2019 Shoeless Joe's Bill 132 & 168 Test

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1. TRUE or FALSE: Respectful workplace is free from unlawful discrimination and harassment, but it involves more than compliance with the law. It is a work environment that is free of inappropriate or unprofessional behavior and consistent with ethics and values – a place where everyone can do his or her best, and where people are free to report workplace concerns without fear of retaliation or reprisal.

TRUE FALSE

2. The Company Goal in creating a Respectful Workplace is: (Multiple Choice)

A. To have a work environment that reflects and values the best in everyone, where people treat each other respectfully and professionally, and where individual differences are valued. B. Any harassment or unprofessional or inappropriate behavior, even if not illegal, interferes with that goal and will not be tolerated. Unlawful discrimination is also prohibited. C. This Principle applies in the workplace and to outside activities and interactions that can affect the workplace, such as work events and other Shoeless Joe’s sponsored activities. D. All of the above

3. (Multiple Choice) Our company has specific policies & procedures in creating a RESPECTFUL WORKPLACE environment. The principles provide a common set of values to guide actions. Decisions not covered under the policy, an employee should consider these questions when deciding whether an action meets the standards of this Principle.

1. Is this action consistent with SJSG corporate values of uncompromising honesty and integrity? 2.Can this action withstand public scrutiny? 3.Will this action protect SJSG reputation as an ethical company? 4. What is the most popular action to not upset the team? 5. 1,2,3 are correct. 6. All of the above

4. (MULTIPLE CHOICE) Bill 132 was regulated on what day?

A. March 8, 2016 B. September 1, 2016 C. September 8, 2016 D. January 1, 2017

5. (MULTIPLE CHOICE) What is the main impact for Employers from Bill 132?

A. A new statutory duty for employers to investigate “incidents and complaints” of workplace sexual harassment, so an employer is required to investigate even if there is not a formal complaint made. (this is about behaviour/conduct in the workplace). B. A Ministry of Labour inspector can order an employer to conduct an investigation by a third party, if there is an incident and the employer fails to investigate, or if it’s determined that the investigation was biased, failed to include the necessary parties, or was otherwise flawed. (this could mean legal council) C. Under the new legislation, both parties must be informed in writing of the investigation results and of any corrective action, even though employers are not currently required to prepare written reports, or inform anyone of the investigation results. D. None of the above E. A, B, C ONLY

6. With Bill 132 & 168 Employers must ensure the following:

A. They have a Workplace Violence & Harassment Policy and Program in place which includes wording on workplace investigations that complies with Bill 132 B. They have trained all their employees on these policies and programs C. This policy is reviewed annually (For employers with 6 of more employees) D. Someone has received training on investigating workplace harassment complaints; or should have access to an unbiased third party that can investigate complaints E. They train all supervisors on workplace harassment so they can identify “incidents and complaints” of workplace harassment. F. All of the Above G. None of the above

7. Bill 132 definition on Sexual Harassment is best defined as:

A. Engage in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome; B. Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant, or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome. C. Both A & B

8. The new statutory duty for employers with respect to investigation once a claim is brought forward by a Team Member is:

A. Employers duty to investigate “incidents and complaints” of workplace sexual harassment, so an employer is required to investigate even if there is not a formal complaint made. B. Employers duty to investigate “incidents and complaints” of workplace sexual harassment, so an employer is required to investigate only if a formal complaint is made. C. Employers duty to investigate “incidents and complaints” of a workplace sexual harassment, so an employer is required to investigate only if there is a witness present.

1. Which is a form of workplace violence or harassment:

A. Psychological B. Physical C. Sexual D. All of above

2. TRUE or FALSE. Under Occupational Health and Safety Legislation, only some employers need to take precautions to protect their workers in the workplace.

TRUE FALSE

3. TRUE or FALSE. The workplace is any place where an employee does work, and includes any off-site places where the employee goes to transact business.

