Launch of the Workplace Harassment and Violence Prevention Assessment Guide

August 24, 2021 - Defence Stories

The new Workplace Harassment and Violence Prevention Regulations (SOR/2020-130) which came into effect on January 1, 2021, is a comprehensive approach that takes all forms of harassment and violence into consideration under the Canada Labour Code (CLC).

The new regulations put greater emphasis on prevention aspects and mandate that all federal departments undertake Workplace Harassment and Violence Prevention (WHVP) assessments before December 31, 2021. As a result, Defence workplaces must identify workplace hazards based on the identified risk factors known to contribute to workplace harassment and violence.

These harassment and violence risk factors and WHVP Assessment Guide (accessible only on the National Defence network) were developed by subject matter experts, in consultation with the National Health and Safety Policy committee.  This initiative supports our Workplace Health and Safety Committees (WHSC), Health and Safety Representatives (if no WHSC exists), and employer representatives who must jointly carry out the WHVP assessment.

The assessment splits risk factors into three categories: organizational, environmental and individual, and uses questions to establish if risk factors exist as hazards in a workplace. The guide provides examples of preventive measures and includes links to several resources and programs already in place to keep our workplace free from physical and psychological harm.

WHVP Assessments must be jointly reviewed once every three years and recommendations for preventive measures must be implemented as required. In addition, the assessment must be reviewed whenever:

• there are changes to the risk factors within the organization that may warrant a reassessment;
• an occurrence of harassment and violence in the workplace is not resolved through the negotiated resolution process and the principal party (an employee or employer who is the object of an occurrence) decides to end the resolution process;
• the responding party (the person who is alleged to have been responsible for the occurrence) is not an employee or the employer;
• a Notice of Occurrence was submitted anonymously; or
• a WHVP investigation recommends changes.

Defence Team workplaces must complete their first WHVP assessment before December 31, 2021.

To get started, please consult the Workplace Harassment and Violence Prevention Assessment Guide (accessible only on the National Defence network). If you have any questions about the assessment guide, please contact whvpcoe-phvce@forces.gc.ca.