{"id":7319,"date":"2026-10-25T09:46:25","date_gmt":"2026-10-25T08:46:39","guid":{"rendered":"https:\/\/fpss.lacsq.org\/?page_id=7319"},"modified":"2026-10-30T11:16:00","modified_gmt":"2026-10-30T10:16:00","slug":"qa-violence","status":"publish","type":"page","link":"https:\/\/fpss.lacsq.org\/en\/professional-affairs\/violence\/qa-violence\/","title":{"rendered":"Q&amp;A Violence"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":98,"featured_media":0,"parent":3232,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-7319","page","type-page","status-publish","hentry"],"acf":{"afficher_hero":false,"image":null,"image_tablette":null,"image_mobile":null,"is_redirected_target_page":false,"target_page":null,"contenu_flexible":[{"acf_fc_layout":"img_100","image":7323,"couleur":""},{"acf_fc_layout":"1_colonne","texte":"The answers provided in this frequently asked questions section are drawn and adapted from the *Guide to Preventing and Addressing Violence Against Education Personnel: Preventing Violence from Leaving a Lasting Impact!* (*Guide de pr\u00e9vention et d\u2019intervention contre la violence envers le personnel de l\u2019\u00e9ducation : Pour \u00e9viter que la violence laisse des traces!*), published by the Centrale des syndicats du Qu\u00e9bec (CSQ) in September 2025.","couleur":""},{"acf_fc_layout":"img_100","image":7326,"couleur":""},{"acf_fc_layout":"folders","list":[{"title":"Are you a victim or witness of violence?","tag":"","date":null,"content":"<strong>Do not downplay the situation.<\/strong>\r\n<ol>\r\n \t<li>Ensure your own safety and that of those around you.<\/li>\r\n \t<li>Seek support if needed.<\/li>\r\n \t<li>Notify your employer<\/li>\r\n \t<li>Report and document the incident, even if it seems minor.<\/li>\r\n \t<li>Obtain necessary care in the event of physical or psychological harm.<\/li>\r\n \t<li>Inform your union to receive guidance and support.<\/li>\r\n \t<li>Ensure that follow-up takes place to prevent a similar situation from recurring.<\/li>\r\n<\/ol>"}]},{"acf_fc_layout":"img_100","image":7428,"couleur":""},{"acf_fc_layout":"folders","list":[{"title":"What is considered violence in a school setting? ","tag":"","date":null,"content":"Violence is not limited to physical aggression. It can also be\u2014though not exclusively\u2014psychological or verbal in nature, take the form of harassment, or be sexual in nature.\r\n\r\nIt is important that every act of violence be reported and viewed as a risk.\r\n\r\nWhen discussing physical violence, it is not necessary for an act to result in an injury or compromise the victim\u2019s physical integrity. Experiencing an unpleasant act\u2014such as having one\u2019s hair pulled or being spat upon\u2014also constitutes an act of violence.\r\n\r\nIn cases of non-physical violence, the behavior may create a sense of discomfort or insecurity for the victim.\r\n\r\nThe following are examples of violent acts (this list is not exhaustive):\r\n\r\n<strong>Physical<\/strong>:\r\n<ul>\r\n \t<li>Hitting<\/li>\r\n \t<li>Slaps<\/li>\r\n \t<li>Being strangled<\/li>\r\n \t<li>Having an object thrown at you<\/li>\r\n \t<li>Shoving\/pushing<\/li>\r\n \t<li>Scratches, abrasions<\/li>\r\n \t<li>Being pinched<\/li>\r\n \t<li>Spitting<\/li>\r\n \t<li>Bites<\/li>\r\n \t<li>Having one\u2019s hair pulled<\/li>\r\n \t<li>Striking a wall or an object<\/li>\r\n<\/ul>\r\n<strong>Harassment and intimidation:<\/strong>\r\n<ul>\r\n \t<li>Preventing a person from expressing themselves\r\n<ul>\r\n \t<li>Constantly interrupting them\r\n<ul>\r\n \t<li>forbidding them from speaking to others<\/li>\r\n \t<li>isolating the person<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Ceasing to speak to them in public\r\n<ul>\r\n \t<li>ceasing to speak to them altogether<\/li>\r\n \t<li>denying their presence<\/li>\r\n \t<li>distancing them from others<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Devaluing the person\r\n<ul>\r\n \t<li>spreading rumors