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DTSTART;TZID=UTC:20250522T123000
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CREATED:20241115T202027Z
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UID:15351-1747917000-1747922400@lancasterhouse.com
SUMMARY:The Consequences of Dishonesty: At what point does dishonesty become a fireable offence or preclude reinstatement? Does it depend on the context?
DESCRIPTION:Dishonesty and breaches of trust are among the most serious types of workplace misconduct\, often justifying disciplinary action. But when does dishonesty rise to the level of justifying termination? In this session\, practitioners will examine the factors that arbitrators and courts consider when deciding whether dishonest behaviour warrants termination. Specifically\, panelists will address: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat approach do Canadian courts and labour arbitrators take when considering whether or not to uphold a discharge for dishonest conduct? When is “automatic discharge” warranted?\nWhat guidance do labour arbitrators provide about the relevance of mitigating and aggravating factors in cases of dishonesty and breach of trust? What is the impact of the Supreme Court’s McKinley decision in which the Court held that discipline must be proportional to the particular form of dishonesty involved?\nWhat evidence is required to establish that an employee has engaged in dishonest behaviour? What responsibility does the grievor have to provide an exculpatory explanation? What is the “duty to explain” and how does it interact with the burden of proof in dishonesty cases?\n\n\nHow will arbitrators view the dishonest recording of attendance or the dishonest use of sick time?\nHow do arbitrators view misuse of worktime? When does it rise to the level of time theft? Are some kinds of misuse of worktime more serious than others?\nWill off-duty dishonest conduct that is criminal in nature justify discharge? If it is unrelated to the employee’s job?\nWhere dishonesty is causally related to an employee’s disability\, must the employer accommodate the employee rather than dismissing the employee?\n\nModerator\n\n \nJames Cameron\nArbitrator/Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n  \n\n \nGreg Bartel\nUnion Counsel\nMyers LLP \n\n\n \nDaniel Weber\nEmployer Counsel\nMcLennan Ross LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\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 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.
URL:https://lancasterhouse.com/event/the-consequences-of-dishonesty-at-what-point-does-dishonesty-become-a-fireable-offence-or-preclude-reinstatement-does-it-depend-on-the-context/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/The-Consequences-of-Dishonesty2.jpg
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