J26 Workplace Violence

Law. Occupational Health and Safety Regulations, s. 35 (Occupational Health and Safety Regulations [NT], 2024, s. 35); Safety Act (Safety Act [NT], 1988).

What must be covered.

• Definition. Violence is the attempted, threatened or actual conduct of an individual that causes or is likely to cause injury, including a threatening statement or behaviour (s. 35(1)).
• Written policy, developed after consulting the committee, the representative or the workers, at any work site “where violence has occurred or could reasonably be expected to occur” (s. 35(3)). Sites providing health care, pharmacy, education, police, corrections and law enforcement, security, crisis intervention, financial, liquor, taxi and transit services are named as places where violence may reasonably be expected (s. 35(2)).
• Elements (s. 35(4)): commitment to eliminate or reduce the risk; the sites and staff positions exposed; how workers are informed, including information about individuals with a history of violence; controls, including personal protective equipment, administrative arrangements and engineering controls; the reporting procedure; how incidents are documented and investigated; a recommendation to consult a physician for treatment or post-incident counselling; and training in recognition, controls, response and reporting.
• Paid time for counselling and training (s. 35(5)); a copy readily available (s. 35(6)).
• Review and revise not less than once every three years, or whenever circumstances change (s. 35(7)).

Fire-service nuance.

• Fire and medical response are not on the presumed list, but they qualify on the facts: violence on calls “could reasonably be expected”. Write the policy.
• Volunteers are workers under the Safety Act (“with or without remuneration”), so they are covered (J11 Volunteer Firefighters).
• A separate impairment policy, including fatigue, is required (s. 35.1); see J28 Psychological Health and Safety.

Status. Verified against the official text on 2026-10-23 (Regulations consolidated to 2024-09-26).

Law. Workplace Safety and Health Regulation, Part 11, ss. 11.1 to 11.8 (Workplace Safety and Health Regulation [MB], 2026, ss. 11.1-11.8).

What must be covered.

• Listed workplaces are subject to Part 11 automatically: health care workplaces, which include an ambulance (s. 11.8); pharmacies; education; financial services; police, corrections and other law enforcement; security; crisis counselling and intervention; taxis and transit buses; late-night retail; and licensed premises (s. 11.1(a)-(d)).
• Every other employer must assess the risk of violence in consultation with the committee, the representative or the workers. The workplace becomes subject to Part 11 if a risk is identified (ss. 11.1(e), 11.2).
• If subject to the Part: develop and implement a violence prevention policy with the committee or representative, train workers in it and ensure they comply (s. 11.3).
• Policy contents (s. 11.4): worksites and job functions where violence has occurred or may be expected; measures to eliminate or control the risk; measures and procedures for summoning immediate assistance; how and when a worker reports an incident; how the employer documents and investigates incidents and implements the resulting controls; a recommendation that a harmed worker consult their health care provider for treatment or referral for post-incident counselling; and confidentiality.
• Information to workers, including about persons with a history of violence (s. 11.5); investigation of each incident (s. 11.6); an annual report of violent incidents to the committee or representative (s. 11.7).
• Review cycle. No policy review cycle is stated.

Fire-service nuance.

• Fire departments are not on the list; ambulances are. A department that operates or staffs ambulances is covered at those workplaces. For everything else the s. 11.2 assessment is mandatory, and medical, mental health and crowd calls will almost always produce a finding of risk that brings the whole Part into force (interpretation). Treat medical first response as in scope from the start.
• Use the annual incident report to the committee as the review trigger the regulation does not otherwise set.
• The 2025 amendments to the Act (S.M. 2025, c. 26) changed the definition of danger used in refusals (The Workplace Safety and Health Act [MB], 2026, s. 43(1.1)); check how a violence-based refusal is handled in J07 Right to Refuse and Reprisal Protection.

Status. Verified against the official text on 2026-10-23 (Regulation consolidated to 2026-10-20).

Law. Occupational Health and Safety Act, Part III.0.1, ss. 32.0.1 to 32.0.5, with ss. 1(1), 43, 52 and 55.2 (Occupational Health and Safety Act [ON], 1990).

