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SUMMARY:Toronto Human Rights and Accommodation Conference: Current practices\, emerging trends
DESCRIPTION:Toronto Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nSarah Atkinson\nLabour Arbitrator and Mediator \n\n\n \nBonny Mak\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nKristen Allen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nInterested to attend\, but need a little more time to confirm?\n RSVP today for best pricing and supportConference Advisory Committee\n\n \nRaj Dhir\nExecutive Director\nIndigenous Justice Policy (Indigenous Justice Division)\nMinistry of the\nAttorney General \n\n\n \nShana French\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nJenny Neiman\nSenior Manager\, Human Rights Office\nCity of Toronto \n\n\n \nGregory Ko\nUnion Counsel\nKastner Ko LLP \n\n\n \nSeema Lamba\nHuman Rights\nPrograms Officer\nPublic Service Alliance of Canada (PSAC) \n\n\nThursday\, April 18\, 2024Registration and Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 1 - Human Rights Highlights: The latest caselaw and legislative developments - 9:05 am – 10:35 am ET\n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nKim Bernhardt\nArbitrator/Mediator \n\n\n \nMatthew Horner\nLegal Counsel\nOntario Human Rights Commission \n\n\n \nNeena Gupta\nEmployer Counsel\nGowling WLG \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\n \nHossein Moghtaderi\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nIn this session\, panelists will examine recent noteworthy cases and legislative developments. Speakers will discuss the latest cases addressing: medical information disputes\, caste-based discrimination\, workplaces poisoned by harassment and discrimination\, biometric monitoring\, citizenship-based discrimination\, and Anti-SLAPP cases (motions to dismiss defamation lawsuits that are designed to suppress free speech. \nThis panel will also address Ontario and federal legislative initiatives\, including: \n\nOntario’s Working for Workers Four Act\, 2024 (Bill 149);\nFederal legislation targeting forced labour and child labour (Bill S-211);\nProposed prohibition of strike replacement workers (Bill C-58); and\nAmendments to federal Employment Equity Act (Bill C-64) expanding reporting requirements.\nProposed changes to the Employment Standards Act\,\n\nBreak: 10:35 am – 10:50 am ET \nPanel 2 - Investigating Investigations: Examining current practices and recent caselaw - 10:50 am – 12:05 pm ET\n\n\n \nSharon Naipaul\nMediator/Investigator\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nAndrea Wobick\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nIn this session\, expert panelists will examine recent caselaw addressing workplace investigations and will explore key principles and best practices in conducting fair\, adequate\, and effective investigations into human rights-related allegations. \nThe panel will address questions including: \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?\nIs a formal investigation always required when an employee raises human rights-related concerns? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhen is retaining a third-party investigator necessary? What other alternatives are possible?\nCan the grounds for an investigation be expanded after the investigation has already commenced – for example\, if an investigation reveals issues of systemic discrimination?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process?\nHow much latitude do employers have to order investigations into off-duty conduct? May workplace investigators ask to examine employees’ personal devices\, such as laptops or cellphones\, which employees use exclusively or primarily for personal purposes?\nWhat legal avenues are available to employees who wish to challenge what they believe to be an unfair or improper investigation into their human rights allegations? Can an investigator be held personally liable for conducting an inadequate investigation?\nHow should employers and unions respond when an investigation reveals bad faith allegations by an employee? What role does the union have in restoring a safe and healthy workplace for all parties following an investigation?\n\nNetworking Lunch: 12:05 pm – 1:05 pm ET \nPanel 3 - Beliefs and Boundaries: Reconciling employee free speech and employer concerns - 1:05 pm – 2:20 pm ET\n\n\n \nAngela Bradley\nLawyer\, Mediator\, Workplace Investigator \n\n\n \nLorenzo Lisi\nEmployer Counsel\nAird & Berlis LLP \n\n\n \nPatricia D’Heureux\nUnion Counsel\nCavalluzzo LLP \n\n\nTensions may arise between employee free speech and an employer’s duty to ensure a safe and respectful workplace. How can these arguably competing rights and obligations be balanced? \nIn this session\, a panel of experts will address: \n\nWhat is the line between safeguarding employee free speech and ensuring a respectful and safe work environment? Do employees have the right to express their views on potentially controversial and/or political matters at work?\nCan employers discipline employees for private statements and/or expressions made outside the workplace?\nTo what extent will arbitrators consider Charter rights and values such as freedom of expression in the context of off-duty conduct?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for their potentially polarizing beliefs? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n\nBreak: 2:20 pm – 2:35 pm ET \nPanel 4 - Is it Harassment or Not? An interactive panel with case studies and scenarios - 2:35 pm – 3:50 pm ET\n\n\n \nBay Ryley\nPresident\nRyley Learning \nLawyer\nEmployment & Human Rights\nRyley Law \n\n\n \nMelissa Roth\nEmployer Counsel\nGowling WLG \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nIn Ontario\, workplace harassment is defined as “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.” In many instances impugned conduct or comments will clearly meet this definition\, but in other cases debate may arise as to whether the alleged harasser ought reasonably to have known that certain comments or conduct would be unwelcome. \nThis session will highlight the degree to which reasonable minds may disagree about whether certain comments or conduct constitute harassment\, probe the reasons behind such disagreement\, and address questions such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should be reasonably seen to be offensive? How might a decision-maker’s unconscious bias interfere in the analysis of whether conduct could reasonably be seen to be insulting or humiliating?\nDoes workplace culture play any role in determining whether conduct ought reasonably to have been known to be offensive?\nIs the analysis of whether conduct constitutes harassment affected by a friendship or previous romantic relationships between complainant and respondent? What about power imbalances or lack thereof?\nHow is the reasonableness of management action assessed to determine whether or not it constitutes harassment?\n\nClosing Remarks: 3:50 pm – 4:00 pm ET \nFriday\, April 19\, 2024Registration and Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 5 - Putting Neurodiversity to Work: Effective strategies for recruitment\, accommodation\, and retention - 9:05 am – 10:20 am ET\n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nSimon Margolis\nKnowledge Management Lawyer\nBorden Ladner Gervais LLP \n\n\n \nSara Parchello\nEmployer Counsel\nBennett Jones LLP \n\n\nThere is increasing recognition that neurodivergence is a strength\, not a deficit\, and building inclusive\, neurodivergent workplaces makes a positive impact. In this panel\, experts will examine how employers can effectively recruit\, retain\, and accommodate neurodivergent employees\, and how unions can support their neurodivergent membership. \nSpecifically\, the panel will address: \n\nHow can businesses benefit from hiring neurodivergent employees?\nWhat measures can employers put in place to effectively recruit neurodivergent employees? How can employers support/accommodate neurodivergent applicants throughout the recruitment process?\nConsidering the emphasis on self-identification in the neurodiverse community\, must employees who identify as neurodivergent provide evidence of a medical diagnosis to access initiatives designed to recruit diverse employees? How should employers respond to these disclosures when they occur?\nHow do common stereotypes hinder the inclusion and accommodation of neurodivergent employees in the workplace? What can be done to guard against these stereotypes?\nWhat should workplace parties know about specific conditions such as Autism Spectrum Disorders (ASD)\, Attention-Deficit/Hyperactive Disorder (ADHD)\, and learning disabilities falling under the umbrella of neurodivergence? Do these conditions share any similarities? How might they affect an employee’s work performance?\nWhat are the signs an employee may be struggling with work performance or workplace relationships because of a neurological difference such as ASD or ADHD? When does the employer have a duty to inquire as to whether the employee in question requires accommodation?\nWhat are some examples of appropriate and effective accommodations for neurodivergent employees?\nWhat kind of medical information can employers request from employees seeking accommodation on the basis of neurodivergence? Can a detailed neuropsychological evaluation report be required? How often\, if ever\, can updated medical information be requested from a neurodivergent employee\, who\, by definition\, has a lifelong condition?\nWhat accommodations should unions provide to neurodivergent members accessing union services and using union processes?\n\nBreak: 10:20 am – 10:35 am ET \nPanel 6 - Truly Transformative? Recent federal and Ontario initiatives in employment equity - 10:35 am – 11:50 am ET\n\n\n \nPatricia DeGuire\nChief Commissioner\nOntario Human Rights Commission (OHRC) \n\n\n \nPriya Sarin\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nAditya Rao\nSenior Officer\, Human Rights\nCanadian Union of Public Employees (CUPE) \n\n\nIn this session\, panelists will address the recent report of the federal Employment Equity Act Review Task Force and related change to the Act\, exploring broader lessons learned for workplace parties in all sectors and drawing connections to recent provincial initiatives aimed at promoting workplace equity. \nQuestions to be addressed include: \n\nWhat changes did the Task Force recommend with respect to how employment equity groups are defined and described under the Employment Equity Act?\nWhat is “intersectionality” and why is it important to adopt an intersectional approach to workplace policies? What recommendations did the Task Force make in this regard?\nHow can employers shift from a “top-down” approach to employment equity to a consultative process which involves unions and employees? What lessons can be learned from the Task Force’s recommendations regarding workplace employment equity committees?\nWhat problems did the Task Force identify with the concepts of “merit” or “fit” in recruiting and promoting employees?\nHow can workplace parties ensure that the collection of employee data for equity-related initiatives is meaningful and appropriate? What common pitfalls have led to what the Task Force deems “superficial data collection”? How can employers and unions measure and evaluate progress toward workplace equity?\nWhat recommendations did the Task Force make with respect to the use of non-disclosure agreements? Are there currently any restrictions regarding the use of these agreements in Ontario?\nHow is the Ontario Working for Workers Four Act\, 2023\, if passed\, expected to address issues of discrimination in recruitment and promotion as identified by the Task Force? How does the legislation compare to\, for example\, B.C.’s recently-passed Pay Transparency Act?\nWhat key updates should employers make to workplace harassment and discrimination policies taking into account the recommendations of the Task Force? Should employers updating their policies make any changes in light of the recent Ontario Human Rights Commission’s Policy position on caste-based discrimination?\n\nNetworking Lunch: 11:50 am – 12:50 pm ET \nKeynote - Building inclusive workplaces: Promising practices and future possibilities - 12:50 pm – 1:20 pm ET\n\n\n \nDr. Rebecca Gewurtz\nAssociate Professor\nSchool of Rehabilitation Science\nMcMaster University \nAdjunct Scientist\nInstitute for Work and Health (IWH) \nDirector\nInclusive Design for Employment Access (IDEA) Social Innovation Laboratory \n\n\nThe Inclusive Design for Employment Access (IDEA) is a social innovation laboratory that is focused on strengthening the capacity of Canadian employers to fully include persons with disabilities within Canadian workplaces. In this talk\, I will outline some of the promising practices that are emerging from our work with employers and other stakeholders to improve organizational capacity to hire\, support\, and promote persons with disabilities in diverse roles across different sectors. I will share what we currently know\, what we are working on\, and ways that different stakeholders\, including service providers\, government decision-makers\, labour representatives\, disability organizations\, and employers can work on together to build more inclusive Canadian workplaces. I will share what we mean by inclusive hiring\, onboarding\, mentorship and advancement practices\, and where employers often run into challenges despite good intentions. I will conclude by sharing some emerging developments to watch for as we continue our partner-based work within IDEA. \nPanel 7 - AI and Human Rights: Exploring the promise and peril of artificial intelligence in the workplace - 1:20 pm – 2:30 pm ET\n\n\n \nJames Craig\nUnion Counsel\nMorrison Watts Hurtado & Buchner \n\n\n \nRyan Fritsch\nCounsel\nLaw Commission of Ontario \n\n\n \nAmanda Hunter\nEmployer Counsel\nHunter Liberatore Law LLP \n\n\nIn this session\, expert panelists will provide guidance on the continuing evolution of Artificial Intelligence (“AI”) and the legal landscape surrounding it\, the use of AI by employers\, and the workplace human rights implications paired with it. Panelists will address questions including: \n\nWhat laws regulate AI in Canada? What rules are in place to protect individuals from discriminatory effects resulting from the use of AI?\nWhat are employers most commonly using AI for? How can the use of AI negatively or positively impact workplace human rights?\nAre there legal limits on an employer’s ability to use AI in the workplace? Can an employer’s right to use AI be limited through collective agreement language?\nWill human resources be taken over by “algorithmic management\,” defined as delegating to algorithms certain managerial tasks such as filtering through applications for employment\, assessing employee performance\, or even making decisions regarding termination of employment?\nHow have arbitrators and adjudicators treated the use of AI in the workplace in light of anti-discrimination and duty to accommodate laws\, such as an employer’s use of biometric scanning or AI driven recruitment processes?\nAre employees entitled to information about how their employer is using AI and monitoring and surveillance technologies? How can collective bargaining provisions address these issues?\nWhat can employers do to mitigate risks of bias\, discrimination or otherwise preventing potential breaches of human rights laws when using AI?\n\nBreak: 2:30 pm – 2:45 pm ET \nPanel 8 - Ties That Bind: Accommodating family status and caregiving obligations - 2:45 pm – 3:55 pm ET\n\n\n \nShane Todd\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nReema Khawja\nSenior Counsel\nOntario Human Rights Commission \n\n\n \nDoug Wray\nUnion Counsel\nCaleyWray \n\n\nIn this interactive session\, expert panelists will address the test for family status in Ontario and engage audience members in exercises illustrating practical applications of the test\, better equipping employers and unions to navigate accommodation requests. Speakers will address issues including: \n\nWhat forms of caregiving fall under the protective umbrella of family status accommodation?\nWhat constitutes a sufficiently serious interference with a family obligation such that it will amount to family status discrimination?\nHow can employers and unions distinguish preferences from obligations? For example\, when will a request to work from home to provide caregiving to elderly parents or young children amount to an obligation rather than a preference? What about requests such as leaving work early to enable an employee to pick up a child from school rather than have that child take the bus?\nAre employees required to demonstrate that they have made some effort to “self-accommodate” (e.g. explore a variety of childcare options) before an employer’s duty to accommodate is triggered?\nWhat qualifies as “undue hardship” for an employer when it comes to family status accommodation?\nWhat policies should employers and unions consider to meet family status accommodation requirements and reduce workplace barriers for employees with family obligations?\n\nClosing Remarks: 3:55 pm – 4:00 pm ET \nCPDConference CPD\n\n\nThis program has been approved for 11 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\n\n\n\nThis program has been approved by CPHR Alberta for 11 Continuing Professional Development hours.\n\n\n\n \nMembers of the Law Society of Ontario may consider counting this program for 11 substantive hours; 0 professionalism hours.
URL:https://lancasterhouse.com/event/toronto-human-rights-and-accommodation-conference-2024/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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DTSTART;VALUE=DATE:20240506
DTEND;VALUE=DATE:20240509
DTSTAMP:20260408T160255
CREATED:20231109T142244Z
LAST-MODIFIED:20240723T181944Z
UID:11158-1714953600-1715212799@lancasterhouse.com
SUMMARY:Atlantic Labour Law Conference: Current practices\, emerging trends
DESCRIPTION:Atlantic Labour Law ConferenceConference Co-Chairs\n\n \nChris Peddigrew\nArbitrator / Mediator / Investigator\nPeddigrew Wade Law \n\n\n \nLeah Kutcher\nIn-House Counsel\nNova Scotia Teachers Union \n\n\n \nJames LeMesurier\nEmployer Counsel\nStewart McKelvey \n\n\nConference Advisory Committee\n\n \nErin Delaney\nSolicitor\nGovernment of Newfoundland & Labrador \n\n\n \nJill Houlihan\nUnion Counsel\nPink Larkin \n\n\n \nRyan McCarville\nEmployer Counsel\nMcInnes Cooper \n\n\n \nPaula Trites\nLabour Relations Officer\nNew Brunswick Union of Public Employees (NBU) \n\n\nMonday\, May 6\, 2024*Workshop sold separately from stand-alone conference. \nWorkshopDifficult Accommodations: Responding to denial\, defensiveness\, and personality disorders\n\n\n \nMichael MacDonald\nManager\, Health Services\nJazz Aviation \n\n\n \nBrad Proctor\nEmployer Counsel\nMcInnes Cooper \n\n\n \nWayne Thistle\nArbitrator/Mediator\nInnovative Dispute Resolution Inc. \n\n\nAccommodating employees with disabilities that impair their judgment\, perception\, and often their very ability to participate in the accommodation process itself can be challenging. Working through interactive exercises with the guidance of experts\, participants will develop the knowledge and skills to: \n\nComply with management and union responsibilities surrounding the accommodation process\, the duty to inquire\, obtaining medical records\, and related privacy legislation;\nUnderstand how common disabilities and related stigma may impede a worker’s ability to participate in the accommodation process;\nApply effective communication skills when interacting with defensive or resistant employees;\nComply with legal obligations when workers are unwilling or unable to participate in the accommodation process; and\nIdentify when the threshold of undue hardship has been reached.\n\nSchedule\nBreakfast and registration: 8:00 a.m. – 9:00 a.m. \nIntroductory remarks: 9:00 a.m. – 9:05 a.m. \nWorkshop: 9:05 a.m. – 10:30 a.m. \nBreak: 10:30 a.m. – 10:45 a.m. \nWorkshop: 10:45 a.m. – 11:55 a.m. \nLunch: 11:55 a.m. – 1:05 p.m. \nWorkshop: 1:05 p.m. – 2:30 p.m. \nBreak: 2:30 p.m. – 2:45 p.m. \nWorkshop and closing remarks: 2:45 p.m. – 4:00 p.m. \nTuesday\, May 7\, 20248:00 – 9:00: Registration and breakfast\n9:00 – 9:05: Opening Remarks \n9:05 – 10:35: Panel 1 - Atlantic Update: Experts examine key cases and legislative developments\n\n\n \nNancy F. Barteaux\, K.C.\nEmployer Counsel\nFounder and Principal\nBarteaux Labour and Employment Lawyers Inc. \n\n\n \nJames Farrell\nSolicitor and Staff Representative\nFFAW-Unifor \n\n\n \nBrittany Keating\nPartner\nMcInnes Cooper \n\n\n \nJohn Whelan\nArbitrator\nWhelan Dispute Resolution \n\n\nIn this session\, experts will analyze noteworthy legal developments\, discussing key cases and recent legislation. Topics to be addressed include: \n\nPrivacy;\nDiscipline;\nHealth and safety/workers’ compensation; and\n\nPanelists will also discuss recent provincial and federal legislative amendments\, including: \n\nPay equity;\nPay transparency;\nPensions;\nStrike replacements;\nSick time/sick notes;\nMinimum wages; and\nSupply chain transparency.\n\nFinal selection of topics will take place in the weeks leading up to the conference ensuring coverage of the latest and most important developments. \n10:35 – 10:50: Break \n10:50 – 12:05: Panel 2 - Beliefs and Boundaries: Reconciling employee free speech and employer concerns\n\n\n \nIsabelle Keeler\nEmployer Counsel\nCox & Palmer \n\n\n \nLynne Poirier\nArbitrator/Mediator \nVice-Chair\nCanada Industrial Relations Board \n\n\n \nDaniel Wilband\nCounsel\nLawson Creamer \n\n\nA tension sometimes arises between employee free speech and an employer’s duty to ensure a safe and respectful workplace. How can these arguably competing rights and obligations be balanced? In this session\, a panel of experts will address these questions: \n\nWhat is the line between safeguarding employee free speech and ensuring a respectful and safe work environment? Do employees have the right to express their views on potentially controversial and/or political matters at work?\nCan employers discipline employees for private statements and/or expressions made outside the workplace?\nTo what extent will arbitrators consider Charter rights and values such as freedom of expression in the context of off-duty conduct?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for their potentially polarizing beliefs? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n\n12:05 – 1:25: Networking Lunch \n1:25 – 2:10: Keynote - The Burnout Burger: The role of psychological safety in preventing burnout in the workplace\n\n\n \nDr. Dayna Lee-Baggley\nFounder & CEO\, Dr. Lee-Baggley and Associates \nAssistant Professor\, Faculty of Medicine\, Dalhousie University\nAdjunct Professor\, Psychology Department\, Saint Mary’s University \n\n\nRates of burnout have never been higher; however\, the conventional focus on self-care falls short. In this innovative presentation\, Dr. Dayna will present a more comprehensive strategy to address burnout known as the “Burnout Burger.” The Burnout Burger highlights that burnout is not just the responsibility of the individual. Instead\, the individual is squeezed between organizational and cultural factors that also influence burnout. Dr. Dayna will present the science of burnout and actionable strategies to address the Burnout Burger\, including the role of psychological safety in targeting burnout. Attendees will gain insight into cutting-edge\, evidence-based tips and techniques\, empowering individuals\, leaders\, and workplaces to effectively address burnout and foster the well-being of both employees and organizations. \n2:10 – 2:25: Break \n2:25 – 3:40: Panel 3 - Is it Harassment or Not? An interactive panel with case studies and scenarios\n\n\n \nFrank Demont\, K.C.\nArbitrator\nResolve Arbitration & Mediation Services \n\n\n \nChristina Kennedy\nSenior Labour Relations Counsel\nAir Line Pilots Association\, International \n\n\n \nMichelle A. Willette\nEmployer Counsel\nCox & Palmer \n\n\nIn many instances conduct or comments will clearly meet the definition of harassment. However\, in other cases debate may arise as to whether the alleged harasser knew or ought reasonably to have known that their behaviour was unwelcome\, offensive\, or harmful. In this session\, panelists will highlight the degree to which reasonable minds may disagree about whether certain comments or conduct constitute harassment\, probe the reasons behind such disagreement\, and address questions such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should be reasonably seen to be offensive? How might a decision-maker’s unconscious bias interfere in the analysis of whether conduct could reasonably be seen to be insulting or humiliating?\nDoes workplace culture play any role in determining whether conduct ought reasonably to have been known to be offensive?\nIs the analysis of whether conduct constitutes harassment affected by a friendship or previous romantic relationships between complainant and respondent? What about power imbalances or lack thereof?\nFrom the employer’s perspective\, how is the reasonableness of management action assessed to determine whether or not it constitutes harassment?\n\n3:40 – 3:45: Closing remarks \nWednesday\, May 8\, 20248:00 – 9:00: Registration and breakfast\n9:00 – 9:05: Opening Remarks \n9:05 – 10:20: Panel 4 - Facing the Public: Protecting workers from harassment and ensuring a safe workplace\n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper \n\n\n \nChantelle MacDonald Newhook\nArbitrator/Mediator/Investigator\nDispute Winners \nVice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nMany forward-facing employees may experience violence and/or harassment from third parties such as clients\, students\, patients\, customers\, etc. In this session\, experts will explore the scope of an employer’s legal duty to prevent third party violence against their employees\, the rights and duties of employees in these circumstances\, and the union’s role in preventing and responding to violence experienced by their membership. Questions to be addressed include: \n\nWhat legal obligations do employers have to protect their employees from third-party harassment? Should workplace violence and harassment policies include specific provisions for dealing with third parties who become violent towards employees?\nWhat steps must an employer take when they become aware that their staff are being harassed by a third party?\nDoes the legal obligation to protect the health and safety of employees extend to violence and harassment that occurs off-site? How do these obligations apply in the context of remote work?\nWhat obligations do unions have to support members who are facing violence and/or harassment from third parties/the public? In what circumstances should unions grieve an employer’s failure to protect employees from third party violence and/or pursue remedies through the Ministry of Labour/Labour Relations Board?\nWhat is the scope of an employee’s duty to report concerns about a patient\, student\, customer\, or client?\nWhat legal recourse is available to employees who have experienced violence or harassment from members of the public? In what circumstances may an employer be liable for discrimination and harassment perpetrated by non-employees or members of the public? What factors will an arbitrator consider when making this determination?\nIn what circumstances can employees refuse work on the basis that they believe they will experience violence from members of the public? Are there circumstances where workers who are excluded from the general right to refuse unsafe work under occupational health and safety legislation (i.e. police officers\, firefighters\, correctional officers\, and health care workers)\, can refuse unsafe work on the basis that a patient/client/ etc. poses a danger?\nWhat are the implications of Bill C-3\, An Act to Amend the Criminal Code and the Canada Labour Code\, which outlines enhanced protections for health care workers under the Criminal Code?\n\n10:20 – 10:35: Break \n10:35 – 11:50: Panel 5 - Working towards inclusion: Removing barriers to recruitment\, retention\, and promotion\n\n\n \nDavid Delaney\nEmployee Relations Consultant and Employment Equity Coordinator\nHalifax Employers Association \n\n\n \nMichael Gillingham\nUnion Counsel\nMartin Whalen Hennebury Stamp \n\n\n \nCarey Majid\nExecutive Director\nNewfoundland and Labrador Human Rights Commission \n\n\nAs concepts of workplace equality\, diversity\, and inclusion continue to evolve\, many organizations are turning to new initiatives to address systemic discrimination in workplaces. In this session\, experts will discuss: \n\nHow can systemic discrimination manifest in the workplace\, and how can it be identified?\nHow can employers and unions proactively address impacts of systemic discrimination in the workplace?\nHow can systemic barriers manifest during hiring processes? How can employers best implement fair hiring practices to avoid discrimination and promote a more diverse workforce?\nHow can systemic barriers manifest during promotion processes? How can employers and unions best address and combat these barriers?\nWhat policy changes can employers implement to prevent unintentional discriminatory consequences?\nIs collective agreement language effective in fostering equity and creating a respectful workplace culture?\nWhat steps are unions and workplaces taking to advocate for non-discriminatory workplace practices?\n\n11:50 – 1:00: Lunch \n1:00 – 2:15: Panel 6 - Investigating Investigations: Examining current practices and recent caselaw\n\n\n \nLisa Gallivan\nArbitrator\, Mediator and Workplace Investigator \n\n\n \nAndrea MacNevin\nEmployer Counsel\nBarteaux Labour and Employment Lawyers Inc. \n\n\n \nRon Pizzo\nUnion Counsel\nPink Larkin \n\n\nIn this session\, expert panelists will examine recent caselaw addressing workplace investigations and will explore key principles and best practices in conducting fair\, adequate\, and effective investigations into human rights-related allegations. The panel will address questions including: \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?\nWhen is retaining a third-party investigator necessary? What other alternatives are possible?\nCan the grounds for an investigation be expanded after the investigation has already been commenced – for example\, if an investigation reveals issues of systemic discrimination?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process? How should investigatory meetings be approached where the person being interviewed has or is suspected to have a disability?\nHow much latitude do employers have to order investigations into off-duty conduct? May workplace investigators demand to examine employees’ personal devices\, such as laptops or cellphones which employees use exclusively or primarily for personal purposes?\nHow should employers and unions approach investigations into workplace conduct which may have a criminal element?\nWhat legal avenues are available to employees who wish to challenge what they believe to be an unfair or improper investigation into their human rights allegations?\n\n2:15 – 2:30: Break \n2:30 – 3:45: Panel 7 - Addressing the Unknown: Arbitrators respond to the use of artificial intelligence\n\n\n \nRobert Basque\nArbitrator\nForbes Roth Basque \n\n\n \nBrenda Comeau\nUnion Counsel\nPink Larkin \n\n\n \nNoella Martin\nEmployer Counsel\nBurchell Wickwire Bryson LLP \n\n\nGiven the lack of Canadian arbitration decisions on the use of artificial intelligence (“AI”) to select and manage employees\, this session will provide employers and unions with the best available insight into how grievances against such uses of AI would be mounted\, defended\, and decided. Experienced union and management counsel will join an arbitrator to discuss a union challenge to algorithmic management drawn from US caselaw and a challenge to a program designed to vet job candidates. Specific issues to be addressed include: \n\nWhat principles in existing arbitral jurisprudence or legislative provisions could be invoked to challenge an employer’s use of algorithmic management (i.e. use of AI and data to manage employees)?\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management would arbitrators in the Atlantic provinces find most compelling?\nWhat legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions?\nWhat privacy concerns are raised by using AI to evaluate job applicants based on their internet activity?\n\n3:45 – 3:50: Closing remarks \nCPDConference CPD\n\nThis program has been approved for 9.75 Continuing Professional Development hours under Category 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 CPHR Nova Scotia for 9.75 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 9.75 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 9.75 Continuing Professional Development hours.\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 9.75 Continuing Professional Development hours.\n\n\n\nWorkshop CPD\n\nThis program has been approved for 5.5 Continuing Professional Development hours under Category 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 CPHR Nova Scotia for 5.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 5.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 5.5 Continuing Professional Development hours.\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/atlantic-labour-law-conference/
LOCATION:Halifax Convention Centre\, 1650 Argyle Street\, Halifax\, Nova Scotia\, B3J 0E6\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/10/atlantic-ll-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240613
DTEND;VALUE=DATE:20240615
DTSTAMP:20260408T160255
CREATED:20231109T142132Z
LAST-MODIFIED:20240723T155130Z
UID:11145-1718236800-1718409599@lancasterhouse.com
SUMMARY:Calgary Labour Arbitration and Policy Conference: Current practices\, emerging trends
DESCRIPTION:Sponsored by:We would like to thank Field Law for their generous sponsorship of the 42nd Annual Labour Arbitration and Policy Conference presented by Lancaster House. \nThe Westin Calgary - Discounted Room\nBook by Friday\, May 10\, 2024 \nBook NowCalgary Labour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nKristan McLeod\nUnion Counsel\nChivers Carpenter Lawyers \n\n\n \nLaura Mensch\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nKaren Scott\nArbitrator \n\n\nConference Advisory Committee\n\n \nE. Wayne Benedict\nUnion Counsel\nMcGown Cook Barristers & Solicitors\n\n\n \nJames Casey\nArbitrator/Mediator Labour\nArbitration + Mediation \n\n\n \nStephanie Henry\nEmployer Counsel\nBennett Jones LLP \n\n\n \nDavid Lardner\nUnion Representative\, Disputes and Arbitration\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nErin Ludwig\nAssociate General Counsel\nLabour and Employment Legal and Privacy\nAlberta Health Services (AHS) \n\n\n \nKathryn Oviatt\nChief of the Commission and Tribunals\, Alberta Human Rights Commission \n\n\nThursday\, June 13\, 2024Workshop*Workshops sold separately from stand-alone conference. \nBreakfast: 8:00 a.m. – 9:00 a.m. M.T. \nConcurrent Workshops:\n(The schedule below will run concurrently for all three workshops until 4pm) \nWorkshop 1: Disabilities That Elude Diagnosis: Accommodating employees with poorly understood conditions\n\n\n \nAshton Butler\nEmployer Counsel\nMLT Aikins \n\n\n \nDr. Charl Els\nPsychiatrist\, Addiction Specialist\, and Occupational Physician \nClinical Professor\nDepartment of Psychiatry and Department of Medicine\nUniversity of Alberta \n\n\n \nSophie Purnell\nEmployee Counsel\nPurnell Employment Law \n\n\n \nAnne Wallace\nArbitrator/Mediator \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, expert panelists will examine key legal principles and best practices for accommodating employees with these conditions. Speakers will address: \n\nExamples of common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion” (including “long COVID”);\nLegal limits on the type and extent of medical information that employers can request from employees;\nHow to effectively formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test;\nHow to respond when there is a lack of available medical practitioners with the requisite knowledge or expertise to assess and attest to an employee’s condition;\nHow to approach employees/union members about needed information with sensitivity;\nHow stereotypes and stigmas associated with such medical conditions can contribute to the challenge of providing accommodation;\nTypes of accommodations that may be of assistance to an employee suffering from persistent or chronic symptoms;\nWhether an employer can discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability; and\nUnderstanding when undue hardship has been established and the duty to accommodate is at an end.\n\nWorkshop 2: Reading it Right: Essential and emerging principles of collective agreement interpretation \n\n\n \nDavid Lardner\nUnion Representative\, Disputes and Arbitration\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nChris S. Monfette\nEmployer Counsel\nNeuman Thompson \n\n\n \nLeanne Young\, K.C.\nLegal Counsel\,\nChartered Arbitrator\, Mediator and Adjudicator\nResolve ADR \n\n\nAn understanding of the principles of contract interpretation is indispensable for anyone involved in the negotiation or administration of a collective agreement\, from front-line managers and union representatives to advocates in the arbitration process. The ground rules of collective agreement interpretation have seen a notable shift in recent years. While the traditional techniques of reading a collective agreement\, such asthe “plain meaning” rule\, still play a central role\, arbitrators increasingly utilizeuse a more “contextual” approach that takes into account relevant background in order to determine the parties’ intent. In this workshop\, experienced counsel will equip participants with the knowledge they need to deal effectively with the wide array of interpretation disputes that arise in a unionized setting. \n\nWhat are the most commonly applied rules of collective agreement interpretation?\nWhat is the difference between the “plain meaning” approach and a purposive approach?\nWhen can evidence of past practice or negotiating history be used as an aid to interpretation?\nHow do arbitrators reconcile negotiated contract language and the contrary provisions of employment-related statutes\, e.g. human rights and employment standards legislation?\nWhat is “contextual evidence\,” as set out by the Supreme Court of Canada in the Sattva case? In what circumstances can such evidence be admitted and relied upon to shed light on the meaning of a disputed clause?\nHow has the use of the “contextual” approach changed the way in which established rules of interpretation are applied?\nWhat are the limits of contextual evidence as an interpretive tool?\nHow have arbitrators in recent cases utilized contextual evidence to resolve disputes about the proper interpretation and application of a collective agreement provision?\n\nWorkshop 3: Denial\, Defensiveness\, and Personality Disorders: Dealing with difficult accommodations \n\n\n \nShelly Bischoff\nFounder & Director\nPtolemy & Associates Inc. \n\n\n \nMonica Bokenfohr\nEmployer Counsel\nNeuman Thompson \n\n\n \nCherie Langlois-Klassen\nUnion Counsel\nBlair Chahley Klassen \n\n\n \nDr. Perry Sirota\nClinical & Forensic Psychologist\nSirota Psychological Services \n\n\nAccommodating employees with disabilities that impair their judgment\, perception\, and ability to cooperate can be challenging. Unfortunately\, mental health disabilities\, such as mood disorders\, can often impact the very abilities necessary for an individual to engage in the accommodation process. \nWorking through interactive exercises and realistic scenarios with the guidance of experts\, participants will develop the knowledge and skills necessary to: \n\ndevelop an understanding of how common disabilities may impede a worker’s ability to participate in the accommodation process;\ndemonstrate effective communication skills when interacting with resistant or uncooperative employees;\nunderstand responsibilities surrounding the duty to inquire\, obtaining medical records\, and related privacy legislation;\ncomply with union and management legal obligations when workers are unwilling or unable to participate in the accommodation process; and\nidentify when the threshold of undue hardship is reached.\n\n\n\n\n\nWorkshop Schedule\n\n\nIntroductory remarks: 9:00 a.m. – 9:10 a.m. M.T.\n\n\nWorkshop: 9:10 a.m. – 10:25 a.m. M.T.\n\n\nMorning break: 10:25 a.m. – 10:40 a.m. M.T.\n\n\nWorkshop: 10:40 a.m. – 11:55 a.m. M.T.\n\n\nLunch: 11:55 a.m. – 1:05 p.m. M.T.\n\n\nWorkshop: 1:05 p.m. – 2:20 p.m. M.T.\n\n\nAfternoon Break: 2:20 p.m. – 2:35 p.m. M.T.\n\n\nWorkshop: 2:35 p.m – 4:00 p.m M.T.\n\n\nCocktail networking reception: 5:00 p.m – 7:00 p.m M.T.\n\n\nCo-chair remarks and introduction of keynote: 7:00 p.m – 7:05 p.m M.T.\n\n\n\nKeynote - The Honourable Chief Justice Ritu Khullar - 7:10 p.m. – 7:40 p.m. M.T.\n\n\n \nRitu Khullar\nThe Honourable Chief Justice Ritu Khullar \n\n\nEvening Plenary: Arbitrating AI: Debating the strengths and limitations of AI in labour relations - 7:45 p.m. – 9:00 p.m. M.T.\n\n\n \nWilson Chan\nEmployer Counsel\nMathews Dinsdale & Clark LLP \n\n\n \nNatalia Makuch\nUnion Counsel\nChivers Carpenter Lawyers \n\n\n \nKelly Williams-Whitt\nArbitrator/Mediator\nProfessor\, Human Resources and Labour Relations\nDean\, Faculty of Business\, Communication Studies and Aviation\, Mount Royal University \n\n\nGiven the lack of Canadian arbitration decisions on the use of artificial intelligence (“AI”) to select and manage employees\, this session will provide employers and unions with the best available insight into how grievances against such uses of AI would be mounted\, defended\, and decided. Experienced union and management counsel will join an arbitrator to discuss a union challenge to algorithmic management drawn from US caselaw and a challenge to a program designed to vet job candidates. Specific issues to be addressed include: \n\nWhat principles in existing arbitral jurisprudence or legislative provisions could be invoked to challenge an employer’s use of algorithmic management (i.e. use of AI and data to manage employees)?\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management would arbitrators in Alberta find most compelling?\nWhat legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions?\nWhat privacy concerns are raised by using AI to evaluate job applicants based on their internet activity?