PassEveryTest
Polski

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.

  • Kurs
  • Kanada
  • Pytania: 25
  • Sprawdzono 11 października 2026

W skrócie

Ten bezpłatny kurs obejmuje około 30 minut lekcji i test z 25 pytaniami. Uzyskaj co najmniej 80%, aby pobrać zaświadczenie o ukończeniu (prywatne, nieakredytowane). Sprawdzono z oficjalnymi źródłami 11 października 2026.

Zacznij od lekcjiHarassment and Violence Prevention: Lessons: ok. 30 min czytania. Każde pytanie testowe jest omówione w lekcjach.

Czego się nauczysz

  • 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

Uzyskaj co najmniej 80%, aby pobrać certyfikat.

  1. Pytanie 1 z 25

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

    Odpowiedź: 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. Pytanie 2 z 25

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

    Odpowiedź: 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. Pytanie 3 z 25

    In Ontario, workplace harassment is described as what?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 4 z 25

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

    Odpowiedź: 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. Pytanie 5 z 25

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

    Odpowiedź: 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. Pytanie 6 z 25

    In Alberta, can a single incident be harassment?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 7 z 25

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

    Odpowiedź: B. At least once a year

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

  8. Pytanie 8 z 25

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

    Odpowiedź: 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. Pytanie 9 z 25

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

    Odpowiedź: 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. Pytanie 10 z 25

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

    Odpowiedź: 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. Pytanie 11 z 25

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

    Odpowiedź: C. Every incident

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

  12. Pytanie 12 z 25

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

    Odpowiedź: C. At least two years

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

  13. Pytanie 13 z 25

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

    Odpowiedź: 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. Pytanie 14 z 25

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

    Odpowiedź: 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. Pytanie 15 z 25

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

    Odpowiedź: 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. Pytanie 16 z 25

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

    Odpowiedź: C. Within three months of starting

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

  17. Pytanie 17 z 25

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

    Odpowiedź: 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. Pytanie 18 z 25

    Which is an example of workplace violence according to CCOHS?
    Pokaż odpowiedź

    Odpowiedź: 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. Pytanie 19 z 25

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

    Odpowiedź: 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. Pytanie 20 z 25

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

    Odpowiedź: 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. Pytanie 21 z 25

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

    Odpowiedź: 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. Pytanie 22 z 25

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

    Odpowiedź: 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. Pytanie 23 z 25

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

    Odpowiedź: 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. Pytanie 24 z 25

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

    Odpowiedź: 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. Pytanie 25 z 25

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

    Odpowiedź: 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.

Co warto wiedzieć przed egzaminem

  • 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.

Najczęściej zadawane pytania

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.

Czy zaświadczenie jest akredytowane lub oficjalnie uznawane?

Nie. To prywatne zaświadczenie o ukończeniu, wyłącznie dla Twojej wiedzy. Nie jest uznawane, akredytowane ani zatwierdzone przez żaden rząd, organ licencyjny, regulatora ani instytucję edukacyjną i nie zastępuje żadnej licencji, certyfikacji ani szkolenia wymaganych przez prawo.

Źródła

Powiązane testy