about them<\/li>\r\n \t<li>ridiculing them<\/li>\r\n \t<li>humiliating them<\/li>\r\n \t<li>questioning their convictions or private life<\/li>\r\n \t<li>insulting them<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Discrediting the person<\/li>\r\n \t<li>No longer assigning them any tasks\r\n<ul>\r\n \t<li>forcing them to perform tasks that are demeaning, absurd, or beneath their skill level<\/li>\r\n \t<li>unfairly blaming them for professional errors<\/li>\r\n \t<li>denigrating them in front of others<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Threatening the person<\/li>\r\n \t<li>Humiliating the person<\/li>\r\n \t<li>Blackmailing the person<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<strong>Psychological and verbal<\/strong>:\r\n<ul>\r\n \t<li>Shouting<\/li>\r\n \t<li>Profanity (swearing)<\/li>\r\n \t<li>Abusive language<\/li>\r\n \t<li>Threats<\/li>\r\n \t<li>Aggressive phone calls<\/li>\r\n \t<li>Rumors or false allegations<\/li>\r\n \t<li>Aggressive emails<\/li>\r\n \t<li>Discriminatory remarks\/gestures<\/li>\r\n \t<li>Racist remarks\/gestures<\/li>\r\n<\/ul>\r\n<strong>Sexual in nature<\/strong>:\r\n<ul>\r\n \t<li>Behaving inappropriately<\/li>\r\n \t<li>Displaying unwanted sexual interest\r\n<ul>\r\n \t<li>comments, allusions, jokes, or insults<\/li>\r\n \t<li>physical advances<\/li>\r\n \t<li>catcalling (whistling as someone passes by)<\/li>\r\n \t<li>sexually suggestive texts, \"sexts,\" emails, or phone calls<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Soliciting or staring at the person persistently<\/li>\r\n \t<li>Engaging in non-consensual physical contact<\/li>\r\n \t<li>Using sexist insults or vulgar language<\/li>\r\n \t<li>Distributing sexually explicit or suggestive images<\/li>\r\n<\/ul>\r\n<strong>Homophobic or transphobic:<\/strong>\r\n<ul>\r\n \t<li>Disparaging comments or mockery<\/li>\r\n \t<li>that propagate or trivialize homophobic or transphobic prejudices and stereotypes<\/li>\r\n \t<li>that devalue LGBTQ individuals and those who are perceived as such<\/li>\r\n \t<li>Rejection\r\n<ul>\r\n \t<li>exclusion from the group<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Dismissal<\/li>\r\n \t<li>Discrimination<\/li>\r\n \t<li>Harassment and intimidation<\/li>\r\n \t<li>Physical violence<\/li>\r\n<\/ul>\r\n<strong>Cyber-violence<\/strong>\r\n<ul>\r\n \t<li>Sending hurtful or threatening emails or text messages, or posting such comments on a person\u2019s social media page<\/li>\r\n \t<li>Circulating embarrassing rumors, secrets, or gossip about a person via social media, emails, or text messages<\/li>\r\n \t<li>Taking an embarrassing photo or video of a person and sending it to others, or posting it online without their knowledge or permission<\/li>\r\n \t<li>Using someone\u2019s password to access their social media account and posting embarrassing or shocking content<\/li>\r\n \t<li>Disseminating a person\u2019s information (such as contact details) with the intent of having others target them or undermining their sense of safety<\/li>\r\n \t<li>Creating online polls to \u201crate\u201d individuals in a negative and hurtful way<\/li>\r\n<\/ul>\r\nRepeated acts of incivility can also have a significant impact on individuals and the workplace environment.\r\n\r\nAny act of violence against a staff member must be taken seriously\u2014<strong>regardless of whether it was intentional<\/strong>\u2014as the consequences for the person experiencing it can be just as severe."},{"title":"What is the difference between a conflict, indiscipline, and violence? ","tag":"","date":null,"content":"A <strong>conflict <\/strong>is a situation of opposition or disagreement between individuals who perceive their interests, values, or goals as incompatible.\r\n\r\n<strong>Indiscipline<\/strong> may require frequent intervention by staff, yet it does not necessarily constitute violence. It refers to the behavior of an individual or group that refuses to comply with established rules or authority.