\n\nFriday\, June 14\, 2024Breakfast: 8:00 a.m. – 8:45 a.m. M.T. \nPlenary 2 - Current and Critical: Major developments in legislation and caselaw - 8:45 a.m. – 10:00 a.m. M.T.\n\n\n \nGreg Francis\nArbitrator and Mediator \n\n\n \nMaurice Dransfeld\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nDana Christianson\nUnion Lawyer\nSeveny Scott Lawyers \n\n\nIn this session\, experts will examine recent significant developments in federal and provincial labour law. Panelists will address the latest cases on topics such as: \n\ndiscrimination\, harassment\, and accommodation;\ngovernment intervention in collective bargaining;\nprivacy;\ndiscipline;\ncontracting out\, statutory freeze issues\, and illegal strikes; and\nkey issues at interest arbitration\, including inflation\, recruitment and retention\, minimum wage increases.\n\nPanelists will also discuss recent legislative initiatives\, such as: \n\nFederal legislation to ban the use of strike replacement workers;\nThe recent report of the Employment Equity Act Review Task Force and related changes to the Act;\n\n\nLimiting the importation of goods involving the use of forced labour and child labour in international supply chains; and\nThe impact of Alberta’s recently introduced Public Sector Employer Amendment Act\, 2023.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nMorning break: 10:00 a.m. – 10:15 a.m. M.T. \nPlenary 3 - Off-Duty\, Off-Base? Balancing employees’ freedom of speech and employers' interests - 10:15 a.m. – 11:20 a.m. M.T.\n\n\n \nMelissa Luhtanen\nSenior Legal Counsel\nAlberta Human Rights Commission \n\n\n \nKelly Nicholson\nEmployer Counsel\nField Law \n\n\n \nDan Scott\nPartner\nSeveny Scott \n\n\nTensions sometimes arise between employee free speech and an employer’s duty to ensure a safe and respectful workplace. How can these arguably competing rights and obligations be balanced? In this session\, a panel of experts will address these questions: \n\nWhat is the line between safeguarding employee free speech and ensuring a respectful and safe work environment? Do employees have the right to express their views on potentially controversial and/or political matters at work?\nCan employers discipline employees for private statements and/or expressions made outside the workplace?\nTo what extent will arbitrators consider Charter rights and values such as freedom of expression in the context of off-duty conduct?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for their potentially polarizing beliefs? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n\nBreak: 11:20 a.m. – 11:35 a.m. M.T. \nConcurrent session: 11:35 a.m. – 12:35 p.m. M.T.\nPick 1 of 3 \nConcurrent 1: Investigations under the Magnifying Glass: Examining current practices and recent caselaw\nConcurrent 2: Disciplinary Dilemmas: When is coaching discipline? When is union representation required? When is there a right to remain silent?\nConcurrent 3: Neurodiversity at Work: Strategies for creating and fostering inclusive workplaces \nLunch: 12:35 p.m. – 1:45 p.m. M.T. \nConcurrent session continued: 1:45 p.m. – 2:45 p.m. M.T.\nPick 1 of 3 \nConcurrent 1: Investigations under the Magnifying Glass: Examining current practices and recent caselaw\nConcurrent 2: Disciplinary Dilemmas: When is coaching discipline? When is union representation required? When is there a right to remain silent?\nConcurrent 3: Neurodiversity at Work: Strategies for creating and fostering inclusive workplaces \nAfternoon break: 2:45 p.m. – 3:00 p.m. M.T. \nPlenary 4 - Is it Harassment or Not? An interactive panel with case studies and scenarios - 3:00 p.m. – 4:15 p.m. M.T.\n\n\n \nKait Carey\nLawyer and Workplace Investigator\nSouthern Butler Price \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees (CUPE) \n\n\n \nJackie Laviolette\nEmployer Counsel\nMatthews Dinsdale & Clark LLP \n\n\nIn Alberta\, workplace harassment is defined as “any single incident or repeated incidents of objectionable or unwelcome conduct\, comment\, bullying or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker\, or adversely affects the worker’s health and safety.” In many instances conduct or comments will clearly meet this definition. In many instances impugned conduct or comments will clearly meet this definition\, but in other cases debate may arise as to whether the alleged harasser ought reasonably to have known that certain comments or conduct would be unwelcome. \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role does a complainant’s lived experience as someone of a particular gender\, race\, or ethnicity play in determining whether certain conduct should be reasonably seen to be offensive? How might a decision-maker’s unconscious bias interfere in the analysis of whether conduct could reasonably be seen to be offensive or humiliating?\nDoes workplace culture play any role in determining whether conduct ought reasonably to have been known to be offensive?\nIs the analysis of whether conduct constitutes harassment affected by a friendship or previous romantic relationships between complainant and respondent? What about power imbalances or lack thereof?\nHow is the reasonableness of management action assessed to determine whether or not it constitutes harassment?\n\nConcurrent SessionsConcurrent 1 - Investigations under the Magnifying Glass: Examining current practices and recent caselaw\n\n\n \nAlison Adam\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nDev Chankasingh\nLabour Arbitrator\, Mediator\, Workplace Investigator\, Employment Adjudicator\nDev A. Chankasingh Professional Corporation \n\n\n \nDavid Mercer\nUnion Counsel\nNickerson Roberts Holinski & Mercer \n\n\nIn this session\, expert panelists will examine recent caselaw addressing workplace investigations and will explore key principles and best practices in conducting fair\, adequate\, and effective investigations into human rights-related allegations. The panel will address questions including: \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?\nWhen is retaining a third-party investigator necessary? What other alternatives are possible?\nCan the grounds for an investigation be expanded after the investigation has already been commenced – for example\, if an investigation reveals issues of systemic discrimination?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process? How should investigatory meetings be approached where the person being interviewed has or is suspected to have a disability?\nHow much latitude do employers have to order investigations into off-duty conduct? May workplace investigators demand to examine employees’ personal devices\, such as laptops or cellphones which employees use exclusively or primarily for personal purposes?\nHow should employers and unions approach investigations into workplace conduct which may have a criminal element?\nWhat legal avenues are available to employees who wish to challenge what they believe to be an unfair or improper investigation into their human rights allegations?\n\nConcurrent 2 - Disciplinary Dilemmas: When is coaching discipline? When is union representation required? When is there a right to remain silent?\n\n\n \nDan Bokenfohr\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nGordon Nekolaichuk\nVice-Chair\nAlberta Labour Relations Board \n\n\n \nKaren Thibault\nUnion Representative\nDisputes and Arbitrations\nAlberta Union of Provincial Employees (AUPE) \n\n\nRights and responsibilities differ when engaging in job “coaching” or performance management as opposed to imposing formal discipline. In this session\, expert speakers will examine key issues pertaining to disciplinary processes\, addressing questions such as: \n\nHow can parties clearly differentiate job coaching and training\, performance management\, and discipline? When and to what extent can management take action to improve worker performance without amounting to a formal warning or disciplinary act?\nWhat circumstances trigger an employee’s right to union representation? How have arbitrators distinguished meetings or discussions which are merely “investigatory” or otherwise non-disciplinary from those which are disciplinary and attract procedural protections?\nDo employees have a right to remain silent in investigative meetings where they reasonably believe a disclosure may expose them to discipline? May employees be disciplined solely due to their decision to remain silent? When employees are or may be subject to criminal charges in relation to the factual circumstances underpinning an investigatory or disciplinary meeting\, how can those employees protect themselves against self-incrimination?\nWhat ought an employer do to ensure fairness toward an employee in the course of a disciplinary meeting or process? Where an employer fails to follow procedural requirements in relation to a disciplinary meeting\, will this impact an arbitrator’s willingness to uphold a disciplinary measure?\nWhere a union representative participates in a disciplinary meeting\, what is the scope of that representative’s role?\nHow may an employee’s conduct during a disciplinary meeting impact an arbitrator’s assessment as to whether to uphold the discipline?\n\nConcurrent 3 - Neurodiversity at Work: Strategies for creating and fostering inclusive workplaces\n\n\n \nJake Axelrod\nUnion Counsel\nNugent Law Office \n\n\n \nApril Kosten\nEmployer Counsel\nDentons \n\n\n \nSarah Taylor\nProject Manager\nSpectrum Advantage\nChief Executive Officer\nNext Level ASD Consulting \n\n\n \nTonie Minhas\nProject Manager\, Neuroinclusion Services\nAUTICON \n\n\nOn a societal level\, there is increasing recognition that neurodivergence is a strength\, not a deficit\, and building inclusive\, neurodivergent workplaces makes a positive impact. In this panel\, experts will examine how employers can effectively recruit\, retain\, and accommodate neurodivergent employees\, and how unions can support their neurodivergent membership. Specifically\, the panel will address the following: \n\nWhat does neurodivergence mean? What should workplace parties know about specific conditions such as Autism Spectrum Disorders (ASD)\, Attention-Deficit/Hyperactive Disorder (ADHD)\, and learning disabilities falling under the umbrella of neurodivergence? Do these conditions share any similarities? How might they affect an employee’s work performance?\nHow can businesses benefit from hiring neurodivergent employees?\nWhat measures can employers put in place to effectively recruit neurodivergent employees? How can employers support/accommodate neurodivergent applicants throughout the recruitment process?\nConsidering the emphasis on self-identification in the neurodiverse community\, must employees who identify as neurodivergent provide evidence of a medical diagnosis to access initiatives designed to recruit diverse employees? How should employers respond to these disclosures when they occur?\nHow do common stereotypes hinder the inclusion and accommodation of neurodivergent employees in the workplace? What can be done to guard against these stereotypes?\nWhat are the signs an employee may be struggling with work performance or workplace relationships because of a neurological difference such as ASD or ADHD? When does the employer have a duty to inquire as to whether the employee in question requires accommodation?\nWhat are some examples of appropriate and effective accommodations for neurodivergent employees?\nWhat accommodations should unions provide to neurodivergent members accessing union services and using union processes?\nWhat kind of medical information can employers request from employees seeking accommodation on the basis of neurodivergence? Can a detailed neuropsychological evaluation report be required? How often\, if ever\, should updated medical information be requested from a neurodivergent employee\, who\, by definition\, has a lifelong condition?\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 7.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by CPHR Alberta for 7.5 Continuing Professional Development hours.\nThe Calgary Labour Arbitration and Policy Conference has been approved by the Law Society of British Columbia for 7.5 Continuing Professional Development hours.\n\n\n\n\nWorkshop CPD\n\n\nEach Pre-Conference Workshop has been approved by CPHR Alberta for 5.3 Continuing Professional Development hours.\n\n\n\n\n \n\nEach Pre-Conference Workshop has been approved by the Law Society of British Columbia for 5.3 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/calgary-labour-arbitration-and-policy-conference-2024/
LOCATION:The Westin Calgary\, 320 4 Avenue Southwest\, Calgary\, Alberta\, T2P 2S6\, Canada
CATEGORIES:Conference,Labour Arbitration and Policy Conference
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20240912T123000
DTEND;TZID=America/New_York:20240912T170000
DTSTAMP:20260408T160255
CREATED:20240214T185026Z
LAST-MODIFIED:20240904T184437Z
UID:12292-1726144200-1726160400@lancasterhouse.com
SUMMARY:National Health & Safety Conference
DESCRIPTION:The Virtual Health & Safety Conference is a meticulously crafted event tailored to meet the needs of human resources\, industrial relations professionals\, executives\, union officers\, and representatives\, as well as health and safety/workers’ compensation specialists\, and labor and employment lawyers/consultants. \nThis premier gathering serves as a dynamic platform for industry thought leaders and practitioners to engage in insightful discussions and collaborative exchanges. The conference features illuminating panels that delve into crucial topics\, including the “Annual Check-Up\,” where experts meticulously dissect key cases and legislative developments\, offering participants a comprehensive understanding of the evolving legal landscape. \nConference Co-Chairs\n\n \nJamie Alyce Jurczak\nEmployer Counsel\nTaylor McCaffrey LLP \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\nConference Advisory Committee\n\n \nAlissa Demerse\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\n \nPeter Smith\nPresident and Senior Scientist\nInstitute for Work and Health \n\n\nThursday\, September 12\, 2024Introduction: 12:30 p.m. – 12:35 p.m. \nPanel 1 - Precedents and Prosecutions: Examining key caselaw\, enforcement action\, and legislative developments - 12:35 p.m. – 1:50 p.m.\n\n\n \nMichael Fisher\nUnion CounselRavenLaw LLP \n\n\n \nAminah Hanif\nUnion CounselCavalluzzo LLP \n\n\n \nMichelle Jones\nEmployer CounselLawson Lundell LLP \n\n\n \nJeremy Warning\nEmployer CounselMathews\, Dinsdale & Clark LLP \n\n\nIn this session\, expert panelists will address recent cases and legislative developments impacting workplace health and safety. Topics to be addressed include: \n\nWhat are notable trends in recent prosecutions for workplace health and safety violations? What key legislative developments impacting occupational health and safety have been implemented cross-country in the past year?\nWhen will an employer be held liable under occupational health and safety legislation for injuries or deaths that occur in the course of work that is not performed under the employer’s direct supervision or control? How does the recent Supreme Court of Canada decision in  v. Greater Sudbury (City)\, which interprets Ontario’s occupational health and safety legislation\, apply to other jurisdictions?\nHow have arbitrators and adjudicators assessed the reasonableness of employer-ordered drug and alcohol testing in recent decisions?\nWhat key principles have emerged in recent caselaw regarding workplace harassment investigations conducted pursuant to occupational health and safety legislation? For example\, how much information regarding the investigation must an employer disclose to the union and/or the complainant? What consequences may flow from a failure to conduct an investigation?\nHow should workplace parties respond when employee’s human rights conflict with an employer’s occupational health and safety obligations?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nBreak: 1:50 p.m. – 2:00 p.m. \nPanel 2 - Investigations through a Health and Safety Lens: Conducting compliant and effective incident and harassment investigations - 2:00 p.m. – 3:10 p.m.\n\n\n \nMadeleine Loewenberg\nEmployer Counsel\nLoewenberg Psarris Workplace Law LLP \n\n\n \nCarissa Tanzola\nUnion Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nEmployers have an obligation to ensure that workplace investigations are conducted effectively and comply with legislation\, workplace policies\, and collective agreements. These obligations extend to both investigations into allegations of harassment and investigations following workplace injuries or accidents. In this panel\, experts will address: \n\nWhat lessons can be drawn from recent caselaw about an employer’s duty to investigate claims of harassment? What about the essential elements of a fair\, adequate\, and effective investigation? Under what circumstances have investigations raised procedural fairness concerns?\nDo options besides an investigation\, such as alternative dispute resolution\, satisfy the duty to investigate under the Occupational Health and Safety Act?\nWhen will an employer’s request for post incident drug and alcohol testing be found unreasonable by an arbitrator?\nHow much should independence factor into who should investigate workplace incidents and harassment? How can employers determine whether an external investigator is necessary?\nWhat are best practices for ensuring that systemic inequities and unconscious biases do not impact the investigatory process?\nHow can investigators protect employee’s privacy rights during a workplace investigation?\nWhat considerations are particularly relevant to workplace investigations pertaining to off-duty conduct? Can employers justify access to employees’ personal devices for the purposes of an investigation?\n\nBreak: 3:10 p.m. – 3:20 p.m. \nKeynote - Dr. Jennifer Quaid: The illusion and the reality of corporate accountability for workplace health and safety offences: reflections on the Westray amendments 20 years later - 3:20 p.m. – 3:50 p.m.\n\n\n \nJennifer Quaid\nAssociate Professor\, Faculty of Law\nQueen’s University \n\n\nComing Soon. \nBreak: 3:50 p.m. – 4:00 p.m. \nPanel 3 - Culture Shifts: Expert guidance on transforming organizational approaches to health and safety - 4:00 p.m. – 5:00 p.m.\n\n\n \nRobin Angel\nStrategic Advisor Occupational Health & Safety Correctional Services\nDepartment of Justice Nova Scotia \n\n\n \nKatherine Ferreira\nUnion Counsel\nKoskie Minsky LLP \n\n\n \nJoanne Hay\nDirector\, Health and Safety\nUnifor \n\n\n \nEleni Kassaris\nEmployer Counsel\nDentons \n\n\n \nDr. Lynda Robson\nScientist\nInstitute for Work and Health \n\n\nIn this session\, expert panelists will explore best practices in building organizational cultures which prioritize health and safety. Speakers will address questions such as: \n\nHow does creating a strong organizational health and safety culture differ from an employer’s requirement to provide a safe workplace under occupational health and safety legislation?\nHow can employers and unions promote an organization-wide commitment to health and safety and achieve employee “buy-in” to health and safety initiatives? Should workplace parties seek to shift organizational culture through incentives\, consequences for non-compliance\, or some combination of the two?\nHow can organizations ensure a robust workplace health and safety culture in remote work settings? Will obligations imposed under occupational health and safety legislation apply in such cases?\nWill new technologies\, such as artificial intelligence (AI)\, assist or hinder the creation of a strong health and safety culture?\nHow have organizations achieved positive shifts in their health and safety cultures?\n\nClosing Remarks: 5:00 p.m. \nCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 4 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 4 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 4 Continuing Professional Development hours per session.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 4 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 4 Substantive Hours; 0 Professionalism Hours.\nThis event contains 3.5 technical hours and would be eligible for BCRSP CEU points. See the BCRSP website at www.bcrsp.ca for CEU point criteria.
URL:https://lancasterhouse.com/event/national-health-safety-conference-2024/
LOCATION:Virtual Event
CATEGORIES:Conference,Health & Safety
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DTSTART;TZID=America/Halifax:20241008T123000
DTEND;TZID=America/Halifax:20241008T160000
DTSTAMP:20260408T160255
CREATED:20240424T141221Z
LAST-MODIFIED:20240918T195842Z
UID:12993-1728390600-1728403200@lancasterhouse.com
SUMMARY:Tackling Workplace Impairment: Identifying causes\, addressing risks\, providing accommodation
DESCRIPTION:Speakers\n\n \nNorm Keith\nPartner\, Employment & Labour Law\, KPMG Law LLP\nKPMG in Canada \n\n\n \nKelly VanBuskirk\nPartner\nLawson Creamer Lawyers \n\n\n \nDan Demers\nDirector of Business Development\nCannAmm Occupational Testing Services \n\n\nTuesday\, October 8\, 2024Half-Day Virtual WorkshopUse of alcohol\, cannabis\, and illicit substances has increased significantly as Canadians cope with mental health challenges and social isolation. In this virtual workshop\, experts will discuss recent cases on drug and alcohol testing\, fitness-for-duty assessments\, suitable accommodations\, and disciplinary sanctions\, addressing: \n\nWhat constitutes reasonable cause to justify alcohol and drug testing? Can the mere fact that a worker smells of cannabis or alcohol justify administering a reasonable cause test?\nWhat are some recent examples of treatment or monitoring mechanisms that have been found to be violations of privacy rights or excessively intrusive?\nWhat do recent decisions tell us about the circumstances required to justify post-incident testing? What qualifies as a “significant” incident that would be sufficiently serious to warrant an invasive drug or alcohol test? How does this analysis apply in the case of a near-miss incident?\nWhat must an employer demonstrate aside from the risk of residual impairment in order to establish that accommodation in a safety-sensitive position or workplace would constitute undue hardship?\nDo recent cases provide guidance on how to conduct an individualized assessment to determine whether an employee is fit for duty?\nTo what extent will an employer be required to accommodate an employee who fails to disclose or denies having an issue with substance use?\nWhere do recent cases draw the line on accommodating relapses\, ruling that any further obligation to tolerate relapses would amount to undue hardship?\nOn what grounds have arbitrators recently overturned last-chance agreements\, ruling that a violation of their terms is not sufficient to establish undue hardship?\nWhat factors do adjudicators consider when determining appropriate disciplinary penalties for violations of workplace drug and alcohol policies?\n\nCPDCPD\n\n\nThis program has been approved by CPHR Alberta for 3.1 Continuing Professional Development hours per session.\n\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.16 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3.1 hours per session under Category 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 Nova Scotia for 3.1 Continuing Professional Development hours per session.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.1 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3.1 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 3.1 Substantive Hours; 0 Professionalism Hours\, per session.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.1 Continuing Professional Development hours\, per session.\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive workshop\, video\, and MP3 bundle – $920Live workshop – $575Video and MP3 – $575 \n(Please note\, bundles are designed for a single attendee\, please contact Customer Service for multi-user pricing. Registrations must be paid in advance of the webinar) \nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nRegistration Information\nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live workshop. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials.
URL:https://lancasterhouse.com/event/tackling-workplace-impairment/
LOCATION:Virtual Event
CATEGORIES:Conference
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DTSTART;TZID=America/Halifax:20241011T123000
DTEND;TZID=America/Halifax:20241011T160000
DTSTAMP:20260408T160255
CREATED:20240111T161714Z
LAST-MODIFIED:20240913T165509Z
UID:11298-1728649800-1728662400@lancasterhouse.com
SUMMARY:Interest Arbitration Police Services Workshop: Current issues\, proven practices
DESCRIPTION:Speakers\n\n \nChris Albertyn\nArbitrator \n\n\n \nTom Roper K.C.\nLabour Relations Counsel \n\n\n \nNini Jones\nLabour Relations Counsel \n\n\nFriday\, October 11\, 2024In the police services sector\, if negotiations result in an impasse\, wages and working conditions are determined by labour arbitrators rather than by strike or lockout. In this virtual workshop\, seasoned experts will address key issues and trends in interest arbitration in the police services sector\, as reflected in the decisions of leading arbitrators across Canada. \nAttendees can expect to learn principles and practices relating to the following: \n\nSelecting an arbitrator\nPreparing for mediation and arbitration\nPresenting briefs and documents at arbitration\nExamining alternative formats including conventional arbitration\, med-arb\, arb-med\, final offer selection\, and first contract arbitration\nThe criteria that arbitrators apply including replication/comparability\, demonstrated need and total compensation\nThe treatment of substantive issues\, such as wage determination\, impact of inflation\, staffing standards\, contracting out\, appropriate benefit levels\, etc.\nThe treatment of process issues\, including ground rules\, package bargaining\, effect of pattern-setting settlements and awards\, status of unratified settlements\, etc.\nEffective remedies\, including interim awards\, final orders\, enforcement and judicial review\n\nThe emphasis will be on practical advice. Up-to-date materials will be provided with case summaries\, overviews and analyses prepared by Lancaster’s legal staff. \nWho should attend? The program is designed for: \n\nHR directors\, professionals and executives\nPolice chiefs\nUnion officers\, representatives\, advocates\nUnion and management negotiators and negotiating committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\nDeputy police chiefs\n\nCPDWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\n \n\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours.\nThis program has been approved by the Law Society of British Colombia for 3.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/interest-arbitration-police-services-workshop-current-issues-proven-practices/
LOCATION:Virtual Event
CATEGORIES:Conference,Workshop
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DTSTART;VALUE=DATE:20241016
DTEND;VALUE=DATE:20241019
DTSTAMP:20260408T160255
CREATED:20240214T201811Z
LAST-MODIFIED:20241009T155744Z
UID:12304-1729036800-1729295999@lancasterhouse.com
SUMMARY:Ottawa Labour Law Conference
DESCRIPTION:OverviewThe Ottawa Labour Law Conference is an annual event that serves as a vital forum for professionals\, academics\, and policymakers in the field of labor law. This conference gathers together experts and practitioners from across Canada and beyond to engage in meaningful discussions\, share insights\, and explore the latest developments in labor law and employment relations. With a focus on fostering dialogue and collaboration\, the conference provides a platform for attendees to gain a deeper understanding of the ever-evolving legal landscape that shapes labor relations and worker rights. It plays a pivotal role in shaping the future of labor law in Canada by facilitating the exchange of knowledge\, best practices\, and innovative ideas among those dedicated to advancing workers’ rights and the broader field of labor law. \nConference Co-Chairs\n\n \nWassim Garzouzi\nUnion Counsel\nRavenLaw LLP \n\n\n \nJudith Parisien\nEmployer Counsel\nFasken Martineau DuMoulin LLP\n\n\n \nChris Rootham\nBoard Member\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\nConference Advisory Committee\n\n \nJena Montgomery\nCounsel\nTreasury Board Secretariat Legal Services\nDepartment of Justice \n\n\n \nOdessa O’Dell\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nJennifer Duff\nUnion Counsel\nShields Hunt Duff Strachan \n\n\n \nAaron Lemkow\nLegal Counsel\nOntario Nurses’ Association (ONA) \n\n\nWednesday\, October 16\, 2024Workshop*Workshop sold separately from stand-alone conference.After the Investigation: Defusing conflicts and restoring workplace relationships - 9:00 a.m. – 4:00 p.m.\n\n\n \nRoger Beaudry\nArbitrator/Mediator and Dispute Prevention/Resolution Consultant\nAptus Conflict Solutions \n\n\n \nMadeline Hall\nLawyer & Investigator\nMortimer Khoraych Workplace Investigations and Restorations \n\n\n \nChristopher Edwards\nEmployer Counsel\nSoloway Wright \n\n\n \nLaura Ross\nBilingual Senior Officer\, Legal Branch\nCanadian Union of Public Employees (CUPE) \n\n\nAllegations of bullying or harassment\, breaches of respectful workplace policies\, or other inappropriate behaviour often result in a formal investigation\, culminating in a report with findings and recommendations. However\, the investigation (and the imposition of discipline where misconduct is found to have occurred) may be only the first step in addressing conflicts that have emerged between co-workers. Indeed\, the investigation process itself may have the unintended result of further fracturing the workplace\, by pitting one group of employees against another\, or employees against supervisors. In this workshop\, experienced facilitators will share their expertise with participants in order to provide them with the knowledge and skills needed to restore productive relationships after the investigation\, and to ensure that genuine closure is achieved. \n\nWhat are the most effective approaches to communicating with employees about the investigation while it is ongoing and after it has been completed? How can the employer assure employees that the investigation process is fair and objective\, and that it properly balances the rights and expectations of different groups within the workplace?\nWho is entitled to be apprised of allegations? And of statements by other parties to the investigation?\nWho is entitled to be advised of the conclusions in an investigation report? When might it be advisable to disclose the report’s findings with others in the workplace?\nWhat role does solicitor-client privilege play in the investigation process? Litigation privilege? Common law rules relating to confidentiality?\nIs it beneficial to hold a post-investigation meeting with the affected employees\, or the staff as a whole\, to discuss the outcome and to explain what changes will be implemented going forward?\nIn what circumstances should the employer consider hiring a professional mediator to deal with ongoing conflicts? When is one-on-one counselling appropriate?\nWhen does legislation require that a neutral investigator be appointed? When should this be done\, regardless of legislative requirements?\nDoes an apology by the offending parties play a useful role in defusing lingering tensions? What if an employee who behaved inappropriately is unremorseful and unwilling to accept responsibility?\nWhen should consideration be given to reassigning an employee (or employees) to a different work area?\nAfter an investigation\, what steps should be taken to reinforce expectations regarding applicable policies and acceptable behaviour at work?\n\nThursday\, October 17\, 2024Opening Remarks: 9:00 a.m. – 9:05 a.m. \nPanel 1 - Current and Critical: Major developments in legislation and caselaw - 9:05 a.m. – 10:35 a.m.\n\n\n \nDavid Olsen\nBoard Member\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\n \nSophie Arseneault\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nAndrew Montague-Reinholdt\nUnion Counsel\nNelligan O’Brien Payne LLP \n\n\nIn this session\, expert panelists will examine recent significant developments in federal and provincial labour law. Panelists will address the latest cases on topics such as: \n\nDiscrimination\, harassment\, and accommodation;\nFreedom of association;\nWorkplace investigations;\nDiscipline;\nPrivacy; and\nRemote work.\n\nThe panel will also examine recent legislative and other initiatives\, such as: \n\nFederal legislation to ban the use of strike replacement workers;\nThe report of the Employment Equity Act Review Task Force and related changes to the Act;\nRequiring companies to report the use of forced labour and child labour in the international supply chains; and\nThe Ontario government’s Working for Workers legislative series.\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. \nBreak: 10:35 a.m. – 10:50 a.m. \nPanel 2 - Thinking Outside the Bots: Arbitrators weigh the pros and cons of artificial intelligence in labour relations - 10:50 a.m. – 12:05 p.m.\n\n\n \nClaire Kane Boychuk\nUnion Counsel \n\n\n \nJohn McLuckie\nUnion Counsel\nJewitt McLuckie & Associates \n\n\n \nAndrew Tremayne\nArbitrator/Mediator \n\n\n\n \nAndrew Vey\nEmployer Counsel\nVey WIllets LLP \n\n\n\nGiven the lack of Canadian arbitration decisions on the use of artificial intelligence (AI) to recruit and manage employees\, this session will provide employers and unions with the best available insight into how grievances against such uses of AI would be mounted\, defended\, and decided. Experienced management and union counsel will join an arbitrator to discuss a hypothetical union challenge to algorithmic management and to a program designed to vet job candidates. \nSpecific issues to be addressed include: \n\nWhat principles in existing federal or provincial arbitral jurisprudence or legislative provisions could be invoked to challenge an employer’s use of algorithmic management (i.e. use of AI and data to manage employees)?\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management would arbitrators likely find most compelling?\nWhat legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions?\nWhat privacy concerns are raised by using AI to evaluate job applicants based on their internet activity?\n\nNetworking Lunch: 12:05 p.m. – 1:05 p.m. \nPanel 3 - Justice Delayed is Justice Denied: Addressing arbitrator selection\, scheduling issues\, and other obstacles to effective arbitration - 1:05 p.m. – 2:20 p.m.\n\n\n \nArchana Mathew\nArbitrator/Mediator \n\n\n \nMorgan Rowe\nUnion Counsel\nRavenLaw LLP \n\n\n \nGrace Skowronski\nSenior Legal Counsel\nCanada Post \n\n\nArbitration\, once heralded for its efficiency\, is grappling with hurdles that may erode confidence in the process. Parties and practitioners have raised concerns regarding judicialization\, timeliness\, and arbitrator selection. In this panel\, experts will address the following: \n\nIs there a shortage of neutrals? If so\, what is the effect on the arbitration process? On scheduling? On confidence in the process? How can the shortage of arbitrators\, if it exists\, be remedied?\nWhat common bottlenecks do parties encounter in the arbitral process? How can labour practitioners eliminate unnecessary delays? Does the growing legalism of arbitration undermine its unique advantages\, or is it necessary to ensure procedural protections for parties?\nWhat options exist outside of the conventional arbitration process? .g. Med-arb\, arb-med? Final offer selection? In what circumstances should parties consider these alternatives?\nCan parties reduce arbitration timelines by participating in a virtual or hybrid format? Is there room to automate arbitration processes?\nWhat criteria should parties consider when selecting an arbitrator?\nWhat factors should labour ministries take into account in appointing arbitrators? If expertise and acceptability to the labour relations community are relevant factors\, how should they be measured? How can the Labour ministry’s appointment process be made more transparent? More accountable in terms of ensuring the fair and equitable assignment of cases?\n\nBreak: 2:20 p.m. – 2:35 p.m. \nPanel 4 - Is it Harassment or Isn’t It? An interactive panel based on actual case studies - 2:35 p.m. – 3:50 p.m.\n\n\n \nChris Davidson\nWorkplace Investigator\nTurnpenney Milne LLP \n\n\n \nTia Hazra\nConsultation Team Lead\nProfessional Institute of the Public Service of Canada (PIPSC) \n\n\n \nLarissa Volinets Schieven \nCounsel\nTreasury Board Secretariat Legal Services\nDepartment of Justice Canada \n\n\nIn many instances conduct or comments will clearly meet the definition of harassment. However\, in other cases\, debate may arise as to whether the alleged harasser knew or ought reasonably to have known that their behaviour was unwelcome\, offensive\, or harmful. In this session\, panelists will highlight the degree to which reasonable minds may disagree about whether comments or conduct constitute harassment\, probe the reasons behind such disagreement\, and address issues such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should reasonably be seen to be offensive? How might a decision-maker’s unconscious bias interfere in the analysis of whether conduct could reasonably be seen to be unwelcome?\nDoes workplace culture play any role in determining whether conduct or comments amount to harassment?\nIs the analysis of whether conduct constitutes harassment affected by a friendship or previous romantic relationship between the complainant and respondent? What about power imbalances or lack thereof?\nHow is the reasonableness of management’s response assessed by arbitrators?\n\nClosing remarks: 3:50 p.m. – 4:00 p.m. \nFriday\, October 18\, 2024Opening Remarks: 9:00 a.m. – 9:05 a.m. \nPanel 5 - Beliefs and Boundaries: Reconciling employee free speech and legitimate employer concerns - 9:05 a.m. – 10:35 a.m.\n\n\n \nDavid Jewitt\nArbitrator\, Mediator\, Workplace Investigator \n\n\n \nLauren Brecher\nEmployer Counsel\nEmond Harnden LLP \n\n\n \nDavid Yazbeck\nDirector\, National Labour Relations\nProfessional Institute of the Public Service of Canada (PIPSC) \n\n\nHow can employers balance freedom of expression under the Charter with the need to maintain a productive and respectful workplace? In this session\, panelists will address: \n\nDo employees have the right to express their views on potentially controversial and/or political matters at work?\nWhat criteria should employers and unions consider when determining whether an employee’s speech or actions pose a legitimate concern to the organization’s reputation or operations? What actions should employers or unions take when employees’ expressions border on being disrespectful or offensive\, but are not overtly harmful?\nCan employers or unions set policies governing conduct for off work or social media expression? If so\, what are best practices for ensuring these policies respect individual freedoms and the reputation and operations of the workplace?\nCan employers monitor employee expressions outside the workplace or on social media? Can employers discipline employees for such expressions?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for potentially polarizing beliefs or actions? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\nHow can employers and unions effectively communicate expectations regarding employee expression\, appropriate workplace conduct\, and appropriate off-work conduct?\n\nBreak: 10:35 a.m. – 10:50 a.m. \nPanel 6 - Bar None: Achieving gender inclusivity in the workplace - 10:50 a.m. – 12:20 p.m.\n\n\n \nTyler Boyce\nExecutive Director\nThe Enchante Network \n\n\n \nLori Harreman\nLegal Coordinator\nOntario Nurses’ Association \n\n\n \nDan Irving\, PhD\nAssociate Professor\nInstitute of Interdisciplinary Studies\nCarleton University \n\n\n \nGrace McDonell\nEmployer Counsel\nMcCarthy Tétrault \n\n\nEnsuring genuine inclusion of transgender and gender-diverse individuals in the workplace contributes to providing a healthy\, safe\, and equitable work environment. In this session\, expert panelists will examine ways in which employers\, unions\, and employees can collaborate to create an inclusive workplace for all\, including through collective agreement language\, policies\, and other working arrangements. Final topics will be selected in consultation with panelists in the weeks preceding the conference. \nNetworking Lunch: 12:20 p.m. – 1:20 p.m. \nFireside Chat - 1:20 p.m. – 2:05 p.m.\n\n\n \nMadame Justice Karen Jensen\nJudge\nOntario Superior Court of Justice \n\n\n \nMeg Steele\nChief Human Resources Officer\nOttawa Police Service \n\n\nBreak: 2:05 p.m. – 2:20 p.m. \nPanel 7 - Using Non-Disclosure Agreements to Settle Harassment and Other Workplace Disputes: Is the case for abolition compelling? - 2:20 p.m. – 3:50 p.m.\n\n\n \nDavid Bennett\nMediator\, Arbitrator\, Investigator \n\n\n \nStephanie Lewis\nEmployer Counsel\nDentons \n\n\n \nMiriam Martin\nBarrister & Solicitor\nCanadian Union of Public Employees (CUPE) \n\n\nNon-disclosure agreements (NDAs) are contractual agreements designed to maintain confidentiality among involved parties. While NDAs are frequently used in workplace settlements\, there is increasing apprehension about the potential of NDAs to silence victims of discrimination and harassment while shielding employers from reputational damage and other liabilities. In this session\, a panel of experts will address the following: \n\nWhat legislative/regulatory changes have been adopted respecting the use of NDAs in workplace disputes?\nHow are NDAs currently being used in workplace disputes?\nWhat information can be covered by an NDA?\nWhat are the negative ramifications of using NDAs in workplace disputes? What are the potential benefits? How might NDAs impact the victims of harassment and/or violence?\nWhat circumstances may render an NDA unenforceable?\nWhat happens if an employee\, former employee\, or the employer violates an NDA? How have courts and/or arbitrators treated breaches of NDAs?\n\nClosing remarks: 3:50 p.m. – 4:00 p.m. \nWorkshop - CPD\n\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nCPD for Members of the Law Society of Ontario: 5.5 Substantive Hours; 0 Professionalism Hours.\n\n\n\n\nConference - CPD\n\n\nThis program has been approved for 10.5 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\nMembers of the Law Society of Ontario may consider counting this program for 10.5 substantive hours; 0 professionalism hours.
