Violence Prevention and Protection Policy

Policy Number: CS-1402-2012

Policy Title: Violence Prevention and Protection Policy

Policy Owner: Chief Human Resources Officer & Security Services

Effective Date: February 1, 2012

Last Revised: June 17, 2026

Last Reviewed: June 17, 2026

1. Purpose

Mohawk College (the “college”) is committed to ensuring a safe working and learning environment that recognizes the dignity and worth of all employees and students. All interactions, practices, and processes are conducted to ensure respect and inclusivity. The college is actively working to recognize and eliminate all forms of discrimination and system barriers. Every effort is made to preserve the sense of dignity and belonging of all diverse college community members, knowing that this is integral to the college’s collective work experience and well-being.

This Policy is consistent with the Human Rights Code (“Code”) and the Occupational Health & Safety Act (OHSA) and should be read in conjunction with the applicable collective agreement provisions. This Policy also complies with the Strengthening Accountability and Student Supports Act, 2024. This Act includes the Ontario Minister’s Anti-Racism/Anti-Hate Directive.

This Policy outlines how to report concerns and file complaints and establishes guidelines to improve the safety and security of the college community. It explains how the organization will respond to threats or acts of violence on college premises or at college-related events and describes steps to help prevent similar incidents from happening again.

2. Application and Scope

This Policy applies to all members of the college community, contractors and suppliers who experience, witness or are made aware of an act of violence, or threats of violence. This policy also applies to external organizations that lease college space, operate on college property, or are directly connected to any college initiative.

This Policy applies to all activities that occur while on college-owned or leased property or while at other location(s) where an employee may be located as a result of their employment, or while an employee is engaging in college business activities or at college-related events.

3. Definitions

“Anti-discrimination” is the practice of treating everyone fairly and equally, regardless of personal characteristics or background. It actively opposes unfair treatment based on traits that individuals cannot control. This approach focuses a person's abilities, qualifications, and character rather than surface-level differences. Anti-discrimination efforts aim to level the playing field so that everyone can participate fully in society without facing unnecessary barriers or prejudice. Ultimately, it embraces our differences while recognizing our shared humanity and commits to judging people by their actions and merits rather than preconceived notions or stereotypes.

“Anti-hate” refers to actions, attitudes, or policies that oppose or counter hatred, discrimination, and prejudice against individuals or groups based on their identity characteristics. Key aspects of anti-hate include:

Actively opposing prejudice and discrimination;
Promoting equality and respect for all people;
Challenging hateful speech, actions, or ideologies;
Supporting and protecting targeted individuals or groups, and
Educating others about the harm caused by hate.

Anti-hate efforts can take many forms, such as:

Policies to protect vulnerable groups;
Educational content to promote understanding and tolerance;
College community initiatives to build inclusive environments, and
Reporting and countering hate crimes and incidents.

The goal of anti-hate work is to create a college culture where all people are treated with dignity and respect, regardless of identity characteristics, i.e. Indigeneity, race, sexual orientation, gender, and disabilities.

“College Community” includes employees, students, volunteers, consultants, visitors to campus and contractors.

“Discrimination” is any form of unequal treatment, whether intentional or not, that is based on the “Protected Grounds” under the Code. See additional definitions below for Systemic Discrimination and Workplace Discrimination.

Examples of discrimination may include, but are not limited to:

Refusal to work with a person based on protected grounds;
Decisions of recruitment, promotion, pay increases or employment practices based on one or more of the protected grounds, and
Indirect actions and behaviours such as microaggressions.

“Domestic Violence” may also be referred to as domestic abuse, family violence, intimate partner violence, intimate partner abuse, marital violence, spousal abuse, violence or assault, and gender-based violence. Although domestic violence can be experienced by any gender, the leading cause of injury in Canada among women is domestic violence. Domestic violence tactics and actions inflict subtle and obvious harm and are used by people in intimate relationships to maintain power and control over another person. Domestic violence may be committed by partners, ex-partners, relatives and/or family friends. Detailed guidance regarding how to address this type of violence is available in the Sexual Assault and Sexualized Violence Policy.

“Employee” sometimes referred to as personnel or a worker is a person hired to perform work for the college under the terms of a collective agreement, the Terms and Conditions of Employment for Administrative Employees or an individual employment contract.

Other people who will be treated as employees for the purpose of this Policy include:

A secondary school student who performs work or supplies services without pay. They work as part of a work experience program permitted by the school board that governs the school in which the student is enrolled;
A person who performs work or supplies services for no monetary compensation under a program approved by a college of applied arts and technology, a university, or other post-secondary institutions, and
Other persons approved to perform work or supply services to the college for no monetary compensation.