\r\n\r\n<strong>Violence<\/strong> infringes upon a person\u2019s physical or psychological integrity, their rights, their well-being, or their dignity.\r\n\r\nMaking this distinction helps in better understanding the situation and providing an appropriate response."},{"title":"Who might be the source of violence directed at a staff member? ","tag":"","date":null,"content":"Violence does not come solely from students. In the course of their work, a staff member may, for instance, be subjected to violence coming from:\r\n<ul>\r\n \t<li>A student;<\/li>\r\n \t<li>A parent;<\/li>\r\n \t<li>A colleague;<\/li>\r\n \t<li>A manager;<\/li>\r\n \t<li>Other individuals with whom the employee interacts in the course of their duties.<\/li>\r\n<\/ul>"},{"title":"Must an action be intentional to be taken seriously? ","tag":"","date":null,"content":"<strong>No.<\/strong>\r\n\r\nEven when there is no intent to cause harm\u2014or when such intent cannot be established\u2014the consequences for the worker can be real and damaging.\r\n\r\nThis is why <strong>any act of violence against staff must be taken seriously<\/strong>, regardless of whether it was intentional."}]},{"acf_fc_layout":"img_100","image":7430,"couleur":""},{"acf_fc_layout":"folders","list":[{"title":"Should I report an incident even if it seems minor? ","tag":"","date":null,"content":"<strong>Yes.<\/strong>\r\n\r\n<strong>Regardless of the severity of the action or the age of the student who committed it, every act of violence must be reported<\/strong>.\r\n\r\nReporting serves several purposes, including:\r\n<ul>\r\n \t<li>Creating a record of the incident;<\/li>\r\n \t<li>Identifying recurring situations;<\/li>\r\n \t<li>Gaining a better understanding of the risks present in the environment;<\/li>\r\n \t<li>Determining necessary preventive measures;<\/li>\r\n \t<li>Facilitating potential recourse should the incident lead to further consequences.<\/li>\r\n<\/ul>"},{"title":"Why is it important to document instances of violence? ","tag":"","date":null,"content":"To effectively prevent violence, one must first have a <strong>clear understanding of what is happening within the environmen<\/strong>t.\r\n\r\nReporting and recording incidents ensures that none are overlooked, provides a more accurate picture of the situation, and helps identify the frequency, severity, and circumstances of such events.\r\n\r\nThis information can then be used to implement better-tailored interventions and preventive measures."},{"title":"Why should I inform my union if I have already reported the incident to my employer? ","tag":"","date":null,"content":"These two actions are complementary. The union can, for instance, ensure that appropriate follow-up takes place so that the report is not forgotten.\r\n\r\nReporting to the employer serves to document the incident within the workplace. Informing the union allows it to, among other things, provide you with support, make representations on your behalf, help identify recurring situations, intervene in matters of prevention and occupational health and safety, and initiate any appropriate legal action."},{"title":"Must the employer keep a record of incidents that do not result in an absence from work? ","tag":"","date":null,"content":"<strong>Yes.<\/strong>\r\n\r\nThe guide notes that the employer must maintain a register of minor accidents and incidents that do not lead to an absence from work, provided these have been brought to the employer\u2019s attention.\r\n\r\nThe union also has the right to receive a copy of this register."}]},{"acf_fc_layout":"img_100","image":7432,"couleur":""},{"acf_fc_layout":"folders","list":[{"title":"What signs might indicate an escalation of violence? ","tag":"","date":null,"content":"Certain behaviors can signal an escalation or a loss of composure. For example:\r\n<ul>\r\n \t<li>Unusual agitation;<\/li>\r\n \t<li>A noticeable change in behavior;<\/li>\r\n \t<li>A raised voice;<\/li>\r\n \t<li>Clear signs of frustration;<\/li>\r\n \t<li>Aggressive communication;<\/li>\r\n \t<li>Visible physiological reactions.