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SUMMARY:Labour Relations Certificate - Winter 2025 (Virtual Program)
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram\nThe Labour Relations Certificate Program\, presented by Toronto Metropolitan University and Lancaster House\, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces. \nTaught by Canada’s leading labour relations scholars and practitioners\, this program combines theory\, leading research\, and professional experience to provide an education that has immediate application in participants’ workplaces. \nProgram features \n\nAccess to leading Canadian experts in a small-group setting\nActive learning through group discussion\, case studies\, and simulations\nBalanced coverage of labour and management points of view\nManagement\, union\, and neutral attendees learn together\nExposure to diverse opinions and extensive knowledge of fellow participants\nVariety of speakers (academics\, lawyers\, practitioners\, subject-matter experts)\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\nProgram Leader\nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \nProgram Faculty\n\n \nAlex Brat\nSenior Executive Director\, Labour Relations\nUniversity of Toronto \n\n\n \nSharan Basran\nChief Legal Officer\, Legal Counsel\nOntario Nurses’ Association (ONA) \n\n\n \nBruce Curran\nAssociate Professor\nFaculty of Law\nUniversity of Manitoba \n\n\n \nChris Davidson\nAssociate Lawyer\nTurnpenney Milne LLP \n\n\n \nShana French\nEmployer Counsel\nLittler LLP \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\n \nAvner Levin\nProfessor\nLincoln Alexander School of Law\nTed Rogers School of Management\nToronto Metropolitan University (TMU) \n\n\n \nNiki Lundquist\nSenior Director of Equity and Education\nUnifor \n\n\n \nIan Mackenzie\nWriter\, Trainer\, Consultant\, and Facilitator \n\n\n \nFrank Miller\nDirector\nExecutive and Corporate Education\nToronto Metropolitan University (TMU) \n\n\n \nDionne Pohler\nAssociate Professor\nUniversity of Saskatchewan \n\n\n \nShannon Sproule\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nJim Stanford\nEconomist and Director\nCentre for Future Work\nAustralia Institute \n\n\n \nBob Thompson\nProfessor\, Human Resources\nSeneca Polytechnic \n\n\n2025 Winter Schedule†The Winter 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Tuesdays from 12:30 p.m. to 4 p.m. ET beginning February 4\, 2025. \nSample Agenda\nCPD\n\n\nThis program has been approved for 3.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours\, per session.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours\, per session.\n\n\n\n\n \n\nThis program has been approved by CPHR Nova Scotia for 3.5 Continuing Professional Development hours\, per session.\nThis program has been approved by the Law Society of British Columbia for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Law Society of Ontario may consider counting this program for 3.5 substantive hours; 0 professionalism hours\, per session.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours\, per session.
URL:https://lancasterhouse.com/event/labour-relations-certificate-winter-2025/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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DTSTART;TZID=UTC:20250227T123000
DTEND;TZID=UTC:20250227T140000
DTSTAMP:20260607T133835
CREATED:20240829T172509Z
LAST-MODIFIED:20250220T162203Z
UID:14737-1740659400-1740664800@lancasterhouse.com
SUMMARY:Faith at the Fore: Key principles and recent decisions relating to religious accommodation at work
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nModerator\n\n \nPatricia Harewood\nMember\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\nSpeakers\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nRoberta Vriesema\nMediator\nRJ Mediation Services \n\n\nIn this webinar\, experts will examine recent cases and provide guidance on key issues regarding the accommodation of religious beliefs in the workplace. Topics to be addressed include: \n\nHow have “religion” and “creed” been defined by courts and human rights bodies? What types of non-religious belief systems have been considered to fall under the protected ground of “creed”?\nWhat types of information or “proof” may employers or unions request to substantiate an employee’s religious belief or practice?\nWhat lessons can be learned from recent COVID-19 vaccination cases in which employees alleged discrimination on the basis of religion or creed? How have decisions-makers distinguished between protected beliefs and political views or personal preferences? In what circumstances have employees’ beliefs about vaccination been found to be sufficiently connected to their religion or creed?\nHow should employers and unions respond when an employee espouses religious or creed-based beliefs in the workplace which may infringe the human rights of other employees?\nIn what ways have human rights bodies recognized the potential intersection between discrimination on the basis of religion or creed and discrimination on the basis of other protected grounds\, such as ancestry\, colour\, race\, ethnic origin\, place of origin\, or family status?\nWhat are some examples of collective agreement language that have recently been negotiated to promote religious diversity at work? What policy changes and other workplace practices can employers and unions implement to this effect?\nWhat obligations do unions bear in ensuring employees’ religious beliefs are respected and upheld? What lessons may be learned from recent cases in which employees alleged that the failure to advance grievances relating to alleged religious- or creed-based discrimination constituted a breach of the duty of fair representation?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\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.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/faith-at-the-fore-key-principles-and-recent-decisions-relating-to-religious-accommodation-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
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