What must be covered.

• Written policy on workplace violence, reviewed as often as necessary and at least annually (s. 32.0.1(1)(a), (c)), posted at a conspicuous place or in a readily accessible electronic format, unless five or fewer workers are regularly employed and no inspector orders otherwise (s. 32.0.1(2)-(3)).
• Program to implement the policy, with measures and procedures to control the assessed risks, to summon immediate assistance when violence occurs or is likely, and for workers to report incidents to the employer or supervisor, and setting out how incidents and complaints will be investigated and dealt with (s. 32.0.2).
• Risk assessment of risks arising from the nature of the workplace, the type of work or the conditions of work, taking into account circumstances common to similar workplaces and those specific to this one. Results go to the joint committee or representative, and the risks are reassessed as often as necessary (s. 32.0.3). An inspector may order the assessment in writing (s. 55.2).
• Domestic violence. Every precaution reasonable where the employer knows or ought to know domestic violence likely to cause physical injury may occur in the workplace (s. 32.0.4).
• Information and instruction on the policy and program, and information, including personal information, about a person with a history of violent behaviour whom workers can be expected to encounter, disclosing no more than is reasonably necessary (s. 32.0.5(2)-(4)).
• Notice to the regulator. An incident of workplace violence that disables a worker from usual work or requires medical attention needs written notice within four days (s. 52(1)); deaths and critical injuries follow s. 51 (J08 Incident Reporting and Investigation).
• Definition. “Workplace violence” is physical force by a person against a worker, an attempt, or a statement or behaviour reasonably interpreted as a threat of physical force (s. 1(1)). It covers force by anyone, including coworkers.

Fire-service nuance.

• Applies to fire departments with no exemption.
• Violence is a ground for refusal (s. 43(3)(b.1)), but for firefighters the right does not apply where the danger is inherent in the work or a normal condition of employment, or where refusing would directly endanger another person (s. 43(1)-(2)). The program, not the refusal, is the main protection; see J07 Right to Refuse and Reprisal Protection.
• Whether volunteer firefighters are “workers” under the Act is an interpretation; this system treats them as covered (J11 Volunteer Firefighters).

Status. Verified against the official text on 2026-10-23 (Act consolidated to the e-Laws currency date of 2026-10-20).

Law. Occupational Health and Safety Regulation, ss. 4.27 to 4.31 (Occupational Health and Safety Regulation [BC], 2026, ss. 4.27-4.31); workplace conduct between workers, ss. 4.24 to 4.26; firefighting procedures, s. 31.5.

What must be covered.

• Definition. “Violence” is the attempted or actual exercise of physical force by a person other than a worker so as to cause injury to a worker, and includes any threatening statement or behaviour that gives a worker reasonable cause to believe they are at risk of injury (Occupational Health and Safety Regulation [BC], 2026, s. 4.27).
• Risk assessment in any workplace where a risk of injury from violence arising out of employment may be present, considering previous experience in that workplace, occupational experience in similar workplaces, and the location and circumstances in which work will take place (s. 4.28).
• Controls. If the assessment identifies a risk, the employer must establish procedures, policies and work environment arrangements to eliminate it, or to minimize it where elimination is not possible (s. 4.29).
• Information. Workers who may be exposed must be told the nature and extent of the risk, including information about persons with a history of violent behaviour whom they are likely to encounter (s. 4.30(1)-(2)).
• Instruction in recognizing the potential for violence, the procedures and arrangements in place, the appropriate response including how to obtain assistance, and the procedures for reporting, investigating and documenting incidents (s. 4.30(3)).
• After an incident. A worker who reports an injury or adverse symptom from violence must be advised to consult a physician of their choice for treatment or referral (s. 4.31(3)).
• Review cycle. None is set in the regulation.

Fire-service nuance.

