BEGIN:VCALENDAR
VERSION:2.0
PRODID:-//Lancaster House - ECPv6.15.4//NONSGML v1.0//EN
CALSCALE:GREGORIAN
METHOD:PUBLISH
X-WR-CALNAME:Lancaster House
X-ORIGINAL-URL:https://lancasterhouse.com
X-WR-CALDESC:Events for Lancaster House
REFRESH-INTERVAL;VALUE=DURATION:PT1H
X-Robots-Tag:noindex
X-PUBLISHED-TTL:PT1H
BEGIN:VTIMEZONE
TZID:UTC
BEGIN:STANDARD
TZOFFSETFROM:+0000
TZOFFSETTO:+0000
TZNAME:UTC
DTSTART:20250101T000000
END:STANDARD
END:VTIMEZONE
BEGIN:VEVENT
DTSTART;TZID=UTC:20250424T123000
DTEND;TZID=UTC:20250424T140000
DTSTAMP:20260415T164012
CREATED:20241115T201850Z
LAST-MODIFIED:20250403T164200Z
UID:15353-1745497800-1745503200@lancasterhouse.com
SUMMARY:One Strike and You’re Out: When will misconduct warrant immediate dismissal? When is progressive discipline required?
DESCRIPTION:In this webinar\, seasoned labour counsel will examine recent caselaw regarding when an employee’s misconduct may warrant immediate dismissal and when the application of progressive discipline may first be required. Panelists will address questions including: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat types of conduct may warrant immediate dismissal without application of progressive discipline? How does the analysis differ as between unionized and non-unionized environments?\nWhat mitigating or aggravating factors in recent cases have impacted the determination as to whether immediate dismissal was warranted? How will an organization’s workplace culture affect the analysis?\nWill an employee’s immediate dismissal be found to be inappropriate if the employer imposed a different penalty on other employees engaging in similar misconduct?\nWhat is “condonation\,” and how will it impact the determination of whether immediate dismissal is warranted?\n\n\n\n\nHow will the determination be affected\, where:\n\na “penalty provision” stipulates a severe consequence for a specific type of workplace misconduct?\nthe employer has a “zero tolerance” policy in place?\nthere is a “last chance agreement” in place?\n\n\nWhen may an employer rely on earlier misconduct by an employee in support of more serious disciplinary consequences for subsequent misdeeds?\nWhat consequences flow from a court’s or arbitrator’s finding that an employer improperly failed to apply a progressive approach to discipline?\n\n\n\nModerator\n\n \nGordon Nekolaichuk\nVice-Chair\nAlberta Labour Relations Board \n\n\nSpeakers\n\n \nMarjorie Savoie\nNational Representative\nCanadian Union of Public Employees \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott LLP \n\n\nAccreditationCPD\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\nThis 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).\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 count 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.\n\n\n 
URL:https://lancasterhouse.com/event/one-strike-and-youre-out-when-will-misconduct-warrant-immediate-dismissal-when-is-progressive-discipline-required/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/One-Strike-and-Youre-Out.jpg
END:VEVENT
END:VCALENDAR