SECTION A Procedures: Foundations and Basic Commitments

Prairie Spirit School Division’s Commitment

At Prairie Spirit School Division, we are committed to providing a safe work environment for all of our staff.  Management recognizes the potential for violence or threats against staff.  Actions have been taken to identify possible sources of violence and to implement a violence prevention program to eliminate or minimize risk.

What Is Violence?

As defined in Part 11 of The Workplace Safety and Health Regulation, M.R. 217/2006:

“Violence” is the attempted or actual exercise of physical force against a person and any threatening statement or behaviour that gives anyone reason to believe that physical force will be used against them. 

Violence is Against the Law

Canada’s Criminal Code prohibits violence.  An employee has a right to live and work without being subjected to violence.  This policy outlines what to do if:

• an employee is subjected to threats or violence at work,

• a supervisor or an employee becomes aware of a violent situation. 

Employee Rights and Responsibilities

• Employees are entitled to work free from violence.

• Employees are responsible for working together in a professional manner and resolve issues in a non-violent manner.

• Employees are to bring issues to their supervisor if they cannot be mutually resolved.

• Employees must report incidents of violence or threats to their supervisor.

• Employees must cooperate in the investigation of a violent incident.

• Anyone who gives evidence or information in an investigation, or is involved in the process must keep this information confidential, except when it is necessary to deal effectively with the issue.

Employer Responsibilities

• The Board will ensure, as much as reasonably practical, that no employees are subjected to violence in the workplace.

• Corrective action will be taken with anyone who subjects an employee to violence.

• School Administration will not disclose the name of a complainant or the circumstances of the complaint to anyone except where disclosure is:

  • necessary to investigate the complaint

  • required to take corrective action

  • required by law

• any information that is disclosed will be the minimum required for the purpose.

• School Administration will ensure all employees are aware of the risks of violence in the workplace and provided with training opportunities to deal with potentially violent situations.

See also CF-P1, CF-P5, CFA-E1

 Prairie Spirit School Division’s violence prevention policy is not intended to discourage or prevent anyone from exercising any other legal rights under any other law. 

Prairie Spirit School Division, its administrators and supervisors are responsible for creating a safe working environment that is free from violence.  Anyone aware of violence in the workplace must bring it to the attention of administration so the issue can be addressed immediately. 

Where Might Violence Occur?

At Prairie Spirit School Division, employees working with potentially aggressive or violent students have the highest risk of exposure to violence. 

Employees associated with the highest risk of violence exposure may include (in alphabetical order):

• Bus Drivers

• Custodians

• Educational Assistants

• Librarians

• School Administrators

• Teachers, including resource teachers, school counsellors, and school social work clinicians

Steps to Eliminate or Reduce the Risk of Violence

The risk for workplace violence is assessed on an on-going basis by the School Administrator.

Prairie Spirit School Division has protocols for identifying students and/or individuals who have demonstrated increased risk for violent behaviours:

• Threat Risk Assessment

• Harassment

SECTION A Procedures: Foundations and Basic Commitments

File: CFA - P1

VIOLENCE PREVENTION

Safe work procedures have been developed to inform and train employees about the risks of violence. Safe work procedures on violence prevention include:

• Review of the violence prevention policy with all staff including but not limited to:

• emergency preparedness plan

• working alone or in isolation

• individual student safety plans

• Employees must follow any plans reviewed with them and supervisors must ensure the plans are followed.

• Working Effectively with Violent or Aggressive Students (WEVAS) training, if applicable

• Radio communication is provided to all bus drivers.

See also ED-P0

Notification of Risk

Any time there has been a change in the nature or extent of the risk of violence, the School Administrator will provide employees (and volunteers, if applicable) with all of the information available, including personal information, within the limitations of the law. Information will be provided to the extent necessary for the purpose.

If Violence Occurs (Immediate Care)

Employees will be:

• encouraged to seek medical help from their healthcare providers

• encouraged to seek referrals for post-incident counselling, if required

• given the opportunity to be examined by a doctor and transported to a medical facility, if required.

Employees will keep all existing benefits while under treatment or counselling.

How to Report Incidents of Violence

1. If the situation has or is likely to escalate into a physical act of violence, contact the police immediately and activate school safety procedures.

2. An employee must report all threats or acts of violence to their immediate supervisor.

3. The supervisor and/or any other persons designated by the supervisor, will complete the Incident and Accident Report Form.

4. If the incident meets the definition of a “serious incident” as defined by Part 2 of the Workplace Safety and Health Regulation, the supervisor will immediately notify the Superintendent.

5. The superintendent or alternate will complete the Manitoba Education Serious Incident Report.  The form is meant to capture the information about incidents which are deemed serious enough to be brought to the attention of the Department.

6. The supervisor will notify the Manitoba Workplace Safety and Health Division (as outlined under the section, Incident Investigation).

Incident Investigation

When an incident of violence has occurred and been reported, the following steps will be taken:

1. The Superintendent, the supervisor and any other persons required, will complete an investigation into the incident.

2. All information available and relevant to the violent incident will be provided to the Superintendent and/or an identified divisional support team.

3. The investigation results will be summarized.

4. The Superintendent or alternate will contact Manitoba Education and Early Childhood Learning by using the Serious Incident Report Form link as soon as reasonably possible. 

5. Progress on implementing any recommendations will be provided to staff and if applicable, it will be noted on the safety and health committee minutes.

Annual Report

A summary of each investigation report (in accordance with Workplace Health & Safety regulations - Section 11.7(1) and (2)) will be included in the annual workplace report on violence produced every April. The annual report on violence will be provided by the Superintendent to the school administrators for dissemination to staff no later than June 1 of each year.

Employees Affected by Violence

Employees who have been victims of violence will be:

• given the opportunity to be examined by a doctor and transported to a medical facility, if required.

• encouraged to seek medical help from their healthcare providers.

• encouraged to seek referrals for critical incident debriefing, if required.

• provided reasonable resources and/or supports, if requested.

• observed by the school administrator to ensure no residual long term effects go unchecked.

Employees will keep all existing benefits while under treatment or counselling.

Members of Manitoba Teachers’ Society may receive support and services under the Educator Assistance Program.

If a support staff employee gets medical help or misses work, both the employer and employee must file a report of injury with the Workers Compensation Board.

The incident and its effects will be reviewed with reasonable steps taken to accommodate employees involved in the incident.

Follow up to a Violent Incident/Debriefing

Debriefing and reflection of a violent incident investigation greatly assists the School Division to develop and ensure overall protocol continues to improve prevention of violence in the workplace.

• What was helpful?

• What worked?

• What could have been done differently?

• What did you learn going through this process?

• What policy/procedural changes need to be considered?

Any assistance and/or report on the process can be forwarded to the Division Office for the purposes of reviewing this policy.

Revised February 28, 2018

Revised January 8, 2025