“Intimidation”, according to the OHSA, refers to actions by an employer, supervisor or another person that attempt to discourage or prevent a worker from exercising their rights under OHSA.

“Positive space” is a place that is open and welcoming to people with marginalized sexual orientations and/or gender identities, including people who identify as 2SLGBTQIA+.

“Protected Grounds” also known as Prohibited Grounds refers to various characteristics, identities, or groups that people belong to, which are protected by the Code from discrimination and harassment in employment, services, goods, facilities, and housing. An individual can identify as belonging to more than one protected ground or group, i.e. people with intersectional identities.

The protected grounds are:

Race: Group based on physical traits such as skin colour.
Ancestry: Family lineage or heritage.
Place of origin: Country or region of birth.
Colour: Skin tone or pigmentation.
Ethnic origin: Cultural background or identity.
Citizenship: Legal membership in a nation.
Creed: Beliefs, spirituality or religious faith.
Sex (includes pregnancy and breastfeeding): Registered biological classification at birth
Sexual orientation: Attraction to specific genders.
Gender identity: Personal sense of gender.
Gender expression: External presentation of gender.
Age: Length of time lived.
Record of offences: History of criminal convictions.
Marital status: Relationship status (single, married, common law, divorced, separated, widowed).
Family status: Family relationships and responsibilities.
Disability: Social barriers to participation based on physical or mental abilities.

“Reprisal” is any act of retaliation that occurs because a person has complained of, or provided information about, an incident of workplace violence.

“Safe space” is similar to Inclusive spaces, Accountable spaces and Brave spaces. Safe space is both a physical and an ideological space. It is a space where people are free to take risks and take part in discussions about difficult topics. It is also used to describe marginalized groups who seek respect, safety, trust, and inclusion with like-minded and/or individuals with similar lived experiences.

“Safety Plan” is a documented process designed to help mitigate the risk of an act or acts of violence towards an individual.

“Supervisor (Manager)” is a person who has charge over a workplace or authority over an employee as defined by the OHSA.

“Temporary Direction” refers to an order by Security Services directing a person to leave and remain off campus, off college property and away from college-related events for a period of time. This direction is limited for the duration of the investigation and is not punitive in nature.

“Threat” is a statement or action that can be reasonably interpreted as an intention to inflict pain, injury or damage even in the absence of any threat to immediate bodily harm.

“Violence Risk Assessment Team (VRAT)” is a cross-functional team of trained professionals from different departments, including but not limited to, Security Services Student Rights and Responsibilities Office and Human Resources, who assess, investigate and provide management strategies in response to potential concerns or threats of violence to the college community.

“Weapon” is any object, or anything that looks like an object, that is used, designed, or intended to cause injury or death to a person. A weapon may also be anything used for the purpose of threatening, intimidating, causing fear, or physical damage.

“Workplace Harassment” is defined in the OHSA and the Code as:

A course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome; or
Workplace sexual harassment.

Harassment can also result from a single serious comment or action, and it does not matter whether the harasser intended to harm or annoy the other person. Workplace harassment can involve unwelcome words or actions that are known or should be known to be offensive, embarrassing, humiliating, or demeaning to an employee or group of employees in a workplace. It can also include behaviour that intimidates, isolates, or discriminates against the targeted individual(s).

Examples of workplace harassment may include, but are not limited to:

Making remarks, jokes or innuendos that demean, ridicule, intimidate or offend;
Displaying or circulating offensive pictures or materials in print or electronic form;
Bullying (includes Cyberbullying);
Making repeated offensive or intimidating phone calls or emails;
Gossiping or spreading rumours;
Belittling an employee’s opinions, and/or
Making false or unfounded complaints against someone.

In addition to contravening this Policy, workplace harassment may violate the Code, where the course of comment or conduct is linked with a protected ground.

Examples of discriminatory harassment under the Code may include, but are not limited to:

Unwelcome remarks, jokes, innuendos, or taunting that disparage or ridicule a person's membership in one of the protected grounds;
Practical jokes based on one of the protected grounds which cause awkwardness or embarrassment;
Displaying or electronically transmitting discriminatory pictures, jokes or other offensive material;
Condescending behaviour which undermines self-respect based on a person's membership in one of the protected grounds;
Offensive gestures based on a person's membership in one of the protected grounds;
Refusing to converse or work with an employee because of their inherent background, or for any other protected ground, and
Imitating a person's accent, speech, or mannerism.

Harassment does not include:

Reasonable action taken by the college or a manager relating to the management and direction of employees or the workplace, even if there are unpleasant consequences for the employee.