• No exemption for fire or medical response. The trigger is a risk that “may be present”, which medical, mental health, overdose and crowd calls meet.
• Violence by a coworker is not “violence” under s. 4.27. It is “improper activity or behaviour”, which is prohibited and must be reported and investigated under Part 3 (ss. 4.24-4.26); bullying and harassment are covered in J27 Workplace Harassment.
• Part 31 requires a fire department’s written procedures to manage stress arising from an emergency incident that is likely to cause adverse health effects (s. 31.5(1)(c)). Link the post-incident advice in s. 4.31 to that procedure (J28 Psychological Health and Safety).
• Volunteer and paid-on-call members are workers, so the assessment, information and instruction duties reach them (J11 Volunteer Firefighters).

Status. Verified against the official text on 2026-10-23 (Regulation consolidated to 2026-10-20).

Law. Occupational Health and Safety Code, Part 27, ss. 390 to 392 (Occupational Health and Safety Code [AB], 2025, ss. 390-392); Occupational Health and Safety Act, ss. 1(n), 1(rr), 2(a) and 3(1)(c) (Occupational Health and Safety Act [AB], 2020).

What must be covered.

• One combined written violence and harassment prevention plan, developed and implemented by every employer, that includes (Occupational Health and Safety Code [AB], 2025, s. 390(1)):
  • measures to eliminate the hazards of violence and harassment or, where that is not reasonably practicable, to control them;
  • procedures to inform workers of the nature and extent of the hazard, including specific or general threats that exist or may exist;
  • procedures to report violence or harassment;
  • procedures to investigate complaints and incidents;
  • confidentiality for everyone involved, except where disclosure is needed to investigate, take corrective action, inform the parties of the results, warn workers of a threat, or is required by law.
• Consultation with the joint committee, the representative or, where there is neither, affected workers, both in developing the plan and in reviewing it (ss. 390(2), 390.7(2)).
• Domestic violence. Reasonable precautions when the employer is aware a worker is or is likely to be exposed to domestic violence at a work site (s. 390.3).
• Review when an incident indicates a review is needed, when a change to the work or work site could affect the potential for violence, when the committee or representative asks, and at least every 3 years; revise as necessary (s. 390.7).
• Training in recognizing violence and harassment, the plan and its revisions, the appropriate response including how to obtain assistance, and the reporting, investigating and documenting procedures (s. 391).
• Investigation and reporting of incidents under the Act’s incident provisions, ss. 33(6)(a)-(c), (7), (8) and 36 (s. 391.1).
• Treatment. A worker reporting an injury or adverse symptom is advised to consult a health professional of their choice, and treatment during regular hours counts as time at work (ss. 391.2, 392).
• Definitions. Violence includes threatened, attempted or actual conduct that causes or is likely to cause physical or psychological injury or harm, including domestic or sexual violence (Occupational Health and Safety Act [AB], 2020, s. 1(rr)). Harassment excludes reasonable management action (s. 1(n)).

Fire-service nuance.

• Applies to every employer, fire departments included, with no emergency-services carve-out. The employer must ensure, as far as reasonably practicable, that none of its workers is subjected to or participates in harassment or violence at the work site (Occupational Health and Safety Act [AB], 2020, s. 3(1)(c)).
• “Worker” includes a person who supplies services for no monetary compensation (Occupational Health and Safety Act [AB], 2020, s. 1(tt)), so volunteer members are covered by the plan, the training and the investigation duties.
• Part 27 was rewritten by AR 202/2024, in force 2025-03-31. A plan written before that date needs checking against the current s. 390 list.
• One plan covers both violence and harassment, so the review cycle in s. 390.7 also governs the harassment content (J27 Workplace Harassment).

Status. Verified against the official text on 2026-10-23 (Code consolidated to 2025-03-31; Act to 2025-06-11).

Law. The Saskatchewan Employment Act, ss. 3-1(6) and 3-21 (The Saskatchewan Employment Act [SK], 2013, ss. 3-1(6), 3-21); The Occupational Health and Safety Regulations, 2020, s. 3-26 (The Occupational Health and Safety Regulations, 2020 [SK], 2021, s. 3-26).

What must be covered.

