- Toronto, ON
- December 3, 2026
- — December 4, 2026
Labour Arbitration and Policy Conference
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Conference Only - $1,455
Conference + Workshop - $2.355.00
Conference Bundle - $2,295.00
Workshop + Conference Bundle - $2,995.00
Conference Overview
Lancaster House’s Ontario Labour Arbitration and Policy Conference will offer essential updates and analysis for union and management representatives, legal practitioners, and labour relations professionals.
To complement the main event, attendees are invited to participate in a full-day interactive workshop on December 4, 2026. This practical session will feature hands-on scenarios guided by experienced panelists, offering tailored feedback and strategies to strengthen your skills.
What to Expect
The day will begin with a networking breakfast, giving attendees the chance to connect with colleagues and peers before diving into the program. Throughout the conference, you’ll have multiple opportunities to engage with others in the field, making this not only a learning opportunity but a valuable space to exchange ideas, compare experiences, and build professional relationships.
Between sessions, during refreshment breaks and lunch, you’ll have the chance to connect with peers, share strategies, and engage directly with speakers and fellow attendees.
Participants will also receive a comprehensive digital resource package featuring case summaries, legal analysis, and curated materials for ongoing reference.
Who Should Attend?
The Labour Arbitration and Policy Conference is designed for professionals involved in managing, resolving, or advising on workplace disputes in unionized environments. This event offers critical insights and practical strategies for those who need to stay on top of legal developments, evolving policy issues, and best practices in arbitration.
This conference is ideal for:
- Union representatives and labour advocates
Stay current on arbitration trends, case law, and legislative changes that impact the rights and responsibilities of workers and unions.
- Employer representatives and HR professionals
Gain practical tools for managing grievances, navigating accommodation requests, and preparing for arbitration in a legally sound and efficient manner.
- Labour and employment lawyers
Deepen your knowledge of recent decisions, procedural strategies, and emerging issues to better advise your clients and strengthen your advocacy. - Arbitrators and adjudicators
Engage with current legal and workplace issues from both union and management perspectives to inform your decision-making and stay attuned to sector developments
Learning Outcomes
By attending this conference, you will:
- Enhance your understanding of key legal developments and legislative changes shaping labour arbitration and workplace policy in Canada.
- Sharpen your skills in managing complex accommodation requests.
- Strengthen your approaches with greater confidence and clarity.
- Deepen your insight by hearing from union, management, and neutral perspectives on emerging trends and practical challenges in arbitration.
- Improve your hearing preparation by integrating updated legal knowledge, case law, and procedural tools into your practice.
Grow your professional network by connecting with top arbitrators, legal experts, and fellow practitioners throughout the day
Featured Workshops & Bundles
Attendees have the option to attend one of two featured workshops offered by Lancaster’s Centre for Labour Relations Training & Development, taking place the day before the conference at the same venue.In these interactive, day-long workshops, participants will hear from leading experts and work in small groups on skill-building exercises, learning practical tools and techniques that will prove invaluable in day-to-day work.
Ontario Public Sector Bargaining Conference
Attend Lancaster House’s Ontario Public Sector Bargaining Conference, taking place at the same venue on December 2, 2026.
The Ontario Public Sector Bargaining Conference brings together top union leaders, employer representatives, negotiators, HR professionals, legal experts, and government officials to examine the latest factors shaping public sector labour negotiations. Ideal for those gearing up for bargaining, the conference highlights recent legislative changes, wage settlements, and economic and arbitral trends. Sessions focus on proven bargaining strategies, effective dispute resolution techniques, and best practices tailored to Ontario and Canada’s labour relations environment. More than just an educational event, this conference offers meaningful networking opportunities with seasoned negotiators and industry experts. Equip yourself with practical knowledge and professional connections to navigate the complexities of public sector bargaining successfully.
Featured Skills Training Workshops
Attendees have the option to attend one of two featured workshops offered by Lancaster’s Centre for Labour Relations Training & Development, taking place at the same venue on December 4, 2026. In these interactive, day-long workshops, participants will hear from leading experts and work in small groups on skill-building exercises, learning practical tools and techniques that will prove invaluable in day-to-day.
Thursday, December 3, 2026
Breakfast: 8:00 – 9:00 am
Introductory Remarks: 9:00 – 9:05 am
Panel 1 - Recent and Remarkable: Major caselaw and legislative updates - 9:05 – 10:20 am
Jeffrey Stewart
Employer counsel
Sherrard Kuzz
In this session, panelists will delve into the latest arbitration decisions and significant developments in federal and provincial labour law, exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address the following:
Caselaw
- Discipline and Discharge:
- When can an employer discipline or dismiss an employee for offensive off-duty conduct, such as exchanging inappropriate texts with co-workers or engaging in criminal conduct?
