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Workplace Harassment and Violence Prevention Course 2026

This course is for security workers and supervisors in Canada. It explains how federal and provincial laws define workplace harassment and violence, what employers must do, what workers should do, and how to stay safe and get support when something happens.

  • Security course
  • Canada
  • 25 questions
  • Checked October 11, 2026

Quick answer

This free course has about 30 minutes of lessons and a 25-question test. Score 80% or more to download a certificate of completion (private, not accredited). Checked against official sources on October 11, 2026.

Start with the lessonsHarassment and Violence Prevention: Lessons: about 30 minutes of reading. Every test question is covered in the lessons.

What you will learn

  • Define workplace harassment and violence under federal and provincial law
  • Recognize what is not harassment, such as reasonable management action
  • Describe employer duties for policies, programs and investigations
  • Report and document incidents correctly
  • Respond to domestic violence and threats that reach the workplace

Score 80% or more to download your certificate.

  1. Question 1 of 25

    Under the Canada Labour Code, what does "harassment and violence" mean?
    Show answer

    Answer: D. Any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee

    The federal definition in section 122 is broad and covers sexual and non-sexual conduct that can cause physical or psychological harm.

  2. Question 2 of 25

    Under Ontario's Occupational Health and Safety Act, which of these is workplace violence?
    Show answer

    Answer: A. A statement or behaviour a worker could reasonably see as a threat of physical force

    Ontario's definition covers the use of physical force, attempts, and statements or behaviour that a worker could reasonably interpret as a threat.

  3. Question 3 of 25

    In Ontario, workplace harassment is described as what?
    Show answer

    Answer: B. A course of vexatious comment or conduct that is known or ought to be known to be unwelcome

    Ontario defines harassment as a course of vexatious comment or conduct, including through technology, that is known or should be known to be unwelcome.

  4. Question 4 of 25

    Which of these is generally NOT harassment under Ontario, Alberta and B.C. rules?
    Show answer

    Answer: B. Reasonable action by a supervisor to manage and direct work, such as fair discipline

    All three jurisdictions exclude reasonable management action carried out fairly, such as scheduling, evaluations and discipline.

  5. Question 5 of 25

    In Alberta, does the workplace definition of violence include domestic violence?
    Show answer

    Answer: B. Yes, violence includes domestic and sexual violence

    Alberta's definition of violence includes domestic and sexual violence. Employers must take reasonable precautions if they know a worker is at risk.

  6. Question 6 of 25

    In Alberta, can a single incident be harassment?
    Show answer

    Answer: A. Yes, harassment can be single or repeated conduct

    Alberta defines harassment as single or repeated unwelcome conduct, comments, bullying or actions that the person knows or ought to know would offend or humiliate.

  7. Question 7 of 25

    How often must an Ontario employer review its workplace violence and harassment policies?
    Show answer

    Answer: B. At least once a year

    Ontario employers must review their violence and harassment policies, and the harassment program, at least annually.

  8. Question 8 of 25

    In Ontario, when must workplace violence and harassment policies be in writing and posted?
    Show answer

    Answer: D. When six or more workers are regularly employed

    If six or more workers are regularly employed, the policies must be written and posted in a visible place.

  9. Question 9 of 25

    An Ontario employer knows a client with a history of violence will visit a guard's post. What must the employer do?
    Show answer

    Answer: A. Give the guard the information needed to protect themselves, limited to what is necessary

    Ontario employers must share information about a person with a history of violence when workers are likely to meet them and face a risk of injury.

  10. Question 10 of 25

    Under Ontario's OHSA, can a worker refuse work because of harassment alone?
    Show answer

    Answer: B. No; a worker may refuse because of a danger of workplace violence, but harassment alone is not grounds for refusal

    The right to refuse applies when a worker has reason to believe workplace violence is likely to endanger them. Harassment should be reported and investigated.

  11. Question 11 of 25

    In Alberta, which incidents of harassment or violence must the employer investigate?
    Show answer

    Answer: C. Every incident

    Alberta employers must investigate every incident of harassment or violence and prepare a report with corrective actions.

  12. Question 12 of 25

    How long must Alberta employers keep harassment and violence investigation reports?
    Show answer

    Answer: C. At least two years

    Reports must be kept for at least two years and be available to Alberta OHS on request.

  13. Question 13 of 25

    When must an Alberta harassment and violence prevention plan be reviewed?
    Show answer

    Answer: A. After an incident shows a need, after changes that affect risk, when the committee asks, or every three years

    Alberta requires review at these times, with a maximum of three years between reviews.

  14. Question 14 of 25

    What does WorkSafeBC say workers should do if they witness or experience bullying and harassment?
    Show answer

    Answer: D. Report it to the employer

    Workers must report bullying and harassment to the employer and cooperate with investigations. If the employer does not act, they can contact WorkSafeBC.