• Every employer must develop and implement a written policy statement and prevention plan to deal with potentially violent situations, after consulting the occupational health committee, the representative or, where there is neither, the workers (The Saskatchewan Employment Act [SK], 2013, s. 3-21(1)).
• Investigate every incident of violence at the place of employment (s. 3-21(3)).
• Contents of the policy statement and plan (The Occupational Health and Safety Regulations, 2020 [SK], 2021, s. 3-26(3)):
  • the employer’s commitment to minimize or eliminate the risk;
  • the worksites where violent situations have occurred or may reasonably be expected, and the staff positions exposed;
  • how workers will be informed of the nature and extent of the risk, including information on persons with a history of violent behaviour, unless disclosure is prohibited by law;
  • the actions to minimize or eliminate the risk, including personal protective equipment, administrative arrangements and engineering controls;
  • the reporting procedure for a worker exposed to a violent incident, and the employer’s procedure to document and investigate it;
  • a recommendation that an exposed worker consult their physician for treatment or referral for post-incident counselling;
  • a training program covering recognition, controls, responses including how to get help, and reporting.
• Paid time. Counselling and training count as time at work with no loss of pay or benefits (s. 3-26(4)).
• Availability of a copy to workers (s. 3-26(5)).
• Review and revise every 3 years and whenever circumstances change in a way that may affect workers’ health or safety (s. 3-26(6)).
• Definition. Violence is the attempted, threatened or actual conduct of a person that causes or is likely to cause injury, including threatening statements or behaviour (s. 3-26(1)).

Fire-service nuance.

• The 2023 amendment (S.S. 2023, c. 40) made s. 3-21 a duty of every employer. The list of prescribed places in OHSR s. 3-26(2) (health care, police, corrections, crisis services, retail, transit and others) does not name fire, but it no longer limits the Act’s duty (interpretation). Secondary sources give in force 2023-05-17 with compliance by 2024-05-17.
• Volunteers count as workers for these duties (The Saskatchewan Employment Act [SK], 2013, s. 3-1(6)), so volunteer members are assessed, trained and covered by the plan.

Status. Verified against the official text on 2026-10-23 (Act consolidated to 2025-12-31; Regulations to 2021-04-01, the latest available). The in-force date of the 2023 amendment is not verified.

Law. Act respecting occupational health and safety, ss. 2, 51(16), 58 to 61.2 (Act respecting occupational health and safety [QC], 2026); psychological harassment under the Act respecting labour standards, ss. 81.18 to 81.20, is covered in J27 Workplace Harassment.

What must be covered.

• Employer duty. Take the measures to protect a worker exposed to physical or psychological violence, including spousal, family or sexual violence, in the workplace, and any measure set by regulation to prevent or stop sexual violence (LSST s. 51(16)).
• Prevention program for each establishment employing at least 20 workers during the year (s. 58), or an action plan where no program is required (s. 61.1). Either must identify and analyse the psychosocial risks related to the work, which include risks related to sexual violence, and set measures, priorities and follow-up to eliminate or control them (ss. 59, 61.2).
• Updating. The program and its updates go to the health and safety committee, and every three years the employer reports its priorities, progress and follow-up to the CNESST (s. 60).
• Object. The Act aims to eliminate at the source dangers to workers’ physical and mental well-being (s. 2).

Fire-service nuance.

• No separate violence regulation and no fire exemption. Violence hazards on medical, mental health and crowd calls belong in the program’s psychosocial risk analysis.
• Firefighters’ right to refuse is limited where the danger is part of the ordinary conditions of their work (J07 Right to Refuse and Reprisal Protection).
• Participation and prevention mechanisms for municipal employers changed on 2025-10-01, when the Regulation respecting prevention and participation mechanisms in an establishment came into force; confirm which program form applies to the service.

Status. Partly verified: the Act was read (consolidated to 2026-08-12); how the 2025 regulation applies the program and review cycle to a municipal fire service was not confirmed.

Law. General Regulation 91-191, Part XXII.I, ss. 374.1 to 374.8 (General Regulation: Occupational Health and Safety Act [NB], 2026, ss. 374.1-374.8), under the Occupational Health and Safety Act.

What must be covered.

