Workplace Culture & Compliance Training

Health and safety law treats harassment and violence as workplace hazards. Employers have to prevent them, and workers need to know how to recognize them, respond and report.

• Alberta: employers and supervisors must, as far as reasonably practicable, make sure workers are not subjected to or taking part in harassment or violence. Workers must be instructed on how to recognize it, the employer's prevention plan, how to get help and how to report incidents.
• BC: employers must have procedures for reporting and dealing with bullying and harassment, and workers must report it. Where there is a risk of violence, workers must be trained to recognize it and to report incidents.
• Ontario: employers need workplace violence and harassment policies and programs, reviewed at least once a year, and must give workers information and instruction on them. These rules were added to the OHSA by Bill 168 and Bill 132.
• Federally regulated workplaces: employees must be trained within three months of starting and at least every three years.

• Any role, any province: Canadian Harassment, Bullying, and Workplace Violence Prevention, about 60 minutes. Covers bystander intervention, complaint procedures, confidentiality and conduct involving contractors and clients.
• Alberta: Workplace Harassment and Violence Prevention VR 10.1, about 2 hours. Built around the Alberta OHS Act, with warning signs, security measures and dealing with difficult and dangerous people.
• Managers and supervisors: the 2-hour Managers and Supervisors course uses case studies and covers Ontario Bills 132 and 168 and BC Bill 14.
• Respectful workplace: The Respectful Workplace, about 60 minutes, uses scenes performed by actors and covers human rights as well as harassment law.
• Conflict resolution: Conflict Resolution: Getting Along In The Workplace, about 45 minutes, covers types and stages of conflict and how to prevent it through communication. For leads, add Building Your Leadership Skills - Part 1.

• A course teaches recognition and response. Your employer must still share its own policy, prevention plan and reporting steps.
• Check which law a course is built around. Several reference Ontario and BC rules, while VR 10.1 is built around Alberta's.