The Policy of ‘Zero Tolerance’ Toward Violence

1. Policy
   • CCTCMA is committed to providing a safe study and work environment for all employees, students, patients, and visitors. The College proclaims “zero-tolerance” for violence and therefore will not tolerate any acts of violence by or against any employee, contractor, student, patient, or visitor.
2. Scope
   • This policy applies to all students and staff of the CCTCMA.
3. Definition
   • ” Violence” means:
     • The exercise of physical force by a person against an individual that causes or could cause physical injury.
     • An attempt to exercise physical force against an individual that could cause physical injury.
     • A statement or behaviour that it is reasonable for an individual to interpret as a threat to exercise physical force against the individual.
4. Responsibility
   • Each member of CCTCMA is responsible for creating an environment that is free from workplace violence. Employees and students are required to report any violence or any serious potential of a violent situation immediately to the instructor, office manager, and principal.
   • Instructors/Supervisors are required to prevent and discourage violence in the workplace. Anyone in a management position who becomes aware of workplace violence or its serious potential of it within CCTCMA is expected to promptly deal with the situation in consultation with the Principle.
   • Co-workers are also expected to prevent and discourage violence in the workplace. Any co-worker who has witnessed an event or becomes aware of any circumstances that could lead to violence in the workplace should make every effort to inform their Instructor/Supervisor or the Principle of the potential for violence.
   • The instructors and office manager have the duty to advise if a co-worker or a student has any history of violent incidents. In situations where a CCTCMA employee or independent contractor or a student has been identified as a potential danger to co-workers or another student, the office manager or the Principle will assess the level of risk and determine whether co-workers or students need to be advised.
   • The office manager, the instructor, and the Principle are responsible for communicating this policy to all employees as well as ensuring that reported incidents are dealt with in the prescribed manner.
     • There is a workplace violence program that implements this policy. It includes measures and procedures to protect individuals from workplace violence, a means of summoning immediate assistance and a process for individuals to report incidents or raise concerns.  CCTCMA will ensure this policy and the supporting program are implemented and maintained and that all individuals have the appropriate information and instruction to protect them from violence in the workplace.
5. Procedure
   • Complaints of violence must be reported immediately to the office manager or the Principle, or if in immediate danger, to security staff. Complaints should be made to your instructor unless your instructor is the problem or is unavailable in which case the complaint should be directed to the office manager or the Principle.
   • All reported incidents will be reviewed under the following guidelines:
     • Any report of violence in the workplace will be followed promptly by a thorough investigation.
     • All incidents will be kept confidential to the fullest extent possible and will be disclosed to such individuals necessary to permit the proper investigation and response to the complaint. No one will be involved in the investigation or response except those with a need to know. However, confidentiality may be compromised in cases where it is necessary to conduct an investigation and uphold this policy and/or to implement remedial and/or protective measures and/or in cases where it is required by law.
     • Anyone who is found to have violated this policy is subject to corrective action up to and including immediate discharge. Corrective action will depend on the severity of the offence. Action will be taken to prevent an offence from being repeated.  In addition, individuals may be subject to action under the Criminal Code of Canada.
     • Retaliation will not be permitted against anyone who makes a complaint or who co-operates in an investigation.
   • If a complaint is made, the Office Manager/Principle will carry out the following procedure:
     • Meet with the complainant to ascertain the concerns.
     • Impress upon the complainant and the respondent that the information provided will be treated in a strictly confidential manner and disclosure will be limited to that required to investigate and work towards a resolution.
     • Keep records of all meetings and document all contacts associated with each complaint.
     • Prepare a statement of the complaint including all relevant dates, events, names of witnesses and other relevant information.
     • Meet with the witnesses identified and prepare written statements for their signature to ensure greater accuracy.
     • Meet with the person who is being accused of infringement of rights, to provide him or her with an opportunity to respond.
     • If the complaint is deemed valid, appropriate remedial or disciplinary action will be taken.
   • The College is committed to providing support services to victims of violence. Confidential counselling will be available to employees or students who are experiencing personal problems in relation to violence or who are victims of violence.