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SUMMARY:Labour Relations Certificate - Spring/Summer 2025 (Virtual Program)
DESCRIPTION:In association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader \n\nDaphne Taras\nProfessor Emerita\nToronto Metropolitan University (TMU) \nProgram Faculty \n\n\n \nLeanne Anderson\nMember Services Officer\, Advocacy\nUBC Association of Administrative and Professional Staff \n\n\n \nSharan Basran\nChief Legal Officer\, Legal Counsel\nOntario Nurses’ Association (ONA) \n\n\n \nAlex Brat\nSenior Executive Director\, Labour Relations\nUniversity of Toronto \n\n\n \nBruce Curran\nAssociate Professor\nFaculty of Law\nUniversity of Manitoba \n\n\n \nChris Davidson\nLawyer & Workplace Investigator\nTurnpenney Milne LLP \n\n\n \nShana French\nEmployer Counsel\nLittler LLP \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 \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\n\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. \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\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n\n2025 Spring/Summer Schedule† \nThe Spring/Summer 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 4 weeks\, and will take place on Tuesdays and Thursdays from 12:30 p.m. to 4 p.m. ET beginning June 3\, 2025. \n\nSample Agenda\n\nVideo\n\nCPD\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\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)\, per session\n\n\n\n\n \n\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-spring-summer-2025-virtual-program/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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DTSTART;VALUE=DATE:20250612
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SUMMARY:43rd Annual Calgary Labour Arbitration and Policy Conference
DESCRIPTION:Navigating Labour Relations\, Arbitration\, and Employment Policies in AlbertaWhat is the Calgary Labour Arbitration and Policy Conference 2025?The Calgary Labour Arbitration and Policy Conference 2025 is designed to provide HR professionals\, labour relations specialists\, legal practitioners\, and union representatives with the latest insights into labour arbitration\, employment law\, and workplace policies. Hosted by Lancaster House\, this two-day conference offers a comprehensive program featuring expert-led workshops\, keynote speeches\, and interactive sessions focused on the unique challenges and developments in Alberta’s labour landscape. \nPre-Conference Workshop – Calgary Labour Arbitration and Policy ConferenceRead more	\n			\n  \nCalgary Labour Arbitration and Policy Conference & Pre-Conference WorkshopRead more	\n			\n  \nCalgary Labour Arbitration and Policy ConferenceRead more	\n			\n  \nWhat We’re CoveringThis year’s conference addresses critical topics shaping the future of labour relations and employment policies: \n\nEssentials of Advocacy in Mediation – Strategies for effective preparation and delivery in the mediation process. \n\nConducting Fair and Bias-Free Investigations – Practical approaches to ensure integrity and impartiality in workplace investigations. \n\nAccommodating Elusive Disabilities – Best practices for obtaining medical information and creating appropriate accommodations. \n\nLabour Relations in Uncertain Times – Exploring the implications of economic and political climates on the world of work. \n\nTechnological Change and Workplace Privacy – Addressing issues related to surveillance\, monitoring\, and privacy in the digital age. \n\nImplementing Equity\, Diversity\, and Inclusion (EDI) – Strategies for fostering inclusive environments within unionized workplaces. \nWho Should Attend?This conference is tailored for professionals involved in labour relations and employment law: \n\nHR Managers and Directors – Enhance your understanding of arbitration processes and policy development. \n\nLabour Relations Specialists – Stay informed on the latest arbitration cases and legislative changes. \n\nLegal Practitioners – Gain insights into emerging trends and case law in labour and employment sectors. \n\nUnion Representatives – Learn effective advocacy and negotiation strategies. \n\nCorporate Executives – Understand the impact of labour policies on organizational operations. \nKey Learning OutcomesBy attending\, you will: \n\nDevelop skills to conduct impartial and thorough workplace investigations. \n\nUnderstand legal requirements and best practices for accommodating disabilities. \n\nAnalyze the impact of economic and political factors on labour relations. \n\nNavigate challenges posed by technological advancements in workplace privacy. \n\nImplement effective EDI initiatives within unionized environments. \nWhy Choose Lancaster House?With a legacy of excellence in legal publishing and labour arbitration insights\, Lancaster House is committed to delivering high-quality educational experiences. Our conferences are curated by leading experts\, ensuring participants receive current\, relevant\, and practical information applicable to their professional roles. \n\nExpert-Led Sessions – Learn from distinguished