  15. Question 15 of 25

    For federally regulated workplaces, how often must the workplace harassment and violence assessment be reviewed?
    Show answer

    Answer: D. At least every three years

    The federal regulations require the workplace assessment and the prevention policy to be reviewed at least every three years.

  16. Question 16 of 25

    Under the federal regulations, when must new employees receive harassment and violence prevention training?
    Show answer

    Answer: C. Within three months of starting

    Employees must be trained within three months of starting, then at least every three years.

  17. Question 17 of 25

    Which work factors put security workers at higher risk of workplace violence, according to CCOHS?
    Show answer

    Answer: B. Dealing with the public, enforcing rules, handling cash, and working alone or late at night

    CCOHS lists enforcement duties, handling cash, working alone or in isolated areas, and late-night hours as risk factors.

  18. Question 18 of 25

    Which is an example of workplace violence according to CCOHS?
    Show answer

    Answer: D. Threats made through gestures or by damaging property

    CCOHS says violence includes threats made verbally, in writing, by gestures or through property damage, not only physical attacks.

  19. Question 19 of 25

    A co-worker keeps making unwanted sexual comments to you. What is a good first step besides reporting?
    Show answer

    Answer: A. Keep a record of dates, times, exact words and witnesses

    Detailed notes help an investigation. Report the behaviour using your employer's procedure.

  20. Question 20 of 25

    Your supervisor is the person harassing you. How should Ontario harassment programs handle this?
    Show answer

    Answer: B. The program must give another way to report when the employer or supervisor is the alleged harasser

    Ontario requires an alternative reporting route for when the supervisor or employer is the alleged harasser.

  21. Question 21 of 25

    A former partner of a co-worker keeps showing up at the site making threats. What should you do?
    Show answer

    Answer: D. Treat it as a safety risk: report to the employer, follow the safety plan, and call police for threats

    Domestic violence that reaches the workplace is a workplace hazard. Employers must take reasonable precautions, and threats are a police matter.

  22. Question 22 of 25

    Under the Criminal Code, which conduct can be criminal harassment if it makes someone reasonably fear for their safety?
    Show answer

    Answer: A. Repeatedly following or communicating with them, watching their home or workplace, or threatening conduct

    Section 264 lists repeated following or communication, besetting or watching a home or workplace, and threatening conduct.

  23. Question 23 of 25

    After a violent incident, what support must an Alberta employer offer a worker who reports an injury or symptoms?
    Show answer

    Answer: A. Advise them to see a health professional of their choice, with treatment during work hours counted as time at work

    Alberta requires support for affected workers, including advising them to see a health professional of their choice.

  24. Question 24 of 25

    Which is the safest way for a guard to respond to an angry person who is shouting but not violent?
    Show answer

    Answer: C. Stay calm, keep a safe distance and an exit route, use a calm voice, and call for help if it escalates

    De-escalation and keeping your own safety first reduce the chance of violence.

  25. Question 25 of 25

    Can an employer punish a worker for reporting harassment in good faith?
    Show answer

    Answer: D. No; reprisals against workers who report or use their rights are not allowed

    Ontario law forbids penalizing workers for reporting or exercising their rights, and good policies protect good-faith reports.

What to know before the test

  • The Canada Labour Code defines harassment and violence as any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness.
  • Ontario employers must review workplace violence and harassment policies at least once a year.
  • In Alberta, violence includes domestic and sexual violence, and employers must investigate every incident.
  • In B.C., workers must report bullying and harassment to their employer, and reasonable management action is not bullying.
  • CCOHS lists security workers among higher-risk occupations for workplace violence.

Frequently asked questions

Which law applies to my workplace?

Most security companies follow their province's or territory's occupational health and safety law. Federally regulated workplaces, such as airports, banks and interprovincial transport, follow the Canada Labour Code.

Is a strict supervisor harassing me?

Not usually. Fair, reasonable management, such as assigning work, scheduling, evaluating performance and fair discipline, is not harassment. Repeated insults, threats or humiliation are.

Can I refuse work because I feel unsafe?

Occupational health and safety laws give a right to refuse dangerous work. In Ontario this includes a likely danger of workplace violence, but not harassment alone. Follow the refusal process in your province.

What should I do right after an incident?

Get to safety, get medical help if needed, call police for assaults or threats, report to your employer, and write down what happened while it is fresh.

Is the certificate accredited or officially recognised?

No. It is a private certificate of completion for knowledge only. It is not recognised, accredited or approved by any government, licensing body, regulator or educational institution, and it does not replace the security licence training required in your province or territory.

Sources

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