Alberta Works Week connects Albertans and employers

Alberta Works Week connects Albertans and employers

April 24, 2017 Media inquiries

Government is working with community partners to host more than 100 career events in 40 communities during Alberta Works Week, April 24-28.

Events include job fairs, career planning and resume writing workshops, as well as information sessions on nutrition and wellness in the workplace.

"Alberta’s shifting labour market is making career and employment services more important than ever. Alberta Works Week events help young and unemployed Albertans explore their career options, research training programs and find jobs. With our community partners throughout the province, we are working to make life better for Albertans and help them to achieve long-term career success."

Irfan Sabir, Minister of Community and Social Services

This fifth annual Alberta Works Week, a partnership between Community and Social Services and Labour, supports the Alberta Jobs Plan aimed at diversifying the economy, creating good jobs, and supporting families and communities.

"Our government is committed to making life better for all Albertans. Alberta Works Week is a great opportunity to connect students and job seekers with the employment and training services they need to achieve success in a modern, diverse workforce. These events will help Albertans gain meaningful employment."

Christina Gray, Minister of Labour

Statistics Canada’s labour market survey for March reports Alberta’s labour market is gaining traction. Employment rose by more than 20,000 full-time jobs in March, the strongest jobs gain among the provinces. The gains occurred in full-time, private-sector employment, which is a positive sign for Alberta’s labour market.

A number of government-funded community agencies will be participating in local Alberta Works Week events including Directions for Immigrants and Talent Pool.

"Since moving to Calgary in 2014, Directions for Immigrants has continually provided me with incredible support, both in the very initial period of job search, professional development, and in networking with professionals in industries. It has also connected me with the Talent Pool for a position that is consistent with my experience and aspirations. My work and professional exposure at Talent Pool is providing me with opportunities to be creative, learn and grow further as a professional and develop an in-depth understanding of Alberta based social agencies and their work."

Farah Kaleem, Calgarian who benefited from government- supported employment services

Last year, more than 8,000 Albertans attended nearly 70 Alberta Works Week events in 30 communities across the province.

Related information



Media inquiries

Kate Toogood

780-918-1616
Press Secretary, Community and Social Services

Andrew Hanon

780-217-1218
Communications, Labour

 

Efficiency rebates support home improvements

A new Energy Efficiency Alberta program will support homeowners and local Alberta contractors through rebates for insulation, tankless hot water heaters and windows.

Beginning April 28, rebates of up to $3,500 will be available for eligible home improvement products, including insulation for attics, basements and above-grade walls. Tankless hot water heaters (ENERGY STAR® certified) and triple glaze (low-e, argon) windows will also be available.

To qualify, homeowners must select from a list of Alberta-based registered contractors on efficiencyalberta.ca to install eligible products. Contractors will guide homeowners through the application. Rebates will go directly to the homeowner once each project is complete.

“Energy efficiency makes life more affordable for Albertans. It also creates good jobs. The Home Improvement Rebate will make a practical difference for Alberta families while supporting local contractors and helping to diversify our economy.”

Shannon Phillips, Minister of Environment and Parks and Minister Responsible for the Climate Change Office

“An efficient home is a more comfortable and affordable home. As the Residential Retail Products Program gets fully underway, Albertans will have many opportunities to invest in a wide range of efficiency products to improve their own homes.”

Monica Curtis, CEO, Energy Efficiency Alberta

Contractors who wish to be added to the registry can apply at efficiencyalberta.ca. They must complete a short training course and meet the following criteria:

  • be a legally registered business in Alberta
  • have current liability insurance
  • have current Workers’ Compensation coverage

“All Weather Windows is thrilled to be participating in the Alberta Home Improvement Rebate program. Programs like these are beneficial for Albertans, helping them make informed decisions about energy-efficient products while also saving money on energy costs.”

Richard Scott, president and CEO of All Weather Windows

“During these challenging economic times, companies and households have to focus their spending. Programs like this will help Albertans become more efficient while supporting local businesses. We can’t wait to get started.”

Francis Gough, SuperGreen Solutions Western Canada

The Home Improvement Rebate is one part of Energy Efficiency Alberta’s Residential Retail Products Program, a $24-million program providing opportunities to purchase energy-efficient appliances and products. More details on other products in the program will be coming soon.

