Customized Training

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Lancaster House offers Customized Training to perfectly meet your organization’s learning needs. We can adapt our pre-designed programs for your workplace or create an entirely new curriculum. First, we’ll consult with you to gain an in-depth understanding of your training requirements. Then, we’ll collaborate with you to shape a program that fulfills your objectives, and we’ll deliver it in a way that works for your organization.



Start Your Customized Training Program Today

Why Choose Customized Training?

  • Real-world examples and exercises tailor made for your sector or organization
  • Combine staff training with designing and updating your organization’s policies and collective agreement provisions
  • Train all levels of staff at the same time, in a confidential setting
  • On-site option reduces travel costs and time away from the office
  • Greater control over venue, content, delivery style and expert instructors
  • Need to meet a deadline? We’ll work within your time frame
  • Foundational or advanced? Half-day or multi-day sessions? It’s all up to you


Ready to Get Started?

Accommodating Disabilities

Accommodating Mental and Physical Disabilities in the Workplace

How to accommodate employees with complex mental and physical disabilities is a critical issue in the modern workplace. Both unions and employers must be equipped to navigate the issues arising out of the duty to accommodate. In this in-depth training session, experts will take participants through a step-by-step tutorial designed to enable workplace parties to respond to requests for accommodation in a timely, consistent and effective mann

Some of the most prevalent disabilities in Canada, including mental illness, arthritis, HIV, and some types of cancer, can be characterized as episodic disabilities, which are defined as disabilities involving periods of good health alternating with periods of illness or disability. The accommodation of employees with episodic disabilities presents special challenges, such as maintaining contact between an employer and employee during prolonged absences and determining when it’s appropriate for an employee to work and when it’s appropriate for an employee to take time off. Attendees at this workshop will learn strategies for accommodating employees with episodic disabilities that comply with the requirements of human rights legislation.

Participants will leave the session with the knowledge and skills necessary to:

  • Appreciate the difference between the challenges faced by employees with episodic disabilities and those faced by employees who have non-recurring disabilities.
  • Identify insurance options and arrangements with insurance companies for the support of employees with episodic disabilities.
  • Approach employees about the possible need for accommodation in a helpful, non-threatening way.
  • Establish and maintain effective communication regarding changing accommodation needs.
  • Support and accommodate employees with episodic disabilities.

Attendance management programs have become increasingly common in workplaces across Canada. The goal of these programs is to reduce absenteeism, but some absences are unavoidable, especially for employees with disabilities. In this in-depth training session, participants will master how to balance the objectives of attendance management programs with the legal duty to accommodate employees with disabilities.

This session will equip participants with the knowledge and skills necessary to:

  • Craft effective sick leave and attendance management policies that comply with human rights and privacy law
  • Identify the point at which the duty to accommodate ends because undue hardship results from disability-related absenteeism
  • Make appropriate inquiries into an employee’s health when a disability has not been disclosed
  • Communicate effectively during attendance management meetings while ensuring fairness to employees involved in an attendance management program

During the session participants will practise applying skills and knowledge to matters related to attendance management and receive feedback from experts.

In a 12-month period, one-in-five Canadian adults will develop a serious mental health problem, and mental health problems are rated as one of the top three drivers of both short- and long-term disability claims by more than 80% of Canadian employers. Managers, supervisors, union representatives and other labour relations professionals will leave this session prepared to promote mental well-being in the workplace, support employees who are mentally unwell, and fulfil the legal obligation to accommodate employees experiencing mental health problems.

You should attend this session if you want to:

  • Understand the medical/psychological concepts of mental health, mental illness, and substance dependence, as well as the legal concept of mental disability.
  • Better understand stigma and know how to combat it.
  • Approach employees about their mental health in a helpful, non-threatening way.
  • Support and accommodate employees with mental health disabilities.
  • Develop effective, legally-compliant accommodation and return-to-work plans.

How to accommodate employees with complex mental and physical disabilities is a critical issue in the modern workplace. Both unions and employers must be equipped to navigate the issues arising out of the duty to accommodate. In this in-depth training session, experts will take participants through a step-by-step tutorial designed to enable workplace parties to respond to requests for accommodation in a timely, consistent and effective mann

Some of the most prevalent disabilities in Canada, including mental illness, arthritis, HIV, and some types of cancer, can be characterized as episodic disabilities, which are defined as disabilities involving periods of good health alternating with periods of illness or disability. The accommodation of employees with episodic disabilities presents special challenges, such as maintaining contact between an employer and employee during prolonged absences and determining when it’s appropriate for an employee to work and when it’s appropriate for an employee to take time off. Attendees at this workshop will learn strategies for accommodating employees with episodic disabilities that comply with the requirements of human rights legislation.

