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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.

  • Kurso
  • Canada
  • 25 tanong
  • Sinuri noong Oktubre 11, 2026

Mabilis na sagot

Ang libreng kursong ito ay may mga 30 minuto ng aralin at pagsusulit na may 25 tanong. Kumuha ng 80% o higit pa para ma-download ang sertipiko ng pagkumpleto (pribado, hindi accredited). Sinuri laban sa mga opisyal na sanggunian noong Oktubre 11, 2026.

Magsimula sa mga aralinHarassment and Violence Prevention: Lessons: mga 30 minutong pagbasa. Saklaw ng mga aralin ang bawat tanong sa pagsusulit.

Ang matututunan mo

  • 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

Kumuha ng 80% o higit pa para ma-download ang iyong sertipiko.

  1. Tanong 1 ng 25

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

    Sagot: 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. Tanong 2 ng 25

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

    Sagot: 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. Tanong 3 ng 25

    In Ontario, workplace harassment is described as what?
    Ipakita ang sagot

    Sagot: 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. Tanong 4 ng 25

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

    Sagot: 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. Tanong 5 ng 25

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

    Sagot: 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. Tanong 6 ng 25

    In Alberta, can a single incident be harassment?
    Ipakita ang sagot

    Sagot: 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. Tanong 7 ng 25

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

    Sagot: B. At least once a year

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

  8. Tanong 8 ng 25

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

    Sagot: 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. Tanong 9 ng 25

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

    Sagot: 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. Tanong 10 ng 25

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

    Sagot: 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. Tanong 11 ng 25

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

    Sagot: C. Every incident

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

  12. Tanong 12 ng 25

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

    Sagot: C. At least two years

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

  13. Tanong 13 ng 25

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

    Sagot: 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. Tanong 14 ng 25

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

    Sagot: 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. Tanong 15 ng 25

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

    Sagot: 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. Tanong 16 ng 25

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

    Sagot: C. Within three months of starting

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

  17. Tanong 17 ng 25

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

    Sagot: 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. Tanong 18 ng 25

    Which is an example of workplace violence according to CCOHS?
    Ipakita ang sagot

    Sagot: 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. Tanong 19 ng 25

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

    Sagot: 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. Tanong 20 ng 25

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

    Sagot: 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. Tanong 21 ng 25

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

    Sagot: 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. Tanong 22 ng 25

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

    Sagot: 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. Tanong 23 ng 25

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

    Sagot: 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. Tanong 24 ng 25

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

    Sagot: 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. Tanong 25 ng 25

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

    Sagot: 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.

Ang dapat malaman bago ang pagsusulit

  • 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.

Mga madalas itanong

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.

Accredited ba o opisyal na kinikilala ang sertipiko?

Hindi. Ito ay pribadong sertipiko ng pagkumpleto para lamang sa kaalaman. Hindi ito kinikilala, hindi accredited at hindi inaprubahan ng anumang pamahalaan, ahensyang nagbibigay ng lisensya, regulator o institusyong pang-edukasyon, at hindi nito pinapalitan ang anumang lisensya, sertipikasyon o pagsasanay na hinihingi ng batas.

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