Awareity Releases Tools for Bill 168 - Ontario’s Workplace Violence Law
Bill 168, Ontario’s workplace violence law, took effect on June 15th and specifically requires employers to take certain steps to prevent workplace violence and harassment. Awareity officially launched new TIPS (Threat Assessment, Incident Management and Prevention Services) on July 15, 2010.
Ontario, Canada, August 02, 2010 --(PR.com)-- Awareity officially launched new TIPS (Threat Assessment, Incident Management and Prevention Services) on July 15, 2010. TIPS offers a unique suite of tools to immediately improve workplace violence prevention efforts, incident reporting, incident management, and intervention efforts.
Bill 168, Ontario’s workplace violence law, took effect on June 15th and specifically requires employers to take certain steps to prevent workplace violence and harassment. The Bill has 7 key requirements:
1. Policies. Employers must implement workplace violence and harassment policies and review them at least annually. Employers with 5 or more workers must put their policies in writing and post them conspicuously in the workplace.
2. Risk Assessment. Employers must conduct a workplace violence risk assessment
3. Violence program. Employers must develop a program to implement the workplace violence policy and include measures:
To control risks of workplace violence identified in the assessment;
To summon immediate assistance when workplace violence occurs;
For workers to report incidents or threats of workplace violence; and
For employers to deal with incidents, complaints and threats of workplace
violence.
4. Domestic Violence. Employers must take every reasonable precaution to protect workers if employers are aware or ought to be aware that such workers are likely to suffer physical injury in the workplace as a result of domestic violence.
5. Other Duties. Bill 168 clarifies the other duties of employers, supervisors and workers with respect to workplace violence and requires employers to train workers on the organization’s workplace violence policy and program.
6. Harassment Program. Employers must develop a program to implement the workplace harassment policy. That program must include measures for workers to report incidents of workplace harassment and spell out how the employer will deal with incidents and complaints of workplace harassment. In addition, the employer must train workers on the workplace harassment policy and program.
7. Worker’s Right to Refuse. Bill 168 expressly states that the worker’s right to refuse dangerous work includes the right to refuse work if workplace violence is likely to endanger the worker.
In today’s litigious, increasingly regulated and safety-oriented society, organizations have responsibilities to ensure ongoing compliance with regulations, respond promptly to harassment and discrimination reports and ensure appropriate actions are taken to prevent serious and tragic workplace violence incidents from occurring.
Helping organizations meet these new requirements is Awareity’s MOAT (Managed Ongoing Awareness and Trust), a web-based software service providing tools for developing and updating customized workplace violence prevention plans, harassment policies, training and reporting procedures, assigning responsibilities, communicating roles, tracking individual acknowledgements, measuring preparedness, and maintaining a continuing cycle of situational awareness and accountability. MOAT is helping employers meet the upcoming requirements and ensuring all individuals understand their individual roles and responsibilities for workplace violence prevention.
Awareity also provides TIPS (Threat Assessment, Incident Management and Prevention Services) to meet the requirements of the workplace violence and harassment programs. TIPS include secure and confidential online tools allowing management, employees and third-parties to confidentially report incidents (bullying, violence, harassment, discrimination, fraud, red flags, etc). TIPS empowers employers with the ability to effectively and efficiently deal with incidents, complaints and threats of workplace violence and ensure red flags do not fall through gaps.
About Awareity
Awareity delivers holistic solutions based on lessons learned and real world incidents helping organizational leaders to more effectively connect the dots, significantly reduce costs, prevent unwanted incidents from occurring, respond to challenges more efficiently and improve CYA.
To learn more about Awareity’s innovative services and to ensure your organization is in compliance with Bill 168’s requirements, visit www.awareity.com or contact Awareity at info@awareity.com.
Contact:
Katie Weaver
402.730.0077
info@awareity.com
www.awareity.com
###
Bill 168, Ontario’s workplace violence law, took effect on June 15th and specifically requires employers to take certain steps to prevent workplace violence and harassment. The Bill has 7 key requirements:
1. Policies. Employers must implement workplace violence and harassment policies and review them at least annually. Employers with 5 or more workers must put their policies in writing and post them conspicuously in the workplace.
2. Risk Assessment. Employers must conduct a workplace violence risk assessment
3. Violence program. Employers must develop a program to implement the workplace violence policy and include measures:
To control risks of workplace violence identified in the assessment;
To summon immediate assistance when workplace violence occurs;
For workers to report incidents or threats of workplace violence; and
For employers to deal with incidents, complaints and threats of workplace
violence.
4. Domestic Violence. Employers must take every reasonable precaution to protect workers if employers are aware or ought to be aware that such workers are likely to suffer physical injury in the workplace as a result of domestic violence.
5. Other Duties. Bill 168 clarifies the other duties of employers, supervisors and workers with respect to workplace violence and requires employers to train workers on the organization’s workplace violence policy and program.
6. Harassment Program. Employers must develop a program to implement the workplace harassment policy. That program must include measures for workers to report incidents of workplace harassment and spell out how the employer will deal with incidents and complaints of workplace harassment. In addition, the employer must train workers on the workplace harassment policy and program.
7. Worker’s Right to Refuse. Bill 168 expressly states that the worker’s right to refuse dangerous work includes the right to refuse work if workplace violence is likely to endanger the worker.
In today’s litigious, increasingly regulated and safety-oriented society, organizations have responsibilities to ensure ongoing compliance with regulations, respond promptly to harassment and discrimination reports and ensure appropriate actions are taken to prevent serious and tragic workplace violence incidents from occurring.
Helping organizations meet these new requirements is Awareity’s MOAT (Managed Ongoing Awareness and Trust), a web-based software service providing tools for developing and updating customized workplace violence prevention plans, harassment policies, training and reporting procedures, assigning responsibilities, communicating roles, tracking individual acknowledgements, measuring preparedness, and maintaining a continuing cycle of situational awareness and accountability. MOAT is helping employers meet the upcoming requirements and ensuring all individuals understand their individual roles and responsibilities for workplace violence prevention.
Awareity also provides TIPS (Threat Assessment, Incident Management and Prevention Services) to meet the requirements of the workplace violence and harassment programs. TIPS include secure and confidential online tools allowing management, employees and third-parties to confidentially report incidents (bullying, violence, harassment, discrimination, fraud, red flags, etc). TIPS empowers employers with the ability to effectively and efficiently deal with incidents, complaints and threats of workplace violence and ensure red flags do not fall through gaps.
About Awareity
Awareity delivers holistic solutions based on lessons learned and real world incidents helping organizational leaders to more effectively connect the dots, significantly reduce costs, prevent unwanted incidents from occurring, respond to challenges more efficiently and improve CYA.
To learn more about Awareity’s innovative services and to ensure your organization is in compliance with Bill 168’s requirements, visit www.awareity.com or contact Awareity at info@awareity.com.
Contact:
Katie Weaver
402.730.0077
info@awareity.com
www.awareity.com
###
Contact
Awareity
Katie Weaver
402-730-0077
www.awareity.com
info@awareity.com
Katie Weaver
402-730-0077
www.awareity.com
info@awareity.com
Contact
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