Quick facts

There are three components to Energy Efficiency Alberta’s Residential Retail Products Program:

  • Home Improvement Rebates: You can buy eligible products and have them installed by a certified contractor to receive rebates.
  • Online Rebates: You will be able to buy qualifying clothes washers, refrigerators and smart thermostats, and apply for rebates online.
  • Instant Rebates: You can receive instant point-of-sale rebates on eligible products, such as LED lights, programmable thermostats, water-saving devices, smart power strips and heavy-duty timers. 
Media inquiries

Brent Wittmeier

587-985-5104
Press Secretary, Environment and Parks

B.C. Liberals, NDP, and Greens participating in election forum on clean growth

Mary Polak, George Heyman, and Andrew Weaver to speak at online event

VANCOUVER / COAST SALISH TERRITORY — Prominent candidates from British Columbia’s three major political parties will face questions about the clean economy and climate action at a public forum on Thursday, April 20.

Presented by the Pembina Institute, Pacific Institute for Climate Solutions, and Clean Energy B.C., Clean Growth and the 2017 B.C. Election will feature Mary Polak of the B.C. Liberal Party, George Heyman of the B.C. NDP, and B.C. Green Party leader Andrew Weaver.

During the lunch-hour online event, the trio of politicians will take questions from a panel of industry and community leaders who represent a broad range of perspectives.

The public and media are invited to attend via telephone or web (free of charge), but online registration is required. Spaces are limited, so signing up early is recommended.

Clean Growth and the 2017 B.C. Election

Date: Thursday, April 20, 2017

Time: 12 p.m. to 1 p.m. (PDT)

Register: pembina.org/BCClimateVote

Candidates:

  • Mary Polak — B.C. Liberal Party (Langley)
  • George Heyman — B.C. NDP (Vancouver-Fairview)
  • Andrew Weaver — B.C. Green Party (Oak Bay-Gordon Head)

Panellists:

  • Judith Sayers (Kekinusuqs) — adjunct professor, Gustavson School of Business, University of Victoria
  • Sybil Seitzinger — executive director, Pacific Institute for Climate Solutions
  • Tony Gioventu — executive director, Condominium Home Owners’ Association of B.C.
  • Bryan MacLeod — manager of clean energy development and operations, Clean Energy B.C. 

Moderator: Josha MacNab — B.C. director, Pembina Institute

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Join the conversation on Twitter: #BCClimateVote

Share the event on Facebook: Clean Growth and the 2017 B.C. Election

Contact

Stephen Hui
Communications Lead, Pembina Institute
778-987-7654
stephenh@pembina.org
Tw: @StephenHui

Building Act Update: BC Energy Step Code

Dear Stakeholders:

 

I am pleased to announce the introduction of the BC Energy Step Code, as an amendment to the BC Building Code, effective immediately.   The BC Energy Step Code is the result of a substantial consensus building process with a broad range of stakeholders over the past two years.  Their contributions to this ongoing project have been invaluable.

 

As a technical regulation, the BC Energy Step Code is a voluntary compliance path within the BC Building Code (Subsections 9.36.6. and 10.2.3. of Division B).  It establishes progressive performance targets (or steps) that support market transformation from the current energy-efficiency requirements in the BC Building Code to net zero energy ready buildings by 2032. The transition to net zero ready buildings by 2032 is a key commitment of the Province’s Climate Leadership Plan.  

 

The BC Energy Step Code only applies to new construction of the following building types:

§  Residential (Part 9) – Province-wide.

§  Multi-unit residential and commercial (business and personal services and mercantile) – only in climate zone 4 (i.e., Lower Mainland, southern Vancouver Island, southern Okanagan).

 

Building owners may voluntarily build to the requirements in the BC Energy Step Code. Incentives are available for achieving higher standards.

 

In addition to being a voluntary standard for builders, the BC Energy Step Code may also be referenced in local government bylaws and policies, enabling province-wide consistency of energy efficiency requirements across jurisdictions and replacing a patchwork of varying requirements. On December 15, 2017, section 5 of the Building Act will render local government bylaws with technical building requirements of no legal force, unless the bylaws concern what the Building Act calls ‘unrestricted matters.’  Local governments wishing to require higher energy-efficiency standards than those in the BC Building Code may now do so in a consistent and predictable way using the BC Energy Step Code.