professionals in labour law and arbitration. \n\nComprehensive Materials – Access detailed resources and case studies. \n\nNetworking Opportunities – Connect with peers and industry leaders. \n\nPractical Insights – Gain strategies ready for immediate implementation. \nThursday\, June 12\, 2025Breakfast: 8:00 am – 8:40 am MT \nIntroductory remarks: 9:00 am – 9:10 am MT \nPre-Conference Concurrent Workshops (Choice of 1 of 3)*Workshops sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm MT\n(The schedule will run concurrently for all three workshops until 4:00 pm) \nWorkshop 1 - Essentials of Advocacy in the Mediation Process: Strategy\, preparation and delivery \n\n\n \nWilson Chan\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nPaulette DeKelver\nMediator\nDeKelver Dispute Resolution \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\n \nBruce Moffatt\nMediator\nBM consulting \n\n\nThe ability to use mediation to successfully resolve grievances is essential for labour relations practitioners and requires effective preparation\, strong negotiation and advocacy skills\, and attention to the needs and interests of each party. In this workshop\, panelists will provide expert guidance on representing workplace parties at mediation. The session will cover practical skills and key legal concepts\, equipping attendees to: \n\nRecognize how power imbalances and “invisible” barriers may impact the mediation process and take steps to address those barriers;\nDetermine when it is appropriate to use mediation to seek to resolve a grievance;\nSelect a mediation process (such as mediation-arbitration versus distinct mediation and arbitration processes) and select an appropriate mediator;\nPrepare for the mediation strategically and thoroughly;\nCommunicate effectively and use different negotiating styles to relay a position and bridge impasses;\nUnderstand and leverage opposing parties’ interests and objectives;\nApply key legal and practical considerations in crafting settlement agreements; and\nRecognize when settlement is unlikely and arbitration is necessary.\n\nAttendees will work together on an interactive exercise guided by the workshop facilitators\, allowing participants to apply principles and practice skills learned throughout the day in a supportive setting. \nWorkshop 2 - Conducting Effective\, Fair\, and Bias-Free Investigations: A practical\, hands-on workshop \n\n\n \nSylvie Lang\nLawyer and Workplace Investigator\nSouthern Butler Price \n\n\n \nJackie Laviolette\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nMaryna McTague\nUnion Counsel\nSeveny Scott \n\n\nWorkplace investigations are essential for addressing harassment and discrimination\, but if mishandled\, they can cause further harm to employee well-being and lead to the loss of valuable employees. This full-day workshop offers hands-on scenarios and practical insights to ensure fair\, effective investigations that strengthen workplace culture. The panel will explore the following questions: \n\nIdentify procedural mistakes that can render investigations inadequate;\nUnderstand how adjudicators assess and award damages for an employer’s failure to investigate;\nEvaluate when to conduct an internal investigation versus retaining an external investigator;\nRecognize signs of trauma in complainants and witnesses and adapt investigative approaches accordingly;\nApply interview techniques that encourage participation while minimizing re-traumatization;\nEnsure investigations accommodate employees with disabilities\, language barriers\, and other diverse needs;\nImplement practical steps to protect involved parties during an ongoing investigation;\nEnhance transparency in investigative decision-making processes; and\nExplore ways unions and management can support workplace positive workplace relations after an investigation.\n\nWorkshop 3 - Disabilities that Elude Diagnosis: Obtaining medical information\, creating appropriate accommodations \n\n\n \nGreg Francis\nArbitrator and Mediator \n\n\n \nApril Kosten\nEmployer Counsel\nDentons LLP \n\n\n \nDr. Maryana Kravtsenyuk\nAssistant Clinical Professor Department of Psychiatry\nUniversity of Alberta \n\n\n \nCherie Langlois-Klassen\nUnion Counsel\nBlair Chahley Klassen \n\n\nAn employer’s duty to accommodate an employee’s disability can apply even without a formal diagnosis. This session explores the challenges of complex disabilities\, offering guidance on appropriate inquiries\, effective accommodations\, and when undue hardship has been established. Participants will engage in practical scenarios and leave this session with an understanding of key issues\, including: \n\nWhat it means to have a medical condition that eludes diagnosis;\nRequirements for establishing a disability and how this applies to disabilities that are difficult to diagnose;\nWhat information an employer is entitled to in the accommodation process for difficult-to-diagnose disabilities and how employers can approach asking for this information;\nWhat information an employee must and/or should provide in the accommodation process for these disabilities;\nHow employers and unions can approach accommodation where information and expertise may be scarce\, the disability difficult to diagnose\, and/or more information than provided is needed;\nHow employers can distinguish between difficult-to-diagnose disabilities and sick leave abuse;\nThe role of the employer\, employee\, and union in accommodating disabilities that are difficult to diagnose;\nHow employers should respond to requests for accommodation prior to an official diagnosis and colleague complaints regarding these accommodations;\nSuggested accommodations for common difficult-to-diagnose conditions; and\nWhen undue hardship has been established.