<\/li>\r\n<\/ul>\r\nRecognizing triggers and early warning signs can make it possible to <strong>intervene before a situation reaches a critical level.<\/strong>"},{"title":"What should I do when a situation begins to escalate? ","tag":"","date":null,"content":"<strong>Safety is the priority.<\/strong>\r\n\r\nDepending on the situation and the procedures in place in your workplace, it may be appropriate to:\r\n<ul>\r\n \t<li>Assess the risks and the level of danger;<\/li>\r\n \t<li>Request support;<\/li>\r\n \t<li>Maintain a safe physical distance;<\/li>\r\n \t<li>Give simple, clear instructions;<\/li>\r\n \t<li>Help de-escalate the situation;<\/li>\r\n \t<li>Ensure the safety of others present;<\/li>\r\n \t<li>Follow the establishment\u2019s protocols and emergency measures.<\/li>\r\n<\/ul>\r\nAny intervention must always take into account your role, your capacity to intervene, and the level of danger."},{"title":"Am I expected to manage a person in crisis on my own? ","tag":"","date":null,"content":"<strong>No.<\/strong>\r\n\r\nYou must consider the level of danger as well as your own ability to intervene.\r\n\r\nIt is important to follow the procedures established in your workplace, notify your employer, and request support or refer the matter to another person when necessary.\r\n\r\nProtecting your own health and safety is an integral part of the intervention."},{"title":"What should happen after a violent incident? ","tag":"","date":null,"content":"The intervention should not end as soon as calm is restored.\r\n\r\nAfter the incident, it is particularly important to:\r\n<ul>\r\n \t<li><strong>Support those affected<\/strong>;<\/li>\r\n \t<li>Report and document the incident;<\/li>\r\n \t<li>Analyze the circumstances and triggering factors;<\/li>\r\n \t<li>Determine the necessary corrective or preventive measures;<\/li>\r\n \t<li>Adjust plans or protocols when required;<\/li>\r\n \t<li>Follow up with the staff and students involved.<\/li>\r\n<\/ul>\r\nEach situation should be analyzed to understand its causes and implement measures to prevent its recurrence."}]},{"acf_fc_layout":"img_100","image":7435,"couleur":""},{"acf_fc_layout":"folders","list":[{"title":"Is my employer obligated to protect me from violence? ","tag":"","date":null,"content":"<strong>Yes.<\/strong>\r\n\r\nThe <em>Occupational Health and Safety Act<\/em> imposes obligations on employers regarding the prevention of and protection against physical, psychological, sexual, family, or spousal violence.\r\n\r\nEmployers must, among other things:\r\n<ul>\r\n \t<li>Identify and control risks;<\/li>\r\n \t<li>Ensure safe work organization and methods;<\/li>\r\n \t<li>Adequately inform staff about risks;<\/li>\r\n \t<li>Provide appropriate training, instruction, and supervision;<\/li>\r\n \t<li>Implement necessary measures to protect workers exposed to situations involving violence.<\/li>\r\n<\/ul>"},{"title":"Is psychological violence also covered? ","tag":"","date":null,"content":"<strong>Yes.<\/strong>\r\n\r\nHealth and safety obligations are not limited to physical injuries.\r\n\r\nThe legislation also provides for the protection of workers' <strong>psychological integrity<\/strong> and places responsibilities on the employer regarding the prevention of both physical and psychological violence."},{"title":"Can I exercise a right to refuse work in a situation involving violence? ","tag":"","date":null,"content":"<strong>In certain circumstances, yes.<\/strong>\r\n\r\nThe <em>Act respecting occupational health and safety<\/em> stipulates that a worker may refuse to perform work if they have reasonable grounds to believe that doing so would expose them\u2014or another person\u2014to a danger to their health, safety, or physical or psychological integrity.