Home|Audio Conferences|Dealing with Difficult People

Dealing with Difficult People: Bullying bosses, sensitive employees, and other challenging personalities

Thursday, May 31, 2018, 12:30 pm - 2:00 pm EDT



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Moderators


Judith Begley

Mediator/Investigator
Begley Landry

Speakers


Heather Jensen

Union Counsel
Plaxton Jensen
Dr. Sahar Bhaloo

Clinical Psychologist
Dr. Bot & Associates
David Law

Employer Counsel
Law at Work

Issues

Employers and unions alike accept that there is a high cost to low morale – that friction among co-workers lowers productivity – and recognize that the potential legal liability for workplace bullying is increasing. As a result, workplace parties are paying closer attention than ever to workplace behaviours that cause conflict, discontent, or complaints. But how many complaints are simply unfounded? Are some employees just too sensitive? In this session a panel of experts will address these questions, as well as the following:

Difficult personalities/patterns of behaviour:

  • What "personalities" or patterns of behaviour consistently create problems in the workplace? What is the difference between a "personality" and person's pattern of behaviour? Can difficult people change if given a chance?
  • When will behaviours maladapted to the workplace meet the definition of a "mental disability" and trigger the duty to accommodate under human rights legislation? Are personality disorders legally-recognized disabilities under human rights legislation? What other disabilities may cause difficult or disruptive workplace behaviour?
  • Does the employer always have a duty to inquire as to whether difficult behaviours are related to a mental disability before disciplining employees?
  • Are good "social skills," or "being a good team player," bona fide occupational requirements (BFORs)? Will employers find it easier to establish that it would cause them "undue hardship" in cases involving employees' disabilities that impair their ability to work with others?

The bullying boss:

  • How can you distinguish between a difficult, demanding boss and those abusing their authority? How do you draw the line between bullying and legitimate management actions?
  • Must an employer investigate every harassment complaint directed at a supervisor or manager, or can some complaints be summarily dismissed on the basis that the employee is simply unhappy with being managed?
  • What legal protections do employees have if they are being bullied by a superior? What policies and procedures need to be in place to make these legal protections effective? For example, what should be done to protect employees from reprisal?

Sensitive employees:

  • What is the difference, if any, between employees who "just can't take criticism" or simply dislike certain management styles and employees who are especially sensitive to criticism or other management actions because of a mental disability?
  • Do employers have a duty to be more sensitive in dealing with individuals with mental disorders that make them especially sensitive to criticism, or is taking direction and criticism a bona fide occupational requirement?
  • Would changing an employee's supervisor amount to undue hardship for the employer where the supervisor is a source of distress for an employee, even if a reasonable person would not consider the supervisor's behaviour to be harassment?

Accreditation

HRPA Continuing Professional Development

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.


CPHR BC & YK Continuing Professional Development

This program has been approved by the Chartered Professionals in Human Resources of British Columbia and Yukon (CPHR BC & YK) for 1.5 Continuing Professional Development (CPD) hours.


CPHR Alberta

CPD hours for this event can be logged online, through your CPHR Alberta member profile.


Lancaster House CPD
  • CPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
  • Each audio conference has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
  • Each audio conference has been approved by the Law Society of New Brunswick for 1.5 Continuing Professional Development hours.
  • Members of the Nova Scotia Barristers Society may count this program for 1.5 Continuing Professional Development hours.
  • Members of the Law Society of Saskatchewan should contact their Law Society regarding CPD approval.

Additional Information

MATERIALS
Valuable, up-to-date materials and case summaries will be available for downloading from our website. Each audio conference is accompanied by a PDF of concise summaries of the cases discussed.

REGISTRATION FEE
Live Session – $255, plus HST
Live Session for 2 or more (Boardroom fee) – $510, plus HST
Bundle Rate – Purchase a Live Session and receive the companion MP3 Recording for $155, plus HST
MP3 Recording – $255, plus HST
(Registrations must be paid in advance of the audio conference)
Contact us for discount pricing on the entire series.

AUDIO FILES
Audio conference MP3 files are available for $255. Those who have purchased the live audio conference may purchase the corresponding downloadable audio MP3 file for the discounted price of $155.

The recorded MP3 file and materials are available for download one business day after the live audio conference. After purchasing, you will receive an e-mail with instructions on how to access and download the audio conference MP3 file and materials by visiting My Account and selecting Order History. For audio file purchases for upcoming audio conferences, once the MP3 file is available through our site, registrants will receive an update e-mail informing them that the links are now ready.

REGISTRATION INFORMATION
When you register, you'll be given a toll-free number to dial at the time of the session and an access code to join the call. For additional program and registration information, call Lancaster House at (416) 977-6618.

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