Combined workplace harassment (including sexual harassment) and workplace violence policy, including a risk assessment component. ✅ Ontario: mandatory for ALL employers under OHSA Part III.0.1; must be in writing and posted once the workplace has 6 or more workers, and reviewed at least annually.
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WORKPLACE HARASSMENT & VIOLENCE PREVENTION POLICY
Province: Adopted:
PART A — WORKPLACE HARASSMENT
1. DEFINITION 1.1. 1.2. This definition includes workplace sexual harassment.
2. HOW TO REPORT 2.1. Report to: . 2.2. If the person you would otherwise report to is the alleged harasser, report instead to: .
3. INVESTIGATION 3.1. 3.2. Target timeframe: days. ⚠️ Ontario: an investigation must be "appropriate in the circumstances" — an inspector may order an external investigator at the employer's expense if this is not met.
4. CONFIDENTIALITY AND NO REPRISAL 4.1.
PART B — WORKPLACE VIOLENCE
5. RISK ASSESSMENT 5.1. 5.2. ⚠️ British Columbia: working-alone procedures are a separate, mandatory requirement under the OHS Regulation for staff working alone or in isolation (e.g. night-shift servers, a solo stylist), independent of this policy.
6. CONTROL MEASURES 6.1.
7. INCIDENT RESPONSE 7.1.
8. DOMESTIC VIOLENCE 8.1. Where the Employer becomes aware that domestic violence may expose an employee to risk in the workplace, the Employer will take reasonable steps to protect that employee, consistent with its obligations under occupational health and safety legislation.
9. REVIEW 9.1. This policy will be reviewed at least annually. Next review: .
ADOPTED BY ______________ DATE
This is a boilerplate template, not legal advice. Employment, consumer-protection, privacy, and food-safety law in Canada is largely PROVINCIAL — this template uses Ontario (Employment Standards Act, 2000 / Occupational Health and Safety Act) as its default reference jurisdiction and flags with ⚠️ the specific British Columbia, Alberta, and Quebec divergences named in the underlying research, but it does not resolve every provincial variation for you. Quebec employers additionally have French-language obligations under the Charte de la langue française (Bill 96) that are handled as a separate French-language document, not by this English template. Have this document reviewed and adapted by a lawyer licensed in the relevant province before use, and confirm the current minimums/thresholds in force on the date of use — termination-clause case law in particular (Waksdale, Dufault, Chan and successors) changes year to year.
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