 

Two matters have been added to the Building Act General Regulation’s unrestricted matters list to support local government use of the BC Energy Step Code: the conservation of energy, and the reduction of greenhouse gas emissions.  These two matters are unrestricted with two conditions:

 

 Local governments may not require buildings to be constructed except in conformance to a step in sections 9.36.6.3. or 10.2.3.3. of Division B of the British Columbia Building Code, and

 Local governments may not modify the requirements or impose requirements in addition to those in sections 9.36.6. or 10.2.3. of Division B of the British Columbia Building Code.

 

The Province has prepared a guide to explain the provincial policy supporting the BC Energy Step Code and its use and application by local governments and other local authorities. Additional educational materials and training opportunities will be available from the Energy Step Code Council in the coming months.

 

Please visit our website for more information.

 

Questions about the BC Energy Step Code can be directed to the Building and Safety Standards Branch at Building.Safety@gov.bc.ca.

 

Please share this information as appropriate with others in your organization.

 

Sincerely,

 

 

Andrew Pape-Salmon, P.Eng., MRM, FCAE

Executive Director

Building and Safety Standards Branch

 

Albertans get better deal with new trade agreement

April 07, 2017 Media inquiries

Alberta businesses, investors and workers will have easier and increased access to Canada-wide markets, including government tenders in other provinces and territorities, under the new Canadian Free Trade Agreement (CFTA).

Companies and workers from other provinces and territories have long benefited from Alberta’s open markets. The new agreement brings other Canadian jurisdictions in line with Alberta standards, levelling the playing field for Alberta businesses.

“The CFTA is a good deal for Alberta, and we look forward to its implementation. By creating a more open and stable domestic marketplace, we are improving opportunities for Alberta businesses, allowing them to innovate, grow and create jobs.”

Rachel Notley, Premier

Signed earlier today by federal, provincial and territorial trade ministers, the new CFTA establishes a comprehensive framework for internal trade that makes Canada’s domestic market more modern and competitive for all Canadians.

It provides a clear set of trade rules and resolution processes that will make it easier for Alberta businesses to access opportunities from coast to coast to coast. It also includes plans for a single-access web portal for all provincial, territorial and federal government tenders.

“Alberta’s small businesses have a bigger economic impact than small businesses anywhere else in the country. That’s why our focus is to make it even easier for our businesses  to get their world-class products and services to Canadian markets as we work together to diversify our economy, create jobs and make life better for Alberta families.”

Deron Bilous, Minister of Economic Development and Trade

While simplifying market access across the country for local companies and workers, Alberta officials also worked to ensure fair treatment of Albertans at home. That included negotiating policy flexibility to allow the government to pursue priorities such as investments in renewable and alternative energy and local economic development.

The CFTA will come into effect on Canada’s 150th birthday, on July 1, 2017. It replaces the existing Agreement on Internal Trade (AIT) that has been in force since 1995. Alberta has been a signatory to the AIT for the past 22 years and actively participated in the CFTA negotiations.

Alberta exports to the rest of Canada totalled $63 billion in 2015.

Media inquiries

Jean-Marc Prevost

587-988-4119
Press Secretary, Economic Development and Trade

Municipal solar savings

Government and municipalities are celebrating the success of the Alberta Municipal Solar Program. 

Municipal solar savings

Since the program launched in 2016, 18 municipalities have received almost $2 million in rebates to offset solar installation costs for 28 projects, with many more to come.

The past year’s projects support 60 jobs and will save municipalities a combined $391,600 on power bills annually. The province will also see greenhouse gas emissions reductions equivalent to taking 13,906 cars off the road for one year. Relying on clean energy generation like solar means cleaner, quality air – which means better health for Albertans.

“Municipalities are valuable leaders in helping Alberta achieve 30 per cent renewable energy by 2030. Between this program, the On-Farm Solar PV Program and the recently announced Residential and Commercial Solar Program, people across the province have a number of excellent opportunities to generate their own electricity. This means lower costs, reduced emissions and hundreds of jobs in the renewable energy sector.”

Shannon Phillips, Minister of Environment and Parks and Minister Responsible for the Climate Change Office

Run by the Municipal Climate Change Action Centre, the $5-million Alberta Municipal Solar Program provides rebates to municipalities that install solar panels on buildings such as offices, fire halls and community centres.

“The AMSP enables Alberta’s rural municipalities to make important investments in solar at the local level and to showcase its benefits to the wider community. We look forward to continuing to work collaboratively with the province to support renewable energy generation in our communities.”

Al Kemmere, president, Alberta Association of Municipal Districts and Counties

“Municipalities across the province are demonstrating climate leadership through investments in solar projects. The first 18 projects completed through the AMSP will reduce greenhouse gas emissions by over 62,000 tonnes.”

