To minimize the potential for workplace violence and ensure a consistent approach to addressing any incidents that occur.
Edmonton Public Schools is committed to providing a working and learning environment that is free from violence. It is the responsibility of the Board of Trustees, Superintendent of Schools, staff, parents/guardians, students, community members and contractors to contribute to identifying and addressing incidents of violence.
Community member includes volunteers, visitors, unpaid service providers, and tenants.
Contractor includes anyone involved in a contracted relationship with the District, including vendors and service providers.
Personal injury is physical or psychological injury to an individual that can be of short or long duration.
Safety plan is the document developed specific to an individual that defines how staff can best maintain a safe and productive working and learning environment.
Violence is any threatened, attempted, or actual conduct of a person in the workplace, relating to the workplace, or resulting from the workplace that can reasonably be expected to cause injury or harm to person or property.
Workplace is any location where a staff member of the District carries out his or her assigned responsibilities.
This administrative regulation applies to incidents of violence that occur between students and staff, parents/guardians and staff, community members and staff, community members and students, or staff and staff.
- TRAINING AND EDUCATION
Staff qualifications, and ongoing training and education are critical to preventing and responding to workplace violence. Human Resources is responsible for delivering skills and awareness training to all staff.
- All staff shall be provided with information about workplace violence and how to address incidents of violence in the workplace. Staff new to the District will receive this information as part of district hiring and orientation processes.
- Decision unit administrators shall be provided education and support to create workplace environments that minimize the potential for violence and address incidents of violence.
- Human Resources shall define the qualifications and experience necessary for staff who work with individuals who present a current risk of violent behaviour.
- Human Resources shall define the training required for staff who work with individuals who present a current risk of violent behaviour. If an individual is hired into a role and does not have the training required, the decision unit administrator in conjunction with the staff member shall develop a plan to complete this training within a reasonable time.
- Human Resources shall develop a process to problem solve, exchange information, and share research and best practices relative to workplace violence. Decision unit administrators shall take action based on this information to reduce the occurrence of violence in their respective workplaces.
- VIOLENCE PREVENTION PLANNING
- The decision unit administrator shall develop a safety plan for any individual who presents a current risk of violent behaviour. All parties that are affected by the safety plan shall be made aware of the plan and of their responsibilities.
- Incidents of workplace violence and investigation results shall be reported to Human Resources in order to identify opportunities to decrease or prevent incidents of violence.
- RESPONSE TO INCIDENTS OF WORKPLACE VIOLENCE
- Decision unit administrators are responsible for the care, welfare, safety, and security of those involved in incidents of workplace violence.
- Response to incidents of workplace violence shall be based on district procedures and processes, and site-specific safety plans.
- Employee Health Services shall offer support services to staff who are directly or indirectly involved in incidents of workplace violence.
- Individuals who experience or witness incidents of workplace violence shall report the incident according to district procedures and processes, and cooperate with any subsequent investigation.
- Allegations of attempted or threatened violence shall be investigated and addressed according to district procedures and processes.
- Confirmed instances of workplace violence may result in administrative sanctions up to and including termination for those who commit or contribute to workplace violence.
- Decision unit administrators shall identify information learned from site-based incidents of violence and take action where necessary to improve preparedness.
- Facilities Services shall be responsible for developing protocols for communicating and addressing emergent risks of violence that have the potential to affect multiple sites.
- Human Resources shall analyze information learned from site-based incidents of violence annually, and will integrate this information into district procedures and processes.