Workplace Harassment & Violence Prevention Policy

WORKPLACE HARASSMENT & VIOLENCE PREVENTION POLICY

✓Employer legal name Province: Province Adopted: Policy adoption date

Employee headcount / posting requirement

PART A — WORKPLACE HARASSMENT

1. DEFINITION 1.1. Definition of workplace harassment (incl. sexual harassment) 1.2. This definition includes workplace sexual harassment.

2. HOW TO REPORT 2.1. Report to: Who to report to. 2.2. If the person you would otherwise report to is the alleged harasser, report instead to: Alternate reporting channel if the alleged harasser is the reporting manager.

3. INVESTIGATION 3.1. Investigation procedure 3.2. Target timeframe: Target investigation timeframe (days) 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. Confidentiality and no-reprisal statement

PART B — WORKPLACE VIOLENCE

5. RISK ASSESSMENT 5.1. Workplace violence risk assessment (by work area/task) 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. Control measures (lighting, panic button, working-alone procedures)

7. INCIDENT RESPONSE 7.1. Incident report / call-for-help procedure

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 Province occupational health and safety legislation.

9. REVIEW 9.1. This policy will be reviewed at least annually. Next review: Next annual review date.

ADOPTED BY ______________ DATE Policy adoption 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.