Workplace Harassment and Violence Prevention Course 2026

1. Pregunta 1 de 25

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

   • AOnly physical assault causing injury
   • BOnly threats made in writing
   • COnly conduct by a manager
   • DAny 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
   Ver respuesta

   Respuesta: 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. Pregunta 2 de 25

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

   • AA statement or behaviour a worker could reasonably see as a threat of physical force
   • BA fair performance review
   • CA disagreement about a work method
   • DA manager changing a worker's schedule
   Ver respuesta

   Respuesta: 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. Pregunta 3 de 25

   In Ontario, workplace harassment is described as what?

   • AOnly physical contact
   • BA course of vexatious comment or conduct that is known or ought to be known to be unwelcome
   • CAny instruction from a supervisor
   • DA single polite disagreement
   Ver respuesta

   Respuesta: 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. Pregunta 4 de 25

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

   • ASpreading malicious rumours
   • BReasonable action by a supervisor to manage and direct work, such as fair discipline
   • CUnwanted sexual comments
   • DRepeated insults about a worker's accent
   Ver respuesta

   Respuesta: 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. Pregunta 5 de 25

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

   • ANo, it is a private matter
   • BYes, violence includes domestic and sexual violence
   • COnly if it happens at home
   • DOnly if police lay charges
   Ver respuesta

   Respuesta: 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. Pregunta 6 de 25

   In Alberta, can a single incident be harassment?

   • AYes, harassment can be single or repeated conduct
   • BOnly if a supervisor did it
   • COnly if it is written down
   • DNo, it must happen at least three times
   Ver respuesta

   Respuesta: 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. Pregunta 7 de 25

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

   • AEvery five years
   • BAt least once a year
   • COnly after an injury
   • DNever, once written
   Ver respuesta

   Respuesta: B. At least once a year

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

8. Pregunta 8 de 25

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

   • AOnly in hospitals
   • BNever
   • COnly when there are 100 workers
   • DWhen six or more workers are regularly employed
   Ver respuesta

   Respuesta: 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. Pregunta 9 de 25

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

   • AGive the guard the information needed to protect themselves, limited to what is necessary
   • BKeep it secret for privacy
   • CPost the client's full history online
   • DNothing
   Ver respuesta

   Respuesta: 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. Pregunta 10 de 25

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

    • AOnly with a doctor's note
    • BNo; a worker may refuse because of a danger of workplace violence, but harassment alone is not grounds for refusal
    • CYes, always
    • DOnly on weekends
    Ver respuesta

    Respuesta: 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. Pregunta 11 de 25

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

    • AOnly those involving the public
    • BOnly those reported in writing
    • CEvery incident
    • DOnly those causing injury
    Ver respuesta

    Respuesta: C. Every incident

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

12. Pregunta 12 de 25

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

    • A30 days
    • BThey do not need to keep them
    • CAt least two years
    • DTen years
    Ver respuesta

    Respuesta: C. At least two years

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

13. Pregunta 13 de 25

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

    • AAfter an incident shows a need, after changes that affect risk, when the committee asks, or every three years
    • BEvery month
    • CNever
    • DOnly when a new owner takes over
    Ver respuesta

    Respuesta: 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. Pregunta 14 de 25

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

    • APost about it online
    • BIgnore it to avoid trouble
    • CQuit immediately
    • DReport it to the employer
    Ver respuesta

    Respuesta: 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. Pregunta 15 de 25

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

    • AEvery month
    • BOnly once
    • CEvery ten years
    • DAt least every three years
    Ver respuesta

    Respuesta: 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. Pregunta 16 de 25

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

    • AOnly if they ask
    • BBefore retirement
    • CWithin three months of starting
    • DWithin five years
    Ver respuesta

    Respuesta: C. Within three months of starting

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

17. Pregunta 17 de 25

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

    • AWorking in a team during the day
    • BDealing with the public, enforcing rules, handling cash, and working alone or late at night
    • CHaving a desk job
    • DWorking with computers
    Ver respuesta

    Respuesta: 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. Pregunta 18 de 25

    Which is an example of workplace violence according to CCOHS?

    • AA training session
    • BA polite email
    • CA fair schedule change
    • DThreats made through gestures or by damaging property
    Ver respuesta

    Respuesta: 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. Pregunta 19 de 25

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

    • AKeep a record of dates, times, exact words and witnesses
    • BRespond with insults
    • CDelete all messages
    • DWait until it stops on its own
    Ver respuesta

    Respuesta: 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. Pregunta 20 de 25

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

    • AYou must go straight to court
    • BThe program must give another way to report when the employer or supervisor is the alleged harasser
    • CYou cannot report
    • DYou must still report to that supervisor
    Ver respuesta

    Respuesta: 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. Pregunta 21 de 25

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

    • ATell the co-worker to stay home forever
    • BIgnore it; it is a personal matter
    • CFight the person
    • DTreat it as a safety risk: report to the employer, follow the safety plan, and call police for threats
    Ver respuesta

    Respuesta: 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. Pregunta 22 de 25

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

    • ARepeatedly following or communicating with them, watching their home or workplace, or threatening conduct
    • BSaying hello at work
    • CSending one birthday card
    • DAsking a question at a meeting
    Ver respuesta

    Respuesta: 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. Pregunta 23 de 25

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

    • AAdvise them to see a health professional of their choice, with treatment during work hours counted as time at work
    • BA transfer to another city
    • COnly a written warning
    • DNothing
    Ver respuesta

    Respuesta: 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. Pregunta 24 de 25

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

    • ATurn your back and walk away without a word
    • BGrab the person's arm
    • CStay calm, keep a safe distance and an exit route, use a calm voice, and call for help if it escalates
    • DShout back to take control
    Ver respuesta

    Respuesta: 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. Pregunta 25 de 25

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

    • AOnly if the report is not proven
    • BYes, if the report is inconvenient
    • COnly for part-time workers
    • DNo; reprisals against workers who report or use their rights are not allowed
    Ver respuesta

    Respuesta: 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.

Teclado: 1–4 para responder, Intro para la siguiente pregunta.