2022 Manitoba Workplace Safety and Health Act and Regulation

“working in isolation” means working in circumstances where assistance
is not readily available in the event of injury, ill health or emergency. («
travailler en isolement »)
M.R. 147/2010; 165/2012; 129/2015; 159/2018; 128/2019
Interpretation: “harassment”
1.1.1(1) For the purpose of the definition “harassment” in section 1.1,
conduct is
(a) objectionable, if it is based on race, creed, religion, colour, sex,
sexual orientation, gender-determined characteristics, marital
status, family status, source of income, political belief, political
association, political activity, disability, physical size or weight,
age, nationality, ancestry or place of origin; or
(b) severe, if it could reasonably cause a worker to be humiliated
or intimidated and is repeated, or in the case of a single
occurrence, has a lasting, harmful effect on a worker.
1.1.1(2) Reasonable conduct of an employer or supervisor in respect of the
management and direction of workers or the workplace is not
harassment.
1.1.1(3) In this section and in the definition “harassment” in section 1.1,
conduct includes a written or verbal comment, a physical act or
gesture or a display, or any combination of them.
M.R. 147/2010
Notice requirements
1.2(1)
When this regulation requires a person to give notice to the branch
or the director, the notice must be given
(a) to the director or a safety and health officer, in the case of a
notice that is to be given to the branch; or
(b) to the director, in the case of notice that is to be given to the
director.

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Workplace Safety And Health Regulation
88
1.2(2) 
Subject to section 2.7 (notice of serious incident), notice may be
given
(a) verbally, by giving it in person or by telephone; or
(b) in writing, by delivering it personally or by sending it by fax,
e-mail, courier or mail.
1.2(3) 
Notice is deemed to have been given only when the notice is
received by the director or a safety and health officer.
M.R. 90/2014