What the source explains
The guidance discusses forms of violence and harassment, workplace risk factors and the role of a prevention policy. Its approach helps organisations avoid a narrow definition limited to severe physical injury. Canadian legal references belong to that jurisdiction, while the policy-writing questions can inform a local discussion. Staff should not be expected to make a legal determination before reporting a concern.
Using this reading in your hospital
Add recognisable examples to local instructions: a direct threat, repeated intimidation, unwanted sexual conduct or a physical assault. Explain the difference between requesting urgent assistance and reporting an event for follow-up. Make sure a legitimate complaint about care is not automatically categorised as aggression.
A question for your team
Would two staff members reading your policy agree about where to report a threatening phone call?
Original source
- Canada guidance · Violence and harassment in the workplace ↗Canadian Centre for Occupational Health and Safety · Source checked 2026-09-10
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