Canada Labour Code — L-2 125
oreseeable health or safety hazard to which they are likely to be exposed in the work place; (z.15) meet with the health and safety representative as necessary to address health and safety matters; (z.16) take the prescribed measures to prevent and protect against harassment and violence in the work place, respond to occurrences of harassment and violence in the work place and offer support to employees affected by harassment and violence in the work place; (z.161) ensure that employees, including those who have supervisory or managerial responsibilities, receive training in the prevention of harassment and violence in the work place and are informed of their rights and obligations under this Part in relation to harassment and violence; (z.162) undergo training in the prevention of harassment and violence in the work place; (z.163) ensure that the person designated by the employer to receive complaints relating to occurrences of harassment and violence has knowledge, training and experience in issues relating to harassment and violence and has knowledge of relevant legislation; (z.17) post and keep posted, in a conspicuous place or places where they are likely to come to the attention of employees, the names, work place telephone numbers and work locations of all of the members of work place committees or of the health and safety representative; (z.18) provide, within thirty days after receiving a request, or as soon as possible after that, the information requested from the employer by a policy committee under subsection 134.1(5) or (6), by a work place committee under subsection 135(8) or (9) or by a health and safety representative under subsection 136(6) or (7); and (z.19) consult with the work place committee or the health and safety representative on the implementation and monitoring of programs developed in consultation with the policy committee. Exception (2) Paragraph (1)(z.17) does not apply to an employer who controls (a) a single work place at which fewer than twenty employees are normally employed, if all of those employees and the health and safety representative normally work at the same time and in the same location; or (b) a single work place at which only one employee is normally employed. Regulations (3) The Governor in Council may make regulations respecting the investigations, records and reports referred to in paragraph (1)(c). Former employees (4) Except as provided for in the regulations, the obligations set out in paragraphs (1)(c) and (z.16) apply to an employer in respect of a former employee in relation to an occurrence of harassment and violence in the work place if the occurrence becomes known to the employer within three months after the day on which the former employee ceases to be employed by the employer. Extension (5) On application by a former employee, the Head may, in the prescribed circumstances, extend the time period referred to in subsection (4). Regulations — former employees (6) For the purpose of subsection (4), the Governor in Council may make regulations respecting an employer’s obligations in respect of former employees. R.S., 1985, c. L-2, s. 125; R.S., 1985, c. 9 (1st Supp.), s. 4, c. 24 (3rd Supp.), s. 4; 1993, c. 42, s. 4(F); 2000, c. 20, s. 5; 2013, c. 40, s. 177 2017, c. 20, s. 339 2018, c. 22, s. 3 2018, c. 27, s. 537 2018, c. 27, s. 623