Alberta Violence & Harassment Prevention Plan: Template + Training Checklist

If you're searching for an Alberta workplace violence and harassment prevention plan template, Alberta.ca states that every employer must develop and implement a workplace violence and harassment prevention plan. The plan must include measures to eliminate or, if that is not reasonably practicable, control violence and harassment hazards; how the employer will inform workers about violence or harassment threats; how to report violence or harassment; how to investigate complaints and incidents; and ways to protect the confidentiality of work site parties involved, subject to the listed exceptions. Alberta.ca also notes that retail fuelling outlets and convenience stores have additional requirements. Definitions You Must Know Alberta's Occupational Health and Safety (OHS) Act defines the two core hazards your plan must address: Violence — the threatened, attempted, or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, whether at a work site or work-related. This includes domestic violence and sexual violence (OHS Act; Alberta.ca, current). Harassment — any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying, or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the worker's health and safety. Reasonable management conduct is excluded (OHS Act; Alberta.ca, current). Domestic and Sexual Violence as Workplace Hazards Domestic violence becomes a workplace hazard when it occurs at or spills over into the workplace. When an employer is aware that a worker is (or is likely to be) exposed to domestic violence at work, the employer must take reasonable precautions to protect the worker and other people at the work site (Alberta.ca, current). Sexual violence includes any sexual act or attempt to obtain a sexual act by any person, regardless of their relationship to the victim, whether at the work site or work-related (Alberta.ca, current). Mandatory Plan Elements Under Part 27 The OHS Code Part 27 requires that every prevention plan include: Measures to eliminate or (if not reasonably practicable) control violence and harassment hazards How the employer will inform workers about violence or harassment threats How to report violence or harassment How to investigate complaints and incidents Ways to protect the confidentiality of work site parties involved in a complaint or incident, except where disclosure is required by law or necessary to investigate, take corrective action, inform involved parties about results, or inform workers about a specific or general threat of violence or potential violence (OHS Code, Part 27; Alberta.ca, current) The OHS Act assigns distinct obligations to each work site party. Your prevention plan must clearly communicate these duties. Employers must, as far as reasonably practicable, ensure that none of their workers are subjected to or participate in harassment or violence at the work site (OHS Act, General duties; Alberta.ca, current). Supervisors must, as far as reasonably practicable, ensure that none of the workers under their supervision are subjected to or participate in harassment or violence at the work site (OHS Act, General duties; Alberta.ca, current). Workers must refrain from causing or participating in harassment or violence (OHS Act, General duties; Alberta.ca, current). These duties are not optional add-ons—they are statutory obligations enforceable by Alberta OHS officers who can take a variety of enforcement actions if a work site is found to be unhealthy or unsafe. Violence and harassment are workplace hazards and must be addressed during a hazard assessment (OHS Act; Alberta.ca, current). The hazard assessment and control process is a documented approach for preventing work-related illness or injury. It identifies situations that could put workers at risk for violence or harassment in the workplace. Who Must Be Involved Hazard assessments must involve (Alberta.ca, current): The joint health and safety committee , if one exists The health and safety representative , if one exists Affected workers , if there is no committee or representative Practical Steps for a Violence and Harassment Hazard Assessment Identify hazards — Review past incidents, near-misses, worker complaints, industry data, and work site characteristics (e.g., late-night shifts, cash handling, isolated work, client-facing roles). Assess risk — Evaluate the likelihood and severity of each identified hazard. Determine controls — Apply the hierarchy of controls: eliminate the hazard first; if not reasonably practicable, implement engineering controls, administrative controls, and personal protective measures. Document — Record findings, controls selected, and the date of assessment. Communicate — Share results with workers and the health and safety committee or representative. This template covers every mandatory element