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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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BEGIN:VEVENT
DTSTART;VALUE=DATE:20260430
DTEND;VALUE=DATE:20260502
DTSTAMP:20260404T063419
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
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260525
DTEND;VALUE=DATE:20260527
DTSTAMP:20260404T063419
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
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260618
DTEND;VALUE=DATE:20260620
DTSTAMP:20260404T063420
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:20260404T063420
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:20260404T063420
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:20260404T063420
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:20260404T063420
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:20260404T063420
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
END:VEVENT
END:VCALENDAR