Examples include:

Appropriate direction, delegation or discipline administered under the course of supervision;
Job assessment and evaluation;
Workplace inspections;
Requesting medical documents in support of an absence from work or accommodation;
Disciplinary action, and
Normal workplace conflict that may occur between individuals, involve differences of opinion or minor disagreements between employees.

Differences of opinion or disagreements between employees are acceptable, so long as they do not infringe upon any protected grounds outlined in the Code.

“Workplace Violence” according to the OHSA workplace violence is:

The exercise of physical force in the workplace by a person against an employee that causes or could cause physical injury to the Worker;
An attempt to exercise physical force against a worker in the workplace, that could cause physical injury to the worker;
A statement or behaviour that is reasonable for an employee to interpret as a threat to exercise physical force against the worker, in a workplace that causes physical injury.

4. Principles

The college is committed to preventing violence and creating a safe space for anyone in the college community.
The college is expected to be a safe and positive space where members of the college community are able to work, learn and express themselves in an environment free from violence and harm.
All reported incidents of violence will be investigated to the best of the college’s ability and in a manner that ensures due process.
The college recognizes workplace violence as an occupational hazard and is committed to providing an environment free from violence.
Violence is unacceptable and will not be tolerated. All members of the college community are encouraged to report incidents of violence.

4.1 Education and Training

The college is responsible for posting a copy of this Policy and communicating to all employees, students, visitors and contractors that violence is prohibited at the college. Such communication will include ongoing, proactive education/prevention campaigns and training employees in violence prevention measures.
All college employees will be oriented to this Policy and trained in the response and reporting procedures outlined above.
As it relates to anti-violence, the college offers regular training sessions and content on anti-racism, inclusion, de-escalation strategies and the complaint process for all members of the college community. For more information regarding employee training, please visit Working At Mohawk through MyMohawk.

4.2 Domestic Violence

In situations where the college (as the employer) becomes aware that a domestic violence situation exists that would likely expose an employee, other workers or members of the college community to physical injury while in the workplace, the college will take reasonable precautions to protect the employee(s), including, the development of a safety plan with Security & Emergency Management and Health, Safety and Wellness. Please refer to the Sexual Assault and Sexualized Violence Policy for additional information.

4.3 Persons with a History of Violence

In situations where an individual may encounter a person with a history of violent behavior in the workplace or on college-owned or leased property, the college will take every reasonable precaution to protect the individual. These precautions include identifying potential risks through a Hazard Risk Assessment, reporting incidents, alerting for immediate assistance, and investigating and addressing incidents or complaints of workplace violence as soon as concerns are raised.

4.4 Hazard Identification and Risk Assessment (Hazard Risk Assessment)

The college will ensure violence risk assessments are conducted to evaluate the risks of violence that may arise from the nature of the workplace, the type of work required, or the conditions under which the work is to be performed. These assessments are completed based on the role.
Supervisors, in conjunction with Health Safety and Wellness, are responsible for conducting violence risk assessments for their departments and implementing controls for those risks. The assessments will be conducted on a regular basis or sooner if the risk of violence increases. These assessments will be completed in accordance with the OHSA. The college will inform the Joint Health and Safety Committee (JHSC) of the results of any workplace violence assessment. For more information about the JHSC, please contact the Director, Health, Safety and Wellness.

5. Accountability and Compliance

5.1 Accountability Framework

This Policy impacts college employees and, therefore, consultation occurred with various key college members before approval by the Senior Leadership Team.

5.2 Compliance

The Chief Human Resources Officer and Security Services will be responsible for monitoring compliance with this policy.

6. Rules

6.1 Confidentiality

It is understood that the information provided and/or alleged during the reporting may be of a sensitive nature, with implications for the individual’s reputation, rights to privacy and confidentiality.
The college is committed to protecting the privacy of individuals and the confidentiality of information and will balance the need to ensure the safety and security of students and employees against requirements for maintaining confidentiality of information.
Information will only be shared with necessary college officials and services to prevent harm.
The college will only disclose personal information reasonably necessary to protect the individual.

6.2 Violent Incidents/Threats of Violence and Non-Urgent Threats

Incidents involving statements or behaviours which do not present an immediate risk of physical harm but make the individual feel threatened or otherwise concerned about their safety must be immediately reported. Examples of such unwanted activity include a threatening comment, note, email, voicemail, gesture or behaviour such as stalking.

Reporting avenues include Immediate Supervisor, Human Resources, Faculty Member, Student Rights and Responsibilities Office, Security & Emergency Management or Health, Safety and Wellness.

6.3 Domestic Violence

Individuals in personal relationships involving domestic violence are encouraged to report their concerns to their Immediate Supervisor or Security & Emergency Management to provide awareness and allow the college to enhance their safety.

