2022 Manitoba Workplace Safety and Health Act and Regulation

9.3(3)
An employer must post a copy of the safe work procedures in a
conspicuous place at the workplace.
9.3(4)
An employer must review and revise the procedures not less than
every three years or sooner if circumstances at a workplace change in
a way that poses a risk to the safety or health of a worker working
alone or in isolation.

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Workplace Safety And Health Regulation
136
PART 10 
HARASSMENT
Harassment prevention policy
10.1(1) An employer must
(a) develop and implement a written policy to prevent harassment
in the workplace; and
(b) ensure that workers comply with the harassment prevention
policy.
10.1(2) The harassment prevention policy must be developed in consultation
with
(a) the committee at the workplace;
(b) the representative at the workplace; or
(c) when there is no committee or representative, the workers at
the workplace.
Required statements
10.2(1) The harassment prevention policy must include the following
statements:
(a) every worker is entitled to work free of harassment;
(b) the employer must ensure, so far as is reasonably practicable,
that no worker is subjected to harassment in the workplace;
(c) the employer will take corrective action respecting any person
under the employer’s direction who subjects a worker to
harassment;
(d) the employer will not disclose the name of a complainant or an
alleged harasser or the circumstances related to the complaint
to any person except where disclosure is
(i) necessary to investigate the complaint or take corrective
action with respect to the complaint, or
(ii) required by law;
(e) a worker has the right to file a complaint with the Manitoba
Human Rights Commission;

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137
(f) the employer’s harassment prevention policy is not intended
to discourage or prevent the complainant from exercising any
other legal rights pursuant to any other law.
10.2(2) The harassment prevention policy must provide information on the
following procedures under the policy:
(a) how to make a harassment complaint;
(b) how a harassment complaint will be investigated;
(c) how the complainant and alleged harasser will be informed of
the results of the investigation.