Lisa Holmes, president, Alberta Urban Municipalities Association

“This is just the beginning of the solar surge in Alberta and there's a lot more in store for the future of renewable energy in our province. The government’s recent renewable energy programs and policies have provided a framework for stability and security in the solar and renewables industry, with the promise of more investment and job creation.”

David Kelly, chief executive officer, SkyFire Energy Inc.

“Harnessing the sun is nothing new for rural Alberta, as we use that resource to produce our safe, clean food products. It is a logical step to use that same source to produce safe, clean energy. In a carbon-constrained future, those economies that have invested in renewable energy will reap the benefits of those technologies.” 

Bruce Beattie, reeve, Mountain View County

Media inquiries

Brent Wittmeier

587-985-5104
Press Secretary, Environment and Parks

Gaping holes revealed in Arctic oil-spill response plans

Major weaknesses in response preparedness mean remote Arctic communities face almost certain environmental catastrophe in the event of an oil spill from large shipping vessels, reports released by WWF-Canada today reveal.

The research uncovered major issues with the state and availability of oil-spill response equipment, limited training resources and unreliable communications infrastructure, which, combined with a rise in shipping in the Arctic and extreme weather events, leaves Arctic communities increasingly vulnerable.

Community members are often the first responders to any spill, and need access to effective and reliable equipment to contain and clean up oil. Heavy fuel oil (HFO) is the standard marine fuel for cargo ships, tankers and large cruise ships. It is also one of the world's dirtiest, most polluting ship fuels, and the most difficult to clean up.

Gaps in oil spill response capacity are outlined in two parallel assessments for the Beaufort region in the western Arctic and Nunavut in the east. The reports found that:

·         Only a small number of coastal communities have access to the most basic oil-spill response equipment from the Canadian Coast Guard.

·         The communities that do have equipment say it is irregularly maintained, too few community members are trained to use it, and that some communities don't have a key to access the storage containers.

·         Harsh weather conditions, periods of prolonged darkness and the presence of sea ice make most standard oil-spill response equipment ineffective.

·         Remote locations mean response times for large-scale cleanup and storage equipment can be more than 10 times longer than in waters south of 60 degrees' latitude.

·         Lack of reliable communications infrastructure makes it difficult for communities to call for assistance, and for responders to communicate with those on land during an oil-spill response.

The consequences of an oil spill in remote communities include:

·         Contamination of important habitat for wildlife such as polar bears, walrus, seabirds and seals, as well as narwhals, belugas and bowhead whales.

·         Long-term destruction of fish habitat, a staple of the Arctic diet.

·         Wide-reaching contamination if oil gets trapped under sea ice and travels to communities hundreds of kilometres away.

However, a third report outlines a framework for creating oil spill response plans in Nunavut's remote communities.

Though the chances of a large-scale oil spill in the Arctic are currently small, the consequences would be significant. As sea ice melts and ship traffic increases, there is an opportunity now, while traffic is still relatively low, to put measures in place to respond to spills, or prevent them from happening in the first place. Because sparsely populated Arctic communities assume the risk of spills, they need both adequate equipment and response plans specifically tailored to the extreme Arctic environment.

Recommendations from the reports include:

·         Phase out the use by ships of HFO, the most toxic and difficult to clean up of any marine fuel in the Arctic.

·         Align response time standards in the North with those south of 60 degrees latitude.

·         Develop community-based response plans.

·         Increase funding for training of community responders.

·         Consult with Inuit organizations on decisions that affect Arctic communities, and use both scientific and traditional knowledge to identify preferred shipping routes and areas to be avoided.

David Miller, WWF-Canada president and CEO, says:
"Arctic wildlife, including polar bears, walrus, sea birds, as well as belugas, narwhals and bowhead whales, would be severely harmed in the event of an oil spill. The aftermath would also be felt in Arctic communities that depend on healthy waters for their food. Shipping will be part of the economic development crucial to creating robust, healthy northern communities, but we must ensure these opportunities also benefit nature. Now is the time to put measures in place that will help protect coastal communities and Arctic wildlife."

Andrew Dumbrille, WWF-Canada senior specialist, sustainable shipping, says:
"Shipping in the Canadian Arctic is only going to increase. We've already seen a large cruise ship traverse the Northwest Passage, and new proposals for increased shipping for major mining projects are emerging due to longer open-water periods. The gaps identified in these reports are extremely concerning. It is not right that these communities should bear the heavy consequences of a ship-based oil spill, and not be given the tools and training necessary to limit the damage. We need to make serious changes to oil-spill response plans in the Arctic before our luck runs out."