Participants will leave the session with the knowledge and skills necessary to:

  • Appreciate the difference between the challenges faced by employees with episodic disabilities and those faced by employees who have non-recurring disabilities.
  • Identify insurance options and arrangements with insurance companies for the support of employees with episodic disabilities.
  • Approach employees about the possible need for accommodation in a helpful, non-threatening way.
  • Establish and maintain effective communication regarding changing accommodation needs.
  • Support and accommodate employees with episodic disabilities.

Attendance management programs have become increasingly common in workplaces across Canada. The goal of these programs is to reduce absenteeism, but some absences are unavoidable, especially for employees with disabilities. In this in-depth training session, participants will master how to balance the objectives of attendance management programs with the legal duty to accommodate employees with disabilities.

This session will equip participants with the knowledge and skills necessary to:

  • Craft effective sick leave and attendance management policies that comply with human rights and privacy law
  • Identify the point at which the duty to accommodate ends because undue hardship results from disability-related absenteeism
  • Make appropriate inquiries into an employee’s health when a disability has not been disclosed
  • Communicate effectively during attendance management meetings while ensuring fairness to employees involved in an attendance management program

During the session participants will practise applying skills and knowledge to matters related to attendance management and receive feedback from experts.

In a 12-month period, one-in-five Canadian adults will develop a serious mental health problem, and mental health problems are rated as one of the top three drivers of both short- and long-term disability claims by more than 80% of Canadian employers. Managers, supervisors, union representatives and other labour relations professionals will leave this session prepared to promote mental well-being in the workplace, support employees who are mentally unwell, and fulfil the legal obligation to accommodate employees experiencing mental health problems.

You should attend this session if you want to:

  • Understand the medical/psychological concepts of mental health, mental illness, and substance dependence, as well as the legal concept of mental disability.
  • Better understand stigma and know how to combat it.
  • Approach employees about their mental health in a helpful, non-threatening way.
  • Support and accommodate employees with mental health disabilities.
  • Develop effective, legally-compliant accommodation and return-to-work plans.

Impairment, Drug Testing, Fitness for Work, Safety

Accommodating Mental and Physical Disabilities in the Workplace

How to accommodate employees with complex mental and physical disabilities is a critical issue in the modern workplace. Both unions and employers must be equipped to navigate the issues arising out of the duty to accommodate. In this in-depth training session, experts will take participants through a step-by-step tutorial designed to enable workplace parties to respond to requests for accommodation in a timely, consistent and effective mann

Some of the most prevalent disabilities in Canada, including mental illness, arthritis, HIV, and some types of cancer, can be characterized as episodic disabilities, which are defined as disabilities involving periods of good health alternating with periods of illness or disability. The accommodation of employees with episodic disabilities presents special challenges, such as maintaining contact between an employer and employee during prolonged absences and determining when it’s appropriate for an employee to work and when it’s appropriate for an employee to take time off. Attendees at this workshop will learn strategies for accommodating employees with episodic disabilities that comply with the requirements of human rights legislation.

Participants will leave the session with the knowledge and skills necessary to:

  • Appreciate the difference between the challenges faced by employees with episodic disabilities and those faced by employees who have non-recurring disabilities.
  • Identify insurance options and arrangements with insurance companies for the support of employees with episodic disabilities.
  • Approach employees about the possible need for accommodation in a helpful, non-threatening way.
  • Establish and maintain effective communication regarding changing accommodation needs.
  • Support and accommodate employees with episodic disabilities.

Attendance management programs have become increasingly common in workplaces across Canada. The goal of these programs is to reduce absenteeism, but some absences are unavoidable, especially for employees with disabilities. In this in-depth training session, participants will master how to balance the objectives of attendance management programs with the legal duty to accommodate employees with disabilities.

This session will equip participants with the knowledge and skills necessary to:

  • Craft effective sick leave and attendance management policies that comply with human rights and privacy law
  • Identify the point at which the duty to accommodate ends because undue hardship results from disability-related absenteeism
  • Make appropriate inquiries into an employee’s health when a disability has not been disclosed
  • Communicate effectively during attendance management meetings while ensuring fairness to employees involved in an attendance management program

During the session participants will practise applying skills and knowledge to matters related to attendance management and receive feedback from experts.

