Workplace Violence, Harassment, Bullying & Weapons Program

Workplace Violence, Harassment, Bullying & Weapons Program

Purpose
To ensure all Kelly Services employees are aware of the procedures to follow if:

  • You are a victim of workplace violence, harassment, bullying or an incident involving weapons
  • You become aware of an incident of workplace violence, harassment, bullying or one involving weapons
  • You observe inappropriate behaviour related to workplace violence, harassment, bullying or weapons

Benefits to ensuring employees are aware of proper procedures to follow in the event of an incident and promptly reporting workplace violence:

  • Initiates Human Resources (HR) and the Safety Department (SD) personal protection guidance and response/assistance
  • Minimizes injury, damage to property, and business disruption
  • Ensures the appropriate engagement and liaison with law enforcement
  • Provides necessary data for the assessment of future risk and opportunities for policy updates/corrective actions
  • Assists in ensuring the return to normal operations as quickly as possible
  • Fosters business relationships through the successful resolution of potentially violent situations

Scope
This program applies to all full-time and temporary Kelly Services employees.

Procedure
Kelly Services is committed to:

  • Eliminating or if that is not reasonably practicable, controlling, the Hazard of harassment, bullying or violence in the workplace; and
  • Ensuing employee safety and doing everything we can as an Employer to prevent the placement of our employees in unsafe work environments.

Kelly will investigate any incidents of harassment, violence or bullying and take corrective action to address these incidents.

Kelly will not disclose the circumstances related to an incident of violence or harassment or the names of the complainant, the person alleged to have committed the violence or harassment, and any witnesses, except:

  • Where necessary to investigate the incident or to take corrective action, or to inform the parties involved in the incident of the results of the investigation and any corrective action to be taken to address the incident,
  • Where necessary to inform workers of a specific or general threat of violence or potential violence, or
  • As required by law.

Kelly will disclose only the minimum amount of personal information that is necessary to inform workers of a specific or general threat of violence of potential violence.

Kelly wants to ensure that this policy is not intended to discourage a worker from exercising rights pursuant to any other law, including the Alberta Human Rights Act.

Refer to this task instruction when you become aware of an incident of workplace violence, harassment, bullying, one involving weapons or observe inappropriate behaviour during work.

Also, refer to the Harassment Policy and the Talent Handbook.

  1. When an immediate threat to your safety or the safety of others exists, contact law enforcement immediately by calling 911, take cover, lock doors/windows, ensure you have access to a phone or evacuate.
    • In a medical emergency, immediately seek first aid and emergency medical assistance.

  2. Full-time Kelly services staff should contact their HR Business partner or the Senior Manager – Human Resources.

  3. Kelly temporary employees should contact their Branch representative.

  4. Provide the details of the incident or behavior and the following information:
    • Your name, title, branch # and location
    • Name(s) and contact information of aggressor(s) and relationship to Kelly and victim(s)
    • Name(s) and contact information of victim(s) or subject(s) of aggressor’s behavior
    • Name(s) and contact information of other individuals directly or indirectly involved in the incident, and a description of each person’s participation
    • Name(s) and contact information of any witnesses
    • Time and location of the incident
    • Events immediately preceding the incident that may have contributed to its occurrence
    • Exact wording of the threat
    • Description of behavior by aggressor(s) to substantiate intent to follow through on any threat
    • Description of apparent physical and emotional state of aggressor(s)
    • Description of behavior by victim(s) or subject(s) of aggressor(s)
    • Description of apparent physical and emotional state of victim(s) or subject(s) of aggressor(s)

Note: Kelly employees are obligated to report all incidents of workplace violence, regardless of whether the preceding information is available to them—and, regardless of the nature of the relationship between the various people involved (e.g., a co-worker, supervisor, or relative).

Upon notification of the incident, HR/Safety Dept will take the following steps:

  • Initiate an investigation, develop a response strategy, and engage internal or external resources (it corporate Safety & Security dept at Kelly Services World HQ)
  • Give prompt assistance to affected individual(s), branch/department, customer, and law enforcement.
  • Engage or support the engagement of law enforcement, if the situation requires the removal of an aggressor from the premises.
  • Provide guidance on follow-up steps, customer relations, and seek and/or support prosecution of the aggressor(s).

Definitions

  • Workplace Violence - Workplace violence is an act of aggression, physical assault, or threatening behavior that occurs in a work setting and causes physical or emotional harm to customers, coworkers, or managers
  • Harassment – Aggression, intimidation, unwanted touching, offensive comments, sexual or physical assault, lewd comments.
  • Bullying – the use of force, threat, or coercion to abuse, intimidate, or aggressively to impose domination over others
  • Weapon - device designed to injure or kill: a device designed to inflict injury or death on an opponent (i.e. knife, gun etc.)

Training
All initial employee training will take place during the orientation stage of the Hiring/Registration process. 

Roles & Responsibilities
Kelly Services is responsible for meetings its legal obligation to assess the work environment in an effort to ensure a safe work environment for all Kelly employees and to provide worker training by a competent trainer.

Every employee/worker is responsible for following these procedures, reviewing the available program material, reporting unsafe working conditions and participating in required training.

Contact
If you have questions regarding this policy, consult your manager for further guidance.

If you are a Manager and need assistance interpreting the policy, contact your Human Resources Business Partner.

For Kelly Temporary Employees contact your local Kelly Services representative.

Kelly Services’ Business Conduct & Ethics Reporting Hotline at 877-978-0049 or www.integrity-helpline.com/kellyservices.jsp.