About World Wildlife Fund Canada
WWF-Canada creates solutions to the environmental challenges that matter most for Canadians. We work in places that are unique and ecologically important, so that nature, wildlife and people thrive together. Because we are all wildlife. For more information, visit wwf.ca.

Slide requires Peace Country Highway 2 repairs

The southbound climbing lane on Highway 2 south of the Peace River near Dunvegan will be closed due to slide activity. 

Alberta Transportation has been monitoring slide activity at the site and has ordered the closure as a safety precaution. The lane closure will likely be in place starting this week and remain until fall 2017.

The planning and design for the necessary repair work is already complete and repairs are scheduled to occur over the summer.

The closure will be in place for less than one kilometre on Highway 2. One lane of traffic northbound and the remaining lane southbound will remain open for travellers.

Repairs will include a minor realignment of the road, paving and the construction of a retaining wall, followed by the reclamation of the old section of highway.

The new, paved highway realignment is expected to be open this fall. However, retaining wall construction and other final road works are expected to be completed in summer 2018.


Media inquiries

Safe speeds can save lives

Nearly one in four fatal collisions involves unsafe speeds.  

Speed Campaign June 2015

Driving even a few kilometres over the posted speed limit can reduce your ability to deal with circumstances you may not expect and lessens the effectiveness of seatbelts and other safety devices such as airbags and side impact beams.

“The faster you are driving, the less time you have to react to anything unexpected. Safe speed is an important aspect of traffic safety, along with safe vehicles, safe road users and safe infrastructure. We all share the responsibility to prevent injuries and deaths on Alberta’s roadways.”

Brian Mason, Minister of Transportation

“The consequences of speeding can be devastating and it’s just not worth it. Speed limits exist because they save lives. Even the best of drivers won’t be able to react to potential hazards on the road when travelling at higher speeds. Drivers need to respect the speed limits and drive according to traffic and weather conditions to make sure everyone gets home safely."

Insp. Steve Daley, Acting OIC Traffic Services, Alberta RCMP, K Division

Demerits for speeding range from two points (exceeding the posted limit by less than 15 km/h) to six points (exceeding the posted limit by more than 50 km/h). Fines for speeding also double when workers are present in construction zones. This includes workers on or near the road who are operating heavy equipment or doing other work in the construction zone.

Speeding facts

  • Between 2010 and 2014, 451 people in Alberta were killed and 11,753 were injured in collisions involving unsafe speed.
  • Motor vehicle collisions were the second leading cause (after falls) of head injury hospital admissions.
  • In the past 10 years, there was an average of 1,274 convictions each year for speeding more than 50 km/h over the speed limit.
  • Motorists must slow to 60 km/h, or less if the posted speed is lower, when in an adjacent lane passing emergency vehicles or tow trucks stopped with their lights flashing. Fines for speeding in these circumstances double.
  • A vehicle travelling at 50 km/h takes 37 metres to stop, while one moving at 110 km/h needs 126 metres to stop, nearly three times the distance.

Harassment and Violence in the Workplace: See it for What it is

It’s Sunday night and Maia is dreading her Monday morning and a supervisor who makes a habit of intimidating and humiliating her in front of her coworkers. This type of harassment plays out for many workers and is an issue that often goes unreported. The harm caused by workplace harassment and violence can affect and involve employees, clients, customers and visitors. Everyone is entitled to protection while on the job. 

When workplace harassment and violence is not defined it can go unnoticed and unreported. In some cases it is not immediately obvious to the victim or to coworkers who don’t recognize the signs and can’t see the harm that it is causing. Recognizing and reporting workplace harassment and violence is a step towards prevention.

Workplace violence

When we hear about workplace violence there is a tendency to think about physical violence such as hitting, shoving, kicking and threatening behaviour such as shaking fists and breaking or throwing objects. It can also be in the form of arguments, property damage, vandalism, theft, psychological trauma, anger-related incidents, rape, arson and murder. However violence also includes less obvious, but equally destructive, behaviours such as verbal or written threats, rumours, pranks and abuse such as swearing, insults or condescending language intended to cause harm.  