- Will workplace violence, or threats of violence, always result in discharge?
- Can employees be dismissed for non-compliance with vaccine policies?
- Discrimination, Harassment, and Accommodation:
- When will workplace gossip rise to the level of harassment?
- How have arbitral approaches to assessing discipline and damages for harassment, discrimination, and violence at work changed in recent years?
- Attendance Management:
- At what point can an employer discharge an employee for non-culpable absenteeism?
- Workplace Investigations
- Can an employer rely on an investigation report without interviewing witnesses in making a disciplinary or discharge decision?
- Collective Bargaining, the Right to Strike, and Freedom of Association:
- What lessons can be learned from recent cases addressing the legality of government intervention in strike actions?
- What is the status of legal challenges to the federal government’s use of s.107 of the Canada Labour Code to intervene in strike actions in the airline, railway, postal, and other sectors?
- How will future government action and court decisions be affected by the recent advisory opinion of the International Court of Justice affirming that the right to strike is protected under the Freedom of Association and Protection of the Right to Organise Convention (No. 87)?
Legislation
The session will also cover recent and upcoming changes to legislation in the federal jurisdiction, in Ontario, and in other provinces. The following questions will be addressed:
- What measures impacting workplaces are being canvassed by the federal government pursuant to its ongoing Canada Labour Code consultation process, as outlined in the government’s recent “Building Canada Strong for All” documents?
- What measures have been introduced at a federal, provincial, and interprovincial level in response to the trade conflict between Canada and the US?
- What new measures have been proposed under recent federal legislation restricting the importation of goods using forced labour? Which aspects of the mandate of the Canadian Ombudsperson for Responsible Enterprise (CORE), slated for elimination, are not reflected in this recent forced labour legislation?
- How do the federal government’s proposed restrictions on the use of non-competition clauses in employment agreements compare with Ontario’s restrictions on the use of such provisions?
- What changes have recently come into force through the latest installments in the Ontario government’s Working for Workers legislative series and its recent POWER Act?
- What new or expanded leaves have been introduced federally and in Ontario in the past year? Which jurisdictions have passed legislation restricting the right to ask for doctors’ notes in support of short-term sick leave?
Final selection of issues will take place in the weeks prior to the conference, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape.
Break: 10:20 am – 10:35 am
Panel 2 - Making Grievance and Arbitration Effective: Navigating challenges, avoiding delays, streamlining and expediting procedures - 10:35 – 11:35 am
This panel will explore strategies for streamlining and expediting grievance and arbitration procedures, including resolving disputes at the earliest possible stage, eliminating barriers for grievors, efficiently preparing for arbitration and other events, and understanding options available outside the conventional arbitration process. Specifically, speakers will address the following questions:
- What barriers do complainants face when filing complaints or grievances, especially in cases of discrimination or harassment? What steps can employers or unions take to address these barriers, such as incorporating a trauma-informed approach?
- What approaches can parties use to resolve workplace disputes at the earliest possible stage, including informal discussions, early-resolution processes, or other mechanisms before a formal grievance is filed?
- What are best practices for selecting an arbitrator, including factors parties should consider when assessing an arbitrator’s expertise, availability, approach to case management, and ability to move matters forward efficiently?
- How should parties evaluate the merits of a case and determine whether arbitration is appropriate or a settlement is feasible? What options are available outside of the conventional arbitration process and when should parties consider them?
- What are best practices for obtaining particulars and production of documents? How can parties ensure they receive the information necessary to properly assess and advance a case without creating unnecessary delay or overly broad disclosure disputes?
- When are interim orders appropriate in a grievance or arbitration proceeding? What types of interim relief are most commonly sought, and what factors should parties consider when deciding whether to seek such an order?
- What factors should parties consider when deciding between virtual and in-person formats (if a choice is available)? For example, does virtual arbitration save time for parties?
- How early should parties begin preparing for mediation, arbitration, or other events? How is artificial intelligence (“AI”) being used to efficiently prepare for these events?
- When may subpoenas or other mechanisms be necessary to secure evidence or attendance, and what remedies are available when a party or witness fails to comply with procedural requirements or an order?
- What are common causes of delay during the pre-hearing stage, including delays in the exchange of information and documents, and how can parties avoid them? What types of conduct resulting in delay would be considered an abuse of process and what remedies are available?
- How can parties develop proportionate and streamlined procedures that allow straightforward or recurring grievances to be resolved efficiently while ensuring that complex matters receive an appropriate level of process?
- What provisions can parties incorporate into collective agreements to promote the efficient processing of grievances and the timely start and conclusion of arbitrations?