In a 12-month period, one-in-five Canadian adults will develop a serious mental health problem, and mental health problems are rated as one of the top three drivers of both short- and long-term disability claims by more than 80% of Canadian employers. Managers, supervisors, union representatives and other labour relations professionals will leave this session prepared to promote mental well-being in the workplace, support employees who are mentally unwell, and fulfil the legal obligation to accommodate employees experiencing mental health problems.

You should attend this session if you want to:

  • Understand the medical/psychological concepts of mental health, mental illness, and substance dependence, as well as the legal concept of mental disability.
  • Better understand stigma and know how to combat it.
  • Approach employees about their mental health in a helpful, non-threatening way.
  • Support and accommodate employees with mental health disabilities.
  • Develop effective, legally-compliant accommodation and return-to-work plans.

How to accommodate employees with complex mental and physical disabilities is a critical issue in the modern workplace. Both unions and employers must be equipped to navigate the issues arising out of the duty to accommodate. In this in-depth training session, experts will take participants through a step-by-step tutorial designed to enable workplace parties to respond to requests for accommodation in a timely, consistent and effective mann

Some of the most prevalent disabilities in Canada, including mental illness, arthritis, HIV, and some types of cancer, can be characterized as episodic disabilities, which are defined as disabilities involving periods of good health alternating with periods of illness or disability. The accommodation of employees with episodic disabilities presents special challenges, such as maintaining contact between an employer and employee during prolonged absences and determining when it’s appropriate for an employee to work and when it’s appropriate for an employee to take time off. Attendees at this workshop will learn strategies for accommodating employees with episodic disabilities that comply with the requirements of human rights legislation.

Participants will leave the session with the knowledge and skills necessary to:

  • Appreciate the difference between the challenges faced by employees with episodic disabilities and those faced by employees who have non-recurring disabilities.
  • Identify insurance options and arrangements with insurance companies for the support of employees with episodic disabilities.
  • Approach employees about the possible need for accommodation in a helpful, non-threatening way.
  • Establish and maintain effective communication regarding changing accommodation needs.
  • Support and accommodate employees with episodic disabilities.

Attendance management programs have become increasingly common in workplaces across Canada. The goal of these programs is to reduce absenteeism, but some absences are unavoidable, especially for employees with disabilities. In this in-depth training session, participants will master how to balance the objectives of attendance management programs with the legal duty to accommodate employees with disabilities.

This session will equip participants with the knowledge and skills necessary to:

  • Craft effective sick leave and attendance management policies that comply with human rights and privacy law
  • Identify the point at which the duty to accommodate ends because undue hardship results from disability-related absenteeism
  • Make appropriate inquiries into an employee’s health when a disability has not been disclosed
  • Communicate effectively during attendance management meetings while ensuring fairness to employees involved in an attendance management program

During the session participants will practise applying skills and knowledge to matters related to attendance management and receive feedback from experts.

In a 12-month period, one-in-five Canadian adults will develop a serious mental health problem, and mental health problems are rated as one of the top three drivers of both short- and long-term disability claims by more than 80% of Canadian employers. Managers, supervisors, union representatives and other labour relations professionals will leave this session prepared to promote mental well-being in the workplace, support employees who are mentally unwell, and fulfil the legal obligation to accommodate employees experiencing mental health problems.

You should attend this session if you want to:

  • Understand the medical/psychological concepts of mental health, mental illness, and substance dependence, as well as the legal concept of mental disability.
  • Better understand stigma and know how to combat it.
  • Approach employees about their mental health in a helpful, non-threatening way.
  • Support and accommodate employees with mental health disabilities.
  • Develop effective, legally-compliant accommodation and return-to-work plans.

ALL EVENTS & TRAINING TYPES

Explore Everything Lancaster House Has to Offer

From conferences to customized training, Lancaster House offers a wide range of learning opportunities in labour, employment, and human rights law. Explore how we can help you meet your individual and organizational learning goals today.

Download the Programming Guide

Conferences

High-quality professional development, practical learning, and networking events.

Virtual

Digital Learning Programs

Live and asynchronous webinars and micro-credentials to stay up-to-date and build your knowledge.

Virtual

Skills Training Workshops

Interactive training sessions to hone practical skills with expert-led feedback.

In-Person and Virtual

Certificate Programs

Comprehensive professional learning programs to advance your career.

In-Person and Virtual