URL:https://lancasterhouse.com/event/ottawa-labour-law-conference-2024/
LOCATION:Rogers Centre Ottawa\, 55 Colonel By Drive\, Ottawa\, Ontario\, K1N 9J2\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20241028T123000
DTEND;TZID=America/Halifax:20241028T160000
DTSTAMP:20260408T160255
CREATED:20240111T173330Z
LAST-MODIFIED:20240730T163441Z
UID:11819-1730118600-1730131200@lancasterhouse.com
SUMMARY:Grievance Arbitration Police Services Workshop: Current trends\, contested issues
DESCRIPTION:Speakers\n\n \nChris Albertyn\nArbitrator \n\n\n \nTom Roper K.C.\nLabour Relations Counsel \n\n\n \nNini Jones\nLabour Relations Counsel \n\n\nMonday\, October 28\, 2024This session on grievance arbitration in the police services sector across Canada will be conducted by an experienced arbitrator together with leading union and management counsel. \nPanelists will explore recent decisions relating to current issues including the following: \n\nDischarge and discipline\nBenefits and benefit-related issues\nHuman rights and discrimination\nWorkplace harassment\nDisability and accommodation\nPrivacy and privacy-related issues / medical information\nSick leave and other leaves of absence\nMinimum staffing\, etc.\nTransfer and promotion\nAlcohol and drug addiction\nOff-duty conduct\nMandatory vaccination\nIndemnity for legal costs\nJurisdiction of arbitrators vs. human rights and police service appeal tribunals\n\nAttendees can expect to be updated on cases involving the principles of collective agreement interpretation\, including the following: \n\n“Plain meaning” rule / ambiguity\nContextual evidence of negotiating history\nEstoppel\nStatutory freeze issues\nThe requirements of good faith\nFairness and management rights\nRelevance of statute law\nReasons and judicial review\n\nThe emphasis will be on practical advice. Up-to-date materials will be provided with case summaries\, overviews and analyses prepared by Lancaster’s legal staff. \nWho should attend? The program is designed for: \n\nHR directors\, professionals and executives\nPolice chiefs\nUnion officers\, representatives and advocates\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\nDeputy police chiefs\n\nCPDWorkshop CPD\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved for Continuing Professional Development 3.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n \n\n\n \n\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours.\nThis program has been approved by the Law Society of British Colombia for 3.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/grievance-arbitration-police-services-workshop-current-trends-contested-issues/
LOCATION:Virtual Event
CATEGORIES:Conference,Workshop
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241107
DTEND;VALUE=DATE:20241109
DTSTAMP:20260408T160255
CREATED:20240405T142415Z
LAST-MODIFIED:20241108T154828Z
UID:13007-1730937600-1731110399@lancasterhouse.com
SUMMARY:Edmonton Bargaining in the Broader Public Sector Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceConference Co-Chairs\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nPatrick Nugent\nUnion Counsel\nNugent Law Office \n\n\nWestin Edmonton - Discounted Room\n$229/night\nDeadline: Tuesday\, October 8\, 2024 \nCall 1 (800) 937-8461 to book your reservation \nMore InformationConference Advisory Committee\n\n \nKim Leblanc\nChief Negotiator\nAlberta Health Services (AHS) \n\n\n \nJim Petrie\nDirector of Labour Relations\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nDeborah Schaan\nGeneral VP North\nLocal 417\nCanadian Union of Public Employees (CUPE) Alberta Division \n\n\n \nKent Sorochuk\nSenior Negotiator\nCity of Edmonton \n\n\nThursday\, November 7\, 2024Workshop sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am PT\n\n\nWorkshop\n9:00 am – 10:25 am PT\n\n\nMorning Break\n10:25 am – 10:40 am PT\n\n\nWorkshop\n10:40 am – 12:00 pm PT\n\n\nLunch\n12:00 pm – 1:00 pm PT\n\n\nWorkshop\n1:00 pm – 2:20 pm PT\n\n\nAfternoon Break\n2:10 pm – 2:25 pm PT\n\n\nWorkshop\n2:25 pm – 4:00 pm PT\n\n\nWorkshop Ends\n4:00 pm PT\n\n\n\n\nWorkshop - Rethinking Bargaining Basics: Costing benefits\, crafting language\, creating innovative clauses\n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nKate Robinson\nNegotiator\nAlberta Union of Provincial Employees (AUPE) \n\n\nIn this workshop\, experts will guide participants through bargaining processes\, with a focus on the importance of costing and collective agreement language. Attendees will hear panel discussions and work through realistic scenarios\, gaining the skills necessary to: \n\nApply current approaches in costing a collective agreement;\nUnderstand the application of the concept of total compensation;\nFormulate clear and compelling contract language; and\nDevelop innovative clauses to address current workplace challenges.\n\nFriday\, November 8\, 2024Breakfast: 8:00 am – 9:00 am MT \nIntroduction: 9:00 am – 9:05 am MT \nPanel 1 - Reading the Vital Signs: Economic checkup for Alberta 2024-2025 - 9:05 am – 10:00 am MT\n\n\n \nRichard Hyndman\nResearch Officer\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nCatherine Rothrock\nChief Economist\nAlberta Treasury Board and Finance \n\n\nWhat are economists forecasting for 2025? In this session\, expert economists will examine 2025 economic and fiscal forecasts in Alberta and federally. Specifically\, the panel will address: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in Alberta and in Canada generally?\nHow does the Alberta economic outlook compare to other provinces and the United States?\nAre inflation and cost-of-living projected to increase in 2025?\nWhat is the status of the Alberta labour market and how does it compare with the labour market federally? Were more jobs gained or lost in 2024? What is the outlook for employment status in 2025?\nWhat measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:00 am – 10:15 am MT \nPanel 2 - From Economic Realities to Bargaining Strategies: Experts provide guidance - 10:15 am – 11:30 am MT\n\n\n \nJames Casey\nArbitrator/Mediator\nLabour Arbitration + Mediation \n\n\n \nTricia Gibbs\nLabour Relations Officer\nUnited Nurses of Alberta (UNA) \n\n\n \nCraig Neuman\nEmployer Counsel\nNeuman Thompson \n\n\nIn this session\, expert panelists will explore the implications of the economic and fiscal climate for bargaining\, focusing on settlements and awards\, and addressing questions such as: \n\nHow has the rise in the rate of inflation seen throughout the pandemic been addressed at the bargaining table? Beyond general wage increases\, what wage adjustment measures are being negotiated?\nIs inflation’s deleterious effect on workers’ purchasing power the main driver behind recent rejections of tentative agreements\, or is something else at play?\nHas there been a rise in employer-sought “rollbacks” at the bargaining table?\nHow is the recent reported decline in inflation expected to impact wage demands? Will demands moderate or remain high due to low consumer confidence and high household costs relating to essentials\, mortgages\, and/or rent?\nHow are concerns about productivity and the standard of living likely to be reflected at the bargaining table?\nWhat key non-monetary demands are emerging at the bargaining table in the current climate?\n\nBreak: 11:30 am – 11:45 am MT \nFireside Chat - What’s New at the Board? - 11:45 am – 12:30 pm MT\n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board (ALRB) \n\n\nNetworking Lunch: 12:30 pm – 1:15 pm MT \nPanel 3 - Recent Developments and Their Impact on Negotiations: Freedom of association; unfair labour practices; ban on strike replacements; remote work; and more - 1:15 pm – 2:30 pm MT\n\n\n \nPaulette DeKelver\nMediation/Arbitration \n\n\n \nBill Rigutto\nUnion Rep\nAlberta Union of Provincial Employees \n\n\n \nRebecca Silverberg\nEmployer Counsel\nMcLennan Ross LLP \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. Topics currently include: \n\nThe impact of recent court decisions concerning freedom of association and the legality of legislation restricting collective bargaining processes and outcomes;\nThe impact of recent arbitral awards\, including interest arbitration decisions addressing inflation and staffing/recruitment issues;\nThe impact of recent labour board decisions addressing issues such as unfair labour practices\, statutory freeze violations\, and picketing in a remote work context;\nThe impact of recent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers; and\nProvincial legislation regarding government oversight and coordination of non-union public sector compensation;\n\n\nRecent noteworthy settlements and strike actions; and\nCurrent workplace trends\, including artificial intelligence\, remote work\, the right to disconnect\, etc.\n\nBreak: 2:30 pm – 2:45 pm MT \nPanel 4 - Tackling Turnover: Addressing recruitment and retention at the bargaining table - 2:45 pm – 4:00 pm MT\n\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law Office \n\n\n \nJodi Edmunds\nDirector Employee & Labour Relations\nNorthern Alberta Institute of Technology (NAIT) \n\n\n \nLisa Mason\nNational Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nAdam Norget\nDirector\, HR Legal Services & Legal Counsel\nHuman Resources Division\nEdmonton Police Service \n\n\nWorkplace conditions can affect organizational health\, employee satisfaction\, employee performance\, and turnover.  This panel will examine important considerations for addressing recruitment and retention at the bargaining table. Experts will discuss: \n\nEmerging collective agreement language regarding benefits and leaves;\nParticular work arrangements that enhance work-life balance;\nWork from home or hybrid work arrangements;\nMeans for improving employee mental health and minimizing burnout or undue stress; and\nThe potential for unions to act as hiring halls to supply staff to nursing homes and retirement homes\n\nClosing remarks: 4:00 pm MT \nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\nThis program qualifies for 5.5 CPD hours under the Law Society of Saskatchewan Continuing Professional Development Policy\n\n\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\nThis program qualifies for 5.5 CPD hours under the Law Society of Saskatchewan Continuing Professional Development Policy
URL:https://lancasterhouse.com/event/edmonton-bargaining-in-the-broader-public-sector-conference-2024/
LOCATION:Westin Edmonton\, 10135 100th Street\, Edmonton\, Alberta\, T5J 0N7\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20241119
DTEND;VALUE=DATE:20241122
DTSTAMP:20260408T160256
CREATED:20240304T160642Z
LAST-MODIFIED:20241120T181121Z
UID:12506-1731974400-1732233599@lancasterhouse.com
SUMMARY:Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceCo-chairs\n\n \nAnthony (Tony) Glavin\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nAdriana Wills\nEmployer Counsel\nHarris & Company LLP \n\n\nConference Advisory Committee\n\n \nAshkon Hashemi\nSenior Member Services Officer\, Labour Relations\nUBC Association of Administrative and Professional Staff \n\n\n \nJeanne Meyers\nExecutive Director and General Counsel\nHealth Sciences Association of British Columbia (HSABC) \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJay Sharun\nChief Executive Officer\nNational Collective Bargaining Institute \n\n\nLabour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nJennifer Glougie\nChair\nBC Labour Relations Board (BCLRB) \n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nConference Advisory Committee\n\n \nKaity Cooper\nGeneral Counsel\nHospital Employees’ Union (HEU) \n\n\n \nHeather Hettiarachchi\nEmployer Counsel\nIntegritas Workplace Law \n\n\n \nKevin Jeske\nAssociate Vice-President\, Human Resources\nUniversity of the Fraser Valley \n\n\nTuesday\, November 19\, 2024Workshop*Workshop sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am PT\n\n\nWorkshop\n9:00 am – 10:25 am PT\n\n\nMorning Break\n10:25 am – 10:40 am PT\n\n\nWorkshop\n10:40 am – 12:00 pm PT\n\n\nLunch\n12:00 pm – 1:00 pm PT\n\n\nWorkshop\n1:00 pm – 2:20 pm PT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm PT\n\n\nWorkshop\n2:35 pm – 4:00 pm PT\n\n\nWorkshop Ends\n4:00 pm PT\n\n\n\n\nBargaining In The Broader Public Sector Conference WorkshopAdvanced Skills in Bargaining: Overcoming roadblocks\, costing benefits\, crafting language\n\n\n \nMichael Conlon\nExecutive Director\nFederation for Post-Secondary Educators of BC (FPSE) \n\n\n \nRyan Goldvine\nMediator/Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\n \nJohn Rogers\nUnion Counsel\nVictory Square Law Office \n\n\nIn this interactive\, full-day workshop\, experts will help participants hone their bargaining skills\, with a focus on overcoming negotiation challenges\, determining the cost of benefits\, and crafting collective agreement language. By examining both employer and union-side perspectives and delving into case scenarios\, attendees will gain expertise necessary to determine the cost of benefits\, including intangible benefits such as wellness programs\, and craft clear\, compelling\, and innovative collective agreement language. \nWednesday\, November 20\, 2024Bargaining in the Broader Public Sector ConferenceBreakfast: 8:00 am – 9:00 am PT \nOpening Remarks: 9:00 am – 9:05 am PT \nPanel 1 - Checking the Fiscal Forecast: Bargaining in B.C.’s current economic environment - 9:05 am – 10:20 am PT\n\n\n \nJames Johnson\nAssociate Professor\, Economics\nUniversity of British Columbia (UBC) \nMember and Chief Negotiator\,\nUBC Faculty Association Bargaining Team \n\n\n \nJeff Marwick\nDirector\, Regional Employers Services\nMetro Vancouver \n\n\n \nKevin Milligan\nProfessor and Director\, Vancouver School of Economics\nUniversity of British Columbia (UBC) \n\n\n \nJim Stanford\nEconomist and Director\nCentre for Future Work \n\n\nIn this session\, expert panelists will explore 2025 economic and fiscal forecasts and their implications for bargaining\, focusing on settlements and awards\, and addressing questions such as: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in British Columbia? Canada? The United States?\nAre inflation and cost-of-living projected to increase in 2025?\n How has the increase of the British Columbia minimum wage to $17.40 impacted bargaining? How will it impact future bargaining?\n What key non-monetary demands are emerging at the bargaining table in the current climate?\n What measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:20 am – 10:35 am PT \nPanel 2 - Breaking Barriers\, Achieving Balance: Addressing retention and EDI at the bargaining table - 10:35 am – 11:45 am PT\n\n\n \nLeanne Anderson\nMember Services Officer\, Advocacy\nUBC Association of Administrative and Professional Staff \n\n\n \nTheo Arsenault\nUnion Counsel\nArsenault Aaron Lawyers \n\n\n \nRyan Copeland\n\n\n \nMaynard A. Witvoet\nAssociate Director\, People Relations\nVancouver Community College (VCC) \n\n\nAddressing Equity\, Diversity\, and Inclusion (EDI) at the bargaining table is critical for complying with legal requirements\, cultivating workplaces that nurture diverse talents\, and enhancing organizational culture. In this panel\, experts will provide guidance on building a more equitable workplace through collective bargaining\, addressing the following: \n\nWhat steps should unions and employers take to identify equity issues in the workplace? What information should be gathered in preparation for bargaining on these issues?\nWhat questions should guide unions and employers in reviewing collective agreements and bargaining proposals through an equity lens?\nHow might existing collective agreement language and definitions be written or revised to ensure that they are equitable and inclusive?\nHow can unions and employers measure the effectiveness of negotiated programs or provisions on equity issues?\n\nBreak: 11:45 am – 12:00 pm PT \nFireside Chat with Vincent Ready - 12:00 pm – 12:30 pm PT\n\n\n \nVince Ready\nArbitrator/Mediator \n\n\nLunch: 12:30 pm – 1:25 pm PT \nPanel 3 - Rapid Refresher: Key cases\, legislative changes\, and their impact on negotiations - 1:25 pm – 2:35 pm PT\n\n\n \nJessica Gregory\nArbitrator/Mediator/Investigator \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nMichael Shapiro\nUnion Counsel\nHastings Labour Law Office LLP \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. Topics currently include: \n\nThe impact of recent court decisions concerning freedom of association and the legality of legislation restricting collective bargaining;\nThe impact of recent arbitral awards\, including grievance arbitration decisions addressing key principles of collective agreement interpretation;\nThe impact of recent labour board decisions addressing issues such as unfair labour practices\, illegal strikes\, good faith bargaining\, and statutory freeze violations;\nRecent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers; and\nC.’s ongoing review of the Labour Relations Code;\n\n\nRecent noteworthy settlements and strike actions; and\nCurrent workplace trends\, including privatization\, remote work\, and the right to disconnect.\n\nBreak: 2:35 pm – 2:50 pm PT \nPanel 4 - Tech Talks: Addressing technological change\, surveillance\, monitoring\, and AI at the bargaining table - 2:50 pm – 4:00 pm PT\n\n\n \nGraeme Johnston\nSenior Labour Relations Officer\nHealth Sciences Association of BC (HSABC) \n\n\n \nSuzanne Kennedy\nEmployer Counsel\nHarris & Company LLP \n\n\n \nOludolapo Makinde\nPhD Candidate\nUniversity of British Columbia (UBC) \n\n\n \nTina-Marie Bradford\nStaff Representative\, Advocacy Department\nBC General Employees’ Union (BCGEU) \n\n\n \nJordan Michaux\nEmployer Counsel\nRoper Greyell LLP \n\n\nWorkplaces must ensure that their use of technology complies with existing laws relating to employee privacy and human rights\, while also grappling with new areas where the law has not yet been extensively developed – such as the use of artificial intelligence (AI). In this panel\, experts will examine how collective bargaining can be used to address the complex and wide-ranging issues emerging from using technology in the workplace. Panelists will explore: \n\nWhat current issues related to using technology in the workplace should employers and unions address at the bargaining table?\nWhat issues resulting from the use of AI in the workplace should be addressed through collective bargaining? What lessons can be learned from collective agreement language that has addressed past technological changes?\nWhat information is available to employers using AI\, monitoring\, and surveillance technologies? Are employees entitled to information about how their employer is using AI\, monitoring\, and surveillance technologies? How much say do unions and their members currently have in what employee information employers collect and how it is used?\nWhat specific risks do emerging technologies such as “algorithmic management” present for employees’ right to privacy and non-discrimination? How can collective bargaining be used to protect against these risks and address concerns of both employers and unions?\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?\nDo employers have a right to conduct off-duty surveillance of employees? What limits exist on off-duty surveillance? How should these concerns be addressed through collective agreement language?\nWhat are some examples of collective agreement provisions addressing AI\, technology\, and employee privacy?\n\nClosing Remarks: 4:00 pm PT \nThursday\, November 21\, 2024Labour Arbitration and Policy ConferenceBreakfast: 8:00 am – 9:00 am PT \nOpening Remarks: 9:00 am – 9:05 am PT \nPanel 1 - Current and Critical: Experts examine recent cases and legislative developments - 9:05 am – 10:35 am PT\n\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n \nLindsie Thomson\nEmployer Counsel\nHarris & Company LLP \n\n\nIn this panel\, experts will address recent cases and legislative developments impacting federally and provincially regulated workplaces. \nPanelists will discuss the latest cases on the following topics: \n\nDiscipline and dismissal;\nDiscrimination\, harassment\, and accommodation;\nWorkplace investigations;\nPrivacy and computer access;\nRefusal to vaccinate;\nRemote work; and\nCollective bargaining and the right to strike.\n\nPanelists will also examine recent legislative initiatives: \n\nAn increase in B.C.’s minimum wage;\nAmendments to workers’ rights to strike under B.C.’s Labour Relations Code;\nEmployers’ and workers’ duties under B.C.’s Workers Compensation Act;\nGig workers’ rights in B.C.;\nEmployers’ obligations under the federal Accessible Canada Act; and\nChanges to the Canada Labour Code regarding termination and the “right to disconnect.”\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest developments. \nBreak: 10:35 am – 10:50 am PT \nPanel 2 - New Rules for Return to Work: The duty to cooperate and maintain employment under the Workers Compensation Act - 10:50 am – 11:45 am PT\n\n\n \nAmanda Alberti\nEmployer Counsel\nHarris \n\n\n \nJackie Christofferson\nCounsel\nWorksafeBC \n\n\n \nPeter Eastwood\nUnion Counsel\nHHBG Lawyers \n\n\n \nElise Kobylanski\nManager Client Services\nReturn to Work Services\nWorksafeBC \n\n\nIn this session\, panelists will examine recent amendments to B.C.’s Workers Compensation Act which introduce a new “duty to cooperate” and “duty to maintain employment.” Speakers will address questions including: \n\nWhat new obligations are imposed on workplace parties under the “duty to cooperate” and “duty to maintain employment”? When and to whom do these duties apply?\nWhat changes should employers consider making to workplace policies in order to ensure compliance with these duties? What unique challenges may arise in fulfilling these duties in a unionized workplace? What role exists for unions in the implementation and enforcement of these duties?\nMust an employer or worker file a complaint with WorkSafeBC in order to trigger an investigation into the parties’ compliance with these duties? Or can WorkSafeBC initiate an investigation into parties’ compliance on its own initiative?\nWhere a breach of the duties has been alleged or is being investigated\, what rights do parties have to provide and receive information\, make submissions\, and challenge any determination reached?\nWhat consequences may follow if WorkSafeBC determines that a party has failed to comply with its obligations under these provisions?\nShould claims relating to an employee’s return to work be advanced through labour arbitration\, a human rights tribunal proceeding\, or through WorkSafeBC? Can parties expect to face procedural arguments that WorkSafeBC has exclusive jurisdiction over aspects of their claim?\n\nBreak: 11:45 am – 11:55 am PT \nKeynote by Dr. Chris Stewart-Patterson - Invisible Disability in the Workplace - 11:55 am – 12:30 pm PT\n\n\n \nDr. Chris Stewart-Patterson\nCME Program Director\nHarvard Medical School \n\n\nFibromyalgia\, chronic fatigue syndrome\, and increasingly long COVID (Post COVID-19 Condition) are medical conditions that can have significant impairment that is not obviously visible in the workplace. There are no definitive objective tests that can demonstrate the severity of these conditions\, so the question remains: how is impairment assessed in these conditions? If impairment is reliably established\, then\, if appropriate\, what are some reasonable accommodations that can result in greater workplace satisfaction\, attendance\, and productivity for individuals with these conditions? The presentation aims to discuss current evidence and approaches to both issues. \nLunch: 12:30 pm – 1:25 pm PT \nPanel 3 - Different Roads to Resolution: Conducting effective investigations or making the most of ADR - 1:25 pm – 2:30 pm PT\n\n\n \nHeather Hettiarachchi\nEmployer Counsel\nIntegritas Workplace Law \n\n\n \nDavid Louie\nLawyer and Workplace Investigator\nSouthern Butler Price LLP \n\n\n \nSonya Sabet-Rasekh\nStaff Representative\, Advocacy Department\,\nB.C. General Employees’ Union \n\n\nWhen an employee files a complaint alleging workplace discrimination\, harassment\, violence\, or other misconduct\, an employer may take multiple pathways — short of arbitration — to resolve the complaint and restore workplace health and safety. Employers should be aware of the pros and cons of each option. In this panel\, experts will explore: \n\nWhat is the difference between alternative dispute resolution (ADR)\, arbitration\, mediation\, and investigation?\nWhat makes an investigation effective?\nWhen is an employer’s duty to investigate triggered? What are the pros and cons of using ADR to resolve a complaint?\nWhat is the role of the union in these processes? What criteria should employers focus on when selecting an appropriate mediator\, ADR expert\, or investigator? When is it appropriate to use an internal versus an external investigator?\nWhat does it mean to ensure that investigations\, mediations\, and other forms of ADR are conducted through a trauma-informed lens? Does it help to promote employee health\, wellness\, and safety?\n\nBreak: 2:30 pm – 2:45 pm PT \nPanel 4 - Beliefs and Boundaries: Reconciling employee freedom of speech and legitimate employer concerns - 2:45 pm – 4:00 pm PT\n\n\n \nE. Murphy Fries\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nNajeeb Hassan\nAssociate Chair\, Adjudication and Mediation Division at the BCLRB \n\n\n \nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP \n\n\nHow can employers balance freedom of expression under the Charter with the need to maintain a productive and respectful workplace? In this session\, panelists will address: \n\nDo employees have the right to express their views on potentially controversial and/or political matters at work?\n What criteria should employers and unions consider when determining whether an employee’s speech or actions pose a legitimate concern to the organization’s reputation or operations? What actions should employers or unions take when employees’ expressions may border on being disrespectful or offensive\, but are not overtly harmful?\n Can employers monitor employee expressions outside the workplace or on social media? Can employers discipline employees for such expressions?\n What is the extent of a union’s duty to represent members who face work-related consequences for potentially polarizing beliefs or actions? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n How can employers and unions effectively communicate expectations regarding employee expression\, appropriate workplace conduct\, and appropriate off-work conduct?\n\nClosing Remarks: 4:00 pm PT \nCPDBargaining in the Broader Public Sector Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nMembers of the Law Society of British Colombia may count this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nMembers of the Law Society of British Colombia may count this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nWorkshop CPD\n\n\nThe Post-Conference Workshops have been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\nThe Post-Conference Workshops have been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThe Post-Conference Workshops have been approved by the Law Society of British Colombia may count this program for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/vancouver-labour-arbitration-and-policy-conference-bargaining-in-the-broader-public-sector-conference/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/vancouver-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241211
DTEND;VALUE=DATE:20241214
DTSTAMP:20260408T160256
CREATED:20240318T191640Z
LAST-MODIFIED:20241212T191518Z
UID:12822-1733875200-1734134399@lancasterhouse.com
SUMMARY:Toronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference
DESCRIPTION:Bargaining In The Broader Public Sector Conference\n\n\n\n\nConference Co-Chairs\n\n \nAdrienne Lei\nUnion Counsel\nDewart Gleason \n\n\n \nCheryl Wiles Pooran\nEmployer Counsel\nPooranLaw \n\n\nConference Advisory Committee\n\n \nLiam McCarthy\nDirector of the Negotiations and Programs Branch\nPublic Service Alliance of Canada \n\n\n \nDymphna Walko-Channan\nHuman Resource Manager\, Employee & Labour Relations\nCity of Toronto \n\n\n \nCynthia Watt\nVice President\nAMAPCEO \n\n\n \nRyan Wood\nNegotiator and Economist\nBass Associates \n\n\nLabour Arbitration And Policy ConferenceConference Co-Chairs\n\n \nTim Gleason\nUnion Counsel\nDewart Gleason LLP \n\n\n \nDale Hewat\nArbitrator/Mediator \n\n\n \nErin Kuzz\nEmployer Counsel\nSherrard Kuzz LLP \n\n\nConference Advisory Committee\n\n \nAmandi Esonwanne\nSolicitor\nCity of Toronto \n\n\n \nAdrienne Liang\nLegal Counsel\nOntario Public Service Employees’ Union (OPSEU) \n\n\n \nPaul Meier\nSenior Counsel\nOntario’s Treasury Board Secretariat \n\n\n \nKate Shao\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\nWednesday\, December 11\, 2024Workshops*Workshops sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am ET\n\n\nWorkshop\n9:00 am – 10:25 am ET\n\n\nMorning Break\n10:25 am – 10:40 am ET\n\n\nWorkshop\n10:40 am – 12:00 pm ET\n\n\nLunch\n12:00 pm – 1:00 pm ET\n\n\nWorkshop\n1:00 pm – 2:20 pm ET\n\n\nAfternoon Break\n2:20 pm – 2:35 pm ET\n\n\nWorkshop\n2:35 pm – 4:00 pm ET\n\n\nWorkshop Ends\n4:00 pm ET\n\n\n\n\nBargaining In The Broader Public Sector Conference WorkshopAdvanced Skills in Bargaining: Overcoming roadblocks\, costing benefits\, crafting language\n\n\n \nDonna Walrond\nEmployment lawyer\nBass Associates \n\n\n \nRishi Bandhu\nArbitrator\nRishi Bandhu Dispute Resolutions\nVice-Chair\nOntario Labour Relations Board (OLRB) \n\n\n \nDavid Jacobs\nUnion Counsel\nWatson Jacobs Bosnick LLP \n\n\nIn this interactive\, full-day workshop\, experts will help participants hone their bargaining skills\, with a focus on overcoming negotiation challenges\, determining the cost of benefits\, and crafting collective agreement language. By examining both employer and union-side perspectives and delving into case scenarios\, attendees will gain expertise necessary to craft clear\, compelling\, and innovative collective agreement language. \nLabour Arbitration And Policy Conference WorkshopReading it Right: Essential and emerging principles of collective agreement interpretation\n\n\n \nEvan Daikov\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nYasmeena Mohamed\nArbitrator/Mediator\nYM Arbitration & Mediation Services \n\n\n \nDijana Simonovic\nSenior Legal Counsel\nUnifor \n\n\nAn understanding of the principles of contract interpretation is indispensable for anyone involved in the negotiation or administration of a collective agreement. In this workshop\, experienced practitioners will equip participants with the knowledge needed to deal effectively with the wide array of interpretation issues that may arise in a unionized setting. The workshop will address topics including: \n\nWhat are the most commonly applied rules of collective agreement interpretation?\nWhat is the difference between the “plain meaning” approach and a “purposive” approach?\nWhat are “implied terms” of a collective agreement? How do they affect the interpretation of the express language of the contract?\nHow do arbitrators reconcile negotiated contract language and the contrary provisions of employment-related statutes\, e.g. human rights and employment standards legislation?\nWhen can evidence of collective bargaining history\, past practice\, or statements made during negotiations be used as an aid to interpretation?\nWhat is “contextual evidence\,” as set out by the Supreme Court of Canada in the Sattva case? In what circumstances can evidence of surrounding circumstances be admitted and relied upon to shed light on the meaning of a disputed clause?\nHow have arbitrators applied essential and emerging principles of interpretation in recent decisions and what lessons can be learned from these cases?\nHow has the doctrine of estoppel been applied in recent arbitration cases?\n\nThursday\, December 12\, 2024Bargaining In The Broader Public Sector ConferenceBreakfast: 8:00 am – 9:00 am ET \nIntroductory remarks: 9:00 am – 9:05 am ET \nPanel 1 - Checking the Financial Forecast: Bargaining in Ontario’s 2025 economy - 9:05 am – 10:20 am ET\n\n\n \nDoug Porter\nChief Economist and Managing Director\, Economics\nBMO \n\n\n \nElpis Law\nNegotiator\, Labour Relations Officer\, Equity Champion\, and Trainer\nPublic Service Alliance of Canada \n\n\n \nMichele White\nAssociate\nBass & Associates \n\n\n \nArmine Yalnizyan\nEconomist and Atkinson Fellow on the Future of Workers\nAtkinson Foundation \n\n\nIn this session\, expert panelists will explore 2025 economic and fiscal forecasts and their implications for bargaining\, focusing on settlements and awards. Specifically\, the panel will discuss: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in Ontario? Canada? The United States?\nAre inflation and cost-of-living projected to increase in 2025?\nWhat impact will raising Ontario’s minimum wage to $17.20 have on bargaining?\nWhat key non-monetary demands are emerging at the bargaining table in the current climate?\nWhat measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:20 am – 10:35 am ET \nPanel 2 - Rapid Refresher: Experts discuss key decisions and legislation affecting bargaining - 10:35 am – 11:50 am ET\n\n\n \nJorge Hurtado\nUnion Counsel\nMorrison Watts \n\n\n \nEdward W. Snetsinger\nEmployer Counsel\nSherrard Kuzz \n\n\n \nDeanna Webb\nArbitrator\, Mediator and Workplace Investigator\nDW Workplace Resolutions \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. However\, items currently under consideration include: \n\nRecent court\, labour arbitration\, and labour board decisions addressing:\n\nFreedom of association and government involvement in collective bargaining\nUnfair labour practices and violations of statutory freeze provisions\nKey issues at interest arbitration\, including inflation and staffing and recruitment issues\n\n\nRecent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers\nProvincial legislation amending the Employment Standards Act\, Occupational Health and Safety Act\, and the Workplace Safety and Insurance Act\n\n\nRecent noteworthy collective agreements and strike actions\nCurrent labour relations trends\, including artificial intelligence\, remote work\, and the right to disconnect\n\nLunch: 11:50 am – 1:00 pm ET \nPanel 3 - Tech Talks: Addressing technological change\, surveillance\, monitoring\, and AI at the bargaining table - 1:00 pm – 2:20 pm ET\n\n\n \nNicole Gauthier\nExecutive Officer and Chief Negotiator\nOSSTF Toronto \n\n\n \nDr. Peter Lewis\nCanada Research Chair in Trustworthy Artificial Intelligence \nAssociate Professor\nComputer Science\nOntario Tech University \n\n\n \nAlan McCallum\nEmployer Counsel\nPooranLaw \n\n\nIn this session\, expert panelists will provide guidance\, through collective bargaining\, on rapidly progressing technology and expanding monitoring and surveillance capabilities. Panelists will address questions including: \n\nAre concerns about the impact of artificial intelligence (AI) on work overblown? Is this technological advance different from previous technological revolutions that raised concerns about mass unemployment and dehumanization of work?\nWhat aspects of work in the broader public sector are most likely to be affected by AI?\nDoes existing federal or provincial legislation set any limits on the use of AI in the workplace? What legislative initiatives are currently undergoing debate and how may they impact workplace parties if passed?\nWhat key impacts resulting from the use of AI in workplaces should be addressed through collective bargaining? Are concerns about AI adequately addressed by standard “technological change” provisions?\nHow should employers and unions address the potential use of algorithmic management\, e.g. delegating to algorithms certain managerial tasks such as filtering through applications for employment\, assessing employee performance\, or even making decisions regarding termination of employment under collective agreements?\nHow have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity or performance\, such as biometric scanning\, wearables\, GPS tracking\, and keystroke monitoring software? What lessons can be learned from these decisions when negotiating collective agreement language?\nHow can parties address concerns about work intensification related to AI\, monitoring\, and surveillance through collective bargaining? Would standard “workload provisions” help? What about psychological health and safety provisions?\nAre employees entitled to information about how their employer is using AI and monitoring and surveillance technologies? Can this be addressed through collective bargaining?\n\nBreak: 2:20 pm – 2:35 pm ET \nPanel 4 - Breaking Barriers\, Achieving Balance: Addressing retention and EDI at the bargaining table - 2:35 pm – 3:55 pm ET\n\n\n \nMarilynn Dee\nManager Negotiations\nOntario Nurses’ Association (ONA) \n\n\n \nSundeep Gokhale\nEmployer Counsel\nSherrard Kuzz \n\n\n \nJesse Gutman\nLegal Counsel\nOntario Secondary School Teachers’ Federation (OSSTF) \n\n\n \nAnne Musacchio\nManager of Human Resources\nCity of Vaughan \n\n\nEmployees thrive in inclusive\, psychologically safe workplaces. Employers and unions can use the bargaining process to address equity\, diversity\, and inclusion (EDI) under a collective agreement to nurture a forward-thinking workplace that promotes employee wellness\, belonging\, and retention. In this panel\, experts will examine: \n\nHow can unions and employers best negotiate provisions under a collective agreement to create an inclusive workplace? What are specific examples of collective agreement provisions that prioritize EDI?\nWhat areas of EDI should employers and unions address in the bargaining process to help promote employee retention?\nWhat collective agreement language was found to be discriminatory? Not discriminatory?\nWhat measures are effective as a remedy for discrimination harassment\, or other forms of misconduct?\n\nClosing remarks: 3:55 pm – 4:00 pm ET \nFriday\, December 13\, 2024Labour Arbitration And Policy ConferenceIntroductory remarks by co-chairs: 9:00 am – 9:05 am ET \nPanel 1 - New and Noteworthy: Experts examine recent arbitration cases and policy developments - 9:05 am – 10:20 am ET\n\n\n \nAllyson Lee\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nLaura Johnson\nUnion counsel\nRyder Wright Holmes Bryden Nam LLP \n\n\n \nDaniel Randazzo\nArbitrator and Mediator\nRandazzo Arbitration Services \n\n\nIn this session\, expert panelists will examine recent arbitration decisions on key workplace issues\, exploring the practical takeaways for employers and unions. The panel will address topics such as: \n\nPrivacy;\nComputer access\, monitoring and surveillance\nSubstance use testing;\nDiscipline and discharge;\nWorkplace investigations;\nDiscrimination\, harassment\, and accommodation;\nDefamation and anti-strategic lawsuits against public participation (“anti-SLAPP”) legislation;\nIssues of jurisdiction as between labour arbitrators and statutory tribunals; and\nRemote work.\n\nThe panel will also examine recent legislative and other initiatives\, such as: \n\nFederal legislation banning the use of strike replacement workers;\nFederal legislation requiring companies to report on the risk of and measures taken regarding forced labour and child labour in international supply chains;\nThe report of the Employment Equity Act Review Task Force and related changes to the Act; and\nThe Ontario government’s Working for Workers legislative series.\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.Break: 10:20 am – 10:35 am ET \nPanel 2 - Drawing the Line: Reconciling employee free speech and legitimate employer concerns - 10:35 am – 11:40 am ET\n\n\n \nHeather Ann McConnell\nArbitrator/Mediator \n\n\n \nMegan Reid\nUnion Counsel\nDewart Gleason LLP \n\n\n \nAlex Treiber\nEmployer Counsel\nTreiber Workplace Law \n\n\nHow can employers balance freedom of expression under the Charter with the need to maintain a productive and respectful workplace? In this session\, panelists will address: \n\nDo employees have the right to express their views on potentially controversial and/or political matters at work?\nWhat criteria should employers and unions consider when determining whether an employee’s speech or actions pose a legitimate concern to the organization’s reputation or operations? What actions should employers or unions take when employees’ expressions may border on being disrespectful or offensive\, but are not overtly harmful?\nCan employers monitor employee expressions outside the workplace or on social media? Can employers discipline employees for such expressions?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for potentially polarizing beliefs or actions? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\nHow can employers and unions effectively communicate expectations regarding employee expression\, appropriate workplace conduct\, and appropriate off-work conduct?\n\nBreak: 11:40 am – 11:50 am ET \nFireside Chat with Jennifer Pernfuss: The Need to Reimagine How We Are Resolving Workplace Complaints – Harassment and More - 11:50 am – 12:30 pm ET\n\n\n \nJennifer Pernfuss\nCertified Restoration Practitioner\, Consultant & Coach\nRESPECT: Conciliation & Education \n\n\nNetworking Lunch: 12:30 pm – 1:20 pm ET \nPanel 3 - Invisible Illnesses: Accommodating poorly understood and episodic disabilities - 1:20 pm – 2:35 pm ET\n\n\n \nOdelia Bay\nPhD Candidate\nOsgoode Law\nYork University \n\n\n \nErin Porter\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\nDisabilities are diverse. Many employees may experience disabilities that are hidden\, fluid\, or poorly understood by medical professionals. Employers are required to provide reasonable accommodation to employees with disabilities — of all kinds — to enable their full participation in the workplace. In this panel\, experts will discuss the duties of employers and unions in accommodating employees with disabilities that may be hidden\, episodic\, or not widely understood. Panelists will explore: \n\nWhat are common medical conditions that are difficult to diagnose or understand? Why does “Long COVID-19” fall within this list?\nWhat are common challenges and best practices in accommodating employees who may experience disabilities that are hidden\, episodic\, or not fully understood by medical professionals? How should employers and unions respond when there is a lack of available medical practitioners with the requisite knowledge to provide information about a disability?\nWhat types of accommodations have generally been helpful for employees experiencing hidden\, episodic\, or poorly understood disabilities (e.g.\, flex time or working from home)?\nWhat are best practices for communicating during the accommodation process? For example\, how should employees and employers maintain communication about accommodation needs\, which may change frequently\, while respecting employee privacy? What role do unions play in such communications?\nWhen have adjudicators found that employers or unions have successfully accommodated or failed to accommodate employees with hidden or episodic disabilities?\nHow do disability-related stereotypes and stigmas play a role in complicating the accommodations process? What can employers and unions do to dismantle these stigmas and stereotypes and create an inclusive\, barrier-free workplace?\nWhat steps must unions take to assist in accommodation and satisfy their duty of fair representation of members with hidden or episodic disabilities?\n\nBreak: 2:35 pm – 2:50 pm ET \nPanel 4 - Is it Harassment? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:50 pm – 4:00 pm ET\n\n\n \nTyler Boggs\nUnion Counsel\nCavalluzzo LLP \n\n\n \nBonny Mak\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nNana Yanful\nLawyer/Workplace Investigator \n\n\nIn many instances conduct or comments will clearly meet the definition of harassment. However\, in other cases debate may arise as to whether the alleged harasser knew or ought reasonably to have known that their behaviour was unwelcome\, offensive\, or harmful. In this session\, panelists will examine the degree to which reasonable minds may disagree about whether comments or conduct constitute harassment\, probe the reasons behind such disagreements\, and address issues such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should reasonably be seen to be offensive?\nDoes workplace culture play any role in determining whether conduct or comments amount to harassment?\nIs the analysis of whether conduct constitutes harassment affected by the existence of a friendship or previous romantic relationship between the complainant and respondent? What about power imbalances or lack thereof?\nHow is the reasonableness of management’s response assessed by arbitrators?\n\nCPDBargaining in the Broader Public Sector Conference CPD\n\n\n \n\nThis program (CPD Code) has been approved for 5.2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\nMembers of the Law Society of Ontario may consider counting this program for 5.2 substantive hours; 0 professionalism hours.\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n\n \n\nThis program has been approved for 5.4 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\nMembers of the Law Society of Ontario may consider counting this program for 5.4 substantive hours; 0 professionalism hours.\n\n\n\n\nWorkshop CPD\n\n\n \n\nThis program (CPD Code) has been approved for 5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\nMembers of the Law Society of Ontario may consider counting this program for 5 substantive hours; 0 professionalism hours.\n\n\n\nNearby HotelsHilton145 Richmond Street WestToronto\, ON\nM5H 2L2 \nRead MoreOne King West Hotel1 King Street WestToronto\, ON\nM5H 1A1 \nRead MoreHyatt Regency Toronto370 King St W\nToronto\, ON\nM5V 1J9 \nRead More
