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DTSTART:20230101T000000
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DTSTART;TZID=UTC:20230523T123000
DTEND;TZID=UTC:20230523T140000
DTSTAMP:20260504T143055
CREATED:20230322T002343Z
LAST-MODIFIED:20230515T172732Z
UID:6557-1684845000-1684850400@lancasterhouse.com
SUMMARY:Dealing with Highly Sensitive Personal Information: Documenting and accommodating mental health disabilities
DESCRIPTION:Moderator\n\n \nCathy Knapp\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMeghan Burton\nOrganization Development Advisor\nMental Health Commission of Canada \n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Lam LLP \n\n\n \nDanny Parker\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nIssuesObtaining information to accommodate an employee’s mental health disabilities can pose challenges for employers and unions. In this webinar\, experts will examine recent caselaw relating to documenting and accommodating mental health disabilities\, addressing questions such as: \n\nIs a medical diagnosis of a mental health disability required for an employee to fall within the protection of human rights legislation? Can an employer require “objective evidence” of a mental illness beyond self-reported symptoms?\n\n\nWhat information can an employer request in accommodating an employee’s mental health disability\, granting a leave of absence\, or facilitating return to work? How should an employer respond to cursory medical notes (such as: “Off work due to stress”)?\n\n\nIs it reasonable for employers to be skeptical about diagnoses from an employee’s family physician\, as opposed to a mental health practitioner? When will an employer be justified in seeking a specialist’s report or an independent medical examination? What approach should employers and unions adopt where there may be a lengthy waiting period before an employee can see a specialist or where there is no specialist available?\n\n\nHow can employers and unions effectively and respectfully request information from employees with mental health conditions? In requesting a specialist’s report or independent medical examination\, must the impact of further assessment on the employee’s mental health be considered?\n\n\nWhere an employee with a disclosed mental health disability remains in the workplace\, is an employer entitled to request ongoing information regarding that employee’s mental health? Will further inquiries regarding mental health be considered discriminatory?\n\n\nHow should employers and unions respond where an employee fails or refuses to provide requested information? How may a mental health disability impact an employee’s ability to respond to these inquiries? Has increasing societal awareness of mental health matters resulted in an increased willingness on the part of employees to volunteer mental health information?\n\n\nHow should the employer and union communicate with an employee on sick leave related to a mental health disability\, especially where the employee has claimed that ongoing communication may exacerbate his or her condition?\n\n\nOnce received\, who should have access to an employee’s mental health information within an employer’s organization or within a union? To what degree are employers and unions entitled to share information with each other\, or with employers? If co-workers raise questions or concerns about an accommodated employee\, how can employers and/or unions address these without violating the employee’s privacy?\n\nAccreditationCPD\n\n\nThis program has been approved for 1.5 Continuing Professional Development hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, 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. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe 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 by visiting My Account and selecting Order History. 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.
URL:https://lancasterhouse.com/event/dealing-with-highly-sensitive-personal-information-documenting-and-accommodating-mental-health-disabilities/
LOCATION:Virtual Event
CATEGORIES:Webinar
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