\n\nConferenceSponsored by:Conference registration includes access to an evening networking reception and plenary on June 12\, as well as three plenary sessions and your choice of two concurrent sessions on June 13. \nCocktail networking reception: 5:00 pm – 7:00 pm MT \nIntroductory remarks by co-chairs: 7:00 pm – 7:05 pm MT \nKeynote Speech by The Honourable Justice Michele H. Hollins - Lessons from my Breakdown - 7:05 pm – 7:35 pm MT\n\n\n \nThe Honourable Justice Michele H. Hollins\n\n\nLessons from my Breakdown \nBreak: 7:35 pm – 7:45 pm MT \nEvening Plenary - Labour Relations in Uncertain Times: Exploring the implications of the economic and political climate for the world of work - 7:45 pm – 9:00 pm MT\n\n\n \nTricia Gibbs\nLabour Relations Officer\nUnited Nurses of Alberta (UNA) \n\n\n \nChantel Kassongo\nEmployer Counsel\nNeuman Thompson \n\n\n \nCharles St-Arnaud\nChief Economist\nCredit Union Central Alberta \n\n\n \nTrevor Tombe\nProfessor\nDepartment of Economics\nUniversity of Calgary \n\n\nIn an era of economic uncertainty and political change\, unions and employers must address evolving labour policies\, geopolitical pressures\, and shifting worker expectations. The panel will examine key economic and political trends shaping collective bargaining and workplace relations in 2025\, specifically addressing: \n\nWhat short- and long-term economic and political trends are predicted in 2025 in Alberta? In Canada?\nHow are broader geopolitical events\, including global economic instability\, supply chain disruptions\, rail strikes\, and international trade agreements\, affecting labour relations and economic security for workers in Alberta and across Canada?\nHow will U.S. tariffs on Canadian goods and services impact workplace stability and collective bargaining in Alberta\, and what ongoing effects can be expected? What strategies can unions and employers implement to navigate these challenges?\nWhat changes can be expected to employment standards and regulations on strike activity\, and how will they influence bargaining strategies?\nWhat key demands are emerging at the bargaining table in the current climate? How are debates on workplace rights\, AI\, remote work\, EDI\, gig work\, job security\, and social justice influencing priorities at the bargaining table?\nHow can unions and employers address the growing political polarization in workplaces\, especially when employees have diverging views on economic policy\, government intervention\, and labour rights?\n\nFriday\, June 13\, 2025Breakfast: 8:00 am – 8:40 am MT \nIntroductory remarks by co-chairs: 8:40 am – 8:45 am MT \nPlenary 2 - The Latest in Labour Law: Significant recent cases and legislative developments - 8:45 am – 10:00 am MT\n\n\n \nBob Blakely\nUnion Counsel\nBlakely + Dushenski Legal Counsel \n\n\n \nKaren Scott\nArbitrator/Mediator \n\n\n \nJean Torrens\nEmployer Counsel\nMLT Aikins LLP \n\n\nIn this session\, panelists will delve into recent significant developments in federal and provincial labour law\, exploring guiding principles and emerging trends in a changing world of work. Panelists will address the latest cases on topics including: \n\nthe legality of recent federal government interventions pausing or prohibiting strikes in the railway\, postal\, and other sectors;\nimplications of the Supreme Court’s decision in the Quebec Casinos\, case denying collective bargaining rights to front line supervisors;\na recent Quebec Court of Appeal decision upholding the role of unions in the selection of interest arbitrators;\ndiscrimination\, harassment\, and accommodation;\nemployee social media use and expression of political views and/or religious beliefs at work;\ntrends in discipline and damages awards;\nremote work – employer discretion and employee entitlement; and\nissues of justification for substance use testing.\n\nPanelists will also address recent legislative and regulatory developments\, such as: \n\nupdated government guidance regarding requirements under federal supply chain transparency legislation;\nupdates to Alberta’s access to information and privacy legislation\, including new obligations regarding reporting privacy breaches\, notice requirements regarding the use of automated decision-making\, and new powers to disregard access to information requests in certain circumstances;\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba; and\nnewly proposed legislation in Quebec on arbitrator selection and government powers to pause or prohibit strikes.