• Assessment. Every employer assesses the risk of violence in consultation with committees, representatives or employees (s. 374.1(1)-(2)), considering the location and circumstances of the work; the risk arising from the work and from sexual, intimate partner or domestic violence; the categories of employees at risk; the possible effects on health and safety; previous incidents at the workplace; and incidents in similar workplaces (s. 374.1(3)). The assessment is documented and available to committees and officers (s. 374.1(4)), and reviewed when conditions change or an officer orders it (s. 374.1(5)).
• Written code of practice for violence. Required for every employer with 20 or more employees (s. 374.2(3)). Below 20 it is required where work is done by “an employee of an emergency service provider”, defined to include “a fire department organized to serve any area of the Province”, and in other listed cases (s. 374.2(1), (4)).
• Code contents (s. 374.3):
  • an inventory of the locations and circumstances in which violence may reasonably be expected;
  • the types of violence and the categories of employees at risk;
  • the person responsible for implementing the code;
  • a statement that an employee shall report an incident as soon as circumstances permit;
  • the methods, equipment and procedures to mitigate the risk;
  • follow-up with affected employees;
  • the means, including alternative means, of securing emergency assistance;
  • how incidents are investigated and documented, how affected employees learn the results, and how corrective measures are implemented;
  • training needs.
• Implementation and consultation (s. 374.5); privacy: identities and circumstances disclosed only to investigate, correct or as required by law, and personal information kept to the minimum (s. 374.6).
• Training program for each employee and each supervisor, with training records available to an officer (s. 374.7).
• Review at least once each year in consultation with committees, representatives or employees, and update on change or order (s. 374.8).
• Definition. Violence is the attempted or actual use of physical force against an employee, or a threatening statement or behaviour, and includes sexual, intimate partner and domestic violence (s. 2).

Fire-service nuance.

• New Brunswick is the only jurisdiction that names fire departments. Every fire department needs the written violence code of practice, whatever its size. Ambulance services are named separately.
• Part XXII.I was made by N.B. Reg. 2018-82, in force 2019-04-01; 2025, c. 37 made a consequential change to s. 374.2.
• Whether volunteers count toward the 20-employee threshold is not stated, but the emergency service provider rule makes the threshold irrelevant for the violence code (J11 Volunteer Firefighters).

Status. Verified against the official text on 2026-10-23 (Regulation consolidated to 2026-06-30). The in-force date of Part XXII.I is not verified.

Law. Violence in the Workplace Regulations, ss. 3 to 15 (Violence in the Workplace Regulations [NS], 2025, ss. 3-15); Occupational Health and Safety Act, ss. 3(r) and 13 (Occupational Health and Safety Act [NS], 1996, ss. 3(r), 13).

What must be covered.

• Application. The regulation applies where the employer’s primary business is in a listed sector (s. 4). The list includes health services; ambulance, emergency ambulance and emergency health services under the Emergency Health Services Act; medical, dental and laboratory services; education; policing and law enforcement; corrections and probation; security; crisis counselling and child and family services; retail, delivery, financial, liquor, taxi, transit and gaming; homemaker services; and provincial departments, offices and special operating agencies under the Public Service Act whose services involve regular interaction with the public (s. 4(v)). Municipal fire is not named.
• Where it applies:
  • violence is recognized as an occupational health and safety hazard (s. 3);
  • a written risk assessment that considers past incidents in the workplace and at similar workplaces, the circumstances of the work, interactions and layout, with the committee consulted and given a copy (s. 5);
  • reassessment when triggered and at least every five years (s. 6);
  • a prevention plan where there is significant risk: a written statement, control measures or a Director’s code of practice, and procedures for training, reporting and responding to incidents, developed with the committee (s. 7), reviewed at least every five years (s. 8);
  • the prevention statement posted (s. 9);
  • information on the risk, including the history of violent individuals where legally permitted (s. 10);
  • training (s. 11) and reporting by everyone (s. 12);
  • prompt, documented investigation, with notice of preventive action (s. 13);
  • debriefing and advice to see a health professional (s. 14);
  • one collective assessment for multiple temporary workplaces (s. 15).
• Whatever the scope, the employer’s general duty to take every precaution reasonable in the circumstances reaches violence (Occupational Health and Safety Act [NS], 1996, s. 13), and since 2025-09-01 “health and safety” includes psychological health and safety (s. 3(r)).

