Prepare a written report of his or her findings regarding the incident within 25 days of receiving the complaint or otherwise becoming aware of the incident. More time to complete the report can be permitted to allow for a complete investigation. The report will clearly indicate whether there is: sufficient evidence to substantiate that workplace violence has occurred that the Workplace Violence Policy was contravened; or insufficient evidence to substantiate that the workplace violence has that the Workplace Violence Policy was contravened. All documents related to a complaint or incident of workplace violence, including the written complaint, witness statements, investigation notes and reports, and documents related to the complainant will be maintained by the Manager of Human Resources, from personnel files. 7.12.13 Incident Reporting Requirements If a person is disabled from performing his or her usual work or requires medical attention because of an incident of workplace violence at a workplace, but no person dies or is critically injured because of that occurrence, the employer must give written notice and details of the occurrence within four days to: their Joint Health and Safety Committee a Director from the Ministry of Labour 7.12.14 Corrective Action If sufficient evidence was found to substantiate that workplace violence has occurred that the Workplace Violence Policy was contravened, the Director of Operations will consider corrective action. Possible corrective actions include: An apology from the respondent to the complainant with a promise not to repeat the action; Physical separation of the parties in the workplace, if possible; Mandatory counselling of the respondent; Suspension of the respondent with or without pay for a period of time; Termination of the respondent’s employment If no evidence was found to substantiate the complaint and the complaint is found to be malevolent or frivolous, disciplinary action may be brought against the complainant. 7.12.15 Annual Reporting The Director of Operations and RMSPD will jointly provide an annual report to Chief and Council of the number of complaints proceeded with and the resolution, mediation, and
Prepare a written report of his or her findings regarding the incident within 25 days of receiving the complaint or otherwise becoming aware of the incident. More time to complete the report can be permitted to allow for a complete investigation. The report will clearly indicate whether there is: sufficient evidence to substantiate that workplace violence has occurred that the Workplace Violence Policy was contravened; or insufficient evidence to substantiate that the workplace violence has that the Workplace Violence Policy was contravened. All documents related to a complaint or incident of workplace violence, including the written complaint, witness statements, investigation notes and reports, and documents related to the complainant will be maintained by the Manager of Human Resources, from personnel files. 7.12.13 Incident Reporting Requirements If a person is disabled from performing his or her usual work or requires medical attention because of an incident of workplace violence at a workplace, but no person dies or is critically injured because of that occurrence, the employer must give written notice and details of the occurrence within four days to: their Joint Health and Safety Committee a Director from the Ministry of Labour 7.12.14 Corrective Action If sufficient evidence was found to substantiate that workplace violence has occurred that the Workplace Violence Policy was contravened, the Director of Operations will consider corrective action. Possible corrective actions include: An apology from the respondent to the complainant with a promise not to repeat the action; Physical separation of the parties in the workplace, if possible; Mandatory counselling of the respondent; Suspension of the respondent with or without pay for a period of time; Termination of the respondent’s employment If no evidence was found to substantiate the complaint and the complaint is found to be malevolent or frivolous, disciplinary action may be brought against the complainant. 7.12.15 Annual Reporting The Director of Operations and RMSPD will jointly provide an annual report to Chief and Council of the number of complaints proceeded with and the resolution, mediation, and
personnel_policy_may252018_v.2.docx