Moderator
Speakers
In this webinar, expert panelists will explore best practices for legal practitioners and labour relations professionals when representing employees who may present as “difficult to work with” (e.g. combative, non-responsive, or invested in their matter to an above-average degree) in internal complaints, grievance or arbitration procedures, or other proceedings, outlining practical guidance for providing compassionate representation while meeting legal and regulatory obligations. Topics to be addressed include:
- What key rules of professional conduct establish legal practitioners’ obligations when representing grievors or complainants? When engaging with a grievor or complainant on behalf of an employer? What legal duties apply to union representatives?
- How can parties distinguish a “vexatious” grievor or complainant from an individual who simply needs additional support? Is there any mechanism through which “vexatious” matters can be addressed on a preliminary basis?
- How should legal practitioners and labour relations professionals respond when, in the course of representing a grievor or complainant, that individual:
- Is combative or hostile toward the representative or others?
- Is non-responsive?
- Appears excessively invested in the matter, repeatedly contacting the representative, the employer, or others?
- Appear to have a diminished capacity to make decisions?
- How may an employee’s disability impact how they engage with their representative and others? What signs may indicate that an employee has a mental health condition or other disability impacting their conduct? How should legal practitioners and labour relations professionals respond and what legal duties are engaged in this context?
- How might trauma, cultural factors, or previous experiences of discrimination impact the manner in which an individual acts throughout a complaint or grievance? How might trauma-informed and intersectional approaches assist?
- How can legal practitioners and labour relations professionals ensure that their own biases do not impact the manner in which they represent or engage with employees?
Accreditation
This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.
This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.
This program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
This program contains 0 hour(s) and 45 minutes of Professionalism Content.
This program contains 0 hour(s) and 45 minutes of EDI Professionalism Content.
- This program has been approved by the Law Society of British Columbia 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 New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
Additional Information
Materials
Valuable, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed.
Registration Fee – Single Attendee
Live webinar, video, and MP3 bundle – $440
Live webinar – $275
Video and MP3 – $275
(Registrations must be paid in advance of the webinar)
Please contact us by email, or by phone at (416) 977-6618, for discount pricing for additional participants and group orders.
Registration Information
The video recording, MP3 file, and materials are available for download and viewing one business day after the live webinar. After purchasing, you will receive an e-mail with instructions on how to access and download the video recording, MP3 file, and materials. For purchases for upcoming webinars, once the video recording and MP3 file and materials are available, registrants will receive an update e-mail informing them that the links are now ready.
