Google Translate Disclaimer

A number of pages on the Government of Saskatchewan`s web site have been professionally translated in French. These translations are identified by a yellow text box that resembles the link below and can be found in the right hand rail of the page. The home page for French-language content on this site can be found here:

Renseignements en Français

Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.

The results of software-based translation do not approach the fluency of a native speaker or possess the skill of a professional translator. The translation should not be considered exact, and may include incorrect or offensive language Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. Some files or items cannot be translated, including graphs, photos, and other file formats such as portable document formats (PDFs).

Any person or entities that rely on information obtained from the system does so at his or her own risk. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs.

Preventing Violence in the Workplace

The possibility of violence in the workplace is an unfortunate reality. Employers and workers must work together to prevent it.

Section 3-21 of The Saskatchewan Employment Act outlines the employer’s responsibility for developing and implementing a policy to deal with violence in the workplace. Workers must be consulted in the development of the violence policy statement and in the implementation of the written violence policy statement and prevention plan.

Violence is the attempted, threatened or actual conduct of a person that causes or is likely to cause an injury.  This includes any threatening statement or behaviour that gives a worker reasonable cause to believe the worker is at the risk of an injury.

Who is required to have a violence policy statement and prevention plan?

The following industries must have a violence policy statement and prevention plan as per the regulations.

  • Services provided by health care facilities;
  • Pharmaceutical-dispensing services;
  • Education services;
  • Police services;
  • Corrections services;
  • Other law enforcement services;
  • Security services;
  • Crisis counseling and intervention services;
  • Late night retail premises as defined in the regulations;
  • Financial services;
  • The sale of alcoholic beverages or the provision of premises for the consumption of alcoholic beverages;
  • Taxi services; and
  • Transit services.

What does a violence policy statement and prevention plan need to have in it?

A violence policy statement and prevention plan includes the following:

  • The employer’s commitment to minimize and eliminate risk & review and update the plan every 3 years;
  • Identifies the worksite(s) where violent situations have occurred or may occur;
  • Identifies  staff positions that have or could be exposed to violent situations;
  • The procedures to inform workers about the nature and risk of violence at their place of employment and any information the employer has about persons who have a history of violent behaviour and who could become a risk to the workers;
  • The actions an employer will take to minimize and eliminate the risk of violence including:
    • Providing personal protective equipment;
    • Establishing administrative arrangements; and
    • Engineering controls (e.g., surveillance cameras).
  • The procedures for reporting a violent incident to the employer;
  • The procedures the employer will follow to investigate violent incidents;
  • A recommendation that workers who have been exposed to violent incidents consult a physician for treatment or obtain a referral for counseling;
  • A commitment to provide a training program for workers that includes information about:
    • How to recognize violent situations,
    • Procedures, work practices, administrative arrangements and engineering controls that have been developed for their protection;
    • How to respond to violent incidents and obtain assistance;
    • Procedures for reporting violent incidents.

When preparing a violence policy statement and prevention plan, employers are required to consult and cooperate with the occupational health committee, occupational health and safety representative, or where there is no committee or representative, the workers.

The violence policy statement and prevention plan MUST be in writing and readily available to all employees.  Readily available means that the employer must be able to produce the information at the time it is requested by a worker or an occupational health and safety officer.  Records can be stored electronically as long as employees can access a computer when they need the information.

We need your feedback to improve saskatchewan.ca. Help us improve