.
4. Consultations and Reviews
Employers must consult with health and safety representatives, workers, or a joint health and safety committee when developing or revising the violence and harassment prevention plan.
Employers must review and, if necessary, revise the plan in the following circumstances: o Following an incident of violence or harassment that necessitates a review.
When changes to the worksite or work environment could increase the potential for violence or harassment.
If requested by the health and safety committee or representative.
At least once every three years.
5. Changes to Workplace Harassment Definition
The definition of harassment under the OHS Act now includes:
Harassing behaviors related to a worker's race, religious beliefs, gender identity, or other personal characteristics.
Harassment can take the form of bullying, exclusion, intimidation, or verbal abuse.
Reasonable actions by an employer or supervisor, such as changes in work assignments or performance evaluations, are not considered harassment.
6. Domestic Violence as a Workplace Hazard
Employers are now obligated to protect workers who may be exposed to domestic violence at work, especially if domestic violence affects the worker's safety or others at the worksite. Employers must:
Take reasonable precautions to ensure the safety of workers who may be impacted by domestic violence.
Provide information on support services available to workers experiencing domestic violence.
7. Changes to Incident Reporting and Investigations
Employers must investigate any incidents of workplace violence or harassment. The following rules apply:
Investigation Reports: Employers must prepare a report outlining the incident and corrective actions taken. The report must be retained for at least two years.
Reports must be available for review by Alberta OHS upon request.
Employers are no longer required to provide investigation reports to the joint health and safety committee or individual workers unless specific actions are necessary (e.g., corrective action or law requirements).
8. Employer Responsibilities for Worker Support
Wmployers must ensure that workers who report violence or harassment incidents are advised to seek medical treatment if needed, and they should have access to Employee Assistance Programs (EAP) or other support services.
Workers reporting injuries or adverse symptoms due to violence or harassment are deemed to be at work while receiving treatment during regular work hours without loss of wages or benefits.
9. Additional Requirements for Retail Fueling Outlets and Convenience Stores
For employers in retail fueling outlets and convenience stores, additional violence and harassment prevention measures must be implemented, such as:
Cash-handling procedures: Limiting accessible cash and securing high-value items.
Worksite visibility: Ensuring good visibility into and out of the worksite and limiting public access.
Video surveillance: Implementing video surveillance systems to monitor activities.
Emergency transmitters: Providing workers working alone with personal emergency transmitters for monitoring by the employer.
Specific requirements for night shifts (11:00 p.m. to 5:00 a.m.), including time-lock safes and restrictions on high-value items.
10. Worker Obligations
Workers have the responsibility to refrain from causing or participating in any form of violence or harassment. Workers must also comply with the workplace’s safety measures and wear personal emergency transmitters when working alone in high-risk environments.
11. Enforcement and Inspections
OHS Inspections: Alberta OHS officers will conduct inspections and investigations to ensure compliance with these updated requirements. Employers should be aware that OHS officers can enforce the legislation and take corrective actions if necessary.
OHS officers may not resolve disputes at worksites but will ensure that the OHS standards are met.
This information is provided for informational purposes only, and it is the responsibility of employers to ensure compliance with the applicable regulations.
For More Information: visit the Government of Alberta Occupational Health and Safety website or contact your Alberta OHS representative for further guidance on compliance.