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Violence Prevention Policy

Ref. No. Executive sponsor Policy steward Approval authority First approved Last reviewed Effective date Next review
73.21         Feb. 25, 2014    
  1. Preamble:

Violence in the Workplace Regulations under Section 82 of the Occupational Health and Safety Act S.N.S. 1996, c.7 came into effect in 2007 and 2008 that apply to all post secondary institutions in Nova Scotia. In keeping with those regulations and in support of the Nova Scotia Community College’s ongoing commitment to the safety of those in the College environment, the Violence Prevention Policy (the “Policy”) has been developed and implemented.

Violence Prevention Statement:

The Nova Scotia Community College (“NSCC”) recognizes that any form of violence in the workplace is unacceptable and is committed to providing a safe Working and Learning Environment that is free from any form of violence.

NSCC also recognizes that members of the College Community can suffer both physical and emotional harm as a result of violence in the Working and Learning Environment and that violence in the workplace is an occupational health and safety hazard.

Scope of the Violence Prevention Policy:

The Policy applies to all employees and students at NSCC and any person in the Working and Learning Environment for the purpose of conducting business (the “College Community”).

Definition of Working and Learning Environment:

Violence is prohibited on all NSCC property, including but not limited to land, buildings, parking lots, class site locations external of campus, and any vehicle or mobile equipment used or likely to be used by an employee in the course of their occupation (the “Working and Learning Environment”).

Definition of Violence:

Violence means any of the following:

  1. Threats, including a threatening statement or threatening behaviour that gives a member of the College Community reasonable cause to believe that they are at risk of physical injury;
  2. Conduct or attempted conduct of a person that endangers physical health or physical safety of a member of the College Community.

Examples of behaviour that fall under this Policy include but are not limited to:

  • Slapping, kicking or punching another person;
  • Brandishing a weapon or object that could be used as a weapon;
  • Threatening physical violence verbally, by gesture or in writing. This includes the use of electronic means such as Facebook.

Examples of behaviour that do not fall under this Policy (addressed separately under NSCC’s Discrimination and Harassment Policy or Academic Climate Policy):

  • Yelling at a person without the threat of physical violence;
  • Insults or condescending language;
  • Use of profane language.

Emergency Procedures in Situations of Extreme Violence:

NSCC has emergency procedures in place to protect members of the Working and Learning Environment from situations of extreme violence. These plans will be implemented by the Principal or a designate in the event a situation of extreme violence occurs. Examples of behaviour of extreme violence include but are not limited to, a bomb threat, the use of a firearm in the Working and Learning Environment, or a hostage taking.

Training:

All employees who are required to perform a function under the Policy will receive training to ensure a proper understanding of the Policy and their role within it.

Workshops will be offered to members of the College Community which will include but are not limited to training on the Policy and their duty to report incidents of violence, how they can recognize and respond to a situation in which there is a potential for violence and how they can respond to an incident of violence, including how to obtain assistance.

Reporting Procedures:

All members of the College Community must report incidents of violence in the Working and Learning Environment. Reports can be made in person, through email or by telephone. Matters that have been reported will be kept as confidential as possible. All incidents will be documented, promptly investigated, resolved and actions taken to prevent reoccurrence.

Step One: Reporting the Incident

Any member of the College Community who feels an immediate threat of danger can contact the police immediately and/or Security if the campus has Security on site.

Central Employees are to report the incident to their Manager who will then report the incident to Human Resources. If their Manager is not available, the employee will report the incident directly to Human Resources. If the Manager reports to a Director or Dean, the Manager should also apprise them of the incident. Human Resources will contact the Manager, Occupational Health, Safety and Environmental Services (OHSE). Policing agencies may be contacted if necessary.

Students are to report the incident to a Student Services employee, who will then report the incident to the Manager of Student Services who will report to the Principal. If the Manager of Student Services is not available, the employee will report the incident directly to the Principal.

Campus Employees are to report the incident to their Manager who will then report the incident to the Principal. If their Manager is not available, the employee will report the incident directly to the Principal.

Persons conducting business in the Working and Learning Environment (for example, a contractor) will report the incident to the Principal.

The Principal will then contact the Manager of OHSE Services and Human Resources (if employee involvement). They may also contact policing agencies if necessary.

Step Two: Investigating the Incident

If the incident involves a Central Employee, the Manager with the assistance of the Manager, OHSE Services and Human Resources will work together to resolve the matter. The matter may require a formal investigation.

If the incident involves Students, the Principal and the Manager of Student Services, with the assistance of the Manager of OHSE Services (if necessary), may be able to resolve the matter at the campus level. If the matter requires further intervention, the Dean of Student Services will be contacted. The matter may require a formal investigation.

If the incident involves a Campus Employee, the Principal and the Manager with the assistance of the Manager, OHSE Services and Human Resources will work together to resolve the matter. The matter may require a formal investigation.

If the incident involves persons conducting business in the Working and Learning Environment (for example, a contractor), the Principal, with the assistance of the Manager of OSHE Services will work together to resolve the matter. The matter may require a formal investigation.

A formal investigation will include but is not limited to, meeting with and taking formal statements from the person(s) reporting the incident, any other individuals exposed to or affected by the incident and the person(s) alleged to have committed the act of violence. A report will be prepared of the findings, which will be forwarded to the Principal and the Dean of Student Services (if student involvement) and the appropriate member of management (if employee involvement or if it involves a person conducting business in the Working or Learning Environment).

Each employee exposed to or affected by the violence will be advised that the Employee Assistance Program is available to them. Each student exposed to or affected by the violence will be advised that campus short-term counselling and the Student Support Program are available to them. The individual will also be encouraged to contact a health professional of the individual’s choosing for treatment or counselling.

Step Three: Outcome

If the incident involves Students, the Principal and the Manager of Student Services will determine what actions will be taken. If the matter results in a formal investigation, the Dean of Student Services will also assist in determining what actions will be taken.

If the incident involves a Campus Employee or a Central Employee, the appropriate member of management in consultation with Human Resources will determine what actions will be taken.

If the incident involves persons conducting business in the Working and Learning Environment (for example, a contractor), the appropriate member of management will determine what actions will be taken.

If an individual is found to have committed violence in the Working and Learning Environment that individual may be subject to disciplinary action up to and including dismissal from the College. This individual may also be subject to action under the Criminal Code of Canada.

NSCC will ensure that an appropriate debriefing and notice of the actions taken to prevent reoccurrence of an incident of violence is provided to members of the Working and Learning Environment that were exposed to or affected by the incident. The actions taken to prevent reoccurrence of an incident of violence will also be provided to the campus Joint Occupational Health and Safety Committee.

Distribution of Policy:

NSCC will distribute the Policy through different means including, but not limited to, email, posting on internal and external websites and posting on campuses in prominent places in the Working and Learning Environment. All new employees of NSCC will be provided with this Policy as part of the orientation process. The Policy will also be available through the campus Joint Occupational Health and Safety Committee(s).

NSCC will ensure that the Policy is easily accessible to all members of the College Community.

Policy Review:

This Policy shall be reviewed and revised annually by the Manager, Occupational Health, Safety, Environmental Services and Human Resources, or as required by the Violence in the Workplace Regulations.

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