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DTSTART;TZID=America/Toronto:20260924T110000
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DTSTAMP:20260713T112659
CREATED:20260116T183235Z
LAST-MODIFIED:20260624T183910Z
UID:18867-1790247600-1790269200@lancasterhouse.com
SUMMARY:Post-Incident Investigations (Virtual Event)
DESCRIPTION:Program Overview \n\n\nWorkplace investigations are a critical step in responding to incidents of violence\, harassment\, and other serious workplace concerns. When handled effectively\, they can help restore trust\, support affected employees\, and reinforce a safe and respectful work environment. However\, poorly conducted investigations may expose organizations to legal risk\, undermine confidence in the process\, and exacerbate harm to those involved. \nThis full-day virtual workshop will provide participants with practical tools and strategies to conduct fair\, thorough\, and trauma-informed investigations\, examining obligations arising under occupational health and safety legislation and human rights statutes\, collective agreements\, and workplace policies when responding to workplace violence\, harassment\, and other health-and-safety-related incidents. Through expert instruction and applied learning\, participants will explore the following questions: \n•	What legal frameworks govern workplace investigations into violence\, harassment\, and other health and safety incidents? \n•	When is a formal investigation required\, and how should employers determine the appropriate scope? \n•	What steps should investigators take to ensure procedural fairness throughout the investigation process? \n•	How can investigators assess credibility and make defensible findings in complex\, high-stakes situations? \n•	What are the key differences between investigating harassment or violence complaints as opposed to other OHSA-related incidents? \n•	How can investigators conduct interviews in a manner that is both effective and sensitive to trauma? \n•	What common pitfalls can compromise an investigation\, and how can they be avoided? \n•	What obligations do employers have to take interim measures to protect employees during an investigation? \n•	How should findings be documented and communicated\, and what makes an investigation report effective? \n•	What steps should organizations take following an investigation to address findings and prevent future incidents? \n\n\nWhat to Expect?\nComing Soon. \n\nWho Should Attend?\nComing Soon. \n\n\n\nLearning Outcomes:\nBy the end of this program\, participants will be able to: \n•	Determine when a formal workplace investigation is required and define its appropriate scope in cases involving violence\, harassment\, and health and safety concerns; \n•	Apply principles of procedural fairness and trauma-informed practice throughout the investigation process; \n•	Conduct effective interviews\, including assessing credibility and managing sensitive or high-conflict situations; \n•	Identify common investigative pitfalls and implement strategies to ensure thorough\, defensible findings; and \n•	Develop clear\, well-reasoned investigation reports and recommend appropriate post-investigation actions. \n\n\nPricing \n\n$995.00Add to cart	\n			\n  \nSpeakers \n\n\n \nJames Farrell\nSolicitor and Staff Representative\nFish\, Food and Allied Workers–Unifor (FFAW–Unifor) \n\n\n \nJohn Illingworth\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nNana Yanful\nLawyer/Workplace Investigator\nYanful Law \n\n\nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come. \nSupported by the Institute for Work & Health:
URL:https://lancasterhouse.com/event/post-incident-investigations-virtual-event/
LOCATION:Virtual Event
CATEGORIES:Skills Training
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DTSTART;TZID=UTC:20260924T123000
DTEND;TZID=UTC:20260924T140000
DTSTAMP:20260713T112659
CREATED:20250825T190531Z
LAST-MODIFIED:20260623T164929Z
UID:17497-1790253000-1790258400@lancasterhouse.com
SUMMARY:Discrimination and Harassment at Work: Discipline\, ADR\, and Practical Remedies
DESCRIPTION:Select an option\n                                            \n                    Live Webinar                \n                                            \n                    Live Webinar\, video\, and MP3 Bundle                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n     \nThis webinar will discuss best practices when responding to complaints of harassment and discrimination in the workplace. Speakers will address questions such as: \n\nIs an employer obligated to impose discipline when one employee has discriminated against or harassed another? When may lesser measures\, such as training and education\, be appropriate?\nWhere discipline is imposed\, what types of conduct may warrant more severe consequences? When is the employment relationship considered by arbitrators to be salvageable or unsalvageable?\nWhat alternative dispute resolution (“ADR”) options exist\, and what are the relevant advantages of each?\nHow can trauma-informed approaches assist?\nWhat remedies are available to employees who have been harassed or discriminated against at work? How should these allegations be pursued –through an internal complaint\, a grievance\, a lawsuit\, an occupational health and safety claim\, or a human rights tribunal proceeding? How will the choice of forum impact the available remedies?\nWhen can an employer be held liable for harassment or discrimination in the workplace? What challenges arise for unions when responding to member-on-member discrimination or harassment claims? What remedies are likely where the union is found to have violated its duty of fair representation?\nWhat steps should be taken to ensure that a healthy work environment is restored following incidents of discrimination and harassment\, especially where both the complainant and the offending employee remain at work?\nShould parties consider entering into a non-disclosure agreement (“NDA”) as part of settling a discrimination or harassment complaint? Are NDAs appropriate? Are they prohibited by law?\n\nModerator \n\n\n \nGeorge Filliter\nArbitrator and Mediator\nFilliter Arbitration and Mediation Services Inc. \n\n\nSpeakers \n\n\n \nAshton Butler\nEmployer Counsel\nMLT Aikins \n\n\n \nChris Pelkey\nUnion counsel\nMcInnes Cooper \n\n\nLive Webinar: Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\nOption: Live Webinar$295.00Add to cart	\n			\n  \nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nOption: Live Webinar\, video\, and MP3 Bundle$595.00Add to cart	\n			\n  \nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada.
URL:https://lancasterhouse.com/event/discrimination-and-harassment-at-work-discipline-adr-and-practical-remedies/
LOCATION:Virtual Event
CATEGORIES:Webinar
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