URL:https://lancasterhouse.com/event/toronto-labour-arbitration-and-policy-conference-bargaining-in-the-broader-public-sector-conference/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250306T130000
DTEND;TZID=America/New_York:20250306T163000
DTSTAMP:20260408T160256
CREATED:20240814T135558Z
LAST-MODIFIED:20250306T202646Z
UID:14583-1741266000-1741278600@lancasterhouse.com
SUMMARY:National Pensions Conference 2025
DESCRIPTION:National Pensions ConferenceConference Co-Chairs\n\n \nPadraigin Murphy\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nMichael Wolpert\nPensions Counsel\nFasken Martineau DuMoulin LLP \n\n\n$795.00Read more	\n			\n \nConference Advisory Committee\n  \n\n \nChristina Atanasova\nChristina Atanasova\, Associate Dean\, Research & International\nProfessor\, Simon Fraser University (SFU) \n\n\n \nLevel Chan\nPensions Counsel\nStewart McKelvey \n\n\n \nChris Roberts\nDirector\, Social and Economic Policy\nCanadian Labour Congress \n\n\nThursday\, March 6\, 2025Introduction: 1:00 pm – 1:05 pm ET \nKeynote speech by Dr. Paul Kershaw - Healthy retirement and its implications for private and public pension policy\, now and in the future - 1:05 pm – 1:35 pm ET\n\n\n \nPaul Kershaw\nProfessor\nUniversity of British Columbia\nLead Researcher & Executive Chair\nGeneration Squeeze \n\n\nThe “Outlook for Expenses” table in any recent federal budget makes clear that Old Age Security (OAS) funding is growing faster than most other federal spending combined. All the while\, spending on medical care for those age 65+ absorbs more and more provincial revenue. \nDecades ago\, sufficient revenue was not allocated to fully cover the long-term costs of OAS and medical care for the baby boomer generation. As a result\, these two expenditures now place significant pressure on government budgets\, limiting funding for national defense\, housing\, childcare\, education\, and other priorities valued by Canadians\, including balanced budgets. \nYounger Canadians already contribute 20 to 40 percent more in income taxes toward healthy retirements than the current retiring generation contributed to older generations when they were young. \nThese fiscal trends compound challenges for younger Canadians who struggle with higher rent and home ownership costs that have outpaced their earnings. The implications for their retirement planning are concerning\, because many have little left over to contribute to retirement savings. They count on managers of private pension plans to make excellent decisions — when they are lucky enough to be in jobs that have such pensions. \nAll of this was predictable\, because when the baby boomer generation started out\, there were seven working age Canadians for every retiree. Now\, as they retire\, there are only three. However\, past decision-making processes did not account for these demographic shifts adding burden to younger generations when creating pension and medical care policies. Today’s governments\, regardless of their ideological affiliation\, are holding the bag — and the load is very heavy indeed to pay for OAS and medical care for retirees. \nBreak: 1:35 pm – 1:45 pm ET \nPanel 1 - What's New in Pension Law in 2025: Major caselaw and legislative updates - 1:45 pm – 3:00 pm ET\n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper \n\n\n \nJames Fu\nEmployer counsel\nBorden Ladner Gervais LLP (BLG) \n\n\n \nAnthony Guindon\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nEmily Lawrence\nManaging Partner\nPaliare Roland Rosenberg Rothstein LLP \n\n\nThis panel will review recent legislative and regulatory pension developments. Topics to be addressed include: \n\nCanada Pension Plan benefit and contribution increases;\nAmendments to the federal Income Tax Act; and\nCAPSA Guidelines for Capital Accumulation Plans and Risk Management for Plan Administrators.\n\nThis panel will also explore significant court and tribunal decisions related to pension and benefits law. Topics to be addressed include: \n\nplan amendments;\ncollective agreement violations;\ndiscrimination and denials of benefits;\nthe relationship between class actions and regulatory jurisdiction;\nfiduciary duties; and\nnegligence and constitutional issues arising out of public sector pension plan reform.\n\nFinal selection of cases will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important decisions.Break: 3:00 pm – 3:15 pm ET \nPanel 2 - Emerging Issues in Pension Governance: Addressing cybersecurity\, AI\, ESG\, economic challenges\, and more - 3:15 pm – 4:30 pm ET\n\n\n \nChristine Chen\nGeneral Counsel\nUniversity Pension Plan Ontario (UPP) \n\n\n \nMark Janson\nSenior Researcher\nCanadian Union of Public Employees (CUPE) \n\n\n \nScott Sweatman\nEmployer lawyer\nDentons \n\n\nEven well-funded pension plans must adapt in the face of economic and demographic challenges. In this session\, experts will explore the risks and opportunities associated with the current and projected economic climate\, and address the following: \n\nHow would a sustained fall in inflation and/or interest rates affect pension plans and their members?\nHow are views on the meaning of retirement changing\, and what does this mean for pensions and other sources of retirement income?\nWhat strategies should pension plan administrators take to manage pension plans and pension plan investments in an economic downturn? What role do administrators’ statutory and fiduciary obligations play in this regard?\nHow will recently published provincial regulatory policies on IT risk management impact pension plans and their sponsors?\nWhat role\, if any\, will artificial intelligence play in the administration of pension plans and pension funds?\nWhat are the current legislative and regulatory requirements regarding ESG disclosure\, taking into account ESG considerations\, across Canadian jurisdictions? What changes are in prospect?\nTo what extent do ESG considerations factor into investment-related decision-making? Do common law fiduciary duties permit administrators to take ESG considerations into account for any purpose other than financial gain? Does the answer depend on plan terms or type of plan\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3 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 3 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 3 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/national-pensions-conference-2025/
LOCATION:Virtual Event
CATEGORIES:Conference,Pensions
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20250416
DTEND;VALUE=DATE:20250418
DTSTAMP:20260408T160256
CREATED:20240806T201553Z
LAST-MODIFIED:20250417T191019Z
UID:14518-1744761600-1744934399@lancasterhouse.com
SUMMARY:Vancouver Human Rights and Accommodation Conference 2025
DESCRIPTION:Championing Workplace Equity\, Inclusion\, and ComplianceWhat is the Vancouver Human Rights and Accommodation Conference 2025?The Vancouver Human Rights and Accommodation Conference 2025 is the premier event for HR professionals\, legal practitioners\, union representatives\, and business leaders seeking cutting-edge insights into human rights law\, workplace accommodations\, and equity\, diversity\, and inclusion (EDI) best practices. Hosted by Lancaster House\, this two-day event offers expert-led discussions\, real-world case studies\, and interactive sessions to help organizations navigate emerging legal challenges in the workplace. \nVancouver Human Rights and Accommodation Conference – Bundle: Conference + Workshop$1\,995.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference$1\,395.00Read more	\n			\n  \nWhat We’re CoveringOur 2025 agenda is carefully curated to address the latest human rights issues and accommodation challenges facing employers\, unions\, and employees. Key topics include: \n\nLandmark Human Rights Cases & Legislative Updates – Stay ahead of the latest legal changes impacting human rights law. \n\nHuman Rights in Hybrid Workplaces – Managing accommodations in the era of remote and hybrid work. \n\nEquity\, Diversity & Inclusion (EDI) Strategies – Tackling systemic discrimination and fostering inclusive workplace cultures. \n\nMental Health and Disability Accommodations – Proactive approaches to supporting employee wellness. \n\nFree Speech vs. Employer Rights – Navigating the complexities of employee expression in the workplace. \n\nRestorative Justice in Workplace Misconduct – When to use discipline vs. alternative dispute resolution. \nThis conference features leading legal experts\, HR professionals\, and policymakers\, ensuring attendees receive actionable strategies and the most up-to-date legal interpretations. \nWho Should Attend?This event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance. \n\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law. \n\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining. \n\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law. \n\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies. \nKey Learning OutcomesBy attending this conference\, you will:\n✔ Understand the latest human rights law updates and their impact on workplace policies.\n✔ Gain best practices for accommodation requests related to disability\, religion\, and family status.\n✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.\n✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.\n✔ Network with industry peers and build valuable professional connections. \nConference Packages & Registration DetailsChoose from a range of flexible registration options: \n🎟 Two-Day Conference Pass – Access to all panels\, keynotes\, and networking events.\n📚 Conference + Materials Bundle – Includes all session recordings and presentation slides for post-event reference.\n🏆 Group Discounts Available – Save when registering multiple team members. \nWhy Choose Lancaster House? \nWith over 45 years of excellence in legal education\, Lancaster House is Canada’s leading provider of workplace law expertise. Our conferences are trusted by top HR professionals\, legal experts\, and industry leaders for their unparalleled depth\, practical insights\, and real-world applicability. \n🔹 Expert-Driven Content – Learn from Canada’s leading human rights and labour law specialists.\n🔹 Unmatched Networking Opportunities – Connect with decision-makers and industry peers.\n🔹 Practical\, Actionable Insights – Walk away with strategies you can implement immediately.\n🔹 Comprehensive Resource Materials – Access detailed case law summaries and best practice guides. \nReserve Your Spot Today! \nSecure your place at Canada’s most essential human rights and accommodation event. Don’t miss this opportunity to enhance your expertise and ensure workplace compliance in 2025 and beyond! \nThursday\, April 17\, 2025Breakfast: 8:00 am – 9:00 am PT \nOpening remarks: 9:00 am – 9:05 am PT \nPanel 1 - Keeping Current on Human Rights: The latest cases and legislative developments - 9:05 am – 10:20 am PT\n\n\n \nRichard Coleman\nArbitrator/Mediator \n\n\n \nJadine (Jay) Lannon\nUnion Counsel\nForte Law \n\n\n \nAndrea L. Zwack\nEmployer Counsel\nGall Legge Grant Zwack LLP \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases on topics such as: \n\nidentifying and addressing stereotypes and/or bias;\nrights and restrictions relating to employee expression of personal or political views and beliefs at work;\ntrends in discipline\, damages\, and arbitration;\nprivacy\, monitoring\, and surveillance;\nremote work;\nsubstance use and testing;\nthe intersection between health and safety concerns and human rights obligations; and\nkey principles and best practices in investigating discrimination and harassment claims.\n\nThe panel will also address B.C. and federal legislative initiatives\, including reporting requirements under the B.C. Pay Transparency Act and obligations under the federal Pay Equity Act. \nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:20 am – 10:35 am PT \nPanel 2 - AI Through a Human Rights Lens: The potential uses and challenges posed by the use of artificial intelligence at work - 10:35 am – 11:35 am PT\n\n\n \nPreston Parsons\nPartner\nOverholt LLP \n\n\n \nRachel Roy\nPartner\nRachel Roy Law \n\n\n \nWendy H. Wong\nProfessor and Principal’s Research Chair\nUniversity of British Columbia \n\n\nIn this session\, panelists will provide expert guidance on the use of artificial intelligence (AI) at work\, exploring the potential benefits and pitfalls of AI from a human rights perspective. Panelists will address questions such as: \n\nWhat federal and provincial laws regulate the use of AI? What legislative initiatives are currently the subject of debate and how may they impact workplace parties if passed? What other legal obligations and principles govern or restrict the use of AI at work?\nWhat key human rights considerations and privacy concerns are raised by the use of AI in the workplace? Does AI have the potential to reduce systemic discrimination and improve working conditions for equity-seeking employees?\nWhat human rights concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other evolving technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow can parties address through collective bargaining the human rights and privacy impact resulting from the use of AI in workplaces?\nWhat steps can employers and unions take to mitigate the risk of bias\, discrimination\, or other breaches of human rights when using AI?\n\nBreak: 11:35 am – 11:45 am PT \nKeynote Speech by Kai Scott - Bridging the Divide – The Future of Gender Inclusion in the Workplace - 11:45 am – 12:15 pm PT\n\n\n \nKai Scott\nPresident\nTransFocus Consulting \n\n\nAs gender inclusion efforts in the workplace reach a critical juncture\, how do we move beyond division and toward solutions that benefit everyone—women\, men\, transgender\, and non-binary people alike? Drawing from nearly a decade of insights at TransFocus Consulting\, this keynote will explore the evolving landscape of workplace gender inclusion\, addressing both the progress made and the tensions that persist. \nAt a time when gender issues are increasingly polarized\, this session will focus on practical ways to foster connection across diverse gender experiences while meeting legal obligations and organizational goals. We’ll examine key lessons from the past decade\, emerging challenges\, and strategies for bridging gaps—whether in policy design\, workplace culture\, or leadership approaches. \nJoin Kai for a thought-provoking reflection on where we’ve been\, where we’re headed\, and how organizations can take meaningful\, sustainable steps toward gender inclusion that work for everyone. \nLunch: 12:15 pm – 1:15 pm PT \nPanel 3 - Free Speech and Human Rights at Work: Are they in conflict? Can they be reconciled? - 1:15 pm – 2:30 pm PT\n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nLeanne Monsma\nEmployer Counsel\nUniversity of British Columbia \n\n\n \nAmber Prince\nMember\nBC Human Rights Tribunal \n\n\nAs the political climate becomes increasingly polarized\, domestically and abroad\, employers must navigate how to cultivate a safe\, healthy\, and productive work environment while also respecting employees’ right to express their personal views. In this session\, panelists will explore how employers and unions should respond to the exercise of political speech in the workplace\, and in doing so will address the following questions: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nHow has the British Columbia Human Rights Tribunal interpreted the meaning of “political belief”?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat kinds of policies and guidelines should an employer put in place to address politically-based conflict in the workplace? Where conflicts arise among employees\, with respect to charges of discrimination and harassment\, which member should the union represent?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline a member for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\n\nBreak: 2:30 pm – 2:45 pm PT \nPanel 4 - Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm PT\n\n\n \nShirin Kiamanesh\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nTamisha Parris\nDiversity\, Equity\, Accessibility\, & Inclusion Consultant\nParris Consulting \n\n\n \nSalim Visram\nEmployer Counsel\nDentons \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\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?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing Remarks: 4:00 pm PT \nWednesday\, April 16\, 2025Workshop*Workshop sold separately from stand-alone conference. \nConducting Inclusive\, Barrier-Free Workplace Investigations: A practical\, hands-on workshop with the experts\n\n\n \nTonie Beharrell\nLawyer and Workplace Investigator\nSouther Butler Price LLP \n\n\n \nDr. Renée-Louise Franche Ph.D.\, R. Psych.\nConsultant in Mental Health and Work Ability Promotion \n\n\n \nSara Hanson\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nThe investigation process is an important tool for addressing harassment and discrimination in the workplace. However\, investigations may risk perpetuating harm if they are not conducted carefully. In this workshop\, a panel of experts will discuss how to run investigations in a manner that supports the well-being of all parties involved and benefits the workplace at large. Throughout this full day workshop the panel will address the following questions: \n\nWhat is trauma\, and how may it affect complainants before\, during\, and after the investigation process?\nWhy is it important that workplace investigators adopt trauma-informed\, anti-oppressive\, and intersectional approaches to the investigation process\, especially when dealing with discrimination and harassment allegations?\nWhat steps should investigators take to address their own unconscious and implicit biases during the investigation process?\nWhat do trauma-informed\, anti-oppressive\, and intersectional approaches to workplace investigations involve in practice? For example\, how can investigators conduct interviews in a trauma-informed manner? What steps can they take to address parties’ accessibility needs throughout the investigation process? How can they bring inclusivity into their report writing?\nWhat is systemic discrimination\, and how can investigators effectively address claims of systemic discrimination in the investigation process?\nWhat interim measures can employers put in place during the investigation process to ensure the well-being of the parties involved?\nWhat recourse can complainants seek if they disagree with the investigator’s findings?\n\nVancouver Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nCathy Knapp\nArbitrator and Mediator\nTribunal mediator\nBCHRT \n\n\n \nAndrew Schafer\nEmployer Counsel\nNorton Rose Fulbright Canada LLP \n\n\n \nLindsay Waddell\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nConference Advisory Committee\n\n \nMegan Ashbury\nArbitrator\, Mediator and Workplace Investigator \n\n\n \nMenachem Freedman\nUnion Counsel\nHHGB Lawyers \n\n\n \nDonovan Plomp\nEmployer Counsel\nMcCarthy Tetrault LLP \n\n\n \nKristen Woo\nLegal Counsel\nBC Public School Employers’ Association \n\n\n \nMatt Yun\nLegal and Legislative Representative\, CUPE \n\n\n \nLaura Track\nLaura Track\nHuman Rights Lawyer\nDirector\, Human Rights Clinic and Director\,\nPublic Legal Education\, Community Legal Assistance Society (CLAS) \n\n\nCPD Vancouver Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.\n\n\n\n Vancouver Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\nThe Hyatt Regency Vancouver - Discounted Room\nGroup rates are now available with limited space availability: \n\n\n\nCheck-in\nCheck-out\nGroup rate\n\n\nTuesday\, April 15\nSaturday\, April 19\n$295/night\n\n\n\nCut-Off Date \nReservations made by attendees must be received on or before Tuesday\, March 25\, 2025\, after which any reservations made will be based on a space-and rate-available basis. \nOnline reservations \nClick here to book online. \nPhone line reservations: 1-800-233-1234
URL:https://lancasterhouse.com/event/vancouver-human-rights-and-accommodation-conference-2025/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20250430
DTEND;VALUE=DATE:20250503
DTSTAMP:20260408T160256
CREATED:20241021T154910Z
LAST-MODIFIED:20250430T184338Z
UID:15154-1745971200-1746230399@lancasterhouse.com
SUMMARY:Toronto Human Rights and Accommodation Conference 2025
DESCRIPTION:Stay Ahead in Employment Law\, Workplace Accommodation & DiversityJoin Canada’s premier Human Rights and Accommodation Conference in Toronto and gain expert insights into the latest employment law updates\, workplace accommodation training\, and diversity & inclusion strategies. Hosted by Lancaster House\, the trusted leader in legal education\, this event brings together top employment lawyers\, HR professionals\, business leaders\, and policymakers to discuss the most pressing issues in workplace human rights. \nWhat You’ll LearnAt the Toronto Human Rights and Accommodation Conference 2025\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers. \n\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant. \n\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies. \n\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. \n\nReal-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions. \nWho Should Attend?This conference is essential for: \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions. \n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies. \n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace. \n\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies. \nToronto Human Rights and Accommodation Conference – Bundle: Conference + Workshop$2\,695.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Conference$2\,195.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 1$1\,395.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 2$1\,395.00Read more	\n			\n  \nWhy Choose Lancaster House?\nExpert-Led Sessions – Learn from Canada’s leading human rights lawyers\, policymakers\, and HR specialists. \n\nInteractive & Practical Training – Gain real-world\, applicable knowledge through case studies\, Q&A sessions\, and networking opportunities. \n\nAccredited Learning – Earn continuing legal education (CLE) credits while expanding your expertise. \n\nTrusted Legal Publisher – Lancaster House has been a leader in labor\, employment\, and human rights law education for over 40 years. \nWednesday\, April 30\, 2025Breakfast: 8:00 am – 9:00 am ET \nWorkshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET(The schedule will run concurrently for all three workshops until 4:00 pm) \nDisabilities that Elude Diagnosis: Accommodating employees with poorly understood conditions\n\n\n \nDr. Hy Bloom\nAssistant Professor\nPsychiatry\nUniversity of Toronto \n\n\n \nDiane Laranja\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSara Slinn\nArbitrator/Mediator\nAssociate Professor\nOsgoode Hall Law School \n\n\n \nKen Stuebing\nUnion Counsel\nCaleywray \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, panelists will examine key principles and best practices for accommodating employees with these conditions.  \nSpeakers will address: \n\nExamples of common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion” (including “long COVID”);\nLegal limits on medical information that employers can request from employees;\nHow to formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test;\nWhat to do when there are no available medical practitioners with the requisite knowledge or expertise to assess an employee’s condition;\nHow to approach\, with sensitivity\, employees/union members for needed medical information;\nDealing with stereotypes and stigmas associated with difficult-to-identify medical conditions;\nWhat types of accommodations will be of assistance to an employee suffering from persistent or chronic symptoms;\nWhether an employer can discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability; and\nDetermining when the duty to accommodate is at an end because undue hardship is unavoidable.\n\nDuring the workshop\, participants will engage in interactive exercises\, applying principles and practices learned throughout the day.\n \nThursday\, May 1\, 2025Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 1 - Emerging Horizons in Human Rights: The latest cases and legislative developments - 9:05 am –10:35 am ET\n\n\n \nKristen Allen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nMatthew Craig\nEmployer Counsel\nMatthews\, Dinsdale & Clark LLP \n\n\n \nNimal Dissanayake\nArbitrator \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases addressing topics such as: \n\ntrends in discipline and damages for harassment and discrimination and evidentiary challenges in cases of allegations of harassment and discrimination;\nrights and restrictions involving employee expression of personal or political views and beliefs at work;\ntrends in discipline and damages for harassment and discrimination;\naccommodating neurodiverse employees;\nprivacy\, monitoring\, and surveillance;\nsubstance use and testing; and\nconflicts between health and safety obligations and human rights concerns.\n\nThe panel will also address recent Ontario and federal legislative initiatives\, including: \n\nrecent changes enacted through Ontario’s Working for Workers series of legislation addressing pay transparency\, the use of artificial intelligence\, harassment in virtual contexts\, and more; and\nongoing obligations for employers under the Ontario and federal Pay Equity Act.\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.Break: 10:35 am –10:50 am ET \nPanel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 10:50 am –12:05 pm ET\n\n\n \nRishi Bandhu\nArbitrator/Mediator \nRishi Bandu Arbitration and Mediation Services \n\n\n \nCassandra da Costa\nEmployer Counsel\nFilion Wakely Thorup Angeletti \n\n\n \nPatricia D’Heureux\nUnion Counsel\nCavalluzzo LLP \n\n\nIn this session\, panelists will examine the response to employee requests for accommodation through remote\, hybrid\, or other flexible work arrangements. The session will address questions including: \n\nDo employers have the right to require employees to return to in-person work? What aspects of a general return-to-office are vulnerable to challenge under human rights legislation or on other grounds? How does collective agreement language affect the matter?\nIn what circumstances have arbitrators and adjudicators found that employees must be permitted to work from home as a health-related accommodation? Does an employee’s demonstrated or perceived susceptibility to contracting COVID-19 or other illnesses warrant accommodation? Will employees be entitled to work from home during pregnancy or where a spouse or dependent may have increased susceptibility to infection?\nIn what circumstances have decision-makers found that employees should be permitted to work from home or on a remote or hybrid basis in order to accommodate obligations related to their family status\, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request?\nHow can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nWhen will insisting that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work from home? Is an impact on broader employee morale sufficient to establish undue hardship?\nIs it discriminatory for an employer to impose additional performance monitoring practices on an employee engaged in remote or hybrid work — such as a requirement for regular check-ins\, use of timesheets\, etc.?\nBeyond legal considerations\, what practical considerations should be taken into account when assessing whether an employee should be permitted to work from home? What flexible working options other than remote or hybrid work can be considered? What benefits and drawbacks do remote\, hybrid\, or flexible working arrangements have for employees requiring accommodation?\nWhat best practices can employers and unions implement to ensure that employees being accommodated through remote\, hybrid\, or flexible work do not become isolated from the team?\n\nLunch: 12:05 pm – 1:00 pm ET \nPanel 3 - Human Rights Investigations: Assuring investigator neutrality\, setting standards for proper training\, providing employee support\, and other pivotal issues - 1:00 pm –2:15 pm ET\n\n\n \nChris Davidson\nAssociate Lawyer and Workplace Investigator\nTurnpenney Milne LLP \n\n\n \nWilliam Goldbloom\nWG Resolutions \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\nConducting a workplace investigation into human rights-related allegations is a complex process that requires fairness and a commitment to best practices. This panel will examine recent caselaw addressing workplace investigations with a view to providing guidance in conducting “best practices” investigations. The panel will address a series of questions including: \n\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nWhat procedural flaws have been found to render an investigation unfair or inadequate — for instance\, flaws in timeliness\, thoroughness\, confidentiality\, and reporting?\nWhat steps should an employer take to address the impact of the human rights allegations? What actions should an employer take to prevent further discrimination?\nIs a formal investigation always required when an employee raises human rights-related concerns? What guidance do the courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhen is retaining a third-party investigator necessary?\nWhat is the role of a union in a workplace human rights investigation? What rights and/or responsibilities do unions have? What should unions do when both the complainant and the respondent are bargaining unit members?\nCan the grounds for an investigation be expanded after the investigation has commenced — for example\, if issues of systemic discrimination arise? What are the potential pitfalls of expanding the grounds of an investigation?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not taint the investigatory process?\nHow should employers and unions respond when an investigation reveals bad faith allegations by an employee?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following an investigation?\n\nBreak: 2:15 pm –2:30 pm ET \nPanel 4 - Deep Dive into Discrimination: Experts examine scenarios to determine when it is\, and when it isn't - 2:30 pm –3:55 pm ET\n\n\n \nNicole Biros-Bolton\nFounder and Lawyer\nBird Bolt Law \n\n\n \nAmandi Esonwanne\nSolicitor\nCity of Toronto \n\n\n \nMorgan Sim\nLawyer & Founder\nMorgan Sim Law \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\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?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing remarks: 3:55 pm –3:50 pm ET \nFriday\, May 2\, 2025Breakfast: 8:00 am – 9:00 am ET \nIntroduction: 9:00 am – 9:05 am ET \nPanel 5 - Beyond Repair? Examining the use of discipline and restorative solutions in response to human rights transgressions at work - 9:05 am – 10:20 am ET\n\n\n \nLorenzo Lisi\nEmployer Counsel\nAird & Berlis LLP \n\n\n \nAmer Mushtaq\nLawyer and investigator\nFormative LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\nIn this session\, expert panelists will examine legal obligations and best practices in responding effectively and appropriately to harassment and discrimination at work. Panelists will address questions including: \n\nWhat legal obligations govern an employer’s response to discrimination and harassment in the workplace? When is the duty to investigate triggered?\nAre employers obligated to impose discipline when employees have committed human rights violations at work? Where discipline is imposed\, what types of conduct may warrant more severe consequences? What considerations have arbitrators in recent cases taken into account in determining whether an employment relationship is salvageable following an employee’s human rights transgression?\nWhen can or should alternative dispute resolution (ADR) be used to address human rights violations at work? Can ADR be used in lieu of discipline? What ADR options exist\, and what are the relative advantages and disadvantages of each?\nBeyond legal considerations\, what practical considerations may impact whether use of ADR is appropriate? What power imbalances\, “invisible” barriers\, and other barriers to equity should be taken into account? What steps can parties take to address these barriers? What is a “trauma-informed approach\,” and how may it be beneficial in addressing human rights transgressions at work?\nWhat steps can or must employers and unions take that ensure a healthy and safe work environment is restored following a human rights violation? What steps should be taken where both the complainant and transgressor remain at work?\n\nBreak: 10:20 am – 10:35 am ET \nKeynote Speech by Cynthia Khoo - Of Data and Dissent: The Pursuit of Algorithmic Justice in Labour and Human Rights - 10:35 am – 11:05 am ET\n\n\n \nCynthia Khoo\nTechnology and Human Rights Lawyer\nSenior Fellow\nThe Citizen Lab \n\n\nWith every advent of a new technological phase — whether social media\, big data\, machine learning algorithms\, or generative artificial intelligence (AI) — one fundamental task among many falls to legal scholars and practitioners\, adjudicators\, and lawmakers to confront: determining what the new technology changes\, what it does not\, and where and how the differences matter (legally and otherwise). To that end\, this talk will address issues such as how algorithmic discrimination differs from “analogue” discrimination; how society and our laws should view human labour in a time when so much more of it seems instantly replicable by machines; and the connection between how automated decision-making works and proposed changes to liability frameworks when it comes to AI. \nWhat will become clear through this discussion is one thing that has never changed: technology is about power. Questions of technology thus carry particular weight in contexts built around systemic power imbalances\, whether as a matter of workplace relations or human rights law. Drawing on a panoply of work by lawyers\, academics\, researchers\, and grassroots community experts in various interdisciplinary combinations of law\, computer science\, labour\, human rights\, science and technology studies\, and algorithmic accountability scholarship\, this keynote will challenge the audience to reconceptualize AI not as a “neutral tool” or coherent technical object\, but as\, to quote anthropologist and computer scientist Ali Alkhatib\, “an ideological project to shift” power\, and consider the consequences of ignoring what that means for our legal and human rights. \nBreak: 11:05 am – 11:20 am ET \nPanel 6 - Clocking In\, Speaking Out: Squaring employee free speech and employer rights - 11:20 am – 12:15 pm ET\n\n\n \nKim Bernhardt\nArbitrator/Mediator \n\n\n \nKerri Kitchura\nSolicitor\nCity of Toronto \n\n\n \nGregory Ko\nUnion Counsel\nKastner Ko LLP \n\n\nHow can workplaces best manage the balance between an employee’s right to express themselves freely against an employer’s obligation to create\, foster\, and maintain a safe and respectful workplace for all? The panel will address: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat must employers consider when monitoring and responding to their employees’ off-work expressions\, particularly on social media? At what point does off-work employee conduct warrant discipline by the employer\, and are there limits on how an employer can discipline an employee for this conduct?\nWhat should employers consider when investigating incidents of alleged harmful or disrespectful employee expression? What are some characteristics of an effective investigation into these incidents?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline an employee for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\nHow should employers communicate expectations regarding appropriate workplace and off-work conduct? How should employers approach restoring workplace harmony after employee expression creates conflict in the workplace?\n\nLunch: 12:15 pm – 1:15 pm ET \nPanel 7 - Wellness in the Workplace: Expert guidance on proactively recognizing and responding to employee mental health concerns - 1:15 pm – 2:30 pm ET\n\n\n \nDr. Sahar Bhaloo\nClinical Psychologist\nFlourish Mental Health and Coaching Services \n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nSimmy Sahdra\nEmployer Counsel\nDentons \n\n\nIn this panel\, experts will provide guidance on how employers and unions can proactively identify and address mental health concerns in the workplace. The following questions will be discussed: \n\nWhat are the characteristics of a workplace that is psychologically healthy and safe? What steps can employers and unions take to create a workplace culture that supports mental well-being?\nWhat are employee responsibilities to maintain a psychologically healthy and safe workplace? How can employers and unions empower their employees/members to meet those responsibilities?\nHow can employers and unions identify mental health threats in the workplace? What tools and resources are available to assist in this process?\nWhat strategies should employers and unions apply to proactively recognize and address addiction and substance abuse in the workplace?\nWhat should employers and unions consider when creating employee wellness programs? What can cause these wellness programs to fail? How can employers and unions effectively assess the success of their wellness programs?\n\nBreak: 2:30 pm – 2:45 pm ET \nPanel 8 - The Road to Return: Implementing workplace disability management while respecting human rights - 2:45 pm – 4:00 pm ET\n\n\n \nLucas Mapplebeck\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nAli Mohamed\nManager\, Equity\, Diversity\, Inclusion\, and Accessibility for People with Disabilities\, Canada Post \n\n\n \nLauren Sheffield\nUnion Counsel\nCavalluzzo LLP \n\n\nCreating\, implementing\, and maintaining an effective and successful workplace disability management system ensures employers are fostering a healthy\, safe\, and inclusive workplace. In this session\, the panel will discuss how best to accomplish these goals through discussion of the following questions: \n\nWhat are the essential components of a comprehensive workplace disability management system? How can employers and unions build an effective system?\nWhat tools\, resources\, and/or training can be used to assist in creating\, implementing\, and maintaining a successful workplace disability management system?\nWhat measures can workplaces institute to both prevent work disability and help employees with disabilities remain safe at work?\nHow can employers and employees with disabilities meet their responsibilities under the duty to accommodate? How should employers and unions support employees with episodic or invisible disabilities?\nWhat can employers and unions do to ensure that employees experience a successful return to work after a leave of absence due to disability?\nWhat should employers and unions consider when evaluating the effectiveness of their workplace disability management system?\n\nClosing remarks: 4:00 pm ET \nToronto Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nKathryn Bird\nEmployer Counsel\nOgletree Deakins International LLP \n\n\n \nDanielle Bisnar\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMatthew Horner\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nConference Advisory Committee\n  \n\n \nTricia Wilson\nNational Human Rights Representative\nUnifor \n\n\n \nRon Franklin\nUnion Counsel\nFranklin Law \n\n\n \nLaura Freitag\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nKumail Karimjee\nArbitrator\, Mediator\, and Investigator\nKarimjee Resolutions \n\n\n \nBrandy Ryan\nDirector\, Equity\, Diversity and Inclusion\nCanada Post \n\n\nCPDToronto Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved for Continuing Professional Development 10.59 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 10.59 Substantive hours; 0 Professionalism hours.\n\n\n\n\nToronto Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\n\nHotels nearbyHilton145 Richmond Street West\nToronto\, ON\nM5H 2L2Visit hotel websiteOne King West Hotel1 King Street West\nToronto\, ON\nM5H 1A1Visit hotel websiteHyatt Regency Toronto370 King St W\,\nToronto ON\nM5V 1J9Visit hotel website
URL:https://lancasterhouse.com/event/toronto-human-rights-and-accommodation-conference-2025/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20250520
DTEND;VALUE=DATE:20250522
DTSTAMP:20260408T160257
CREATED:20240820T164441Z
LAST-MODIFIED:20250516T173928Z
UID:14650-1747699200-1747871999@lancasterhouse.com
SUMMARY:Atlantic Labour Law Conference 2025
