Most
Canadian jurisdictions have a “general duty provision” in their Occupational
Health & Safety legislation, which requires employers to take all
reasonable precautions to protect the health and safety of employees. More information on this topic is available
in the OSHAnswers document OH&S Legislation - Due Diligence. This provision
would include protecting employees from a known risk of workplace violence.
British
Columbia and Saskatchewan have specific workplace violence prevention regulations.
Nova Scotia has draft workplace violence regulations. Manitoba has the “Workers
Working Alone Regulation” which applies to victimization through criminal
violence. Other provinces also have working alone regulations that may have
some implications for workplace violence.
In the
United States, there is a “General Duty Clause” in the Occupational Safety and
Health Act. The General Duty Clause would include recognized threats of
violence.
California
has legislation that requires businesses to have a workplace injury prevention
plan and a specific law to combat violence in hospitals. Washington and Florida have laws in place to
protect against certain types of retail violence.
Most
North American jurisdictions also have legislation on stalking, threats, harassment
and physical assault.
This
list is not intended to be comprehensive. Contact your local authorities to
find out more about the specific laws applicable to violence in your jurisdiction.
Many
international occupational health and safety legislators have also included a “general
duty” that employer’s protect employees against known risks.
Source:
The
Canadian Centre for Occupational Health and Safety (CCOHS)
1-800-263-8466
(toll-free
in Canada)
1-905-572-4400
(8:30 AM to 5:00 PM Eastern Time)
1-905-572-4500
(FAX)