Fire-service nuance.

• The regulation lists ambulance and emergency health services and police but not fire. A department that is the registered medical first response agency can argue it falls within “emergency health services” (interpretation). The public-contact category in s. 4(v) is limited to departments, offices and special operating agencies established under the Public Service Act, so it does not reach a municipal department.
• Recommendation: treat medical first response as in scope and adopt the regulation’s structure in full as department policy now: assessment, plan, posted statement, training, reporting, investigation and debriefing. The general duty and the 2025 psychological health definition make this a defensible expectation, and it already satisfies any future extension of s. 4.
• Violence or bullying between members falls under the harassment rules in the Workplace Health and Safety Regulations, Part 27 (J27 Workplace Harassment).

Status. Verified on 2026-10-24 against the Legislature’s 2025 consolidation of the Act (as amended by S.N.S. 2024, c. 10) and the regulations.

Law. General Regulations under the Occupational Health and Safety Act, Part 52, ss. 52.1 to 52.5 (Occupational Health and Safety Act General Regulations [PE], 2025, ss. 52.1-52.5), added by P.E.I. Reg. EC43/06.

What must be covered.

• Scope. Part 52 applies to all workplaces except farms. “Violence” means force by “a person other than a worker”.
• Risk assessment considering past experience, experience in similar workplaces, and the location and circumstances of the work (s. 52.2).
• Procedures to eliminate or minimize the risk, and to report, investigate and document incidents (s. 52.3).
• Information to workers, including about persons with a history of violence (s. 52.4(2)), and instruction (s. 52.4(3)).
• Advice to consult a physician after an incident (s. 52.5).
• Review cycle. None is set.

Fire-service nuance.

• No exemption; Part 52 applies to fire departments.
• Fire inspectors and others who work alone are also covered by Part 53: written procedures, check-in intervals, an end-of-shift check and training.
• Violence between workers falls outside Part 52 and is handled under the harassment rules (J27 Workplace Harassment).

Status. Verified against the official text on 2026-10-23 (General Regulations consolidated to 2025-01-01).

Law. Occupational Health and Safety Regulations, 2012, ss. 22 to 24, as amended by N.L.R. 3/19 (Occupational Health and Safety Regulations, 2012 [NL], 2026, ss. 22-24), in force 2020-01-01.

What must be covered.

• Definition. Violence includes threatening statements or behaviour (s. 22).
• Risk assessment considering past experience, similar workplaces, the location and circumstances of the work, the characteristics of the workforce, and issues raised by the committee (s. 22.1).
• Procedures, policies and work-environment arrangements to eliminate or minimize the risk (s. 23(1)), including measures for family violence that may enter the workplace (s. 23(2)).
• Information to workers, including about persons with a history of violence (s. 24).
• Review cycle. None is stated for the assessment.

Fire-service nuance.

• Applies to every employer, so fire and medical response are included with no carve-out.
• The regulations do not say whether volunteer firefighters are workers for these duties. Cover them by policy.

Status. Verified against the official text on 2026-10-23 (Regulations consolidated to 2026-09-24).

Law. Workplace Health and Safety Regulations, Part 19, ss. 19.01 to 19.05, in force 2021-09-04 (Workplace Health and Safety Regulations [YT], 2022, ss. 19.01-19.05); definitions in s. 1.02; firefighting procedures in s. 11.04.

What must be covered.

• Policy statement and procedures on violence and harassment, developed with the committee, the representative or the workers, plus training and supervision (s. 19.01).
• Policy contents (s. 19.02): violence and harassment are prohibited; the entitlement to a workplace free of them; the employer’s commitment to eliminate or control the risk; complaint routes, including one for complaints against the employer; confidentiality and minimum disclosure; and preservation of other legal rights.
• Procedures (s. 19.03): control measures; how to report; an alternative route where the employer is the respondent; how incidents are documented, investigated and controlled; how results are communicated; and assistance, including post-incident treatment or counselling.
• Investigation of every incident and complaint; an officer may order an impartial investigator (s. 19.04).
• Domestic violence (s. 19.05).