DESCRIPTION:Tuesday\, May 20\, 2025Workshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm AT\n(The schedule will run concurrently for all three workshops until 4:00 pm) \nFrom Conflict to Calm: Experts examine proactive and restorative strategies to address workplace conflict\n\n\n \nChris Hattie\nAssociate Vice-President of People and Culture\, Mount Saint Vincent University \n\n\n \nDaniel Wilband\nCounsel\nVanBuskirk Law \n\n\n \nShelley Roach Dumouchel\nDumouchel Dispute Resolution \n\n\nIn the modern polarized world\, how can employers and unions work together to effectively resolve and minimize workplace conflict before it escalates? This interactive workshop provides practical strategies for identifying and addressing conflict. Through panel discussions and hands-on exercises\, attendees will learn to: \n\nIdentify common sources of workplace conflict\, including personality clashes\, differing beliefs\, and interpersonal communication issues.\nUnderstand the distinct roles of unions and employers in resolving disputes\, investigating complaints\, and fostering a harmonious workplace.\nComply with legal requirements for addressing workplace conflict (e.g.\, health and safety requirements\, wrongful dismissal claims\, duties to investigate\, duties of fair representation\, duties to accommodate).\nRecognize when and how employers and unions must monitor or intervene\, including in circumstances where questionable behaviour occurs outside the workplace.\nDevelop clear workplace policies that outline acceptable behavior\, detail internal complaint procedures\, and set guidelines for initiating and conducting investigations and mediation processes.\n\nWednesday\, May 21\, 2025Introduction: 9:00 am – 9:05 am AT \nPanel 1: The Latest in Labour: Significant recent cases and legislative developments - 9:05 am – 10:20 am AT\n\n\n \nGeoffrey Breen\nEmployer Counsel\nCox & Palmer \n\n\n \nDale Darling\, K.C.\nMediator and Arbitrator \n\n\n \nChristina R. Kennedy\nSenior Labour Relations Counsel\nAir Line Pilots Association\, International \n\n\nIn this session\, experts will examine recent significant developments in federal and provincial labour law. 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 Casino case denying collective bargaining rights to front line supervisors;\nQuebec Court of Appeal decision upholding role of unions in selection of interest arbitrators;\ndiscrimination\, harassment\, and accommodation;\nemployee expression of political views and/or religious beliefs at work;\ntrends in discipline and damage awards;\nupdates on privacy\, surveillance\, and monitoring;\nremote work — employer discretion and employee entitlement;\nissues of justification for substance use testing; and\noccupational health and safety — liability and damages.\n\nPanelists will also address recent legislative and regulatory developments\, such as: \n\nupdated government guidance regarding requirements under federal supply chain transparency legislation;\nnew collaborative return-to-work obligations introduced under Nova Scotia’s workers’ compensation legislation;\nNew Brunswick’s new accessibility legislation;\nnew sick leave employee entitlements and restrictions on employers’ entitlements to medical notes for short-term sick leave; and\nNew Quebec legislation 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 changing economic and political landscape. \nBreak: 10:20 am – 10:35 am AT \nPanel 2: About Time: Examining time theft\, performance\, and productivity in the age of AI and remote work - 10:35 am – 11:35 am AT\n\n\n \nLucia DeMaio\nLabour Relations Lawyer\nAssociation of University of New Brunswick Teachers (AUNBT) \n\n\n \nChris Peddigrew\nArbitrator\, Mediator and Investigator \nPeddigrew Wade Law \nVice-Chairperson\nNewfoundland and Labrador Labour Relations Board \n\n\n \nTwila Reid\nEmployer Counsel\nStewart McKelvey \n\n\n \nJake van der Laan\nProfessor\nDepartment of Computer Science\nUniversity of New Brunswick \n\n\nCan employers monitor employee activity to ensure wages correspond to hours worked? In this webinar\, experts will examine the impact of AI and remote workplaces on work habits\, provide practical guidance on the scope and limitations of workplace surveillance\, and discuss arbitrator responses to claims of employee “time theft.” Panelists will address: \n\nWhat constitutes employee “time theft”?\nHow can AI be used for workplace surveillance? What steps should workplaces take to develop policies that comply with Bill C-27\, the Digital Charter Implementation Act (which includes the introduction of the Artificial Intelligence Data Act)?\nIs the nature of the workplace relevant when implementing surveillance? Is the sensitivity of the information relevant?\nIs reasonable suspicion of “time theft” required before implementing workplace surveillance? Can surveillance originally implemented for safety or security purposes be used to monitor employee productivity?\nIs the scope of surveillance different for remote workers?\nWhat disciplinary measures do adjudicators and arbitrators consider appropriate for “time theft”?\nAre there limits to an employer’s retention and use of employee information obtained through surveillance?\n\nBreak: 11:35 am – 11:50 am AT \nKeynote Speech by Michael Marin\, K.C. - Employee Privacy in the MUSH Sector and Beyond - 11:50 am – 12:20 pm AT\n\n\n \nMichael Marin\, K.C.\nDean and Associate Professor\nFaculty of Law\nUniversity of New Brunswick \n\n\nFollowing the Supreme Court’s judgment in York Region District School Board v. Elementary Teachers’ Federation of Ontario\, the extent to which s.8 of the Charter protects the privacy of employees in the public sector has become one of the most talked about workplace law issues in Canada. While labour arbitrators have long recognized the privacy rights of employees\, they often did so without explicit reference to the Charter. In addition\, York and other cases suggest that the Charter may soon extend to other workplaces in the “MUSH” sector\, notably universities\, which have long been considered Charter-free zones. At the same time\, the blending of personal and work-related uses of technology has resulted in a line of arbitral cases that applies Charter-like reasoning to private sector workplaces. \nThis presentation will discuss York‘s practical implications for both public and private sector workplaces. Although the Charter does not generally apply to the private sector\, the judgment’s emphasis on the employment context in assessing the reasonableness of a search is useful guidance. And the Supreme Court’s “Charter-always” approach will have implications for how counsel and arbitrators tackle cases that engage privacy concerns in the public sector. Overall\, these developments reflect a trend toward formalizing the recognition of employees’ right to privacy no matter where they work. But\, in typical Charter fashion\, this right is not absolute and may be invaded by employers for legitimate reasons and if personal information is not unduly exposed. \nLunch Break: 12:20 pm – 1:20 pm AT \nPanel 3: What's Fresh in Fact-Finding? The latest on best practices for fair and effective workplace investigations - 1:20 pm – 2:30 pm AT\n\n\n \nJudy Begley\nLawyer\, Workplace Investigator\, and Mediator\nBegley Law \n\n\n \nJoël Michaud\nUnion Counsel\nPink Larkin \n\n\n \nKathleen O’Neill\, K.C.\nEmployer Counsel\nCox & Palmer \n\n\nConducting workplace investigations is a delicate and complex process that demands fairness\, precision\, and a commitment to best practices. The panel will examine recent caselaw addressing workplace investigations and will explore key principles\, best practices\, and emerging guidance about conducting reasonable and effective investigations. The panel will address a series of questions including: \n\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process?\nWhat is the role of the union in an investigation? What are the limitations of union involvement?\nHow much latitude do employers have to order investigations into off-duty conduct? Can workplace investigators request access to employees’ personal devices\, such as laptops or cellphones\, used primarily or exclusively for personal purposes?\nWhat strategies can workplace parties implement to address the challenges of conducting investigations in a remote work environment? Is there any proven or perceived benefit to conducting workplace investigations in-person?\nWhat lessons can be learned from recent caselaw about what information is protected in the investigative process?\nIn what circumstances have arbitrators given remedies for an employer’s failure to investigate allegations?\nWhat should employers and unions be looking for when reviewing investigation reports?\n\nBreak: 2:30 pm – 2:45 pm AT \nPanel 4: Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm AT\n\n\n \nGreg Anthony\nEmployer Counsel\nMcInnes Cooper \n\n\n \nCarey Majid\nExecutive Director\nNewfoundland and Labrador Human Rights Commission \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle\, systemic\, and complex forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat matters should be considered in determining whether systemic discrimination has adversely impacted an employee?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\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?\nIn what circumstances will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing remarks: 4:00 pm AT \nAtlantic Labour Law Conference Bundle: Conference + Pre-Conference Workshop$1\,495.00Read more	\n			\n  \nAtlantic Labour Law Conference – Pre-Conference Workshop$895.00Read more	\n			\n  \nAtlantic Labour Law Conference$995.00Read more	\n			\n  \nAtlantic Labour Law ConferenceConference Co-Chairs\n\n \nJamie Eddy\nEmployer Counsel\nCox and Palmer \n\n\n \nSophie Landry Mockler\nLegal Counsel\nNew Brunswick Union (NBU) \n\n\n \nLynne Poirier\nArbitrator/Mediator\nVice-Chairperson\nCanada Industrial Relations Board \n\n\nConference Advisory Committee\n\n \nBrenda Comeau\nUnion Counsel\nPink Larkin \n\n\n \nMichael Keliher\nLabour Relations Lawyer\nAssociation of University of New Brunswick Teachers (AUNBT) \n\n\n \nTracy McPhee\nLegal Counsel\nLabour Relations & Compensation Analysis\nHealth Association Nova Scotia \n\n\n \nIan Pickard\nEmployer Counsel\nMcInnes Cooper \n\n\nCPDConference CPD\n\n\n \n\nThis program has been approved by CPHR Nova Scotia for 5.25 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 5.25 Continuing Professional Development hours.\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 5.25 Continuing Professional Development hours.\nMembers of the CPHR PEI may consider counting this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nWorkshop CPD\n\n\n \n\nThis program has been approved by CPHR Nova Scotia for 5.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 5.3 Continuing Professional Development hours.\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 5.3 Continuing Professional Development hours.\nMembers of the CPHR PEI may consider counting this program for 5.3 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/atlantic-labour-law-conference-2025/
LOCATION:Virtual Event
CATEGORIES:Conference,Labour Law & Labour Policy
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20250612
DTEND;VALUE=DATE:20250614
DTSTAMP:20260408T160257
CREATED:20240813T154727Z
LAST-MODIFIED:20250612T134137Z
UID:14571-1749686400-1749859199@lancasterhouse.com
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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BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20250910T123000
DTEND;TZID=America/Halifax:20250910T163000
DTSTAMP:20260408T160257
CREATED:20241205T192411Z
LAST-MODIFIED:20250905T184451Z
UID:15432-1757507400-1757521800@lancasterhouse.com
SUMMARY:National Health & Safety Conference 2025
DESCRIPTION:Advancing Workplace Health\, Safety\, and Compliance Across CanadaWhat is the National Health & Safety Conference 2025?The National Health & Safety Conference 2025 is a premier virtual event designed to equip HR professionals\, industrial relations specialists\, executives\, union representatives\, health and safety experts\, workers’ compensation specialists\, and labour and employment lawyers with the latest insights and strategies in workplace health and safety. Hosted by Lancaster House\, this half-day conference on September 10\, 2025\, offers a dynamic platform for industry leaders and practitioners to engage in insightful discussions and collaborative exchanges. \n$699.00Read more	\n			\n \nWhat We’re CoveringThis year’s conference delves into critical topics shaping the future of workplace health and safety: \n\nAnnual Check-Up: Key Cases and Legislative Developments – Experts dissect significant legal cases and legislative updates\, providing participants with a comprehensive understanding of the evolving legal landscape. \n\nFrom Insult to Injury: Addressing psychological and physical harm in the workplace \nEach session is led by renowned experts\, ensuring participants gain actionable insights and up-to-date knowledge. \nWho Should Attend?This conference is tailored for professionals dedicated to enhancing workplace health and safety: \nHuman Resources Managers and Directors – Stay informed on the latest health and safety regulations and best practices.Industrial Relations Specialists – Navigate the complexities of workplace safety in unionized environments.Executives and Business Leaders – Understand the strategic implications of health and safety compliance.\nUnion Officers and Representatives – Advocate effectively for worker safety and well-being. \n\nHealth and Safety/Workers’ Compensation Specialists – Deepen your expertise in risk assessment and injury prevention. \n\nLabour and Employment Lawyers/Consultants – Provide informed counsel on health and safety legal matters. \nKey Learning OutcomesBy attending\, you will: \nGain a comprehensive understanding of recent legal cases and legislative changes affecting workplace health and safety.Develop effective strategies for monitoring productivity while respecting employee privacy in a digitalized work environment.Learn to identify and address various causes of workplace impairment\, implementing appropriate risk mitigation and accommodation measures.Engage with leading experts through interactive panels and discussions\, enhancing your professional practice.Network with peers across industries\, fostering collaborative approaches to common health and safety challenges.Why 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 that participants receive current\, relevant\, and practical information applicable to their professional roles. \n\nExpert-Led Content – Learn from Canada’s foremost authorities in workplace health and safety. \n\nEngaging Virtual Platform – Participate in an interactive and user-friendly virtual environment. \n\nComprehensive Resources – Access meticulously crafted materials designed to support your ongoing professional development. \n\nNetworking Opportunities – Connect with a diverse group of professionals dedicated to advancing workplace health and safety. \nWednesday\, September 10\, 2025Introductory remarks: 12:30 pm – 12:35 pm ET \nKeynote Speech by Kevin Hedges - Learning the lessons from COVID-19 for worker protection\, accessibility\, and inclusion - 12:35 pm – 1:05 pm ET\n\n\n \nKevin Hedges\nOccupational Hygienist at Occupational Health Clinics for Ontario Workers Inc (OHCOW) \n\n\nBreak: 1:05 pm – 1:20 pm ET \nPanel 1 - Your Annual Check-Up: The latest caselaw and legislative developments - 1:20 pm – 2:50 pm ET\n\n\n \nColin Gusikoski\nUnion Counsel\nVictory Square Law \n\n\n \nShaheen Hirani\nUnion Counsel\nUnited Steelworkers \n\n\n \nDavid Myrol\, K.C. \nCEO\nNational Safety Services Inc. \n\n\n \nThelma Zindoga\nEmployment Lawyer \n\n\nThis panel will highlight recent and significant developments in health and safety law across the country. Experts will discuss the latest decisions with a focus on the following topics: \n\nLiability:\n\ntrends in prosecutions and enforcement actions\, including employer and supervisor liability; and\ndamage awards.\n\n\nInvestigations and compliance:\n\norganizing workplace harassment investigations; and\nemployment standards.\n\n\nMedical information and workplace health:\n\nrequesting and relying on medical information;\nemployee sickness and provision of medical notes;\nconsequences of non-compliance with COVID-19 vaccination policies; and\ndrug and alcohol policies and justification for testing.\n\n\n\nExperts will also review developments impacting workplace health and safety\, such as: \n\nemployment standards under the federal Accessible Canada Act (CAN/ASC-1.1:2024 – Employment);\nworkplace health barriers for migrant workers and newcomers to Canada; and\nmandatory minimum fines and defining workplace harassment (Ontario’s Working for Workers Act series).\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 political landscape. \nBreak: 2:50 pm – 3:05 pm ET \nPanel 2 - From Insult to Injury: Addressing psychological and physical harm in the workplace - 3:05 pm – 4:30 pm ET\n\n\n \nTony Hart\nCertified Health and Safety Consultant\nPublic Services Health and Safety Association \n\n\n \nPaul Macchione\nPartner\nNorton Rose Fulbright Canada LLP \n\n\n \nNancy MacLean\nRegional Health & Safety Representative\nPublic Service Alliance of Canada (PSAC) Atlantic \n\n\nThis panel will explore the expanding definitions of workplace violence\, encompassing both physical and psychological harm\, and the legal\, organizational\, and human responses needed to prevent harm\, promote employee well-being\, and strengthen workplaces overall. Specifically\, panelists will address: \n\nIs violence limited to actions that cause physical harm to a person\, or does it include threats\, verbal abuse\, or property damage?\nWhat must be done to ensure that policies are effectively drafted\, implemented\, reviewed\, and improved?\nHow should workplace parties assess the general risk of workplace violence from clients\, patients\, or other third parties?\nWhat legal obligations do employers have to assess and control workplace risk factors that may contribute to poor mental health?\nWhat role\, if any\, should the National Standard of Canada for Psychological Health and Safety in the Workplace play in protecting and promoting workers’ mental health?\nHow can conflict management strategies mitigate the risk of harassment or violence in the workplace?\nWhat obligations do unions have to support members who are facing violence and/or harassment from third parties?\nWhen can employees refuse work due to the belief in the risk of violence from members of the public? Can workers excluded from the general right to refuse unsafe work under occupational health and safety legislation (i.e. police officers\, firefighters\, correctional officers\, health care workers)\, refuse work on the basis that a patient or client poses a danger?\nIn light of recent changes to Alberta’s OHS Code (Part 27)\, Ontario’s Working for Workers Act\, and other provincial legislative changes\, what must employers do to ensure their policies remain compliant and up to date?\nWhat workplace practices promote physical and mental wellness? What resources\, both in terms of guidance and data\, are available?\n\nClosing Remarks: 4:30 pm ET \nConference Co-Chairs\n  \n\n \nChris Bryden\nUnion Counsel\nRyder Wright Holmes Bryden Nam LLP \n\n\n \nMichelle Jones\nEmployer Counsel\nLawson Lundell LLP \n\n\nConference Advisory Committee\n\n \nLori Harreman\nLegal Coordinator \nOntario Nurses’ Association (ONA) \n\n\n \nArif Jetha\nAssociate Scientific Director \nInstitute for Work and Health \nAssociate Professor \nUniversity of Toronto’s Dalla Lana School of Public Health \n\n\n \nLindsay Mullen\nEmployer Counsel\nNorton Rose Fulbright LLP \n\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3.5 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 3.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 3.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours.\nThis event contains 3.5 technical hours and may be eligible for BCRSP CPD points. See the BCRSP website at www.bcrsp.ca for CPD point criteria.\n\n\n\n\nSupportThis conference is supported by the Institute for Work & Health.
URL:https://lancasterhouse.com/event/national-health-safety-conference-2025/
LOCATION:Virtual Event
CATEGORIES:Conference,Gender Equity
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20251007
DTEND;VALUE=DATE:20251009
DTSTAMP:20260408T160257
CREATED:20250204T184709Z
LAST-MODIFIED:20250925T181846Z
UID:15873-1759795200-1759967999@lancasterhouse.com
SUMMARY:Ottawa Labour Law Conference 2025
DESCRIPTION:Wednesday\, October 8\, 2025 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nOpening Remarks: 9:00 am – 9:05 am \n\nOpening Plenary by Alan Arcand - From Trade Shocks to Job Losses: Weathering the New Economic Landscape - 9:05 am – 9:35 am\n\n\n \nAlan Arcand\nChief Economist\, Canadian Manufacturers & Exporters (CME) \n\n\nThis address will provide an overview of Canada’s economic outlook\, focusing on the impact of U.S. tariffs and the country’s ongoing competitiveness challenges. We will then examine how these forces\, together with structural factors such as population aging and rising retirement rates\, are reshaping the labour market \, particularly their effects on different demographic groups and what they mean for workers and employers across Canada. \n\nPanel 1: From Hearings to Headlines: Key developments in cases and legislation - 9:35 am – 11:05 am\n\n\n \nKatherine Cotton\nLawyer and Workplace Investigator \n\n\n \nSean Kelly\nDirector and Senior Counsel\nTreasury Board Secretariat – Legal Services \n\n\n \nAmanda Montague-Reinholdt\nUnion Counsel\nRaven Law LLP \n\n\nIn this session\, panelists will delve into recent significant developments in federal and Ontario labour law\, exploring guiding principles and emerging trends in a changing world of work. Panelists will address the latest cases on topics including: \n\nGovernment intervention in collective bargaining disputes raising issues of freedom of association under the Charter of Rights\nEmployment standards and termination\n\ndischarge and discipline\noff-duty conduct\n\n\nEconomic issues\n\nTariffs and economic uncertainty\n\n\nWorkplace rights and responsibilities\n\ndiscrimination\, harassment\, and accommodation\nprivacy\ndrug and alcohol testing\nworkplace investigations\n\n\nFreedom of expression\n\nPanelists will also address recent federal and Ontario legislative and regulatory developments\, such as: \n\nThe Working for Workers’ Act series;\nupdated government guidance regarding requirements under federal supply chain transparency legislation;\nlegislation restricting the use of strike replacement workers passed federally; and\nQuebec legislation on arbitrator selection and government powers to pause or prohibit strikes.\n\nBreak: 11:05 am – 11:20 am \n\nKeynote Speech by Sheila James - DEI and the Political Pendulum - 11:20 am – 11:50 am\n\n\n \nSheila James\nDirectorOffice of I-IDEAS Indigeneity- Inclusion\, Diversity\, Equity\, Access and Social justiceChildren’s Hospital of Eastern Ontario (CHEO) \n\n\nFrom the global reckoning sparked by COVID-19\, the murder of George Floyd\, and findings of unmarked graves of children at former residential schools to the polarizing rhetoric of the present moment and escalating global conflict\, equity\, diversity\, and inclusion (EDI) professionals are navigating workplaces that are increasingly divisive or silenced. This keynote explores the impact of policy changes in the U.S. on Canadian organizations. Which organizations have dropped their EDI programs\, and which have retained them. How has the EDI conversation evolved — and how are professionals moving through these turbulent times. \nLunch: 11:50 am – 1:00 pm \n\nPanel 2: Out of Sight\, Out of Line? Managing Absenteeism\, Undue Hardship and RTO Compliance in Remote Work Arrangements - 1:00 pm – 2:15 pm\n\n\n \nChristine Johnson\nUnion Counsel\nChamp & Associates \n\n\n \nRussell MacCrimmon\nEmployer Counsel\nBird Richard \n\n\nOver five years after the onset of the COVID-19 pandemic\, employers and unions continue to grapple with issues related to remote\, hybrid\, and in-person work. In this session\, experts will provide insight into  issues currently facing an employee’s return to the office (“RTO”)\, including: absenteeism\, presenteeism\,  and the employer’s duty to accommodate to the point of undue hardship. Specifically\, the following questions will be addressed: \n\nAs a matter of law\, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right\, what are they? How do workplace policies and collective agreement language affect the matter?\nCan an employee insist on remote work as a form of health-related accommodation? Will an employee be entitled to work from home during pregnancy? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nIn what circumstances have decision-makers found that employees should be permitted to work from home\, on a full-time or part-time basis\, in order to accommodate obligations related to their family status\, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nHow have arbitrators dealt with employees’ requests to work from home because of difficulty commuting to the workplace due to a disability? Does an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nWhen will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?\nHow should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?\nHow should employers and unions address presenteeism\, i.e. when employees attend work knowing that they are ill and maybe contagious?\nWhat aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions. e.g. cost of equipment\, availability for virtual meetings\, office communications?\n\nBreak: 2:15 pm – 2:30 pm \n\nPanel 3: Social Media\, Surveillance\, & AI-Driven Management Decisions: Where are we now? Where are we headed? An interactive session - 2:30 pm – 4:00 pm\n\n\n \nJustin Amaral\nLegal Counsel\nNational Police Federation \n\n\n \nMarie-Pier Dupont\nEmployer counsel\nEmond Harnden \n\n\n \nSteven Gaon\nMediator\, Arbitrator\, Investigator\nADR Ottawa Inc. \n\n\nThis session will provide employers and unions with the best available insight into AI-driven management decisions\, employee surveillance\, and social media. Experienced management and union counsel will join an arbitrator to discuss three hypothetical scenerios relating to AI management\, social media use\, and surveillance. \nSpecific issues to be addressed include: \n\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nWhat arguments for and against the use of algorithmic management will  arbitrators find most compelling?\nWhat arguments for and against the use of employee surveillance have arbitrators accepted or rejected?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\n\nConference End: 4:00 pm \n\nTuesday\, October 7\, 2025 \nWorkshop \n*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET \nDesigning for Inclusivity: Supporting and accommodating mental health and neurodivergence at work\n\n\n \nDavid Bennett\nMediator\, Arbitrator\, and Investigator \n\n\n \nOdessa O’Dell\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nMorgan Rowe\nUnion Counsel\nRavenLaw LLP \n\n\n \nDr. Julia Ryan\nRegistered Psychologist \n\n\nAs awareness of mental health and neurodiversity grows\, workplaces are adapting to create inclusive environments where neurodivergent employees can thrive. This includes understanding their unique strengths\, providing necessary accommodations\, and fostering a culture of acceptance and understanding. This interactive workshop will explore how employers\, unions\, and employees can work together to build inclusive environments that support neurodivergent individuals and those experiencing mental health challenges. Through panel discussion and practical scenarios\, participants will address key questions\, including: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat can employers and unions do to reduce the barriers faced by neurodivergent job seekers in the hiring and onboarding processes?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, g. a neuropsychological or psychoeducational evaluation?\nHow can employers\, unions\, and employees address systemic barriers at work throughout the employment relationship?\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nHave legal obligations evolved to include a duty to promote workplace mental health and prevent workplace mental harms such as stress and burnout?\nWhat proactive steps can employers\, unions\, and employees take now to address organizational and individual factors contributing to stress and burnout?\nHow can employers and unions measure efforts and progress toward workplace equity?\nWhat role are unions playing in setting workplace equity policies and programs\, implementing them\, and measuring their progress as it relates to neurodiversity initiatives?\nIs a ‘right to disconnect’ necessary to promote psychological health and safety? If so\, how should this right be defined? Do amendments to Ontario’s Employment Standards Act\, 2000 provide adequate guidance?\nWhat signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support?\nHow can employers and unions identify threats to mental well-being specific to their workplace?\n\nPricing \nOttawa Labour Law Conference$1\,395.00Add to cart	\n			\n  \n\nOttawa Labour Law Conference – Workshop$1\,195.00Add to cart	\n			\n  \n\nOttawa Labour Law Conference & Workshop$2\,195.00Add to cart	\n			\n  \n\nConference Co-Chairs \n\n\n \nSophie Arseneault\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nPaul Champ\nUnion Counsel\nChamp & Associates \n\n\n \nDavid Jewitt\nPrincipal\nJewitt Arbitration & Mediation Services Inc. \n\n\n\nAdvisory Committee \n\n\n \nLauren Brecher\nEmployer Counsel\nEmond Harnden LLP \n\n\n \nSasha Hart\nFounder\nSasha Hart Law \n\n\n \nHenry Huang\nCrown Counsel\nTreasury Board Secretariat\, Legal Services Branch\nOntario Ministry of the Attorney General \n\n\n \nJordan Levis-Leduc\nGeneral Counsel\nNational Police Federation \n\n\n\nCPD \nConference CPD\n\n\nThis program (CPD Code) has been approved for 5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5 Substantive hours; 0 Professionalism hours.\n\n\n\nWorkshop CPD\n\n\nThis program (CPD Code) has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\nDoubleTree by Hilton Ottawa Downtown\nReserve By:\nSaturday\, September 15\, 2025. After this date\, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates. \n\n\n\nStart Date\nEnd Date\nRoom Type\nSingle\n\n\nOctober 6\, 2025\nOctober 9\, 2025\nStandard 1 Kg Bed\n$299\n\n\n\nIf any attendees wish to extend their stay by 3 days before the event (October 6\, 2025) or 3 days after the event ends (October 7\, October 9\, 2025)\, they can easily modify their reservation by calling our front desk at 613-230-3033 or emailing us at doubletree@doubletreeottawa.com mentioning the group name example: Lancaster Individual. \nReserve Online
URL:https://lancasterhouse.com/event/ottawa-labour-law-conference-2025/
LOCATION:Rogers Centre Ottawa\, 55 Colonel By Drive\, Ottawa\, Ontario\, K1N 9J2\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251106
DTEND;VALUE=DATE:20251108
DTSTAMP:20260408T160257
CREATED:20250218T164628Z
LAST-MODIFIED:20251030T165836Z
UID:15946-1762387200-1762559999@lancasterhouse.com
SUMMARY:Edmonton Bargaining in the Broader Public Sector Conference 2025
DESCRIPTION:Friday\, November 7\, 2025 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1: Dollars and Sense of Public Bargaining: Evaluating Alberta's economic and fiscal outlook - 9:05 am – 9:50 am\n\n\n \nRichard E. Mueller\nProfessor\nDepartment of Economics\nUniversity of Lethbridge \n\n\n \nCatherine Rothrock\nChief Economist\nAlberta Treasury Board and Finance \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in Alberta and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of trade with the United States; and\nEconomic priorities in 2026 Alberta and federal budgets.\n\nBreak: 9:50 am – 10:05 am \n\nPanel 2: From Statistics to Strategies: Navigating public sector negotiations in the current economic climate - 10:05 am – 11:05 am\n\n\n \nSteve Bradshaw\nPresident\nAmalgamated Transit Union (ATU) Local 569 \n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nDeborah Schaan\nGeneral VP North\, CUPE Alberta Division \nCUPE Local 417\, President \n\n\n \nAnna Turcza-Karhut\nSupervisor of the City of Edmonton Labour and Employment Lawyers \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Alberta’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do the recent fiscal update and economic statement\, fiscal plan\, and other communications from the Government of Alberta tell us about the provincial government’s bargaining priorities for the end of 2025 and beyond?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Alberta’s current economic situation that negotiators need to pay particular attention to in bargaining? How is the approach to bargaining affected by uncertain times?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response\, such as retaliatory tariffs\, impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect negotiating wage increases? How will inflation and the increased cost of living affect bargaining in this area? Does Alberta’s stagnant minimum wage play a role?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table? Can an employer meeting a union’s non-monetary demands make up for not meeting monetary demands?\nHow do hiring freezes and layoffs\, resulting in increased job complexity and workloads\, affect bargaining?\n\n\nBreak: 11:05 am – 11:20 am \n\nKeynote Speech by Leanne Young - The Human Dynamics of Alberta’s Unique Bargaining Framework - 11:20 am – 11:50 am\n\n\n \nLeanne Young\, K.C.\nChartered Arbitrator\, Mediator and Adjudicator\nResolve ADR \n\n\nExploring Alberta’s bargaining framework as a living system that is driven by people and not a set of laws or fiscal policies. Alberta’s specific framework demonstrates this using trust\, transparency\, and the invisible influence that government mandates create.Networking Lunch: 11:50 am – 12:50 pm \n\nPanel 3: Current and Critical: Exploring recent caselaw and legislative developments - 12:50 pm – 1:50 pm\n\n\n \nDan Bokenfohr\nEmployer Counsel\nMcLennan Ross \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, airline\, education\, and other sectors;\na recent Quebec Court of Appeal decision limiting the role of governments in the selection of impartial interest arbitrators;\nthe trends in recent labour board decisions addressing issues such as unfair labour practices\, good faith bargaining\, statutory freeze violations\, contracting out\, bargaining unit scope\, essential services agreements\, and delineating “core” and “non-core” union activities;\nthe impact of recent interest arbitration decisions addressing inflation\, morale\, staffing and retention\, and changing social\, political\, and economic conditions; and\nthe effectof recent grievance arbitration awards addressing collective agreement interpretation\, including the assessment of employees’ contractual entitlements during lay-offs and restructuring.\n\nThe session will also address key legislative changes\, including: \n\nthe implications for protest activity of Alberta’s Justice Statutes Amendment Act\, adding certain healthcare facilities to the province’s Critical Infrastructure Defence Act;\nchanges to Alberta’s healthcare system introduced through Alberta’s latest Health Statutes Amendment Acts and related concerns with respect to privatization and working conditions;\nthe “Common Front Solidarity Pact” recently reached between the Alberta Federation of Labour and other unions within the province.\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a changing legal and political landscape. \nBreak: 1:50 pm – 2:05 pm \n\nFireside Chat - The Multigenerational Advantage - Building Stronger Teams\, Now and for the Future - 2:05 pm – 2:35 pm\n\n\n \nEvangeline Berube\nAssociate Director\nRobert Half \n\n\nThe diverse age range of today’s workforce can often leave employers struggling to balance hiring strategies\, compensation and benefit decisions\, and workplace cultures based on how they support and resonate differently with employees across generations. The good news is the gap between generations frequently isn’t as wide as you might think\, and the differences that exist aren’t necessarily the ones you’d expect. From emerging opportunities to generational insights\, this session will explore the influence of baby boomers\, Gen X\, millennials\, and Gen Z on today’s workforce\, along with the impacts of various policies on their productivity and well-being.\nJoin Adam Cembrowski\, a partner with Nugent Law Office as he discusses the multigenerational workforce with Evangeline Berube\, Vice President and Associate Director with Robert Half.Break:  2:35 pm – 2:45 pm \n\nPanel 4: Modernizing Collective Agreements: AI\, EDI\, remote work\, restructuring\, outsourcing\, scope of benefits and leaves\, new technologies\, and more - 2:45 pm – 4:00 pm\n\n\n \nRohit Gill\nLabour Relations Officer at United Nurses of Alberta \n\n\n \nAdam Norget\nDirector of HR Legal Services & Legal Counsel\nEdmonton Police Service \n\n\n \nRyan K. Smith\nEmployer counsel\nNeuman Thomson \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, evolving workplace expectations\, and legal developments are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management\nNew technologies relating to surveillance and monitoring of employees at work\nRemote work and flexible workplace arrangements\nEquity\, Diversion and Inclusion (“EDI”) in the workplace\nThe right to disconnect\nScope of benefits and leaves of absence\nOutsourcing work\nRestructuring\nSocial media during bargaining\n\nClosing Remarks: 4:00 pm \n\nRegisterThursday\, November 6\, 2025 \nWorkshop \n*Workshop sold separately from stand-alone conference. \n\nBargaining Beyond the Basics: Advanced skills in public sector bargaining\n\n\n \nPaulette Dekelver\nArbitrator/Mediator \n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross \n\n\n \nLisa Mason\nRegional Director \nCUPE Alberta \n\n\nIn this full-day workshop\, experts will help participants improve their bargaining skills beyond the basics\, with a focus on overcoming negotiating roadblocks\, communicating during bargaining\, and crafting appropriate collective agreement language. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. Topics include: \n\nApplying negotiation strategies to preserve relationships during bargaining and improve outcomes;\nCommunicating with members or employees and the media during bargaining;\nCounteracting bad faith bargaining;\nAddressing confidential mandates under Alberta’s Public Sector Employers Act;\nDetermining the cost of benefits under a collective agreement;\nInterpreting collective agreement language; and\nCrafting clear and compelling collective agreement language.\n\nRegister \nEdmonton Bargaining in the Broader Public Sector Conference – Single day$1\,395.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \nEdmonton Bargaining in the Broader Public Sector Conference – Workshop$1\,295.00Add to cart	\n			\n  \n\nEdmonton Bargaining in the Broader Public Sector Conference & Workshop$2\,195.00Add to cart	\n			\n  \n\nConference Co-Chairs\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law Office \n\n\n \nMaurice Dransfeld\nEmployer Counsel\nMcLennan Ross \n\n\n\nConference Advisory Committee \n\n\n \nAlison Adam\nEmployer Counsel\nMcLennan Ross \n\n\n \nHeather Smith\nPresident\nUnited Nurses of Alberta \n\n\n \nSteve Stringfellow\nAssistant Deputy Minister\, Labour Relations Policy & Programs \nPublic Service Commission \nGovernment of Alberta \n\n\n \nTerry Sway\nAssociate Director of Operations \nNon-Academic Staff Association (NASA)  \nUniversity of Edmonton \n\n\n \nRuth Strong\, Retired\nSenior Lead\, Disputes and Advisory Services\nCity of Edmonton \n\n\n\nCPD \nConference CPD\n\n\nThis program has been approved by CPHR Alberta for 5 Continuing Professional Development hours.\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.33 Continuing Professional Development hours.\n\nRegister
URL:https://lancasterhouse.com/event/edmonton-bargaining-in-the-broader-public-sector-conference-2025/
LOCATION:Westin Edmonton\, 10135 100th Street\, Edmonton\, Alberta\, T5J 0N7\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251119
DTEND;VALUE=DATE:20251122
DTSTAMP:20260408T160257
CREATED:20250218T171753Z
LAST-MODIFIED:20251118T173922Z
UID:16027-1763510400-1763769599@lancasterhouse.com
SUMMARY:Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