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments in a shifting socioeconomic and political landscape. \nMorning break: 10:00 am – 10:15 am MT \nPlenary 3 - Bargaining Chips and Microchips: Addressing technological change\, surveillance\, monitoring\, and privacy in the workplace - 10:15 am – 11:20 am MT\n\n\n \nMark Asbell\nArbitrator\, Mediator\, and Adjudicator\nAsbell Dispute Resolutions \n\n\n \nDr. Gideon Christian\nUniversity Excellence Research Chair (AI and Law)\nFaculty of Law\nUniversity of Calgary \n\n\n \nClayton Cook\nUnion Counsel\nMcGown Cook \n\n\n \nVicki Giles\nEmployer Counsel\nMcLennan Ross LLP \n\n\nHow can workplaces ensure that their use of technology complies with existing employee privacy and human rights laws while also navigating emerging legal and technological uncertainties? The panel will explore the potential impact of emerging artificial intelligence (AI) and surveillance technologies on employee privacy and productivity\, and how workplaces can address these challenges in collective agreements. Specifically\, the panel will address: \n\nHow have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity? What lessons can be learned from these decisions when negotiating collective agreement language?\nWhat current issues related to using technology in the workplace\, particularly the use of AI\, should employers and unions address through collective bargaining?\nAre employees entitled to information about how their employer is using AI\, monitoring\, and surveillance technologies? What role do unions have in what employee information employers collect and how it is used?\nHow can collective bargaining be used to protect against the risks of emerging technologies such as “algorithmic management” and address the relevant concerns of both employers and unions?\nDoes the use of emerging surveillance technology make it more difficult for employers to ensure they are avoiding employee privacy breaches\, particularly in terms of the limits on off-duty surveillance? How should the limits on off-duty surveillance be addressed through collective agreement language?\nWhat language should be included in collective agreement provisions addressing AI\, technology\, and employee privacy?\n\nBreak: 11:20 am – 11:35 am MT \nConcurrent Sessions (Choice of 2 of 3) Concurrent 1 - What’s Fresh in Fact-Finding? The latest on best practices in workplace investigations\n\n\n \nDana Christianson\nUnion Lawyer\nSeveny Scott \n\n\n \nSarah Coderre\nCounsel\nBow River Law \n\n\n \nJennifer Hawkins\nPartner\nSouthern Butler Price LLP \n\n\nIn this panel\, experts will examine recent cases addressing workplace investigations and explore key principles and best practices towards conducting fair\, adequate\, and effective investigations into human rights related allegations. The panel will address: \n\nWhat lessons can be learned from recent cases as to what constitutes a fair and adequate investigation process? What procedural flaws have been found to render an investigation unfair or inadequate?\nTo what extent are investigations privileged? How should employers navigate issues of privilege and confidentiality when conducting workplace investigations? How can investigators protect an employee’s privacy rights during a workplace investigation?\nHow can employers best determine who should lead an investigation? How much should independence factor into who should investigate workplace incidents and harassment? When should an external investigator be retained?\nHow can investigators address systemic inequalities and unconscious biases in the workplace during the fact-finding process? How does adopting a trauma-informed approach to conducting witness interviews affect an investigation?\nWhat measures should an employer take when an allegation is not substantiated? Does the union have a role in restoring workplace harmony following an unsubstantiated investigation?\n\nConcurrent 2 - Compliance and Compassion: Providing representation while accommodating disabilities and meeting professional obligations\n\n\n \nKara O’Halloran\nUnion Counsel\nChivers Carpenter \n\n\n \nJeremy Schick\nVice-Chair\nAlberta Labour Relations Board \n\n\n \nJill Wilkie\nEmployer Counsel\nMiller Thomson LLP \n\n\nNavigating the complexities of representing employees who may seem “difficult to work with” (e.g. combative\, non-responsive\, or invested in their matter to an above-average degree) requires a balance of compassionate representation and adherence to legal obligations. Panelists will provide practical guidance for labour relations professionals in handling these sensitive situations. Topics to be addressed include: \n\nWhat key rules of professional conduct establish obligations when representing grievors? What legal duties apply to union representatives?\nWhat signs may indicate that an employee has a mental health condition or other disability impacting their conduct while being represented? How can parties distinguish a “vexatious” grievor from an individual who simply needs additional support?