\r\n\r\nHowever, there are limits to exercising this right. <strong>Contact your union <\/strong>for support if you believe you are facing such a situation."},{"title":"Can an assault at work be recognized as a work-related injury? ","tag":"","date":null,"content":"<strong>Yes, depending on the circumstances.<\/strong>\r\n\r\nA violent event that occurs during or as a result of work, and which leads to an injury or illness, may give rise to a claim with the CNESST.\r\n\r\nThe guide also notes that the fact that an event might be theoretically foreseeable in a given environment does not necessarily negate its unforeseen and sudden nature when it actually occurs."},{"title":"What should I do if I experience physical or psychological aftereffects following an incident? ","tag":"","date":null,"content":"It is important to:\r\n<ol>\r\n \t<li><strong>Report the incident promptly<\/strong>;<\/li>\r\n \t<li>Ensure it is documented;<\/li>\r\n \t<li>Obtain necessary medical or psychological care;<\/li>\r\n \t<li>Determine whether a claim should be filed with the CNESST;<\/li>\r\n \t<li><strong>Contact your union<\/strong> for support throughout the process.<\/li>\r\n<\/ol>"}]},{"acf_fc_layout":"img_100","image":7437,"couleur":""},{"acf_fc_layout":"folders","list":[{"title":"How can my union help me? ","tag":"","date":null,"content":"<strong>You do not have to go through this situation alone.<\/strong>\r\n\r\nYour union can, among other things:\r\n<ul>\r\n \t<li>Provide support and advice;<\/li>\r\n \t<li>Accompany you through certain procedures;<\/li>\r\n \t<li>Represent you in dealings with the employer;<\/li>\r\n \t<li>Direct you to other resources;<\/li>\r\n \t<li>Assist in analyzing the causes of an incident;<\/li>\r\n \t<li>Intervene to ensure that preventive measures are put in place;<\/li>\r\n \t<li>Verify that the measures implemented by the employer are yielding the expected results.<\/li>\r\n \t<li>Initiate legal action, if necessary.<\/li>\r\n<\/ul>"},{"title":"Does the prevention of violence rest solely on the staff? ","tag":"","date":null,"content":"<strong>No.<\/strong>\r\n\r\n<strong>Prevention is a collective responsibility.<\/strong>\r\n\r\nIt involves the State, school authorities, administration, school staff, and other relevant stakeholders.\r\n\r\nTo be truly effective, environments must rely on <strong>clear policies and protocols, training, sufficient resources, safe work organization, and mechanisms for reporting and analyzing incidents.<\/strong>"},{"title":"What measures can help prevent violence? ","tag":"","date":null,"content":"There is no single solution. Prevention relies on several complementary actions:\r\n<ul>\r\n \t<li>Fostering a healthy and safe school climate;<\/li>\r\n \t<li>Establishing clear, well-known rules and procedures;<\/li>\r\n \t<li>Reporting and analyzing incidents;<\/li>\r\n \t<li>Promoting collaboration among staff members;<\/li>\r\n \t<li>Implementing interventions tailored to students' needs;<\/li>\r\n \t<li>Providing training and support to staff;<\/li>\r\n \t<li>Collaborating with families and external partners when necessary;<\/li>\r\n \t<li>Having sufficient human and financial resources at your disposal.<\/li>\r\n<\/ul>"}]}]},"_links":{"self":[{"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/pages\/7319","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/users\/98"}],"replies":[{"embeddable":true,"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/comments?post=7319"}],"version-history":[{"count":3,"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/pages\/7319\/revisions"}],"predecessor-version":[{"id":7440,"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/pages\/7319\/revisions\/7440"}],"up":[{"embeddable":true,"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/pages\/3232"}],"wp:attachment":[{"href":"https:\/\/fpss.lacsq.org\/en\/wp-json\/wp\/v2\/media?parent=7319"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}