DESCRIPTION:Thursday\, November 20\, 2025 \nBargaining in the Broader Public Sector Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - Scanning the Economic Horizon: Expert insights into B.C.'s financial outlook - 9:05 am – 10:05 am\n\n\n \nAlex Hemingway\nSenior Economist and Public Finance\nBC Society for Policy Solutions \n\n\n \nSusan Mowbray\nPartner\nEconomics and Research\nMNP \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in B.C. and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of tariffs on trade with the United States; and\nEconomic priorities in 2026 B.C and federal budgets.\n\nBreak: 10:05 am – 10:20 am \n\nPanel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:35 am\n\n\n \nNorah Miner\nDirector of Bargaining\nHealth Sciences Association of BC (HSABC) \n\n\n \nMike Vizsolyi\nExecutive Director\, Employee and Labour Relations\nUniversity of British Columbia (UBC) \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of British Columbia’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do recent communications from the Government of British Columbia tell us about the provincial government’s bargaining priorities for currently and for the year ahead?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to British Columbia’s current economic situation that negotiators need to pay particular attention to in bargaining?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?\nHow are the parties coping with freezes and layoffs as well as labour shortages in negotiations?\n\nBreak: 11:35 am – 11:50 am \n\nFireside Chat with Krista James - Meeting the Needs of our Intergenerational Workplaces - 11:50 am – 12:20 pm\n\n\n \nKrista James\nPolicy Director and Senior Legal Counsel\nVancouver Coastal Health \n\n\nNetworking Lunch: 12:20 pm – 1:20 pm \n\nPanel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in B.C. and nationwide - 1:20 pm – 2:30 pm\n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent federal government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, education\, airline\, and other sectors;\n\n\nrecent labour board decisions addressing issues such as secondary picketing\, unfair labour practices and the duty to bargain in good faith\, and the use of out-of-province workers to perform struck work;\nthe impact of recent interest arbitration decisions addressing inflation\, staffing and retention\, and changing social\, political\, and economic conditions;\nthe effect of recent grievance arbitration awards\, including cases addressing discriminatory collective agreement language\, the use of hiring incentives\, and the application of the Charter to B.C. employers in the broader public sector; and\nnavigating potential conflicts between collective agreement language and changing requirements in employment standards legislation; and\naftermath of the Quebec Casinos \n\nThe session will also address key legislative and policy updates\, including: \n\nthe latest developments in the ongoing review of the B.C. Labour Relations Code;\nmeasures introduced by the federal and B.C. government to avoid or cushion the impacts of ongoing trade conflict;\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape. \nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Bargaining Emerging Issues: Climate change\, disaster leaves\, gig and remote work\, new leaves and innovative benefits\, new technologies\, generational differences and more - 2:45 pm – 4:00 pm\n\n\n \nChris Beneteau\nExecutive Director\, Labour Relations\nBC Public School Employers’ Association \n\n\n \nErin Cutler\nSenior Legal Director and General Counsel\nHealth Employers Association of BC (HEABC) \n\n\n \nRichard Tones\nDirector of Negotiations\nBC General Employees Union (BCGEU) \n\n\n \nThom Yachnin\nUnion Counsel\nVictory Square Law Office \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, current events\, and evolving societal and workplace expectations are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management;\nNew technologies related to surveillance and monitoring of employees;\nRemote work\, flexible work arrangements\, and gig work;\nMental health\, staffing levels\, and workload;\nWorkplace violence;\nEmerging leave and benefit provisions;\nClimate change and disaster preparedness;\nEquity\, diversity\, and inclusion; and\nGenerational differences in workplace and bargaining priorities.\n\nTopics will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues. \nClosing Remarks: 4:00 pm \n\nRegisterFriday\, November 21\, 2025 \nLabour Arbitration and Policy Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am\n\n\n \nValerie Dixon\nLegal Counsel – Labour\, Employment and Human Rights\nCity of Vancouver \n\n\n \nJitesh Mistry\nLabour Arbitrator and Mediator\nMistry ADR \n\n\n \nErica Sandhu\nUnion Counsel\nHastings Labour Law Office \n\n\nIn this session\, panelists will examine recent significant developments in federal and provincial labour law\, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including: \nCaselaw: \n\nGovernment intervention in recent collective bargaining disputes including issues of freedom of association under the Charter\nRemedies for breach of employment standards\n\nclass actions\narbitration agreements\nSupreme Court hearing on Quebec’s secular dress code\nupcoming changes\n\n\nTermination\n\ndischarge and discipline\nsexual harassment\n\n\nLabour Board decisions\n\nunfair labour practices\ngood faith bargaining\nremedial certification\n\n\nWorkplace rights and responsibilities\n\nprivacy issues\ndrug and alcohol testing\nworkplace investigations\n\n\n\n\ndiscrimination and accommodation\nharassment and retaliation\n\n\nLegislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;\nlegislation dealing dealing with federal supply chain transparency;\nNew restrictions on the use of strike replacement workers in federally regulated industries; and\nQuebec legislation ensuring parties’ role in arbitrator selection and expansion of 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 economic and political landscape. \nBreak: 10:20 am – 10:35 am \n\nKeynote by Stephen Kelleher - Perspectives of a Supreme Court Judge returning to Labour Arbitration and Mediation - 10:35 am – 11:05 am\n\n\n \nStephen Kelleher\, K.C.\nArbitrator and Mediator \n\n\nArbitrator Kelleher will discuss how labour arbitration has evolved from its original purpose and how it has continued to change with the times. He will compare and contrast litigation in court and labour arbitration. Finally\, he will ask whether some court procedures should be considered for the labour arbitration context.Break: 11:05 am – 11:20 am \n\nPanel 2 - Hidden Needs\, Hard Questions: Navigating complex workplace accommodations - 11:20 am – 12:30 pm\n\n\n \nBrad Cocke\nEmployer counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nJodie Gauthier\nUnion Counsel\nBlack Burke Mayor \n\n\n \nLesley Maisey\nOccupational Health Nurse\nSpecialist For Disability Case Management\nSharezen Group \n\n\nAs workplaces reopen\, accommodation requests are becoming more varied and complex. This panel will address health-related accommodations in the context of return-to-work mandates. Specifically\, the following questions will be addressed: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? How do the stereotypes and stigma associated with these conditions contribute to the challenge of providing accommodation?\nWhat are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional?\nHow should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhen will it be appropriate for an employer to request an Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy? What is the type and scope of medical information that is required to support these requests?\nDoes an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nHow should collective agreements and workplace policies be updated to comply with British Columbia’s new restrictions on sick notes for short-term absences? How do these restrictions affect other responsibilities\, such as the duty to accommodate?\n\n\nNetworking Lunch: 12:30 pm – 1:30 pm \n\nFireside chat - AI and the Labour Relations Problem-Solver: Building Towards Your Irreplaceable Edge - 1:30 pm – 2:15 pm\n\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJohn McConchie\nArbitrator and Mediator \n\n\n\nBreak: 2:15 pm – 2:30 pm \n\nPanel 3 - Pre-hearing Primer: Handling procedural delays\, preliminary objections\, requests for particulars\, and more - 2:30 pm – 3:45 pm\n\n\n \nJulia Bell\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nWill Clements\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nRyan Goldvine\nMediator and Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\nEffective pre-hearing procedures are critical to the smooth and timely resolution of labour arbitration cases. This panel will offer practical insights on minimizing delays\, leveraging emerging technologies\, managing preliminary objections\, and responding to requests for particulars and production. Panelists will share strategies for addressing common procedural challenges and ensuring hearings proceed efficiently. Specifically\, panelists will address: \nDelay: \n\nWhat are the most common pre-hearing bottlenecks and how can they be avoided?\nWhen does delay cross the line into abuse of process? What remedies (such as costs or adjournments) are available?\n\nNew Formats: \n\nHow do virtual and hybrid formats contribute to pre-hearing efficiency\, and what procedural or practical challenges might they create?\n\n\nDoes any guidance exist on permissible uses of Generative AI in pre-hearing stages (g. for document review\, timeline automation\, etcetera)?\n\nRequest for Particulars: \n\nWhat are best practices for responding to and drafting effective requests for particulars?\n\n\nWhat types of statements\, information\, or documents are protected by privilege\, confidentiality agreements\, or privacy laws?\n\nPreliminary Objections: \n\nWhat are the most common types of preliminary objections (e.g. jurisdiction\, timeliness\, standing)\, and when should they be raised?\n\n\nShould parties always raise preliminary objections early\, or are there risks in doing so prematurely?\n\nEvidence: \n\nHow do arbitrators deal with attempts to introduce evidence regarding exchanges during negotiations\, estoppel notices\, counterproposals in bargaining\, etcetera?\n\nGeneral: \n\nAs prehearing processes grow more complex with expanded preliminary issues and interim orders\, are they strengthening procedural fairness or complicating efficiency and proportionality?\n\n\nClosing remarks: 3:45 pm – 4:00 pm \n\nRegisterRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nWednesday\, November 19\, 2025Workshops \n(The schedule will run concurrently for all workshops) \n\nBargaining In The Broader Public Sector Conference Workshop \nBargaining for Change: Advancing Equity\, Diversity\, and Inclusion (EDI) at the table\n\n\n \nHasan Alam\nStaff LawyerBC Government and Service Employees’ Union(BCGEU) \n\n\n \nNatasha Aruliah\nConsultantJEDDI (Justice\, Equity\, Decolonising\, Diversity and Inclusion) Specialist \n\n\n \nCarolyn MacEachern\nEmployer CounselYoung Anderson \n\n\n \nShelina Neallani\nLawyer\, Mediator\,  and Workplace Assessor \n\n\n\n\nSpecial opening session led by: \n \nEmily Ohler\nChair British Columbia Human Rights Tribunal \n\n\nIn this interactive workshop\, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity\, diversity\, and inclusion (“EDI”). \nParticipants will hear from leading experts and work in small groups on skill-building exercises\, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to: \n\nPrepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;\nReview collective agreements for problematic language and update commonly-used but exclusionary terminology;\nApply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;\nCraft new collective agreement clauses to remove barriers and promote EDI\, incorporating emerging language addressing topics such as cultural and religious diversity\, anti-racism\, decolonization and Indigenization\, disability and mental health\, and gender equity and diversity; and\nNavigate potential conflicts between language aimed at promoting EDI and other collective agreement rights\, such as seniority provisions.\n\nAll participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nLabour Arbitration And Policy Conference Workshop \nHoning Your Grievance and Arbitration Skills: Tools and tactics for success\n\n\n \nSusanna Allevato Quail\nCounsel\nAllevato Quail & Associates \n\n\n \nMike Hamata\nEmployer Counsel\nRoper Greyell \n\n\n \nGabriel Somjen\nArbitrator and Mediator \n\n\nBuild your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution\, explore how to build a persuasive case\, and discuss what matters most in the hearing room. \nThrough a facilitated discussion and interactive exercises\, attendees will learn how to: \n\nAssess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;\nWork with grievors who may present as “difficult to work with\,” recognizing underlying disabilities\, trauma\, and other factors which may be impacting communication;\nIdentify when settlement or mediation is appropriate;\nRecognize when a matter is unlikely to settle\, assess the appropriate forum\, and determine when arbitration is necessary;\nPrepare for arbitration and make the most of pre-hearing processes\, laying the groundwork to succeed at the hearing;\nNavigate key rules of evidence\, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and\nAdvocate effectively in the hearing\, advancing the interests of your member\, organization\, or client.\n\nAttendees will be encouraged to ask questions and engage with other participants. All other participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop)$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nBargaining in the Broader Public Sector ConferenceConference Co-chairs\n\n \nLeanne Bowes\nChief Executive Officer\nPost-Secondary Employers’ Association \n\n\n \nElisabeth Finney\nUnion Counsel\nBlack Burke Mayor \n\n\n\nConference Advisory Committee \n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nAndrea Mears\nLabour Relations Officer Professional Employees Association \n\n\n \nAlissa Perry\nDirector\, Employee Relations\nBC Public School Employers’ Association \n\n\n \nPaul Reniers\nDivison Manager\, Collective Bargaining\nMetro Vancouver \n\n\n\nLabour Arbitration and Policy Conference \nConference Co-chairs\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJohn McConchie\nArbitrator/Mediator \n\n\n\nConference Advisory Committee \n\n\n \nGretchen Brown\nUnion Counsel\nBritish Columbia Teachers’ Federation (BCTF) \n\n\n \nStephanie Mayor\nUnion Counsel\nBlack Burke Mayor \n\n\n \nCarolynn Ryan\nSenior VP People & Chief Human Resources Officer\nBC Hydro \n\n\n \nMarino Sveinson\nEmployer Counsel\nPulver Crawford Munroe \n\n\n\nCPD \nBargaining in the Broader Public Sector Conference CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Labour Arbitration and Policy Conference CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Bargaining in the Broader Public Sector Pre-Conference Workshop CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Labour Arbitration And Policy Pre-Conference Workshop CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\n\n\nRegister
URL:https://lancasterhouse.com/event/vancouver-bargaining-in-the-broader-public-sector-and-labour-arbitration-and-policy-conference-2025/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/02/Vancouver-Bargaining-in-the-Broader-Public-Sector-and-Labour-Arbitration-and-Policy-Conference-2025-banner-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251208
DTEND;VALUE=DATE:20251211
DTSTAMP:20260408T160258
CREATED:20250319T191035Z
LAST-MODIFIED:20251204T191322Z
UID:16289-1765152000-1765411199@lancasterhouse.com
SUMMARY:Toronto Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
DESCRIPTION:Tuesday\, December 9\, 2025 \nBargaining in the Broader Public Sector Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory Remarks: 9:00 am – 9:05 am \n\nPanel 1 - Scanning the Economic Horizon: Expert insights into Ontario’s financial outlook - 9:05 am – 10:05 am\n\n\n \nRafael Gomez\nProfessor\nDirector of the Centre for Industrial Relations and Human Resources \n\n\n \nDoug Porter\nChief Economist and Managing Director\, Economics\nBMO \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in Ontario and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of tariffs on trade with the United States; and\nEconomic priorities in 2026 Ontario and federal budgets.\n\nBreak: 10:05 am – 10:20 am \n\nPanel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:25 am\n\n\n \nRobert Bass\nPrincipal\nBass Associates \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Ontario’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do recent communications from the Government of Ontario tell us about the provincial government’s bargaining priorities for currently and for the year ahead?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Ontario’s current economic situation that negotiators need to pay particular attention to in bargaining?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?\nHow are the parties coping with freezes and layoffs as well as labour shortages in negotiations?\n\nBreak: 11:25 am – 11:40 am \n\nFireside Chat - Using AI in Bargaining - 11:40 am – 12:20 pm\n\n\n \nNicole Gauthier\nExecutive Officer and Chief Negotiator\nOSSTF Toronto \n\n\n \nAl Hounsell\nNational Director of AI\, Innovation & Knowledge\nGowling WLG \n\n\n \nAlison Warrian\nSenior Manager\, Labour Relations\, Ontario Public School Boards’ Association \n\n\nComing Soon. \nNetworking Lunch: 12:20 pm – 1:20 pm \n\nPanel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in Ontario - 1:20 pm – 2:30 pm\n\n\n \nCarla Black\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nMichael McFadden\nArbitrator and Mediator\nVice-chair\nOntario Labour Relations Board \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, education\, airline\, and other sectors;\ntrends in recent labour board and court decisions addressing issues such as secondary picketing\, unfair labour practices\, and the duty to bargain in good faith;\nthe impact of recent interest arbitration decisions addressing inflation\, staffing and retention\, and changing social\, political\, and economic conditions; and\nthe effect of recent grievance arbitration awards\, including cases addressing collective agreement interpretation\, discriminatory contract language\, and contracting in/out.\n\nThe session will also address key legislative and policy developments\, including: \n\nthe latest changes introduced through the Working for Workers series of legislation\, including new and amended leave provisions\, restrictions on requesting medical notes from employees in support of sick leave\, the incorporation of remote work into legislative harassment provisions\, and new extended layoff provisions;\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape. \nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Bargaining Emerging Issues: AI\, gig and remote work\, new leaves and innovative benefits\, modern technologies\, aging workforces\, and more - 2:45 pm – 4:00 pm\n\n\n \nMatt Hopkins\nExecutive Director PeopleToronto Transit Commission \n\n\n \nKirsty Niglas-Collins\nUnion counselCollins & Metcalfe LLP \n\n\n \nJeffrey Stewart\nEmployer CounselSherrard Kuzz \n\n\n \nCynthia Watt\nVice President \nAMAPCEO \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, current events\, and evolving societal\, political\, and workplace expectations are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management;\nNew technologies related to surveillance and monitoring of employees;\nRemote\, hybrid\, and flexible work arrangements and back-to-work mandates;\nMental health\, staffing levels\, and workload;\nWorkplace violence;\nEmerging leave and benefit provisions;\nEquity\, diversity\, and inclusion;\nJob security and workplace restructuring\, contracting in/out\, and assignment of bargaining unit work; and\nGenerational differences in workplace and bargaining priorities.\n\nTopics will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues. \n  \nClosing Remarks: 4:00 pm \n\nRegisterWednesday\, December 10\, 2025 \nLabour Arbitration and Policy Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory Remarks: 9:00 am – 9:05 am \n\nPanel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am\n\n\n \nTyler Boggs\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMort Mitchnick\nArbitrator/Mediator \n\n\n \nErin Porter\nEmployer Counsel\nFasken \n\n\nIn this session\, panelists will examine recent significant developments in federal and provincial labour law\, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including: \nCaselaw: \n\nGovernment intervention in recent collective bargaining disputes including issues of freedom of association under the Charter\nRemedies for breach of employment standards\n\nclass actions\nSupreme Court hearing on Quebec’s secular dress code\nupcoming changes\n\n\nTermination\n\ndischarge and discipline\nsexual harassment\n\n\nWorkplace rights and responsibilities\n\nprivacy issues\ndrug and alcohol testing\nworkplace investigations\n\n\ndiscrimination and accommodation\nharassment and retaliation\nLegislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;\nlegislation dealing with federal supply chain transparency;\nNew restrictions on the use of strike replacement workers in federally regulated industries; and\nQuebec legislation ensuring parties’ role in arbitrator selection and expansion of 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 economic and political landscape. \nBreak: 10:20 am – 10:35 am \n\nPanel 2 - Mental Health and Medical Privacy at Arbitration: Disclosure obligations\, WSIB claims\, reasonable and customary limits\, and more - 10:35 am – 11:45 am\n\n\n \nShiran Brener\nCounsel\nOntario Treasury Board Secretariat \n\n\n \nBrendan McCutchen\nUnion Counsel\nWright Henry LLP \n\n\n \nDr. Michael Schweigert\nOccupational Medicine Specialist \n\n\nBalancing an employer’s duty to accommodate and the privacy rights of employees is a growing challenge. This panel will explore the complex intersection of mental health disabilities\, medical information\, and limits on disclosure. Experts will examine recent decisions and offer practical guidance on preparing and presenting cases while protecting an employee’s sensitive personal health information. Specifically\, the panel will address: \n\nWhat are the unique privacy concerns associated with employers requesting medical information related to mental health disabilities? How can employers and unions safeguard an employee’s medical information to ensure only the relevant individuals have access? Can an employee’s medical information received for the purpose of one proceeding be used in another (e.g. an employer using medical information from the WSIB claim file at arbitration)?\nWhat are best practices for drafting initial and follow-up letters to medical professionals regarding an employee’s mental health disability? Are employers or unions entitled to communicate directly with an employee’s medical professional?\nIs an employer ever entitled to an employee’s diagnosis? What about at the arbitration stage?\nWhat are some examples of requests for medical information that arbitrators or adjudicators have found to be discriminatory? Can an employer be held liable for the unlawful actions of a benefits provider?\nIn what circumstances have arbitrators determined that expenses being limited to reasonable and customary limits violates a collective agreement? Is the analysis different for psychological benefits claims?\nHow should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhat is the difference between inquiring about health conditions and restrictions on job duties?\nWhen will it be appropriate for an employer to request a psychiatric or psychological Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?\nHow should employers and unions approach an employee that has difficulty providing medical information due to a possible or confirmed mental health disability? What if an employee has difficulty accessing a medical professional due to\, for example\, long wait lists?\n\nNetworking Lunch: 11:45 am – 12:45 pm \n\nKeynote - Beyond the Evidence: Trauma-Informed Approaches to Arbitration and Grievances - 12:45 pm – 1:15 pm\n\n\n \nBrian Knowler\nFounder and Principal Coach\, Leadership and Resilience Strategies\nKnowler Consulting – The Change Co \n\n\nArbitration and grievance processes are designed to resolve disputes\, but too often they overlook the human impact of trauma on those involved. Drawing on lived experience as both a lawyer and a police officer\, Brian Knowler will explore how trauma can shape testimony\, credibility\, and workplace dynamics in ways that the traditional process may miss. This keynote will highlight how trauma-informed approaches help arbitrators\, counsel\, and workplace parties move beyond procedural outcomes to foster fairness\, dignity\, and resilience. Attendees will learn practical ways to recognize signs of trauma\, adapt questioning and process design\, and reduce re-traumatization in hearings. By connecting trauma awareness to pressing issues like mental health disclosure\, return-to-work accommodations\, and technology-driven surveillance\, Brian will show how integrating a trauma-informed lens strengthens both justice and workplace relationships.Break: 1:15 pm – 1:30 pm \n\nPanel 3 - Emerging Accommodation Issues: Return-to-work mandates and alternate work arrangements\, family status and religious accommodations\, and more - 1:30 pm – 2:30 pm\n\n\n \nNatasha Zervoudakis\nEmployer counsel\nSherrard Kuzz \n\n\n \nDavid Wright\nUnion Counsel\nRyder Wright Blair & Holmes \n\n\nOver five years after the onset of the COVID-19 pandemic\, employers and unions continue to grapple with issues related to remote\, hybrid\, and in-person work. In this session\, experts will provide insight into issues currently facing an employee’s return to the office. Specifically\, the following questions will be addressed: \n\nAs a matter of law\, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right\, what are they? How do workplace policies and collective agreement language affect the matter?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy?\nDoes an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nIn what circumstances have decision-makers found that employees should be permitted to work from home\, on a full-time or part-time basis\, in order to accommodate obligations related to family status\, such as childcare or eldercare responsibilities?\nWhat kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nHow have decision-makers determined whether employers have accommodated employees to the point of undue hardship in recent COVID-19 vaccination refusal decisions? More broadly\, what lessons can employers and unions learn from these decisions as it relates to discrimination on the basis of religion or creed and the duty to accommodate?\nWhat aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions? What best practices should employers and unions implement to ensure they meet the duty to accommodate?\n\n\nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Social Media\, Surveillance\, and AI-Driven Management Decisions: An interactive\, scenario-based session on uses and abuses of modern technology - 2:45 pm – 4:00 pm\n\n\n \nMichael McCreary\nArbitrator and Mediator\nMichael McCreary Arbitration Mediation \n\n\n \nMelissa Mustafa\nEmployer Counsel\nLakhani Campea LLP \n\n\n \nKatie Rowen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson \n\n\nThis interactive session will provide employers and unions with the best available insights into AI-driven management decisions\, monitoring and surveillance tools\, and employee social media use. Experienced management and union counsel will join an arbitrator to examine three hypothetical scenarios\, exploring legal principles and best practices when addressing the use of modern technologies both at work and off-duty. \nSpecific issues to be addressed include: \n\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line drawn between free speech and offensive speech justifying discipline?\nWhat arguments have arbitrators accepted or rejected regarding the use of employee surveillance and monitoring tools? How have arbitrators resolved conflicts between an employer’s interest in ensuring productivity through such tools and employees’ right to privacy?\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\n\nClosing Remarks: 4:00 pm \n\nRegister \nToronto Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference \n$2\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Bargaining in the Broader Public Sector Conference Workshop) \n\n$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nMonday\, December 8\, 2025 \nWorkshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET (The schedule will run concurrently for both workshops until 4:00 pm.) \nAdditional Details: Breakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. Our Networking Lunch is from 12:00 to 1:00 p.m. Between sessions\, during refreshment breaks and lunch\, you’ll have the chance to connect with peers\, share strategies\, and engage directly with speakers and fellow attendees. \n\nBargaining In The Broader Public Sector Conference Workshop \nBargaining for Change: Advancing Equity\, Diversity\, and Inclusion (EDI) at the table\n\n\n \nNatasha Abraham\nUnion counsel\nCavalluzzo LLP \n\n\n \nMaureen Doyle\nArbitrator and Mediator\nMaureen Doyle Dispute Resolution Services \n\n\n \nNora Hindy\nDirector\nCentre for Global Citizenship Education\nCentennial College\nMember Board of Directors\nUrban Alliance on Race Relations \n\n\n \nLennie Lejasisaks\nEmployer counsel\nFasken \n\n\nIn this interactive workshop\, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity\, diversity\, and inclusion (“EDI”). \nParticipants will hear from leading experts and work in small groups on skill-building exercises\, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to: \n\nPrepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;\nReview collective agreements for problematic language and update commonly-used but exclusionary terminology;\nApply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;\nCraft new collective agreement clauses to remove barriers and promote EDI\, incorporating emerging language addressing topics such as cultural and religious diversity\, anti-racism\, decolonization and Indigenization\, disability and mental health\, and gender equity and diversity; and\nNavigate potential conflicts between language aimed at promoting EDI and other collective agreement rights\, such as seniority provisions.\n\nAll participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nRegister \nToronto Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference \n$2\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop) \n$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nBargaining in the Broader Public Sector ConferenceConference Co-chairs\n  \n\n \nJorge Hurtado\nLawyer\nMorrison Watts Hurtado Labour & Employment Lawyers \n\n\n \nDonna Walrond\nLawyer\nBass Associates \n\n\n\nAdvisory Committee \n\n\n \nSamara Barak\nSenior Advisor\nEmployee Relations\nYork University \n\n\n \nDavid Brook\nVice President\, Labour Relations & Chief Negotiations Officer\nOntario Hospital Association \n\n\n \nKevin Giddings\nDistrict Director\, GTA North\nAMAPCEO \n\n\n \nColeen Houlder\nRegional Vice-President (Toronto)\nOPSEU \n\n\n\nLabour Arbitration and Policy Conference \nConference Co-chairs\n\n \nBlaine Donais\nArbitrator/Mediator \nPresident\nWorkplace Fairness International \n\n\n \nKatherine Ferreira\nUnion Counsel\nKoskie Minsky LLP \n\n\n \nMichael Horvat\nEmployer Counsel\nAird & Berlis LLP \n\n\n\nConference Advisory Committee \n\n\n \nBrett Christen\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nKaren Ensslen\nPartner\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nJawara Gairey\nDirector – Regional Offices Branch\nPublic Service Alliance of Canada \n\n\n \nNick E. Milanovic\nArbitrator/Mediator\nProfessor Carleton University \n\n\n \nJennifer Richards\nDeputy Legal Director\nOntario Treasury Board Secretariat \n\n\n\nCPD \nBargaining in the Broader Public Sector Conference CPD\n\n\n• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\nBargaining in the Broader Public Sector Workshop CPD\n\n\n• This program has been approved for 5.17 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n  \n\n• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\n\nRegister
URL:https://lancasterhouse.com/event/toronto-bargaining-in-the-broader-public-sector-and-labour-arbitration-and-policy-conference-2025/
LOCATION:Hilton Toronto\, 145 Richmond Street West\, Toronto\, Ontario\, M5H 2L2\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/iStock-1903061976-scaled-e1755282613919.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260415
DTEND;VALUE=DATE:20260417
DTSTAMP:20260408T160258
CREATED:20251001T183305Z
LAST-MODIFIED:20260326T183447Z
UID:17907-1776211200-1776383999@lancasterhouse.com
SUMMARY:B.C. Human Rights and Accommodation Conference
DESCRIPTION:What to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in B.C. and federally. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \nAttendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for: \nThis event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies.\n\n\nLearning Outcomes \nBy attending this conference\, you will: \n✔ Understand the latest human rights law updates and their impact on workplace policies. \n✔ Gain best practices for accommodation requests related to disability\, religion\, and family status. \n✔ Develop strategies for fostering an inclusive workplace and preventing discrimination. \n✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies. \n✔ Network with industry peers and build valuable professional connections. \n\nWednesday\, April 15\, 2026 \nBreakfast: 8:00 – 9:00 am \n\nIntroductory Remarks: 9:00 – 9:05 am \nKeynote - Indigenizing/Decolonizing the Workplace - 9:05 – 9:35 am\n\n  \n\n \nPatricia Barkaskas\nAssociate Professor\nAllard School of Law\nThe University of British Columbia \n\n\nWhether Gramsci did actually utter the exact words of the currently oft-quoted phrase\, “The old world is dying\, and the new world struggles to be born: now is the time of monsters”\, or not\, this statement is clearly a portent of our present moment. The persistent attack in this time on the values of equity\, diversity\, and inclusion is evident and pervasive. These values\, central to Canadian human rights law and those whose work involves protecting human rights\, are important and yet\, they fail to include decolonization or meaningfully consider Indigenous human rights – this is particularly true in the context of human rights in workplaces. However\, given the upheaval of the old\, perhaps this moment provides an opportunity to imagine a new world that does not simply re-entrench previous systems that support equity\, diversity\, and inclusion\, although these remain significant\, but dares to instead reimagine a transformative approach to human rights that leads from a place of decolonization and Indigenous human rights.Panel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:35 – 10:50 am\n\n\n \nJodie Gauthier\nUnion Counsel\nBlack Burke Mayor \n\n\n \nAmanda Rogers\nArbitrator/Mediator/Lawyer \n\n\n \nLauren Soubolsky\nEmployer Counsel\nMcCarthy Tetrault \n\n\nThis session provides a focused review of significant developments in British Columbia labour\, employment\, and human rights law. Specifically\, panelists will address: \nCaselaw: \n\nIn what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?\nHow do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment?\nWhen will an employee’s controversial views\, whether expressed online or in the workplace\, justify discipline\, discharge\, or damages?\nWhat forms of disability accommodation do courts and tribunals expect employers to implement? When do accommodations cross the line from what is reasonable to undue hardship?\nWhen does interference with a family obligation constitute discrimination? How does one distinguish between family responsibilities deserving of protection and personal preferences?\nWhat limits are courts and arbitrators placing on employer surveillance and monitoring of employees?\nWhen does the Charter apply to decisions by employers or quasi-governmental bodies\, particularly those involving vaccination policies\, political expression\, or collective bargaining?\nWhat trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\n\nLegislation: \nThis session will also cover recent and upcoming changes to BC and federal legislation\, including: \n\nC. Employment Standards Amendment Act\, Bill 11 – 2025: new rules governing sick notes;\nC. Pay Transparency Act: new pay reporting requirements; and\nC. Employment Standards Act: new leaves for serious personal illness or injury.\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nand non-compete agreements.\n\n\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. \nBreak: 10:50 – 11:05 am \nPanel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 11:05 – 12:15 pm\n\n\n \nKai Ying Chieh\nEmployer Counsel\nOverholt Law LLP \n\n\n \nPeter Eastwood\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nDr. Hajera Rostam\nRegistered Psychologist \nPrivate Practice \n\n\nIn this session\, panelists will examine return-to-office mandates through a human rights lens. The panel will address questions such as: \n\nWhat features of a general return-to-office mandate will violate human rights? How will collective agreement language affect the matter?\nHow do such requirements impact mental health? Does remote or hybrid work mitigate or exacerbate mental health? Inequity?\nIn what circumstances have arbitrators or adjudicators found that employees must be accommodated through work-from-home arrangements for health-related reasons or to accommodate child- or elder-care responsibilities? What information can employers require to support such a request?\nWhen will an order that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that it would amount to undue hardship to allow an employee to work on a remote\, hybrid\, or flexible basis?\nHow can one distinguish personal preferences from legitimate accommodation needs? How can parties work effectively with medical and mental health professionals to identify and support accommodation needs?\nWhat practical considerations should be taken into account when assessing whether employees should be permitted to work from home? What flexible working options are available other than remote or hybrid work?\nWhat practices help reduce conflict\, resentment\, or disengagement when accommodations are being considered\, implemented\, or denied?\n\n\nNetworking lunch: 12:15 – 1:00 pm \nFireside Chat - Navigating resistance to EDI initiatives - 1:00 – 1:45 pm\n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nKasari Govender\nCommissioner\nBC’s Office of the Human Rights Commissioner \n\n\nJoin the B.C. Human Rights Commissioner and experienced labour relations practitioners in a candid conversation about the shifting landscape of EDI initiatives in Canada as they examine evolving pushback to this work\, the implications for equity-deserving individuals\, and what is and is not working in current approaches. Participants will leave better equipped to navigate EDI fatigue and opposition while upholding human rights and furthering the collective pursuit of safe\, equitable workplaces for all.Break: 1:45 – 2:05 pm \n\nPanel 3 - Repairing Harm: Exploring restorative solutions following human rights transgressions - 2:05 – 3:35 pm\n\n\n \nStarleigh Grass\nAssistant Director\nField Services Division\nBritish Columbia Teachers Federation (BCTF) \n\n\n \nChristianne Paras\nExecutive Director of Restorative Justice Association of BC \n\n\nWhen human rights violations occur in the workplace\, traditional labour relations tools alone – such as discipline – may fall short in addressing the needs of the complainant\, repairing relationships\, and preventing future harm. In this session\, panelists will explore the use of restorative approaches\, addressing questions such as: \n\nWhat does it mean to adopt a “restorative approach” to conflict and human rights violations? What unique benefits can such approaches provide?\nWhen can or should alternative dispute resolution (“ADR”) be used to address human rights transgressions at work? What ADR options exist\, and what are the relevant advantages and disadvantages of each?\nWhat steps can parties take to address barriers to equity when implementing restorative approaches?\nWhat factors have arbitrators considered in recent cases in determining whether an employment relationship is salvageable following an employee’s human rights breaches? What room exists for education and reintegration rather than discipline?\nWhat “early warning signs” indicate that a workplace is in need of restoration? How can restorative approaches\, implemented early\, assist in preventing future harm?\nWhat steps can employers and unions take to ensure that a healthy and safe work environment is restored following a human rights violation? How can restorative approaches address systemic or collective harm?\nWhat changes can be made to workplace policies or collective agreements to incorporate restorative approaches? What are the respective roles of employers\, unions\, and employees in implementing these approaches?\n\nClosing remarks: 3:35 – 3:45 pm \n\nThursday\, April 16\, 2026 \nBreakfast and registration: 8:00 – 9:00 am \n\nOpening remarks: 9:00 – 9:05 am \n\nPanel 4 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes - 9:05 – 10:20 am\n\n\n \nMenachem Freedman\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nKoml Kandola\nArbitrator and Mediator\nKandola Arbitration Services Ltd. \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically\, the panel will answer the following questions: \n\nWhat are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?\nHow should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for mediation?\nHow can the parties efficiently prepare for mediation? What information must be gathered?\nHow can the parties determine if power imbalances\, accessibility barriers\, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?\nIs a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?\nWhat information should be included in a settlement agreement?\nWhat factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes?\n\nBreak: 10:20 – 10:40 am \n\nPanel 5 - Complex Accommodations: Neurodiversity\, substance use\, chronic absenteeism\, and more - 10:40 – 11:40 am\n\n\n \nJessica Fairbairn\nEmployer Counsel\nHarris & Co. \n\n\n \nRyan Goldvine\nArbitrator and Mediator\nGoldvine Dispute Resolution Services\nMember\nBC Human Rights Tribunal \n\n\n \nCaitlin Meggs\nUnion Counsel\nVictory Square Law Office LLP \n\n\nThis panel will explore how employers can identify and respond to accommodation needs in complex situations\, manage attendance and performance concerns fairly and consistently\, and determine the scope and limits of accommodation over time. Panelists will address key questions\, including: \nNeurodivergence: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, g. a neuropsychological or psychoeducational evaluation?\n\nMental Health: \n\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nWhat signs may indicate that an employee has a mental health condition or other condition that requires accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen does the employer have a ‘duty to inquire’ whether an employee is affected by a mental health condition or disability that is causing misconduct in the workplace?\n\nSubstance Use: \n\nWhat guidance does recent case law provide on accommodating substance use disorders in the workplace?\n\nAbsenteeism: \n\nWhat are the components of an Attendance Management Program that addresses the accommodation of an employee’s disability-related absenteeism?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nHow should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?\nWhat guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?\nHow does the test for ‘undue hardship’ vary in different safety sensitive industries with respect to substance addiction issues or other issues that may pose safety risks in the workplace?\n\nNetworking lunch: 11:40 – 12:40 pm \n\nPanel 6 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 12:40 – 1:55 pm\n\n\n \nShelley Ball\nLawyer and InvestigatorShelsu Pacific Law \n\n\n \nSandra Guarascio\nEmployer CounselRoper Greyell LLP \n\n\n \nDr. Nicole Legg\nLicensed PsychologistCo-Founder of WellIntel Inc. \n\n\n \nDavid Tarasoff\nUnion CounselHospital Employees Union \n\n\nInvestigating allegations of human rights violations in the workplace requires a commitment to understanding best practices\, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices\, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions: \n\nWhat is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?\nWhat measures should employers and investigators implement to support the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role in supporting mental well-being?\nHow should employers\, unions\, and investigators proactively identify and remove accessibility barriers\, as well as provide accommodations\, during workplace investigations?\nIn what circumstances is hiring an external investigator preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How can employers communicate investigation results to complainants in a way that does not harm their mental health?\nMust an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?\nWhat obligations do investigators have to disclose their report to the parties? What entitlement do the parties have to disclosure?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\n  \nBreak: 1:55 – 2:15 pm \n\nPanel 7 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:15 – 3:45 pm\n\n\n \nJessica Gregory\nArbitrator\, Mediator and Investigator \n\n\n \nPreston Parsons\nEmployer Counsel\nOverholt LLP \n\n\n \nKaren Segal\nAllevato Quail & Associates \n\n\nThis session will provide employers and unions with the best available insight into AI-driven management decisions\, employee surveillance\, and social media. Experienced management and union counsel will join an arbitrator to discuss three hypothetical scenerios relating to AI management\, social media use\, and surveillance. \nSpecific issues to be addressed include: \n\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nDo employees have to disclose usage of AI?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nWhat arguments for and against the use of employee surveillance have arbitrators accepted or rejected?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\n\nClosing remarks: 3:45 – 3:55 pm \n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nB.C. Human Rights and Accommodation Conference – Both Days \n$1\,995.00Add to cart	\n			\n  \n\nB.C. Human Rights and Accommodation Conference – Day 1 \n$1\,195.00Add to cart	\n			\n  \n\nB.C. Human Rights and Accommodation Conference – Day 2 \n$1\,195.00Add to cart	\n			\n  \n\nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the BC Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \n\nB.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart	\n			\n  \n\nConference Co-Chairs \n\n\n \nJonathan Chapnick\nMember\nBC Human Rights Tribunal \n\n\n \nSara Hanson\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nKristen Woo\nLegal Counsel\nBC Public School Employers’ Association \n\n\n\nAdvisory Committee \n\n\n \nKaity Cooper\nGeneral Counsel\nHealth Employees’ Union (HEU) \n\n\n \nPeter Eastwood\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nJaime Hoopes\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nLaura Track\nDirector of Human Rights Clinic\nDirector of Public Legal Education\nCommunity Legal Assistance Society (CLAS) \n\n\n \nMegan Tweedie\nDirector\nHuman Rights Office\nSimon Fraser University \n\n\n\nCPD \nConference Day 1\n\n\nThis program has been approved by CPHR BC & Yukon for 5.42 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.42 Continuing Professional Development hours.\n\n\n\n\nConference Day 2\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/b-c-human-rights-and-accommodation-conference/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260430
