2022 Manitoba Workplace Safety and Health Act and Regulation

Violence prevention policy
11.3(1) For a workplace that is subject to this Part, the employer must
(a) develop and implement a violence prevention policy at the
workplace;
(b) train workers in the violence prevention policy; and
(c) ensure that workers comply with the violence prevention policy.
11.3(2) The violence 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.
M.R. 107/2011
Content of violence prevention policy
11.4 
A violence prevention policy must set out the actions and measures
the employer will take to eliminate the risk of violence to a worker or
to control that risk if it is not reasonably practicable to eliminate it.
Without limitation, the violence prevention policy must include
(a) a description of
(i) any particular worksite at the workplace where an incident
of violence has occurred or may reasonably be expected to
occur, and
(ii) any particular job functions at the workplace where
the worker performing the function has been, or may
reasonably be expected to be, exposed to incidents of
violence;
(b) the measures that the employer must implement to eliminate
the risk of violence to a worker at the workplace, or to control
that risk if it is not reasonably practicable to eliminate it;
(c) the measures and procedures that the employer has in place for
summoning immediate assistance when an incident of violence
occurs or is likely to occur;

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(d) the procedure a worker is to follow in reporting an incident of
violence to the employer, including how and when an incident is
to be reported;
(e) the procedure the employer will follow to document and
investigate any incident of violence to a worker that the
employer becomes aware of;
(f) the procedure the employer will follow to implement any
control measures identified as a result of the investigation that
will eliminate or control the risk of violence to a worker;
(g) a recommendation that a worker who has been harmed as a
result of an incident of violence at the workplace is advised
to consult the worker’s health care provider for treatment or
referral for post-incident counselling, if appropriate;
(h) in respect of an incidence of violence, a statement that the
employer must not disclose the name of a complainant or the
circumstances related to the complaint to any person, other
than where the disclosure is
(i) necessary in order to investigate the complaint,
(ii) required in order to take corrective action in response to
the complaint, or
(iii) required by law;
(i) a statement that the personal information that is disclosed
under clause (h) in respect of an incidence of violence must be
the minimum amount necessary for the purpose; and
(j) a statement that the violence prevention policy is not intended
to discourage or prevent a complainant from exercising any
other rights, actions or remedies that may be available to him or
her under any other law.
M.R. 107/2011