TRUE FALSE

4. Workplace violence may be inflicted by:

A. An employee, supervisor or manager B. Former volunteer, student or supplier C. Next of kin D. All of the above

5. Which of these is considered co-worker violence:

A. Between supervisors and subordinates B. Between workers of different employers C. Between a worker and an outside contractor

6. TRUE or FALSE. Violence is more than just physical abuse.

TRUE FALSE

7. Workplace violence can include:

A. Verbal abuse B. Pushing or kicking 2 C. Malicious Pranks D. All of the above

8. Most incidents of workplace violence are committed by:

A. Relatives of the victim B. Casual acquaintances C. Individuals well known to the victim D. Males

9. Which of the following are risk factors for workplace violence:

A. Isolated work area B. Poor lighting outside C. High crime areas D. Lack of training and support E. All of above

10. Gestures intended to injure or maim and can be fatal, is a definition of:

A. Psychological Intimidation B. Sexual Harassment C. Grievous Assault D. Destructive Behavior

11. A harmful work environment is a work environment:

A. That is detrimental B. That is enjoyable C. That is not harmful to someone D. None of above

12. TRUE or FALSE. Once people cross that moral, ethical or professional barrier into violence, it’s a lot easier for them to do it the next time.

TRUE FALSE

13. TRUE or FALSE Poor personal hygiene & personality changes, is a warning sign of violent behavior.

TRUE FALSE

14. Personal belongings should be:

A. Secured at the workplace B. Kept at home C. Carried in a pocket or purse D. Locked in a vehicle- out of view.

15. What is required for working alone:

A. Develop a check in plan B. Ensure contact can be made i.e. cell phone, 2way radio, etc C. Initiate buddy system D. All of above

16. A person speaking loudly, gesturing wildly and making threats is a sign of:

A. A morning greeting B. Asking a job related question C. Giving instruction D. An aggressive situation

17. When dealing with a potentially violent situation you should:

A. Make physical contact with the individual. B. Arrange yourself so that your exit is not blocked C. Promise the person anything they want D. Get in the middle of the situation and be the hero

18. If at any time you feel threatened or believe your safety is in jeopardy, you should:

A. Remove yourself immediately from the situation. B. Try to resolve the situation C. Call for assistance D. Both a and b E. Both a and c

19. TRUE or FALSE. Workplace harassment is defined by the Ontario Health and Safety Act as. “Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”

TRUE FALSE

20. TRUE or FALSE. Harassment only occurs at one level within the workplace.

TRUE FALSE

21. TRUE or FALSE. Personal harassment may include unwelcome behavior, conduct or communication that is directed at a person.

TRUE FALSE

22. Sexual harassment is not defined as:

A. Gender specific. B. Any comment or conduct of a sexual nature that is likely to cause an employee offence or humiliation. C. Any unwelcome, unsolicited sexual comments, gestures, physical contact or demands for sexual favors.

23. According to SJSG Workplace Violence Policy, Management will be responsible to:

A. Ensure safe work procedures are in place B. Train staff C. Make staff aware of the nature and extent of risk they face at work D. All of above

24. SJSG Workplace Violence and Harassment Policies will be reviewed:

A. Minimum of monthly B. Maximum of annually C. As needed D. None of above

25. According to SJSG Workplace Harassment Policy, staff will be responsible to:

A. Report incidents when next seeing their supervisor B. Attend provided training C. Follow procedures to prevent harassment D. Both B and C

Please read the below caption and check the button to acknowledge that you have received your training. Afterward please enter your name in the field below and ensure the date is correct.

I have received my WORKPLACE VIOLENCE & HARASSEMENT TRAINING by way of PRESENTATION facilitated by my location’s management team. The Training included the new Bill 132 content and training. With my signature below, I fully acknowledge, understand, accept, agree to and comply with all of the information described in my training. I understand that this may not address every situation that may arise during my employment and/or volunteer responsibilities, and therefore endeavor to the best of my ability to exercise professional judgment, and consult my manager, when such circumstances arise.

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SHOELESS JOE'S - 2019 -BILL 132 & 168 TEST

BILL 132 - Workplace Violence and Harassment

BILL 168 - Workplace Violence and Harassment