Networking lunch: 11:35 – 12:30 pm
Fireside Chat - 12:30 – 1:00 pm
Nadini Sankar-Peralta
Mediator, Arbitrator
Vice President
Education and Training
Diverse Dispute Resolution Institute of Canada
Break: 1:00 – 1:15 pm
Panel 3 - Managing Complex Issues in Accommodation: Mental health, family responsibilities, environmental illnesses, and more 1:15 – 2:30 pm
Ash Bender
Occupational Psychiatrist
The Centre for Addiction and Mental Health (CAMH)
Karen Ensslen
Union Counsel
Ursel Phillips Fellows Hopkinson LLP
Bonny Mak
Employer Counsel
Mathews Dinsdale & Clark LLP
Accommodation is rarely straightforward. Employers and unions must balance competing needs, medical information and privacy concerns while ensuring the work gets done. Panelists will share practical guidance on assessing accommodation requests, gathering appropriate information and determining when accommodation reaches the point of undue hardship. Questions to be addressed include:
- What are best practices for drafting letters to medical professionals in order to determine appropriate workplace accommodations?
- When can an employer request a fitness-to-work assessment or an Independent Medical Examination (“IME”)? Does the analysis differ if the employee’s position is safety-sensitive? What is the union’s role in this process?
- What is “neurodivergence”? What are examples of appropriate workplace accommodations for neurodivergent employees?
- When will employers have a duty to inquire into an employee’s need for accommodation because of a mental health condition or disability? How should the employer and union proceed if an employee denies having a mental health condition or disability during the accommodation process? When, if ever, can an employer discipline or dismiss an employee for misconduct in these circumstances?
- What are examples of appropriate workplace accommodations for employees with environmental sensitivities or illnesses? When will accommodating an employee constitute undue hardship?
- What types of evidence can employers request from employees to support accommodation requests due to family status? Can employers request detailed financial information from employees?
- When will an employee be allowed to work from home as a form of accommodation due to family status or a disability? When will accommodation through remote work constitute undue hardship?
Break: 2:30 – 2:45 pm
Panel 4 - Arbitrating Modern Workplace Issues: New technologies, AI, automation and restructuring, privacy, surveillance, and more - 2:45 – 4:00 pm
Amanda Hunter
Employer Counsel
Mathews Dinsdale & Clark LLP
Ken Stuebing
Union Counsel
Caleywray
This panel will explore how traditional labour relations principles are being tested by AI, automation, algorithmic decision-making, workplace surveillance and restructuring. Specifically, panelists will address:
- When an employer introduces AI or other emerging technologies that fundamentally change how work is performed, what principles are applied by arbitrators in determining whether the change is a legitimate exercise of management rights or infringes collective agreement rights?
- When an employer relies on AI-generated assessments, productivity data or algorithmic outputs in disciplinary decisions, can an arbitrator treat that evidence as reliable and sufficient?
- Who is entitled to see the algorithm? If a union challenges an AI-driven decision, what disclosure may an arbitrator order regarding the algorithm, underlying data, error rates, and human oversight, among other considerations? how should confidentiality and proprietary information claims be handled?
- How are employers, unions, and arbitrators handling issues around technology and AI displacing workers? If an employer uses AI, automation or a third-party technology platform to perform work historically performed by bargaining-unit employees, should that be considered as technological change, contracting out, a management-rights issue, or some combination of the three? How should these provisions be interpreted when the technology did not exist when the agreement was negotiated?
- When does an AI-use policy engage management rights, privacy rights, health and safety obligations or the duty to bargain?
- IWhat happens when the technology changes the skill, responsibility or workload associated with the position?
- What electronic surveillance is permissible? How should employers and adjudicators balance management rights against employee privacy when an employers use GPS, keystroke monitoring, productivity software, workplace cameras, or biometric scanning?
- Can surveillance data be repurposed? If an employer collects information for one stated purpose, for example, workflow management, can it later use that same information for discipline, performance management, attendance management, or termination?
Closing Remarks: 4:00 pm
Food & Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.
Speaker Lineup
CONFERENCE CO-CHAIRS
Arbitrator/Mediator
Heather Ann McConnell Arbitrations
Union Counsel
Wright Henry LLP
Employer Counsel
Founder and Partner
Protea LLP
Advisory Committee
Arbitrator/Mediator
Heather Ann McConnell Arbitrations
Executive Director People
TTC
Union Counsel
Ryder Wright Holmes Bryden Nam LLP
Employer counsel
Fasken
Arbitrator/Mediator
Wacyk ADR Inc.
CPD Information
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come.
Changes & Notifications
All dates, prices, and locations are subject to change. Registrants will be notified of any changes to venues or dates. If you have any questions, please contact customerservice@lancasterhouse.com.