DTEND;VALUE=DATE:20260502
DTSTAMP:20260408T160258
CREATED:20251002T162612Z
LAST-MODIFIED:20260326T192441Z
UID:17933-1777507200-1777679999@lancasterhouse.com
SUMMARY:Ontario Human Rights and Accommodation Conference
DESCRIPTION:Overview Lancaster House’s Ontario Human Rights and Accommodation Conference brings together top legal experts\, labour relations professionals\, and union representatives to examine the latest developments and emerging trends in workplace human rights and accommodation. Attendees will gain valuable insights on key topics\, including recent legislative and policy changes and practical strategies for addressing workplace human rights matters. \nAttendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \nWhat to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in Ontario and federally. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \nWho Should Attend? \nThis conference is essential for:  \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions.\n\n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies.\n\n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace.\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.\n\nLearning Outcomes \nAt the Toronto Human Rights and Accommodation Conference 2026\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers.\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies.\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. Real-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions.\n\nThursday\, April 30\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:35 am\n\n\n \nShreya Patel\nEmployer Counsel\nTorkin Manes \n\n\n \nJames Craig\nUnion Counsel\nMorrison Watts LLP \n\n\nThis session provides a focused review of significant recent and emerging developments in Ontario labour\, employment\, and human rights law. Specifically\, panelists will address: \nCaselaw: \n\nIn what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?\nHow do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment? What trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\nWhen will an employee’s controversial views\, whether expressed online or in the workplace\, justify discipline\, discharge\, or damages?\nWhat forms of disability accommodation do courts and tribunals expect employers to implement? When do requested accommodations cross the line from what is reasonable to undue hardship?\nWhat limits are courts and arbitrators placing on employer surveillance and monitoring of employees?\nWhen does the Charter apply to decisions by employers or quasi-governmental bodies\, particularly those involving vaccination policies\, political expression\, return-to-work\, or collective bargaining?\n\nLegislation: \nThis session will also cover recent and upcoming changes to Ontario and federal legislation\, including: \n\nBill 30\, Working for Workers Seven Act\, 2025 amendments:\n\nprocedures for fraudulent job postings;\nunpaid leaves for job searches;\nextended layoffs;\nhealth and safety systems under the Occupational Health and Safety Act; and\nprohibitions on false or misleading statements to the Workplace Safety and Insurance Board.\n\n\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nnon-compete agreements.\n\n\nAlberta legislation prohibiting regulatory bodies from disciplining professionals for off-duty conduct\nAlberta legislation prohibiting unions from making contributions to non-collective bargaining clauses without membership approval\nQuebec legislation expanding government power to end lawful 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. \nBreak: 10:35 – 10:55 am \nPanel 2 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 10:55 – 12:15 pm\n\n\n \nDr. Elizabeth Aram\nClinical Psychologist \n\n\n \nNathaniel Marshall\nEmployer Counsel and\nWorkplace Investigator\nMarshall Workplace Law \n\n\n \nShibil Siddiqi\nEmployer Counsel\nProgressive Barristers \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nInvestigating allegations of human rights violations in the workplace requires a commitment to understanding best practices\, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices\, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions: \n\nWhat is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?\nWhat measures should employers and investigators implement to safeguard the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role?\nHow should employers\, unions\, and investigators proactively identify and remove accessibility barriers\, as well as provide accommodations\, during workplace investigations?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?\nWhat obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?\nMust an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nNetworking lunch: 12:15 – 1:15 pm \nFireside Chat - The EDI Challenge - Meeting Human Rights Obligation in the Workplace - 1:15 – 2:00 pm\n\n\n \nPatricia DeGuire\nChief Commissioner\nOntario Human Rights Commission \n\n\nAcross Ontario\, organizations are grappling with equity\, diversity and inclusion\, and how it fits into their human rights obligations under the Code\, while also facing growing skepticism and\, at times\, backlash. This conversation with Patricia DeGuire\, the Chief Commissioner of the Ontario Human Rights Commission\, seeks to explore how workplaces can navigate oppositions while still upholding their duty under the Code.Break: 2:00 – 2:20 pm \nPanel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:50 pm\n\n\n \nJames Kosa\nEmployer Counsel\nWeirFoulds LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\n \nJagtaran Singh\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nIn this session\, panelists will examine the complex human rights challenges – and potential opportunities – arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use\, employee monitoring\, and artificial intelligence (“AI”)\, addressing questions such as: \n\nWhen can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced an employee’s freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?\nHow can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example\, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory\, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?\nWhat limits do federal and provincial privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?\nWhat potential human rights issues are raised by the use of AI in hiring\, promoting\, and managing employees? Can AI be used to reduce discrimination and promote equitable\, diverse\, and inclusive workplaces?\nCan employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on a bias testing be sufficient to shield an organization from liability? What information are unions and employees entitled to when they suspect that use of an AI system is resulting in discrimination at work?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.Friday\, May 1\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 4 - Complex Accommodations: Neurodiversity\, chronic absenteeism\, and more - 9:05 – 10:20 am\n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nLiz Horvath\nPresident and Management Consultant\nHale Health and Safety Solutions \n\n\n \nJames Jennings\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSharon Naipaul\nMediator\, Trainer\, Coach and Consultant\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nEmployers are required to balance evolving accommodation obligations with operational demands\, performance expectations\, and workplace standards. \nThis panel will explore how employers can identify and respond to accommodation needs in complex situations\, manage attendance and performance concerns fairly and consistently\, and determine the scope and limits of accommodation over time. Panelists will address key questions\, including: \nNeurodivergence: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, e.g. a neuropsychological or psychoeducational evaluation?\n\nMental Health: \n\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nWhat signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen is a ‘duty to inquire’ about a potential mental health condition or disability triggered?\n\nSubstance Use: \n\nWhat guidance does recent case law provide on accommodating substance use disorders in the workplace?\n\nAbsenteeism: \n\nWhat are the components of a successful Attendance Management Program related to the accommodation of an employee’s disability-related absenteeism?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nWhen will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?\nHow should employers and unions address increased absenteeism due to RTO? Are there options that help improve attendance?\nWhat guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?\nHow does the test for ‘undue hardship’ vary in different safety sensitive industries where substance addiction or other issues that pose safety risks in the workplace?\n\nBreak: 10:20 – 10:40 am \nPanel 5 - The Hidden Toll: Preventing and managing burnout of human rights and labour relations practitioners - 10:40 – 11:50 am\n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nNaomi Midanick\nRegistered Psychotherapist & Founder\nBright Balance Psychotherapy \n\n\n \nJenny Neiman\nDirector\, Human Rights Office\nPeople & Equity Division\nCity of Toronto \n\n\nIn this session\, panelists will examine the hidden realities of burnout and compassion fatigue for human rights and labour relations practitioners\, addressing questions such as: \n\nWhat is burnout? How does it differ from stress\, fatigue\, or anxiety? What factors have been shown to contribute to burnout?\nWhat is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?\nWhat are the signs and symptoms of burnout and compassion fatigue? How can employers\, managers\, and employees recognize these conditions? What are the early warning signs?\nHave legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?\nWhat tools are available to assist employers and unions to identify organizational issues which may be contributing to burnout or compassion fatigue? What policies and practices should be implemented to address these factors?\nHow can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out\, overwhelmed\, or emotionally exhausted?\nHow long does it typically take to recover from burnout and compassion fatigue? How can employers and unions rebuild trust\, engagement\, and capacity in workplaces where these conditions have been prevalent?\nAre overall systemic changes in the field of labour relations necessary to prevent or ameliorate stress\, burnout\, and compassion fatigue? If so\, what changes need to be made?\nWhat realistic\, sustainable practices can employees and union representatives adopt to maintain their individual health and wellbeing? How can individuals effectively set boundaries\, foster self-care\, and navigate challenging and emotional files? What is “compassion satisfaction”\, and how can employees best sustain healthy and fulfilling careers in human rights and labour relations?\n\nNetworking lunch: 11:50 – 12:50 pm \nPanel 6 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes- 12:50 – 2:05 pm\n\n\n \nMark Hart\nArbitrator & Mediator \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. With mediation now mandatory at the Human Rights Tribunal of Ontario (“HRTO”) for applications received on or after June 1\, 2025\, developing a strong understanding of the mediation process is crucial. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically\, the panel will answer the following questions: \n\nWhat are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?\nHow should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?\nHow should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for voluntary mediation?\nHow can the parties efficiently prepare for mediation? What information must be gathered?\nHow can the parties determine if power imbalances\, accessibility barriers\, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?\nIs a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?\nWhat information should be included in a settlement agreement?\nWhat factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes? Are they prohibited by law?\n\nBreak: 2:05 – 2:25 pm \nPanel 7 - Sexual Harassment\, From Annoyance to Assault: A scenario-based panel on identifying and addressing the spectrum of unlawful behaviours in the workplace- 2:25 – 3:50 pm\n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nSheilagh Turkington\nArbitrator & Mediator\nTurkington Dispute Resolution \n\n\nIn this session\, panelists will provide expert insight into identifying and responding to sexual harassment in the workplace\, using real cases to shed light on the application of these principles in practice. The panel will address questions such as: \n\nHow is sexual harassment defined under human rights and occupational health and safety legislation in Ontario and federally? What legal test have adjudicators and arbitrators typically applied when determining whether sexual harassment has occurred? How will collective agreements and workplace policies impact the determination?\nWhen will off-duty sexual harassment be sufficiently connected to the workplace to bring it under the purview of human rights and occupational health and safety legislation\, the collective agreement\, and/or the employer’s authority to impose discipline?\nWhat myths and stereotypes about sexual harassment\, in particular with respect to witness credibility\, have adjudicators and arbitrators recognized in recent years?\nWhen does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?\nHow have arbitral attitudes changed in terms of appropriate disciplinary responses to sexual harassment? What factors will arbitrators consider? For example\, how are factors such as power imbalances\, workplace culture\, and the impact on the employee who has been harassed taken into account? When will a single instance of sexual harassment be serious enough to warrant dismissal?\nWhat trends in damage awards are evident in recent sexual harassment cases?\nIs a formal complaint required to trigger an employer’s duty to investigate allegations of sexual harassment? When can an employer be held liable for the actions of an employee? When will sexual harassment be found to have created a poisoned work environment?\nHow should employers and unions respond when they receive a sexual harassment complaint? With more employees in remote and hybrid work arrangements\, how can employers and unions ensure that sexual harassment does not go unnoticed?\n\nClosing remarks: 3:50 – 4:00 pm \nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nOntario Human Rights and Accommodation Conference – Both Days $1\,995.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 1 $1\,195.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 2 $1\,195.00Add to cart	\n			\n  \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the ON Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart	\n			\n  \nConference Co-Chairs \n\n\n \nEsi Codjoe\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nArchana Mathew\nArbitrator and Mediator \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\nAdvisory Committee \n\n\n \nRoger Love\nLegal Counsel\nOntario Human Rights Commission \n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nKimalee Phillip\nDirector of Human Rights\nCUPE National \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nWinslow Taylor\nDirector of Human Rights and Investigations\nToronto Transit Commission (TTC) \n\n\nCPD \nDay 1\n\n\nThis program has been approved for Continuing Professional Development 5.17 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.\n\n\n\n\nDay 2\n\n\nThis program has been approved for Continuing Professional Development 5.33 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.33 Substantive hours; 0 Professionalism hours.
URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-conference/
LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/Ontario-Human-Rights-and-Accommodation-Conference.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260525
DTEND;VALUE=DATE:20260527
DTSTAMP:20260408T160258
CREATED:20251002T174459Z
LAST-MODIFIED:20260326T170126Z
UID:17935-1779667200-1779839999@lancasterhouse.com
SUMMARY:Atlantic Labour Law Conference
DESCRIPTION:Sponsored by:Overview \nThe Atlantic Labour Law Conference is the must-attend event for legal practitioners\, arbitrators\, HR professionals\, and labour relations experts in Nova Scotia\, Newfoundland and Labrador\, New Brunswick\, and Prince Edward Island. This conference delivers in-depth analysis of the latest legislative changes\, key case law developments\, and emerging workplace issues specific to the Atlantic region. Featuring leading speakers from across the provinces\, the program offers practical insights into how recent legal decisions are shaping labour relations strategies and compliance in Atlantic Canada. Designed for professionals seeking to stay current in a dynamic legal landscape\, the conference also offers valuable opportunities to connect with experts and peers across the region. Strengthen your understanding of Atlantic labour law\, refine your approach to workplace challenges\, and expand your professional network. \n\nWhat to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent labour law developments\, policies\, and emerging workplace human rights challenges in Atlantic Canada (including content and expert speakers specific to Newfoundland and Labrador\, Nova Scotia\, PEI\, and New Brunswick). Throughout the event\, panelists from union-side\, employer-side\, and neutral perspectives from the Atlantic region will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel.  Participants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \n\nWho Should Attend? \nThis event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies.\n\n\nMonday\, May 25\, 2026 \nNetworking Breakfast and Registration: 8:00 – 9:00 am \n\nIntroductory Remarks: 9:00 – 9:05 am \n\nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:20 am\n\n\n \nFrank E. DeMont\, K.C.\nArbitrator and Mediator\nResolve Arbitration & Mediation Services \n\n\n \nJames Farrell\nSolicitor and Director\nIndustrial/Retail/Offshore Division\nFFAW-Unifor \n\n\n \nAnnie Gray\nEmployer Counsel\nStewart McKelvey \n\n\nStay up to date on the latest developments in federal and provincial labour law through this comprehensive session exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address topics such as: \nCaselaw \n\nWhat lessons can be learned from recent cases addressing the legality of government intervention in strike actions? How have decision-makers balanced the competing interests and legal rights at stake?\nWhat is the status of ongoing legal challenges to the federal government’s use of s. 107 of the Canada Labour Code to intervene in strike actions in the airline\, railway\, postal\, and other sectors?\nWhen can an employer discipline or dismiss an employee for offensive off-duty conduct including posting abusive messages on social media?\nWill expressing personal or political beliefs at work warrant discipline?\nWhat factors will carry weight when arbitrators determinewhen whether dismissal is justified for an employee’s dishonesty?\nWhen will specifying an age “cut-off” for benefits constitute discrimination?\nIs an employer obliged to investigate incidents involving harassment if there is no formal complaint?\nHow have arbitrators balanced privacy rights and workplace safety when determining whether substance use testing and policies are appropriate? Is a blanket off-duty ban on cannabis use in safety-sensitive positions likely to be considered reasonable?\nIn what circumstances may an employer or supervisor be found criminally liable for a workplace injury?\nCan employees be dismissed for non-compliance with vaccine policies?\n\nLegislation \nThe session and materials will also cover recent and upcoming changes to legislation in the federal jurisdiction and in Atlantic provinces\, such as: \n\nWhat new or expanded leaves have been introduced in Atlantic provinces in the past year?\nWhat steps must workplace parties take to comply with Nova Scotia’s new “duty to cooperate” under occupational health and safety legislation?\nWhat changes have been introduced through P.E.I.’s new Employment Standards Act?\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhich provinces have recently passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?\nWhat measures impacting workplaces were proposed in the federal government’s recent “Canada Strong Budget 2025”? What amendments have recently been made to the Canada Labour Code?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?\nAre other provinces likely to follow the lead of Alberta and Quebec in introducing legislation restricting the use of union dues for non-core union activities?\nWhat new limits have been introduced in Alberta with respect to the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nBreak: 10:20 – 10:35 am \n\nPanel 2 - Many Happy Returns? Navigating return-to-office mandates\, hybrid and flex work\, and the duty to accommodate - 10:35 – 11:35 am\n\n\n \nDale Darling\nMediator and Arbitrator \n\n\n \nGillian Lush\nSenior Consultant and Lawyer\nHR Atlantic \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nSix years after the onset of the COVID-19 pandemic\, employers and unions continue to grapple with issues related to remote\, hybrid\, and in-person work. In this session\, experts will provide insight into issues currently arising fromemployees return to the office. Specifically\, the following questions will be addressed: \n\nAs a matter of law\, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right\, what are they? How do workplace policies and collective agreement language affect the matter?\nWhen will an employee be allowed to work from home as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness in the workplace warrant accommodation?\na) In what circumstances have decision-makers found that employees should be permitted to work from home\, on a full-time or part-time basis\, in order to accommodate obligations related to family status\, such as childcare or eldercare responsibilities?\nb) What kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nWhat flexible working options other than remote or hybrid work can be considered? Can these options help reduce increased absenteeism or presenteeism due to a return to the office?\nWhat aspects of remote\, hybrid\, or flexible work arrangements have been specifically addressed in workplace policies or collective agreement provisions?\n\nNetworking Lunch: 11:35 – 12:30 pm \n\nPanel 3 - Workplaces that Work: Preventing discrimination\, harassment\, and psychological harm - 12:35 – 1:45 pm\n\n\n \nAshley Hamp-Gonsalves\nBurchell Wickwire Bryson LLP \n\n\n \nLeah Kutcher\nIn-House Counsel\nNova Scotia Teachers Union \n\n\n \nCarey Majid\nExecutive Director\nNewfoundland and Labrador Human Rights Commission \n\n\nIgnoring workplace discrimination\, harassment\, psychological harm\, and toxic cultures can be extremely costly financially\, legally\, and for employee wellbeing. This session will examine legal and practical approaches for prevention\, policy development\, investigations\, and discipline. Specifically\, panelists will address: \n\nHow do occupational health and safety requirements related to workplace harassment differ across Atlantic provinces? Across Canada? What does Nova Scotia’s new Stronger Workplaces for Nova Scotia Act require?\nWhat must be included in a harassment prevention policy?\nWhat tests and standards do adjudicators apply when determining whether discrimination\, harassment\, or workplace-related psychological harm has occurred? What factors do arbitrators consider\, including power imbalances\, workplace culture\, the severity of psychological harm\, and the impact on affected employees? When might a single incident justify dismissal?\nHow have recent decisions shaped employers’ duties to investigate allegations of discrimination\, harassment\, psychological harm\, and other alleged toxic workplace behaviours? What triggers an employer’s responsibility to act\, even without a formal complaint?\nWhat steps should employers take to proactively recognize and address signs of a potentially toxic workplace culture?\nWhat steps should employers and unions take when discrimination or harassment occurs between employees? Between an employee and a manager?\nHow should employers and unions address discrimination\, harassment\, and psychological harm in remote and hybrid workplaces?\nWhen does off-duty conduct fall within the employer’s authority under human rights legislation? Occupational health and safety legislation? Collective agreements and disciplinary policies?\nWhat trends are emerging in damage awards for discrimination\, harassment\, failure to accommodate\, reprisal\, psychological harm\, and toxic workplace claims?\n\nBreak: 1:45 – 2:00 pm \n\nPanel 4 - Investigating Investigations: Expert guidance\, best practices and recent caselaw - 2:00 – 3:15 pm\n\n\n \nChris King\, KC\nEmployer CounselMcInnes Cooper \n\n\n \nRosellen Sullivan\nSexual Harassment InvestigationSullivan Investigative Insights \n\n\n \nPaula Theriault\nLabour Relations OfficerNew Brunswick Union of Public Employees (NBU) \n\n\nInvestigating allegations in the workplace requires a compliance with best practices and keeping up with recent caselaw. In this panel\, experts will offer insights into conducting or overseeing fair and appropriate workplace investigations. Specifically\, panelists will address: \n\nWhat guidance can be gleaned from recent caselaw on the requirements of a fair and appropriate workplace investigation and procedural flaws to be avoided during an investigation?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nMust an employer investigate allegations even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate?\nWhat are best practices for interviewing complainants\, respondents\, and witnesses in a trauma-informed manner?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants? What entitlement do the parties have to a copy of the investigator’s report or notes? What right do the parties have to respond?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nBreak: 3:15 – 3:30 pm \n\nFireside Chat - Incivility\, Aging Workforces\, & the New Realities of Workplace Culture - 3:30 – 4:00 pm\n\n\n \nSally Wells\nRespectful Workplace and Workplace Harassment\nSally J. Wells Inc. \n\n\nWorkplace dynamics are shifting as organizations navigate increasing concerns about incivility\, intergenerational tensions\, and evolving expectations around respectful conduct. In this fireside chat\, Sally Wells will explore how aging workforces and changing workplace norms are reshaping conversations about respect\, communication\, and accountability. Attendees will gain practical insights into recognizing and addressing incivility while fostering healthier\, more respectful workplace cultures.Tuesday\, May 26\, 2026 \nNetworking Breakfast and Registration: 8:00 – 9:00 am \nOpening remarks: 9:00 – 9:05 am \n\nPanel 5 - Terminations and Transformations: Navigating restructuring\, layoffs\, economic pressures - 9:05 – 10:20 am\n\n\n \nMichael Bourgeois\nLabour & Employment Lawyer\nCUPE \n\n\n \nIsabelle Keeler\nDirector of Faculty Relations\nUniversity of Prince Edward Island \n\n\n \nSheilagh Murphy\nArbitrator/Mediator/Investigator\nMacNab Fagan and Murphy \n\n\nAs the country navigates turbulent sociopolitical and economic times\, it is critical for employers and unions to understand legal principles and best practices regarding workplace restructuring. In this session\, panelists will address key considerations for organizations facing economic strain\, including: \n\nWhat options\, short of large-scale restructuring\, are available to employers and unions seeking to mitigate economic pressures?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff? Can management unilaterally schedule vacations to achieve a temporary shutdown without engaging layoff provisions?\nHow does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nWhat measures have parties negotiated in collective agreements toaddress the possibility of future workplace reorganizations?\n\nBreak: 10:20 – 10:35 am \n\nPanel 6 - Building an Inclusive Workplace: Supporting and accommodating mental health and neurodivergence at work - 10:35 – 11:50 am\n\n\n \nDr. Abraham Rudnick\nProfessor\nDepartment of Psychiatry\nDalhousie University \n\n\n \nCaroline Spindler\nEmployer Counsel\nMathews Dinsdale & Clarke LLP \n\n\n \nKelly VanBuskirk\nKelly VanBuskirk\, KC\, PhD C. Arb. \n\n\nNeurodiversity and mental health are playing an increasingly prominent role in discussions on workplace accommodation\, human rights\, and equity obligations. For employers and unions\, these matters raise complex legal and practical questions about risk management and appropriate day-to-day workplace responses. Through moderated discussions and practical examples\, speakers will unpack key questions\, including: \n\nHow are legal and human rights obligations evolving around mental health\, neurodivergence\, stress\, and burnout?\nWhat indicators have adjudicators found sufficient to trigger a duty to accommodate and how have employers reasonably been expected to respond?\nWhen is a ‘duty to inquire’ triggered? What steps are employers expected to take to identify and address risks before they escalate?\nWhen do recruitment and onboarding processes unintentionally exclude certain candidates\, and what practical improvements can be made without compromising operational needs?\nWhat limits have courts and tribunals placed on medical information requests\, and when have formal assessments been found a) necessary b) excessive?\nHow should employers evaluate accommodation requests related to remote work? What medical information can be obtained?\nWhat guidance does recent case law provide regarding the threshold at which absenteeism exceeds reasonable accommodation and constitutes undue hardship?\n\nNetworking Lunch: 11:50 – 12:50 pm \n\nPanel 7 - Pursuing the Road to Resolution: The future of arbitration\, ADR\, Med-Arb\, and other strategies to resolve disputes - 12:50 – 2:05 pm\n\n\n \nAndrea MacNevin\nLawyer\, Mediator and Investigator\nMacNevin Law & Mediation Inc. \n\n\n \nMichelle McCann\nLegal Counsel\nHealth Association Nova Scotia \n\n\n \nAlyssa Rahey\nLegal Counsel and Business Agent\nService Employees International Union\, Local 2 \n\n\nEmployers and unions can choose between various strategies to efficiently and effectively resolve disputes. In this panel\, speakers will explore these strategies and look forward to how they may evolve in the coming years. Specifically\, the panel will address: \n\nDoes the growing “judicialization” of arbitration undermine its unique advantages or is it necessary to ensure procedural protections for parties?\nWhat options exist outside of the conventional arbitration process? In what circumstances should parties consider these alternatives? Are any of these alternatives gaining popularity?\nHow is artificial intelligence (“AI”) being used to prepare for mediation\, arbitration\, or other events? How will the use of AI develop going forward?\nWhat are the advantages and disadvantages of virtual mediation\, mediation-arbitration\, or arbitration? Will virtual formats become the default option?\nWhat factors should be considered when selecting a third party neutral?\n\nBreak: 2:05 – 2:20 pm \n\nPanel 8 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:45 pm\n\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\n \nIan Pickard\nEmployer counsel\nMcInnes Cooper \n\n\n \nPaula Schumph\nGeneral Counsel\nNewfoundland & Labrador Association of Public & Private Employees (NAPE) \n\n\nThis interactive session will provide employers and unions with the best available insights into privacy\, AI-driven management decisions\, monitoring and surveillance tools\, and employee social media use. Experienced management and union counsel will join an arbitrator to examine hypothetical scenarios\, exploring legal principles and best practices when addressing privacy and the use of modern technologies both at work and off-duty. \nSpecific issues to be addressed include: \n\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line drawn between free speech and offensive speech justifying discipline?\nWhat arguments have arbitrators accepted or rejected regarding the use of employee surveillance and monitoring tools? How have arbitrators resolved conflicts between an employer’s interest in ensuring productivity through such tools and employees’ right to privacy?\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nWhat privacy and human rights concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nHow should employers and unions address AI\, privacy\, and human rights in collective agreements?\n\nClosing remarks: 3:45 pm \n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nAtlantic Labour Law Conference – Both Days $1\,455.00Add to cart	\n			\n  \nAtlantic Labour Law Conference – Day 1 $1\,045.00Add to cart	\n			\n  \nAtlantic Labour Law Conference – Day 2 $1\,045.00Add to cart	\n			\n  \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real labour relations challenges and is designed to complement the Atlantic Labour Law Conference. The conference and workshop may be attended separately or as a bundled registration: \n\nAtlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop) $2\,095.00Add to cart	\n			\n  \nConference Co-Chairs \n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper \n\n\n \nChantelle MacDonald Newhook\, KC\nArbitrator\, Mediator and Investigator\nDispute Winners \nVice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\n \nDaniel Wilband\nLabour and Employment\, Human Rights and Administrative Lawyer\nVanBuskirk Law \n\n\n\nAdvisory Committee \n\n\n \nBrian Johnston\nEmployer Counsel\nStewart McKelvey \n\n\n \nKaren Milligan\nHR Manager\nHealth PEI \n\n\n \nChris Montigny\nEmployer Counsel\nHR Atlantic \n\n\n \nSandra Mullen\nPresident\nNova Scotia Government & General Employees Union \n\n\n \nSusie Proulx-Daigle\nPresident\nNew Brunswick Union (NBU) \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \n\n\n\nCPD \nCPDLancaster 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. \nHalifax Marriott Harbourfront Hotel - Discounted Room\nReserve By: Thursday\, April 23\, 2026. \nAfter this date\, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates. \n\n\n\nStart Date\nEnd Date\nRoom Rate\n\n\nMay 24\, 2026\nMay 27\, 2026\n$289 per night\n\n\n\nReservations Direct Phone: 1-800-943-6760 \nURL booking link: Reservation Link
URL:https://lancasterhouse.com/event/atlantic-labour-law-conference-2/
LOCATION:Halifax Marriott Harbourfront Hotel\, 1919 Upper Water Street\, Halifax\, Nova Scotia\, B3J 3J5\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/Atlantic-Labour-Law-Conference.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260618
DTEND;VALUE=DATE:20260620
DTSTAMP:20260408T160259
CREATED:20251028T171445Z
LAST-MODIFIED:20260326T194142Z
UID:18337-1781740800-1781913599@lancasterhouse.com
SUMMARY:44th Annual Alberta Labour Arbitration and Policy Conference
