New Workplace Violence Prevention Regulations in Saskatchewan: A Guide for Organizations

In May 2023, Saskatchewan introduced significant amendments to The Saskatchewan Employment Act, ushering in a new era of workplace violence prevention. By May 17, 2024, all employers in Saskatchewan are mandated to have a comprehensive Workplace Violence Policy Statement and Prevention Plan (PSPP) in place. This legislative shift underscores the province's commitment to creating safer work environments and necessitates a proactive response from businesses across all sectors.

Understanding the New Regulations

The amendments, encapsulated in Bill 91, The Saskatchewan Employment (Part III) Amendment Act, 2022, expand the definition of "worker" to include volunteers, contractors, and students, ensuring broad protections against workplace violence. Employers are now required to develop and implement a written policy and prevention plan after consulting with the occupational health and safety committee, representatives, or workers.

The PSPP must detail the employer's commitment to minimizing or eliminating the risk of violence, identify high-risk worksites and positions, outline procedures for informing workers about risks, and describe actions to mitigate these risks. It also necessitates a violent incident reporting procedure, documentation and investigation procedure, recommendations for post-incident counseling, and a commitment to training.

Compliance Training Requirements

A critical component of the new regulations is the mandatory workplace violence training for employees, covering the ability to recognize potentially violent situations, procedures developed to minimize the risk of violence, appropriate responses to incidents, and reporting procedures. This training is essential for ensuring that all employees are equipped with the knowledge and skills to prevent and respond to workplace violence effectively.

Steps for Companies to Comply

1. Policy Development: Collaborate with your occupational health and safety committee or representatives to draft a comprehensive workplace violence policy and prevention plan. Ensure it meets all regulatory requirements and is tailored to the specific risks and needs of your workplace.

2. Training Program Implementation: Develop a training program that covers all aspects required by the new regulations. Consider incorporating various training methods, including classroom instruction, online courses, and hands-on exercises, to accommodate different learning styles.

3. Consultation and Communication: Engage with employees throughout the policy development and training implementation process. Open communication channels will foster a culture of safety and encourage employee participation in violence prevention efforts.

4. Documentation and Record-Keeping: Maintain detailed records of the training provided, including attendance logs and training materials. These records will be crucial for demonstrating compliance with the regulations.

5. Continuous Evaluation and Improvement: Regularly review and update your workplace violence policy, prevention plan, and training program based on feedback from employees, changes in the workplace, and any incidents of violence. This iterative process will ensure the ongoing effectiveness of your violence prevention efforts.

Conclusion

The new workplace violence prevention regulations in Saskatchewan represent a significant step forward in protecting workers from violence. By developing comprehensive policies, implementing effective training programs, and fostering a culture of safety and respect, companies can not only comply with the regulations but also contribute to creating safer and more supportive work environments. As the May 17, 2024, deadline approaches, it's imperative for employers to act promptly and decisively to meet these new requirements.