The college will take reasonable precautions in the circumstances to protect the employee and/or student, through the development of an individual safety plan with Security & Emergency Management and Health, Safety and Wellness.

6.4 Persons with a History of Violence

An employee must immediately inform their Immediate Supervisor if there is the potential for encountering on college property a person known to them as an individual with a history of violence and if the risk of violence is likely to expose the employee to physical injury. The Immediate Supervisor must assume responsibility for informing Security & Emergency Management.

Anyone who becomes aware of a person exhibiting behaviour that may lead to violence must immediately contact Security Services. Examples of such behaviour include inappropriate discussions or communication via email, websites or in essays, fascinations with death or weapons or anti-social behaviour.

6.5 Threatening Behaviour

Anyone who becomes aware of a person exhibiting behaviour that may lead to violence must immediately contact Security & Emergency Management. Examples of such behaviour include:

Inappropriate discussions
Inappropriate communication via email, websites or in essays
Fascinations with death or weapons, or
Anti-social behaviour.

6.6 Weapons

All employees, students and visitors are required to immediately report to Security Services about any possession of a weapon on college property or during a college-approved activity.

6.7 Concerns

All individuals are encouraged to report persons of concern to Security Services.

6.8 Record Retention

Records will be kept in accordance with the Access to Student Records Policy, or the Employee Information Policy.

7. Policy Revision Date

7.1 Revision Date

June 17, 2027

7.2 Responsibility

The Chief Human Resources Officer and Security Services will be responsible for monitoring the effectiveness of this policy reviewing it on an annual basis or more frequently as necessary.

9. Attachments

Appendix A – Procedure for Reporting

10. Specific Links

Ontario Government and Legislation:

Occupational Health and Safety Act

Mohawk College Policies and Documents:

CS-1321-2024 Employee Code of Conduct Policy

CS-1401-1979 Health and Safety Policy

GC-4302-2015 Sexual Assault and Sexualized Violence Policy

SS-3200-2006 Student Behaviour Policy

Collective Agreements and Terms:

Academic Staff Collective Agreement

Full-time Support Staff Collective Agreement

Part-time Support Staff Collective Agreement

Terms and Conditions of Employment for Administrative Staff

Appendix A - Procedures for Reporting

1. In the Event of an incident of violence

Employees are required to report incidents of violence to their supervisor and the supervisor will contact security to seek help in assessing/responding to the situation. If warranted, call 911 if the situation requires immediate medical and/or law enforcement personnel. If the incident involves a supervisor, contact security immediately. Document the observed behaviour in question and complete an incident report. If necessary, employees should secure their own safety and the safety of others.

2. Investigation

The college is committed to handling all incidents of violence and threats of violence. Security Services will respond and investigate all reported incidents of violence and threats of violence, always keeping the safety of the college community as its first priority. The Investigation will be undertaken promptly, be objective and thorough. Security Services may activate the Violence Risk Assessment Team in the event of an incident of violence. A Temporary Direction may be issued if it is determined that the continued presence of an individual could constitute risk of danger or the potential for additional violence to the college community or that the continued presence of the individual could be perceived to interfere in an investigation.

The college may initiate or continue an investigation in the absence of an employee or student request to do so.
Violations of this policy will result in disciplinary action and/or other sanctions, up to and including expulsion and termination. In doing so, the college will act in accordance with established collective agreements, terms and conditions of Employment, the Code of Conduct Policy, the Respectful Workplace, Anti-Discrimination and Anti-Harassment Policy and other college policies.

3. Protection from Reprisals, Retaliation or Threats

The college will not tolerate retaliation against individuals making good faith reports as referenced in the Violence Prevention and Protection Policy.
If an individual is shown to have initiated proceedings under this policy and procedures, in the college will take the necessary action
Interference with the conduct of an investigation or retaliation against a complainant or witness, whether the complaint was substantiated or unsubstantiated, will not be tolerated.
Where the complainant is an employee under the supervisor of the respondent, the recipient of complaints may, where it is feasible to do so and at the complainant’s request, reassign either the complainant or the respondent to different duties, pending the resolution of the complaint.

Individuals who become involved in or witness an incident involving violence or the threat of violence are required to:

Ensure their own safety
Do what is safely possible to ensure the affected individual’s safety
Contact Security Services immediately or call 911 if necessary
Make a formal statement to Security Services

4. Accountability and Reporting

For cases of violence that are discrimination or hate related, the college publishes an annual report on the website detailing:

The number and types of complaints received;
General descriptions of incidents (protecting individual privacy);
Outcomes and resolution timelines, and
Any disciplinary measures taken.