DESCRIPTION:Sponsored by:Overview \nSince its launch in 1981\, the Annual Alberta Labour Arbitration and Policy Conference has served as a cornerstone gathering for Alberta’s labour relations community—offering not only timely legal and policy updates but also valuable networking opportunities with leading voices in the field. \nThis year’s conference brings together top arbitrators\, lawyers\, union representatives\, and HR professionals for in-depth discussions on the most pressing developments in labour arbitration and workplace policy. Expert-led panels will cover critical topics such as recent case law\, legislative changes\, policy trends\, and the practical challenges shaping today’s labour landscape in Alberta. \nThe conference will feature concurrent panels and hands-on workshops\, allowing attendees to customize their experience by choosing the sessions most relevant to their interests and professional roles. With a strong emphasis on connection and collaboration\, this event is designed to foster dialogue\, spark new ideas\, and strengthen professional relationships across the labour relations community. \nWhether you’re navigating complex arbitration issues or refining your workplace strategies\, the Alberta conference offers the insight\, flexibility\, and network you need to stay ahead. \n\nWhat to Expect \nThe event begins with an evening networking reception\, providing a relaxed setting to connect with fellow attendees\, speakers\, and leaders from the labour community. This will be followed by an evening plenary session\, offering thought-provoking discussion to set the stage for the next day’s program. \nThe following day features a full schedule of expert-led panels\, including concurrent sessions that allow participants to tailor their experience by choosing the topics most relevant to their interests and professional needs. Panelists will represent union-side\, employer-side\, and neutral perspectives\, offering balanced\, practical insights through moderated discussions. Attendees will have the opportunity to ask questions—either verbally or electronically—at the end of each session. \nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes \nBy attending this conference\, you will: \n✔ Stay up to date on the latest developments in labour arbitration\, workplace policy\, and employment law across Alberta. \n✔ Strengthen your skills in interpreting and applying arbitration awards\, legislative changes\, and policy decisions in real-world workplace contexts. \n✔ Gain practical strategies for resolving disputes\, drafting effective workplace policies\, and navigating complex issues in collective bargaining. \n✔ Learn from leading arbitrators\, legal experts\, union and employer representatives through engaging discussions and case-based analysis. \n✔ Connect with fellow practitioners\, negotiators\, and decision-makers to expand your professional network and exchange ideas. \n\nSample MaterialsClick here to see an excerpt from last year’s materials! \n\nThursday\, June 18\, 2026 \nRegistration: 4:30 pm – 5:00 pm \n\nOpening remarks: 5:00 pm – 5:05 pm \n\nKeynote - The Evolution of Labour Arbitration in Alberta: Change\, Challenges\, and Collaboration - 5:05 pm – 5:35 pm\n\n\n \nJames Casey\nArbitrator\nLabour Arbitration+Mediation \n\n\nBreak: 5:35 pm – 5:50 pm \n\nPlenary 1 - Uses and Abuses of Modern Technology: An interactive\, scenario-based session on social media\, employee monitoring\, and AI - 5:50 pm – 7:05 pm\n\n\n \nWilson Chan\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nPete Desrochers\nArbitrator/Mediator\nThe Negotiators \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\nIn this session\, panelists will examine the complex challenges and potential opportunities arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use\, employee monitoring\, and artificial intelligence (“AI”)\, addressing questions such as: \n\nWhen can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced employees’ freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?\nHow can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example\, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory\, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?\nWhat limits do federal and Alberta privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?\nWhen can an employer discipline an employee for misconduct discovered through routine monitoring or surveillance? For example\, can an employer that is monitoring employee devices for the stated purpose of ensuring performance and productivity discipline an employee for misconduct entirely unrelated to those criteria?\nWhat challenges and legal risks may arise in using artificial intelligence in hiring\, promotion\, and performance management? Can employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on bias testing be sufficient to shield an organization from liability?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.\nNetworking Reception: 7:05 pm – 9:00 pm \n\nFriday June 19\, 2026 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nOpening remarks: 9:00 am – 9:05 am \n\nPlenary 2 - New and Noteworthy: Key recent cases and legislative developments in Alberta - 9:05 am – 10:20 am\n\n\n \nLaura Dunnigan\nEmployer CounselMathews Dinsdale \n\n\n \nGreg Francis\nArbitrator and Mediator \n\n\n \nNatalia Makuch\nUnion CounselChivers Carpenter \n\n\nIn this session\, panelists will delve into recent significant developments in federal and provincial labour law\, exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address the following: \nCaselaw and Ongoing Legal Challenges \n\nHow has the Alberta government’s introduction of the Back to School Act (2025)\, ordering striking teachers to return to work\, impacted labour relations within the province? Is the provincial government’s use of the notwithstanding clause open to challenge\, and what lessons can be learned from recent uses of this clause? How have courts and tribunals balanced the competing interests and legal rights at stake when addressing the legality of government intervention in strike actions?\nWill expressing personal or political beliefs at work warrant discipline? Is it discriminatory to discipline or reprimand an employee for being “oversensitive” in conversations about certain subjects – for example\, about their country of origin or about Canada’s Indigenous relations policies?\nCan employees be dismissed for non-compliance with vaccine policies?\nHow have arbitral approaches to evaluating discipline for harassment\, discrimination\, and violence at work changed in recent years? What trends in damages are evident for workplace human rights violations?\nIs an employer obliged to investigate incidents involving harassment if there is no formal complaint?\nWill specifying an age “cut-off” for benefits constitute discrimination or violation of the Charter?\nHow far does the duty to inquire into a disability extend? Does the employer have a duty to inquire into the voluntariness of an employee’s resignation when that employee has a history of mental health concerns?\nWhat aspects of an absenteeism management policy will render that policy unreasonable?\nWhat factors will arbitrators consider when determining whether a hiring or promotion process was fair or reasonable? How does collective agreement language impact this analysis?\nWhat collective bargaining lessons can be learned from recent decisions from the Alberta Labour Relations Board addressing unfair labour practices\, bad faith bargaining\, and illegal strikes?\n\nLegislation \nThe session and materials will also cover recent and upcoming changes to legislation in Alberta and in the federal jurisdiction\, such as: \n\nWhat is the status of ongoing legal challenges to the federal government’s use of s. 107 of the Canada Labour Code to intervene in lawful strike actions in the airline\, railway\, postal\, and other sectors? Will recent controversial cases regarding the use by the federal government of Canada Labour Code  107 result in legislative changes?\nWhat new limits has Alberta’s government introduced regarding the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?\nWhat changes to Alberta’s private sector privacy legislation are being considered through the ongoing Personal Information Protection Act consultation? What is the deadline for public bodies to introduce a “privacy management program” pursuant to recent amendments to Alberta’s Protection of Privacy Act\, and what must be included in this program?\nWhat new or expanded leaves have been introduced in Alberta in the past year?\nWhat are the similarities and differences between Alberta and Quebec legislation restricting the use of union dues for non-core union activities? How has the Alberta Labour Relations Board defined “core” and “non-core activities” when interpreting the relevant provincial legislation?\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhich provinces have passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?\nWhat measures impacting workplaces were proposed in the federal government’s recent “Canada Strong Budget 2025”? What amendments have recently been made to the Canada Labour Code?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?\n\nFinal selection of topics will take place in the weeks prior to the conference\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nBreak: 10:20 am – 10:35 am \n\nPlenary 3 - Navigating Alberta's Economic and Political Currents: Examining the implications for labour relations and collective bargaining - 10:35 am – 11:35 am\n\n\n \nThomas Hesse\nPresident\, united Food and commercial workers Canada local 401 \n\n\n \nChantel Kassongo\nEmployer Counsel\nNeuman Thompson \n\n\n \nJoseph Marchand\nDirector\nAlberta Centre for Labour Market Research (ACLMR)\nCo-Director\, Institute for Public Economics (IPE)\nProfessor\, Faculty of Arts – Economics Department\nUniversity of Alberta \n\n\nAmid economic uncertainty\, with looming deficits and oil price complications the bargaining environment is more complex than ever. This plenary brings together labour relations experts to explore the latest trends\, emerging bargaining priorities\, and strategies for negotiating effectively in 2026. Specifically\, panelists will address: \n\nHow is Alberta’s economy currently performing\, and what do near-term economic forecasts suggest for public-sector bargaining in 2026\, including expectations around compensation growth and affordability?\nIn what ways has recent legislation\, including the Back to School Act and the use of the notwithstanding clause\, influenced collective bargaining and labour relations dynamics in Alberta?\nWhat non‑monetary provisions (e.g.\, job protections\, health and safety workload management\, training and development) are becoming important bargaining priorities in the current climate?\nIs uncertainty surrounding U.S. trade policies likely to affect bargaining outcomes in Alberta’s broader public sector? Are there other international or federal policy developments that negotiators should be mindful of?\nHow can employers and unions best adapt their bargaining strategies to remain effective\, constructive\, and sustainable amid ongoing economic and political uncertainty?\n\nLunch: 11:35 am – 12:35 pm \n\nConcurrent Sessions: 12:35 PM – 1:50 PM (Choice of 2 of 3) Concurrent 1 - Bargaining in the Evolving Workplace: Generational differences\, remote and flexible work arrangements\, new technologies\, EDI\, and more\n\n\n \nChris Monfette\nEmployer Counsel\nNeuman Thompson\n\n\n \nTerry Sway\nAssociate Director\, Negotiations\nNon-Academic Staff Association (NASA) at University of Edmonton \n\n\nTechnological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically\, the panel will address: \n\nIn what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?\nHow are parties dealing with equity\, diversity\, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?\nHow do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties\, during bargaining\, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?\nHow are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?\nHow is the use of artificial intelligence (“AI”) impacting employee hiring\, management\, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?\nWhat are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning\, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?\nHow can parties best learn about the needs of employees or members when preparing for bargaining?\n\nConcurrent 2 - Clocking In\, Falling Behind: Expert insights on performance\, attendance\, and time theft issues in the workplace\n\n\n \nBruce Graham\nEmployer Counsel\nFasken \n\n\n \nKaren Thibault\nUnion Representative\nDisputes and Arbitrations\nAlberta Union of Provincial Employees (AUPE) \n\n\nFrom keystroke logging to recorded video calls\, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address: \n\nWhat constitutes employee “time theft”? How does time theft differ from a lack of productivity? Do employees’ intentions matter when determining if they committed time theft?\nWhat types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?\nHow should an employer approach time theft and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?\nWhat consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?\nHow do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?\nHow should workplace policies and collective agreements proactively address time theft?\n\nConcurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations\, lay-offs\, contracting in/out\, and more\n\n\n \nErin Ludwig\nAssociate General Counsel – Labour and Employment\nAlberta Health Services \n\n\n \nLisa Mason\nActing Regional Director – Alberta\nAlberta Regional Office\nCanadian Union of Public Employees (CUPE) \n\n\nAs the country navigates turbulent economic times\, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. In this session\, panelists will address key considerations including: \n\nWhat options\, short of large-scale restructuring\, are available to employers and unions seeking to mitigate economic pressures?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff requiring the application of seniority rights?\nHow does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nWhat measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?\n\nBreak: 1:50 pm – 2:05 pm \n\nConcurrent Sessions: 2:05 PM – 3:20 PM  (Choice of 2 of 3) \nConcurrent 1 - Bargaining in the Evolving Workplace: Generational differences\, remote and flexible work arrangements\, new technologies\, EDI\, and more\n\n\n \nChris Monfette\nEmployer Counsel\nNeuman Thompson\n\n\n \nTerry Sway\nAssociate Director\, Negotiations\nNon-Academic Staff Association (NASA) at University of Edmonton \n\n\nTechnological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically\, the panel will address: \n\nIn what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?\nHow are parties dealing with equity\, diversity\, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?\nHow do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties\, during bargaining\, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?\nHow are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?\nHow is the use of artificial intelligence (“AI”) impacting employee hiring\, management\, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?\nWhat are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning\, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?\nHow can parties best learn about the needs of employees or members when preparing for bargaining?\n\nConcurrent 2 - Clocking In\, Falling Behind: Expert insights on performance\, attendance\, and time theft issues in the workplace\n\n\n \nBruce Graham\nEmployer Counsel\nFasken \n\n\n \nKaren Thibault\nUnion Representative\nDisputes and Arbitrations\nAlberta Union of Provincial Employees (AUPE) \n\n\nFrom keystroke logging to recorded video calls\, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address: \n\nWhat constitutes employee “time theft”? How does time theft differ from a lack of productivity? Do employees’ intentions matter when determining if they committed time theft?\nWhat types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?\nHow should an employer approach time theft and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?\nWhat consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?\nHow do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?\nHow should workplace policies and collective agreements proactively address time theft?\n\nConcurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations\, lay-offs\, contracting in/out\, and more\n\n\n \nErin Ludwig\nAssociate General Counsel – Labour and Employment\nAlberta Health Services \n\n\n \nLisa Mason\nActing Regional Director – Alberta\nAlberta Regional Office\nCanadian Union of Public Employees (CUPE) \n\n\nAs the country navigates turbulent economic times\, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. In this session\, panelists will address key considerations including: \n\nWhat options\, short of large-scale restructuring\, are available to employers and unions seeking to mitigate economic pressures?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff requiring the application of seniority rights?\nHow does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nWhat measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?\n\nBreak: 3:20 pm – 3:35 pm \n\nPlenary 4 - Complex Issues in Accommodation: Neurodiversity\, family status\, return-to-office mandates\, medical information\, and more - 3:35 pm – 4:50 pm\n\n\n \nBob Blakely\nUnion Counsel\nBlakely & Dushensky Legal Counsel \n\n\n \nApril Kosten\nEmployer Counsel\nDentons \n\n\n \nDr. Perry Sirota\nClinical & Forensic Psychologist\nSirota Psychological Services \n\n\nEmployers and unions often need to address the needs of employees and members that may not be immediately visible. In this panel\, experts will provide insight into complex accommodation issues and provide guidance on the types of information that can be requested or must be provided in support of various accommodation requests. Specifically: \n\nWhen will an employee be allowed to work from home as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness in the workplace warrant accommodation? What medical information is required to support such a request?\nWhat is “neurodivergence”? What types of medical information can employers request from neurodivergent employees seeking accommodation? What are common workplace accommodations for neurodivergent employees?\n\nWhat are the unique privacy concerns Involved? \n\nWhat are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional? Is an employer ever entitled to an employee’s diagnosis?\nHow should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhen will it be appropriate for an employer to request a fitness-to-work assessment or an Independent Medical Examination (“IME”)? What is the union’s role in this process?\nIn what circumstances have decision-makers found that employees should be permitted to work from home or on a full-time or part-time basis\, in order to accommodate obligations related to family status\, such as childcare or eldercare??\nWhat kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nAlberta Labour Arbitration and Policy Conference – Evening Day 1 and Full Day 2 (Skills Training Workshop sold separately) \n$1\,495.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \nBundle pricing is available: \n\nAlberta Labour Arbitration and Policy Conference – Bundle (Conference Day + Workshop) \n$1\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \nYou may also be interested in: \nAttendees can also register for one of three concurrent skills training workshops offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference. The workshop includes panel discussions and hands-on scenarios addressing bargaining and labour arbitration challenges and is designed to complement the Alberta Labour Arbitration and Policy Conference. The conference and workshop may be attended separately or as a bundled registration. Attendees have the option to pick one of: \nWorkshop 1: Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nWorkshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation \nWorkshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships \nConference Co-Chairs \n\n\n \nThomas Hesse\nPresident\nUnited Food and commercial workers Canada local 401 \n\n\n \nJacqueline Lacasse\nGeneral Counsel and VP People & Culture\nUniversity of Calgary \n\n\n \nJeremy Schick\nVice-Chair with the Labour Relations Board \n\n\n\nAdvisory Committee \n\n  \n\n \nMark Asbell\, K.C.\nArbitrator\, Mediator\, and Adjudicator\nAsbell Dispute Resolutions \n\n\n \nClayton Cook\nUnion Counsel\nMcGowan Cook \n\n\n \nMarcella Clarke\nSenior Labour Relations Advisor\nAlberta Health Services \n\n\n \nJackie Laviolette\nEmployer Counsel\nMatthews Dinsdale & Clarke \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board \n\n\n \nBen Zorn\nManager of Labour Relations\nAUPE \n\n\n\nCPD \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. \nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter this date\, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 19\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com
URL:https://lancasterhouse.com/event/44th-annual-alberta-labour-arbitration-and-policy-conference/
LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/44th-Annual-Alberta-Labour-Arbitration-and-Policy-Conference.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20261006
DTEND;VALUE=DATE:20261008
DTSTAMP:20260408T160259
CREATED:20260211T163830Z
LAST-MODIFIED:20260224T153428Z
UID:19053-1791244800-1791417599@lancasterhouse.com
SUMMARY:Ontario Labour Law Conference
DESCRIPTION:Overview \nThe Ottawa Labour Law Conference is the go-to event for labour relations and HR professionals\, legal practitioners\, and arbitrators\, investigators\, and mediators. Focusing on the latest developments in federal sector and Ontario labour relations\, this conference offers practical discussions on recent key cases\, legislative updates\, and workplace challenges shaping today’s labour environment. Participants will explore how current legal decisions impact labour relations strategies and workplace compliance. Designed for professionals looking to stay ahead in a rapidly changing field\, the event also provides valuable networking opportunities with leading voices in law\, government\, and labour relations. Deepen your understanding of Canadian labour law\, sharpen your approach to workplace issues\, and build connections that matter. \nAttendees also have the option to attend our featured workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference at the same venue. \n\nWhat to Expect \nIn this conference\, leading labour relations professionals and subject matter experts will explore recent legal developments and emerging workplace challenges.  \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources. These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for: \n\nHuman Resources (HR) Managers and Directors – Stay informed on the latest developments and best practices in the world of labour relations.\nIndustrial Relations Specialists – Navigate the complexities of emerging workplace issues in unionized environments.\nExecutives and Business Leaders – Learn how to weather the current economic forecast and strategically address the latest workplace challenges.\nUnion Officers and Representatives – Advocate effectively for workers’ rights with respect to new technologies\, return-to-office mandates\, and more.\nLabour and Employment Lawyers/Consultants – Stay informed on the latest developments and hear from top voices on complex workplace issues.\n\n\nLearning Outcomes \nBy attending\, you will: \n\nGain a comprehensive understanding of recent cases and legislative changes impacting the world of labour relations.\nReceive a comprehensive materials package summarizing key recent practical tips\, caselaw\, legislation and resources\nEngage with leading experts through interactive Q+A periods\, enhancing your professional practice.\nNetwork with peers across industries\, fostering collaborative approaches to labour relations challenges.\n\n\nTuesday\, October 6\, 2026 \nComing Soon. \n\nWednesday\, October 7\, 2026 \nComing Soon. \n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nOntario Labour Law Conference – Both Days $1\,755.00Add to cart	\n			\n  \nOntario Labour Law Conference – Day 1 $1\,255.00Add to cart	\n			\n  \nOntario Labour Law Conference – Day 2 $1\,255.00Add to cart	\n			\n  \nBundle pricing is also available: \n\nOntario Labour Law Conference – Bundle (Conference + Workshop) $2\,195.00Add to cart	\n			\n  \nConference Co-Chairs \nComing Soon. \nAdvisory Committee \nComing Soon. \nCPD \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.
URL:https://lancasterhouse.com/event/ontario-labour-law-conference/
LOCATION:Rogers Centre Ottawa\, 55 Colonel By Drive\, Ottawa\, Ontario\, K1N 9J2\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/02/ontario-labour-law-conference.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20261104
DTEND;VALUE=DATE:20261105
DTSTAMP:20260408T160259
CREATED:20260303T205328Z
LAST-MODIFIED:20260326T183947Z
UID:19204-1793750400-1793836799@lancasterhouse.com
SUMMARY:B.C. Bargaining in the Broader Public Sector Conference
DESCRIPTION:Overview \nThe BC Bargaining in the Broader Public Sector Conference brings together top union leaders\, employer representatives\, negotiators\, HR professionals\, legal experts\, and government officials to explore the latest factors shaping public sector labour negotiations. \nIdeal for those gearing up for bargaining\, the conference highlights recent legislative changes\, wage settlements\, economic and arbitral trends\, and other emerging issues at the bargaining table. Sessions focus on proven bargaining strategies\, and best practices tailored to Western Canada’s labour relations environment. \nMore than just an educational event\, this conference offers meaningful networking opportunities with seasoned negotiators and industry experts. Equip yourself with practical knowledge and professional connections to navigate the complexities of public sector bargaining successfully. \nAttendees also have the option to attend one of two featured workshops offered by Lancaster’s Centre for Labour Relations Training & Development\, taking place the day after the conference at the same venue. \n\nWhat to Expect \nIn this conference\, leading economic experts and negotiators will examine economic trends\, legal developments\, and emerging workplace issues impacting negotiations in the broader public sector. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources. These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for: \n\nUnion Negotiators – Connect with other union leaders and hear from top voices on strategies at the table.\nGovernment Representatives and Human Resources (HR) Managers and Directors – Build bargaining approaches informed by the latest legal and economic developments while connecting with and hearing from union counterparts.\nIndustrial Relations Specialists and Labour Lawyers/Consultants – Stay up to date on the latest developments impacting public sector bargaining and evolving collective agreement language on complex and emerging workplace issues.\n\n\nLearning Outcomes \nBy attending this conference\, you will: \n\nGain a comprehensive understanding of federal and B.C. economic and fiscal outlooks and the implications for labour relations\, and how this may impact public sector bargaining. \nLearn how to translate these economic realities into bargaining strategies and understand and communicate how the statistics may impact approaches at the table.\nKeep informed on recent cases and legislative changes impacting bargaining\, including the legality of government interventions in strike actions.\nKnow how to modify collective agreements for modern workplaces.\nEngage with leading experts through interactive Q+A periods\, enhancing your professional practice.\nNetwork with peers across industries and across the table\, building bridges and fostering collaborative approaches to bargaining challenges\n\n\nSample Materials \nClick the following link to see an excerpt from a previous year’s materials. \n\nWednesday\, November 4\, 2026 \nComing Soon. \n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nChanges and NotificationsAll dates\, prices\, and locations are subject to change. Registrants will be notified of any changes to venues or dates. If you have any questions\, please contact customerservice@lancasterhouse.com. \n\nPricing \nB.C. Bargaining in the Broader Public Sector Conference \n$1\,455.00Add to cart	\n			\n  \n\nB.C. Bargaining in the Broader Public Sector Conference + B.C. Bargaining in the Broader Public Sector Skills Training Workshop \n$2\,355.00Add to cart	\n			\n  \n\nB.C. Bargaining in the Broader Public Sector Conference + B.C. Labour Arbitration and Policy Conference + B.C. Labour Arbitration and Policy Skills Training Workshop or B.C. Bargaining in the Broader Public Sector Skills Training Workshop \n$2\,995.00Add to cart	\n			\n  \n\nB.C. Labour Arbitration and Policy Conference \nAttend Lancaster House’s B.C. Labour Arbitration and Policy Conference\, taking place at the same venue two days after this conference – November 6\, 2026. \nTailored for labour relations professionals\, lawyers\, consultants\, arbitrators\, and mediators\, the event will feature engaging discussions on the latest caselaw and legislative updates and procedural tools and challenges. Connect with leading legal and labour relations professionals and build the knowledge and relationship essential for success in Western Canada’s legal landscape. \n\nFeatured Workshops \nAttendees have the option to attend one of two featured workshops offered by Lancaster’s Centre for Labour Relations Training & Development\, taking place the day before the conference at the same venue. \nIn these interactive\, day-long workshops\, participants will hear from leading experts and work in small groups on skill-building exercises\, learning practical tools and techniques that will prove invaluable in day-to-day work. \nB.C. Bargaining in the Broader Public Sector Skills Training Workshop \nB.C. Labour Arbitration and Policy Conference Skills Training Workshop \n\nConference Co-Chairs \nComing Soon. \n\nAdvisory Committee \nComing Soon. \n\nCPD \nConference CPD\n\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.
URL:https://lancasterhouse.com/event/b-c-bargaining-in-the-broader-public-sector-conference/
LOCATION:British Columbia
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/virtual-pensions-2024-headers.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20261106
DTEND;VALUE=DATE:20261107
DTSTAMP:20260408T160259
CREATED:20260303T205337Z
LAST-MODIFIED:20260326T184042Z
UID:19213-1793923200-1794009599@lancasterhouse.com
SUMMARY:B.C. Labour Arbitration and Policy Conference
DESCRIPTION:Overview \nThe B.C. Labour Arbitration and Policy Conference is tailored for arbitrators\, union and employer counsel\, and labour relations professionals focused on mastering the arbitration process. The event features engaging discussions on major case law updates\, evolving best practices\, and key policy shifts impacting arbitration. Key topics include resolving complex disputes\, navigating procedural challenges\, and addressing new workplace arbitration issues. Attendees will gain practical strategies for applying arbitration decisions and managing workplace relations effectively. This conference is also a prime opportunity to connect with leading legal professionals and arbitration experts. The B.C Labour Arbitration and Policy Conference delivers the knowledge and relationships essential for success in Western Canada’s legal landscape. \n\nWhat to Expect \nThis full-day conference offers more than just timely legal updates\, it’s an opportunity to connect\, learn\, and engage with leading voices in labour arbitration. \nThroughout the day\, you’ll benefit from: \n\nExpert-led discussions featuring union-side\, employer-side\, and neutral perspectives on today’s most pressing workplace issues\nOpportunities to ask questions\, either verbally or electronically\, following each panel\nNetworking with colleagues and top arbitrators from across the field in an ideal setting to exchange ideas\, build connections\, and gain new perspectives\nA comprehensive digital materials package including textbook chapters\, case summaries\, and curated legal materials prepared by Lancaster House’s legal team\n\nTo keep you energized and connected\, we’re pleased to provide: \n\nBreakfast on arrival\nA catered lunch\nRefreshments during scheduled breaks\n\nWhether you’re preparing for your next hearing or refining your workplace policies\, this conference will leave you better equipped with the knowledge\, strategies\, and connections you need to navigate today’s complex labour relations environment. \n\nWho Should Attend? \nThe Labour Arbitration and Policy Conference is designed for professionals involved in managing\, resolving\, or advising on workplace disputes in unionized environments. This event offers critical insights and practical strategies for those who need to stay on top of legal developments\, evolving policy issues\, and best practices in arbitration. \nThis conference is ideal for: \n\nUnion representatives and labour advocates\nStay current on arbitration trends\, case law\, and legislative changes that impact the rights and responsibilities of workers and unions.\nEmployer representatives and HR professionals\nGain practical tools for managing grievances\, navigating accommodation requests\, and preparing for arbitration in a legally sound and efficient manner.\nLabour and employment lawyers\nDeepen your knowledge of recent decisions\, procedural strategies\, and emerging issues to better advise your clients and strengthen your advocacy.\nArbitrators and adjudicators\nEngage with current legal and workplace issues from both union and management perspectives to inform your decision-making and stay attuned to sector developments.\n\n\nLearning Outcomes \nBy attending this conference\, you will: \n\nEnhance your understanding of key legal developments and legislative changes shaping labour arbitration and workplace policy in Canada.\nDeepen your insight by hearing from union\, management\, and neutral perspectives on emerging trends and practical challenges in arbitration.\nGrow your professional network by connecting with top arbitrators\, legal experts\, and fellow practitioners throughout the day.\n\n\nSample Materials \nClick the following link to see an excerpt from a previous year’s materials. \n\nFriday\, November 6\, 2026 \nComing Soon. \n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nChanges and NotificationsAll dates\, prices\, and locations are subject to change. Registrants will be notified of any changes to venues or dates. If you have any questions\, please contact customerservice@lancasterhouse.com. \n\nPricing \nB.C. Labour Arbitration and Policy Conference \n$1\,455.00Add to cart	\n			\n  \nB.C. Labour Arbitration and Policy Conference + B.C. Labour Arbitration and Policy Skills Training Workshop \n$2\,355.00Add to cart	\n			\n  \nB.C. Bargaining in the Broader Public Sector Conference + B.C. Labour Arbitration and Policy Conference + B.C. Labour Arbitration and Policy Skills Training Workshop or B.C. Bargaining in the Broader Public Sector Skills Training Workshop \n$2\,995.00Add to cart	\n			\n  \nB.C. Public Sector Bargaining ConferenceAttend Lancaster House’s B.C. Public Sector Bargaining Conference\, taking place at the same venue on November 4\, 2026. \nThe B.C. Public Sector Bargaining Conference brings together top union leaders\, employer representatives\, negotiators\, HR professionals\, legal experts\, and government officials to examine the latest factors shaping public sector labour negotiations. Ideal for those gearing up for bargaining\, the conference highlights recent legislative changes\, wage settlements\, and economic and arbitral trends. More than just an educational event\, this conference offers meaningful networking opportunities with seasoned negotiators and industry experts. Equip yourself with practical knowledge and professional connections to navigate the complexities of public sector bargaining successfully. \n\nFeatured Workshops Attendees have the option to attend one of two featured workshops offered by Lancaster’s Centre for Labour Relations Training & Development\, taking place the day before the conference at the same venue. \nIn these interactive\, day-long workshops\, participants will hear from leading experts and work in small groups on skill-building exercises\, learning practical tools and techniques that will prove invaluable in day-to-day work. \nB.C. Bargaining in the Broader Public Sector Skills Training Workshop \nB.C. Labour Arbitration and Policy Conference Skills Training Workshop \n\nConference Co-Chairs \nComing Soon. \n\nAdvisory Committee \nComing Soon. \n\nCPD \nConference CPD\n\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.
URL:https://lancasterhouse.com/event/b-c-labour-arbitration-and-policy-conference/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/virtual-pensions-2024-headers.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20261202
DTEND;VALUE=DATE:20261203
DTSTAMP:20260408T160259
CREATED:20260319T193642Z
LAST-MODIFIED:20260326T185306Z
UID:19341-1796169600-1796255999@lancasterhouse.com
SUMMARY:Ontario Bargaining in the Broader Public Sector Conference
DESCRIPTION:Overview \nLancaster House’s Ontario Bargaining in the Broader Public Sector Conference will offer essential updates and analysis for union and management representatives\, legal practitioners\, and labour relations professionals. \nTo deepen your learning\, don’t miss the interactive Skills Training Workshop\, taking place at the same venue on on Wednesday\, December 2. This full-day session will allow attendees to work through realistic scenarios with guidance and analysis from experienced panelists\, offering practical tools and strategic insights to help you respond to evolving bargaining demands. \nWhat to Expect \nThe day will begin with a networking breakfast\, giving attendees the chance to connect with colleagues and peers before diving into the program. Throughout the conference\, you’ll have multiple opportunities to engage with others in the field—during refreshment breaks\, over lunch\, and between sessions—making this not only a learning opportunity but a valuable space to exchange ideas\, compare experiences\, and build professional relationships. \nPanelists will include leading voices from union\, management\, and neutral perspectives\, with moderated discussions and interactive Q&A sessions to encourage dialogue and deeper insight. \nAll attendees will also receive a comprehensive digital resource package\, including case summaries\, textbook chapters\, and legal commentary compiled by Lancaster House’s legal research lawyers. \n\nWho Should Attend? \nThis conference is ideal for: \n\nUnion Negotiators – Connect with other union leaders and hear from top voices on strategies at the table.\n\n\nGovernment Representatives and Human Resources (HR) Managers and Directors – Build bargaining approaches informed by the latest legal and economic developments while connecting with and hearing from union counterparts.\n\n\nIndustrial Relations Specialists and Labour Lawyers/Consultants – Stay up to date on the latest developments impacting public sector bargaining and evolving collective agreement language on complex and emerging workplace issues.\n\n\nLearning Outcomes \nBy attending this conference\, you will: \n\nGain a comprehensive understanding of federal and Ontario economic and fiscal outlooks and the implications for labour relations\, and how this may impact public sector bargaining. \n\n\nLearn how to translate these economic realities into bargaining strategies and understand and communicate how the statistics may impact approaches at the table.\n\n\nKeep informed on recent cases and legislative changes impacting bargaining\, including the legality of government interventions in strike actions.\n\n\nEngage with leading experts through interactive Q+A periods\, enhancing your professional practice.\n\n\nNetwork with peers across industries and across the table\, building bridges and fostering collaborative approaches to bargaining challenges.\n\n\nSample Materials \nClick the following link to see an excerpt from a previous year’s materials. \n\nWednesday\, December 2\, 2026 Coming Soon. \n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nChanges and Notifications \nAll dates\, prices\, and locations are subject to change. Registrants will be notified of any changes to venues or dates. If you have any questions\, please contact customerservice@lancasterhouse.com. \n\nPricing \nOntario Bargaining in the Broader Public Sector Conference \n$1\,455.00Add to cart	\n			\n  \nOntario Bargaining in the Broader Public Sector Conference + Ontario Bargaining in the Broader Public Sector Skills Training Workshop \n\n$2\,355.00Add to cart	\n			\n  \nOntario Bargaining in the Broader Public Sector Conference + Ontario Labour Arbitration and Policy Conference + Ontario Labour Arbitration and Policy Skills Training Workshop or Ontario Bargaining in the Broader Public Sector Skills Training Workshop \n\n$2\,995.00Add to cart	\n			\n  \nOntario Labour Arbitration and Policy ConferenceAttend Lancaster House’s Ontario Labour Arbitration and Policy Conference\, taking place on December 3\, 2026. \nTailored for labour relations professionals\, lawyers\, and consultants\, as well as arbitrators and mediators\, the event will feature engaging discussions on the latest caselaw and legislative updates and procedural tools and challenges. Connect with leading legal and labour relations professionals and build the knowledge and relationships essential for success in Eastern Canada’s legal landscape. \nFeatured Workshops \nAttendees have the option to attend one of two featured workshops offered by Lancaster’s Centre for Labour Relations Training & Development\, taking place at the same venue on December 4\, 2026. \nIn these interactive\, day-long workshops\, participants will hear from leading experts and work in small groups on skill-building exercises\, learning practical tools and techniques that will prove invaluable in day-to-day work. \nCheck back soon for more details. \nOntario Bargaining in the Broader Public Sector Skills Training Workshop \nOntario Labour Arbitration and Policy Conference Skills Training Workshop \nConference Co-Chairs \nComing Soon. \n\nAdvisory Committee \nComing Soon. \n\nCPD \nConference CPD\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.
URL:https://lancasterhouse.com/event/ontario-bargaining-in-the-broader-public-sector-conference/
LOCATION:British Columbia
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/virtual-pensions-2024-headers.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20261203
DTEND;VALUE=DATE:20261204
DTSTAMP:20260408T160259
CREATED:20260319T193700Z
LAST-MODIFIED:20260326T185539Z
UID:19338-1796256000-1796342399@lancasterhouse.com
SUMMARY:Ontario Labour Arbitration and Policy Conference
DESCRIPTION:Overview \nLancaster House’s Ontario Labour Arbitration and Policy Conference will offer essential updates and analysis for union and management representatives\, legal practitioners\, and labour relations professionals. \nTo complement the main event\, attendees are invited to participate in a full-day interactive workshop on December 4\, 2026. This practical session will feature hands-on scenarios guided by experienced panelists\, offering tailored feedback and strategies to strengthen your skills. \nWhat to Expect \nThe day will begin with a networking breakfast\, giving attendees the chance to connect with colleagues and peers before diving into the program. Throughout the conference\, you’ll have multiple opportunities to engage with others in the field\, making this not only a learning opportunity but a valuable space to exchange ideas\, compare experiences\, and build professional relationships. \nBetween sessions\, during refreshment breaks and lunch\, you’ll have the chance to connect with peers\, share strategies\, and engage directly with speakers and fellow attendees. \nParticipants will also receive a comprehensive digital resource package featuring case summaries\, legal analysis\, and curated materials for ongoing reference. \n\nWho Should Attend? \nThe Labour Arbitration and Policy Conference is designed for professionals involved in managing\, resolving\, or advising on workplace disputes in unionized environments. This event offers critical insights and practical strategies for those who need to stay on top of legal developments\, evolving policy issues\, and best practices in arbitration. \nThis conference is ideal for: \n\nUnion representatives and labour advocates\nStay current on arbitration trends\, case law\, and legislative changes that impact the rights and responsibilities of workers and unions.\n\n\nEmployer representatives and HR professionals\nGain practical tools for managing grievances\, navigating accommodation requests\, and preparing for arbitration in a legally sound and efficient manner.\n\n\nLabour and employment lawyers\nDeepen your knowledge of recent decisions\, procedural strategies\, and emerging issues to better advise your clients and strengthen your advocacy.\nArbitrators and adjudicators\nEngage with current legal and workplace issues from both union and management perspectives to inform your decision-making and stay attuned to sector developments\n\n\nLearning Outcomes By attending this conference\, you will: \n\nEnhance your understanding of key legal developments and legislative changes shaping labour arbitration and workplace policy in Canada.\n\n\nSharpen your skills in managing complex accommodation requests.\n\n\nStrengthen your approaches with greater confidence and clarity.\n\n\nDeepen your insight by hearing from union\, management\, and neutral perspectives on emerging trends and practical challenges in arbitration.\n\n\nImprove your hearing preparation by integrating updated legal knowledge\, case law\, and procedural tools into your practice.\nGrow your professional network by connecting with top arbitrators\, legal experts\, and fellow practitioners throughout the day\n\n\nSample Materials \nClick the following link to see an excerpt from a previous year’s materials. \n\nThursday\, December 3\, 2026 Coming Soon. \n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nChanges and Notifications \nAll dates\, prices\, and locations are subject to change. Registrants will be notified of any changes to venues or dates. If you have any questions\, please contact customerservice@lancasterhouse.com. \n\nPricing \nOntario Labour Arbitration and Policy Conference \n$1\,455.00Add to cart	\n			\n  \nOntario Labour Arbitration and Policy Conference + Ontario Labour Arbitration and Policy Skills Training Workshop \n\n$2\,355.00Add to cart	\n			\n  \nOntario Bargaining in the Broader Public Sector Conference + Ontario Labour Arbitration and Policy Conference + Ontario Labour Arbitration and Policy Skills Training Workshop or Ontario Bargaining in the Broader Public Sector Skills Training Workshop \n\n$2\,995.00Add to cart	\n			\n  \nOntario Public Sector Bargaining Conference \nAttend Lancaster House’s Ontario Public Sector Bargaining Conference\, taking place at the same venue on December 2\, 2026. \nThe Ontario Public Sector Bargaining Conference brings together top union leaders\, employer representatives\, negotiators\, HR professionals\, legal experts\, and government officials to examine the latest factors shaping public sector labour negotiations. Ideal for those gearing up for bargaining\, the conference highlights recent legislative changes\, wage settlements\, and economic and arbitral trends. Sessions focus on proven bargaining strategies\, effective dispute resolution techniques\, and best practices tailored to Ontario and Canada’s labour relations environment. More than just an educational event\, this conference offers meaningful networking opportunities with seasoned negotiators and industry experts. Equip yourself with practical knowledge and professional connections to navigate the complexities of public sector bargaining successfully. \nFeatured Workshops \nAttendees have the option to attend one of two featured workshops offered by Lancaster’s Centre for Labour Relations Training & Development\, taking place at the same venue on December 4\, 2026. \nIn these interactive\, day-long workshops\, participants will hear from leading experts and work in small groups on skill-building exercises\, learning practical tools and techniques that will prove invaluable in day-to-day \nOntario Bargaining in the Broader Public Sector Skills Training Workshop \nOntario Labour Arbitration and Policy Conference Skills Training Workshop \nConference Co-Chairs \nComing Soon. \n\nAdvisory Committee \nComing Soon. \n\nCPD \nConference CPD\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.
URL:https://lancasterhouse.com/event/ontario-labour-arbitration-and-policy-conference/
LOCATION:British Columbia
CATEGORIES:Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/virtual-pensions-2024-headers.jpg
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END:VCALENDAR