According to the Canadian Initiative on Workplace Violence, 1 in 5 violent incidents (including physical assault, sexual assault and robbery) occur in the workplace. Workplace violence is not limited to the incidents that occur within a traditional workplace. It can happen offsite at work functions such as conferences, training, tradeshows, social events, in clients’ homes or away from work (but resulting from work such as a threatening phone call at home from a client).

Workplace harassment

Harassment is a form of discrimination. It involves any unwanted physical or verbal behaviour that offends or humiliates someone. Generally, harassment is a behaviour that persists over time but serious one-time incidents can also sometimes be considered harassment.

Harassment occurs when someone makes unwelcome remarks or jokes based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, or pardoned conviction.

These repeated and persistent actions towards an individual can torment, undermine, frustrate or provoke a reaction from that person. It is a behaviour that with persistence, pressures, frightens, intimidates or incapacitates another person.  Individually, these behaviours may seem harmless; however it is the combined effect and repetitive characteristic of the behaviours that produce harmful effects. A 2014 Queens University poll found that 23% of Canadians have experienced workplace harassment.

Sexual harassment

Sexual harassment is any conduct, comment, gesture or contact of a sexual nature likely to cause offence or humiliation or that might, on reasonable grounds, be perceived as placing a condition of a sexual nature on employment or any opportunity for training or promotion.

A common occurrence not widely reported

Results from a 2014 Angus Reid survey on sexual harassment in Canada revealed that 3 in 10 Canadians said that they had been sexually harassed at work, but that very few reported this to their employers. The single biggest reason for not reporting was that they “preferred to deal with it on their own”. Other reasons for not reporting included embarrassment, not sure it was harassment, fear it would hurt their career, and the feeling that the issue was too minor.

Three-quarters of those Canadians surveyed said that the issue of sexual harassment in the workplace is an important issue and should get more attention. The same number also believed that it is widespread or at least a common occurrence.

Workplaces at risk

The type of work you do, where you work and the kind of interactions you have can put you at increased risk for violence and harassment. Some examples of high risk work include:

  • working with the public
  • handling money, valuables or prescription drugs
  • carrying out inspection or enforcement duties
  • providing healthcare
  • working with unstable or volatile persons
  • working where alcohol is served
  • working alone or in small numbers, in community-based settings, in taxis or buses
  • working during intense organizational change such as during a strike or downsizing

You are at high risk from workplace violence if you are a healthcare worker, correctional officer, social services employee, teacher, municipal housing inspector, public works employee or retail employee.

Impact

The human and financial costs of workplace harassment and violence are great.

First and foremost, employees experiencing harassment and violence can be affected physically and psychologically. Everyone reacts to these incidents in their own unique way, but common responses can range from low morale and productivity at work, changes in eating and sleeping patterns, denial, panic and anxiety, depression, fear, post-traumatic stress disorder (PTSD), and thoughts of suicide.

Organizations are also impacted. Decreased productivity, low morale, increased absenteeism and healthcare costs, and potential legal expenses can impact organizations that don’t take steps to prevent harassment and violence.

Employer responsibility

It is the legal duty of an employer to protect the mental and physical health of employees, and this includes protection from harassment and violence. Many provincial occupational health and safety acts now include harm to psychological well-being in the definition of harassment. Managers must not tolerate any violent behaviour including aggression, harassment or threats of violence. Violent or aggressive behaviours can hurt the mental health of everyone in the organization and create a psychologically unsafe work environment where employees are fearful and anxious.

Commitment from management is one of the most important parts of any workplace violence prevention program. This commitment is best communicated in a written policy that includes a system by which employees can report their experiences of harassment and violence.

Learning to recognize workplace violence for what it is is an important first step.

 Most Canadian jurisdictions have a "general duty provision" in their Occupational Health & Safety legislation, which requires employers to take all reasonable precautions to protect the health and safety of employees. More information on this topic is available in the OSH Answers fact sheet OH&S Legislation - Due Diligence. This provision includes protecting employees from a known risk of workplace violence.

Jurisdictions in Canada that have specific workplace violence prevention regulations include Alberta, British Columbia, Saskatchewan, Manitoba, Ontario, Nova Scotia, Newfoundland and Labrador and Prince Edward Island, as well as Canadian federally regulated workplaces (for those organizations that fall under the Canada Labour Code, Part II). Quebec has legislation regarding "psychological harassment", which may include forms of workplace violence. Many jurisdictions also have working alone regulations, which may have some implications for workplace violence prevention. Ontario also has specific harassment legislation.