Fire-service nuance.

• Applies to every employer, fire departments included. “Worker” includes a volunteer (Workers’ Safety and Compensation Act [YT], 2021), so volunteer members are covered (J11 Volunteer Firefighters).
• Part 11 requires procedures to manage stress arising from incidents (s. 11.04(2)(c)); connect them to the post-incident assistance in s. 19.03 (J28 Psychological Health and Safety).
• Part 19 sets no review cycle. The general rule that prevention policy statements and procedures are reviewed at least every three years (s. 1.04.01(2)) is the safest reading for the Part 19 policy (interpretation); review it at least every three years.

Status. Verified against the board’s official rendering of Parts 1 and 19 on 2026-10-24.

Law. Occupational Health and Safety Regulations, s. 35, as replaced by Nu. Reg. 013-2021 (Occupational Health and Safety Regulations [NU], 2021, s. 35); Safety Act (Safety Act [NU], 1988).

What must be covered.

• The same rule as the Northwest Territories: a written policy where violence has occurred or could reasonably be expected, with the same elements, paid counselling and training time, and review at least every 3 years (s. 35).
• Cannabis-related sites were added to the presumed list in s. 35(2)(j).

Fire-service nuance.

• Hamlet fire departments meet the “reasonably expected” test on medical and crowd calls. Volunteers are workers under the Safety Act and are covered (J11 Volunteer Firefighters).
• The impairment policy, including fatigue, applies as in the Northwest Territories (s. 35.1).

Status. Verified against the official text on 2026-10-23 (Regulations consolidated to 2021-09-28, with the 2025 amendments read).

Law. Canada Labour Code, ss. 122(1), 122.1 and 125(1)(z.16) to (z.163) (Canada Labour Code [CA], 1985); Work Place Harassment and Violence Prevention Regulations, ss. 5 to 37 (Work Place Harassment and Violence Prevention Regulations [CA], 2026, ss. 5-37), in force 2021-01-01.

What must be covered.

• One combined regime for harassment and violence, applying to every Part II employer. “Harassment and violence” means any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee (Canada Labour Code [CA], 1985, s. 122(1)). The employer must take the prescribed measures to prevent and protect against it, respond to occurrences and support affected employees (s. 125(1)(z.16)).
• Workplace assessment done jointly with the policy or workplace committee or representative, including risk factors such as the measures in place to protect psychological health and safety (WHVPR s. 8(e)); preventive measures within 6 months (s. 9); assessment reviewed every 3 years (s. 5(3)).
• Policy with 11 mandatory elements, reviewed every 3 years (s. 10); emergency procedures (s. 11).
• Training within 3 months of hire, every 3 years after that, after any update to the training, and on assignment to a new activity or role with an increased or specific risk of harassment and violence (s. 12(4)).
• Support information (s. 13) and a designated recipient for notices (s. 14).
• Resolution timelines: contact the principal party within 7 days (s. 20); resolution efforts begin within 45 days (s. 23); an investigator from a jointly agreed list, or from a Canadian Centre for Occupational Health and Safety list if there is no agreement within 60 days (s. 27); process complete within 1 year (s. 33), with monthly status updates (s. 34).
• Records kept 10 years (s. 35); annual report to the Labour Program by 1 March (s. 36); a death reported within 24 hours (s. 37).

Fire-service nuance.

• Applies to federally regulated airports, Crown corporations and federal public service fire services such as Department of National Defence civilian firefighters.
• Third-party carve-out. A notice “must not be provided in respect of an occurrence if (a) the responding party is neither the employer nor an employee; (b) exposure to harassment and violence is a normal condition of the principal party’s work; and (c) the employer has measures in place to address that work place harassment and violence” (WHVPR s. 15(2)). The carve-out only works if the assessment, controls and training for violence from the public exist, so it is a reason to do them, not a reason to skip them.

Status. Verified against the official text on 2026-10-23 (Code and Regulations consolidated to 2026-09-30).