\nHow should representatives respond when the employee being represented is exhibiting behavior such as being hostile or non-responsive\, and/or exhibiting diminished capacity? What legal duties do representatives have in this context?\nHow might trauma\, cultural factors\, or previous experiences of discrimination impact the way an individual acts throughout a complaint? How can representatives approach helping grievors navigate through these issues?\nHow can representatives ensure that their own biases do not impact their representation? Are there circumstances where a representative should refuse or step away from representing a grievor?\n\nConcurrent 3 - From Resolution to Results: Implementing EDI in the unionized workplace\n\n\n \nSania Chaudhry\nInvestigator\nUBC Investigations Office \n\n\n \nSteve Durrell\nRegional Executive Officer – Alberta\nUnited Steelworkers Local 1944 \n\n\n \nJames Demers\nSenior Strategist and Trainer\nCanadian Equality Consulting \n\n\nCanadian workplaces are increasingly recognizing the need to apply the principles of equity\, diversity\, and inclusion (EDI) in their policies and practices. In this panel\, experts will provide practical guidance on how employers and unions can foster a work environment that ensures the full and fair participation of employees. Questions discussed will include: \n\nIn what ways does systemic racism manifest in the workplace? What factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\nAre changing social contexts affecting how workplace parties approach the task of preventing and responding to discrimination and harassment? What is the role of diversity and inclusion training?\nWhat are the required features of an effective workplace policy on discrimination? How can employers ensure their violence and harassment policies are compliant with upcoming amendments to Alberta’s Occupational Health and Safety Code?\n\nConcurrent Session: 11:35 am – 12:35 pm MT \nLunch: 12:35 pm – 1:45 pm MT \nConcurrent Session: 1:45 pm – 2:45 pm MT \nAfternoon break: 2:45 pm – 3:00 pm MT \nPlenary 4 - Discrimination and Harassment at Arbitration: Experts examine key cases\, evolving arbitral perspectives\, evidentiary considerations\, and more - 3:00 pm – 4:15 pm MT\n\n\n \nDamon Bailey\, K.C.\nPartner\nMcLennan Ross LLP \n\n\n \nLeanne Chahley\nUnion Counsel\nBlair Chahley Klassen \n\n\n \nAndrew C.L. Sims K.C.\nArbitration & Mediation \n\n\nIn this session\, panelists will explore evolving arbitral perspectives with respect to discrimination and harassment and examine systemic barriers in grievance and arbitration processes. Specifically\, panelists will discuss: \n\nHow does systemic discrimination influence decisions about how grievances are handled\, including which should proceed to arbitration?\nWhat do recent decisions suggest about how arbitral approaches are evolving with respect to discrimination and harassment claims? Are damage awards increasing? Is there a greater willingness to impose discipline?\nHow have arbitrators and other decision-makers resolved evidentiary and credibility challenges when determining whether discrimination or harassment has occurred? What evidence must be presented at arbitration to such claims? When is it necessary or appropriate to present expert evidence?\nHow can trauma\, cultural factors\, or experiences of discrimination impact the way in which a witness delivers evidence? How can bias and stereotypes impact a decision-maker’s assessment as to credibility?\nShould parties use non-disclosure agreements or clauses when settling discrimination- or harassment-related grievances? Is legislative prohibition of NDAs a likely prospect?\nWhat policy updates should employers and unions implement to address discrimination and harassment claims and ensure that such grievances are not improperly prevented from reaching arbitration?\n\nCalgary Labour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nDavid Lardner\nUnion Representative\, Disputes and Arbitration\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nErin Ludwig\nAssociate General Counsel Labour and Employment\nAlberta Health Services (AHS) \n\n\n \nJames Casey\nArbitrator and Mediation\nLabour Arbitration+Mediation \n\n\nConference Advisory Committee\n\n \nCheryl Yingst Bartel\nArbitrator/Mediator\nYingst Bartel ADR Inc. \n\n\n \nMaurice Dransfeld\nEmployer Counsel\nMcLennan Ross \n\n\n \nTom Hesse\nPresident\nUFCW Local 401 \n\n\n \nJacqueline Lacasse\nGeneral Counsel and VP People & Culture\nUniversity of Calgary \n\n\n \nNatalia Makuch\nUnion Counsel\nChivers Carpenter Lawyers \n\n\n \nJeremy Schick\nVice-Chair with the Labour Relations Board \n\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 7.3 Continuing Professional Development hours.\n\nWorkshop CPD\n\n\nEach Pre-Conference Workshop has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/calgary-labour-arbitration-and-policy-conference-2025/
LOCATION:Sheraton Suites Calgary Eau Claire\, 255 Barclay Parade Southwest\, Calgary\, Alberta\, T2P 5C2\, Canada
CATEGORIES:Conference,Labour Arbitration and Policy Conference
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