Edmonton Bargaining in the Broader Public Sector Conference 2025
2025-11-06 - 2025-11-07 | Westin Edmonton, 10135 100th Street, Edmonton, Alberta, T5J 0N7, Canada
Friday, November 7, 2025
Breakfast and Registration: 8:00 am – 9:00 am

Introductory remarks: 9:00 am – 9:05 am

Panel 1: Dollars and Sense of Public Bargaining: Evaluating Alberta's economic and fiscal outlook - 9:05 am – 9:50 am

Richard E. Mueller
Professor
Department of Economics
University of Lethbridge

Catherine Rothrock
Chief Economist
Alberta Treasury Board and Finance

What economic conditions will we face in 2026? In this forward-looking session, economists will examine 2026 economic and fiscal forecasts in Alberta and federally. Specifically, the panel will address:

Provincial and federal growth forecasts;
Inflation, interest rates, and cost-of-living expectations;
Employment and labour market conditions;
Provincial comparisons and impact of trade with the United States; and
Economic priorities in 2026 Alberta and federal budgets.

Break: 9:50 am – 10:05 am

Panel 2: From Statistics to Strategies: Navigating public sector negotiations in the current economic climate - 10:05 am – 11:05 am

Steve Bradshaw
President
Amalgamated Transit Union (ATU) Local 569

Gabriel Joshee-Arnal
Employer Counsel
Neuman Thompson

Deborah Schaan
General VP North, CUPE Alberta Division
CUPE Local 417, President

Anna Turcza-Karhut
Supervisor of the City of Edmonton Labour and Employment Lawyers

Experienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Alberta’s economic outlook. Specifically, the panelists will address the following questions:

What do the recent fiscal update and economic statement, fiscal plan, and other communications from the Government of Alberta tell us about the provincial government’s bargaining priorities for the end of 2025 and beyond?
What economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Alberta’s current economic situation that negotiators need to pay particular attention to in bargaining? How is the approach to bargaining affected by uncertain times?
How will the uncertainty surrounding U.S. tariffs and the Canadian response, such as retaliatory tariffs, impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?
How will the current state of the economy affect negotiating wage increases? How will inflation and the increased cost of living affect bargaining in this area? Does Alberta’s stagnant minimum wage play a role?
How important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table? Can an employer meeting a union’s non-monetary demands make up for not meeting monetary demands?
How do hiring freezes and layoffs, resulting in increased job complexity and workloads, affect bargaining?

Break: 11:05 am – 11:20 am

Keynote Speech by Leanne Young - The Human Dynamics of Alberta’s Unique Bargaining Framework - 11:20 am – 11:50 am

Leanne Young, K.C.
Chartered Arbitrator, Mediator and Adjudicator
Resolve ADR

Exploring Alberta’s bargaining framework as a living system that is driven by people and not a set of laws or fiscal policies. Alberta’s specific framework demonstrates this using trust, transparency, and the invisible influence that government mandates create.Networking Lunch: 11:50 am – 12:50 pm

Panel 3: Current and Critical: Exploring recent caselaw and legislative developments - 12:50 pm – 1:50 pm

Dan Bokenfohr
Employer Counsel
McLennan Ross

Ella Henry
Counsel
Canadian Union of Public Employees

Nancy Schlesinger
Chair and Essential Services Commissioner
Alberta Labour Relations Board

In this session, panelists will examine the latest decisions, legislative changes, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including:

the legality of recent government interventions pausing or prohibiting strikes in the railway, ports, postal, airline, education, and other sectors;
a recent Quebec Court of Appeal decision limiting the role of governments in the selection of impartial interest arbitrators;
the trends in recent labour board decisions addressing issues such as unfair labour practices, good faith bargaining, statutory freeze violations, contracting out, bargaining unit scope, essential services agreements, and delineating “core” and “non-core” union activities;
the impact of recent interest arbitration decisions addressing inflation, morale, staffing and retention, and changing social, political, and economic conditions; and
the effectof recent grievance arbitration awards addressing collective agreement interpretation, including the assessment of employees’ contractual entitlements during lay-offs and restructuring.

The session will also address key legislative changes, including:

the implications for protest activity of Alberta’s Justice Statutes Amendment Act, adding certain healthcare facilities to the province’s Critical Infrastructure Defence Act;
changes to Alberta’s healthcare system introduced through Alberta’s latest Health Statutes Amendment Acts and related concerns with respect to privatization and working conditions;
the “Common Front Solidarity Pact” recently reached between the Alberta Federation of Labour and other unions within the province.
legislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and
legislation restricting the use of strike replacement workers passed federally and in Manitoba.

Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a changing legal and political landscape.
Break: 1:50 pm – 2:05 pm

Fireside Chat - The Multigenerational Advantage - Building Stronger Teams, Now and for the Future - 2:05 pm – 2:35 pm

Evangeline Berube
Associate Director
Robert Half

The diverse age range of today’s workforce can often leave employers struggling to balance hiring strategies, compensation and benefit decisions, and workplace cultures based on how they support and resonate differently with employees across generations. The good news is the gap between generations frequently isn’t as wide as you might think, and the differences that exist aren’t necessarily the ones you’d expect. From emerging opportunities to generational insights, this session will explore the influence of baby boomers, Gen X, millennials, and Gen Z on today’s workforce, along with the impacts of various policies on their productivity and well-being.
Join Adam Cembrowski, a partner with Nugent Law Office as he discusses the multigenerational workforce with Evangeline Berube, Vice President and Associate Director with Robert Half.Break: 2:35 pm – 2:45 pm

Panel 4: Modernizing Collective Agreements: AI, EDI, remote work, restructuring, outsourcing, scope of benefits and leaves, new technologies, and more - 2:45 pm – 4:00 pm

Rohit Gill
Labour Relations Officer at United Nurses of Alberta

Adam Norget
Director of HR Legal Services & Legal Counsel
Edmonton Police Service

Ryan K. Smith
Employer counsel
Neuman Thomson

The future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology, evolving workplace expectations, and legal developments are driving the need for modernization. Topics to be addressed include:

The impact of artificial intelligence (“AI”) on employee hiring and management
New technologies relating to surveillance and monitoring of employees at work
Remote work and flexible workplace arrangements
Equity, Diversion and Inclusion (“EDI”) in the workplace
The right to disconnect
Scope of benefits and leaves of absence
Outsourcing work
Restructuring
Social media during bargaining

Closing Remarks: 4:00 pm

RegisterThursday, November 6, 2025
Workshop
*Workshop sold separately from stand-alone conference.

Bargaining Beyond the Basics: Advanced skills in public sector bargaining

Paulette Dekelver
Arbitrator/Mediator

Teresa Haykowsky
Employer Counsel
McLennan Ross

Lisa Mason
Regional Director
CUPE Alberta

In this full-day workshop, experts will help participants improve their bargaining skills beyond the basics, with a focus on overcoming negotiating roadblocks, communicating during bargaining, and crafting appropriate collective agreement language. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. Topics include:

Applying negotiation strategies to preserve relationships during bargaining and improve outcomes;
Communicating with members or employees and the media during bargaining;
Counteracting bad faith bargaining;
Addressing confidential mandates under Alberta’s Public Sector Employers Act;
Determining the cost of benefits under a collective agreement;
Interpreting collective agreement language; and
Crafting clear and compelling collective agreement language.

Register
Edmonton Bargaining in the Broader Public Sector Conference – Single day$1,395.00Select options
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Edmonton Bargaining in the Broader Public Sector Conference – Workshop$1,295.00Add to cart

Edmonton Bargaining in the Broader Public Sector Conference & Workshop$2,195.00Add to cart

Conference Co-Chairs

Adam Cembrowski
Union Counsel
Nugent Law Office

Maurice Dransfeld
Employer Counsel
McLennan Ross

Conference Advisory Committee

Alison Adam
Employer Counsel
McLennan Ross

Heather Smith
President
United Nurses of Alberta

Steve Stringfellow
Assistant Deputy Minister, Labour Relations Policy & Programs
Public Service Commission
Government of Alberta

Terry Sway
Associate Director of Operations
Non-Academic Staff Association (NASA)
University of Edmonton

Ruth Strong, Retired
Senior Lead, Disputes and Advisory Services
City of Edmonton

CPD
Conference CPD

This program has been approved by CPHR Alberta for 5 Continuing Professional Development hours.

Workshop CPD

This program has been approved by CPHR Alberta for 5.33 Continuing Professional Development hours.

Register

Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
2025-11-19 - 2025-11-21 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
Thursday, November 20, 2025
Bargaining in the Broader Public Sector Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory remarks: 9:00 am – 9:05 am

Panel 1 - Scanning the Economic Horizon: Expert insights into B.C.'s financial outlook - 9:05 am – 10:05 am

Alex Hemingway
Senior Economist and Public Finance
BC Society for Policy Solutions

Susan Mowbray
Partner
Economics and Research
MNP

What economic conditions will we face in 2026? In this forward-looking session, economists will examine 2026 economic and fiscal forecasts in B.C. and federally. Specifically, the panel will address:

Provincial and federal growth forecasts;
Inflation, interest rates, and cost-of-living expectations;
Employment and labour market conditions;
Provincial comparisons and impact of tariffs on trade with the United States; and
Economic priorities in 2026 B.C and federal budgets.

Break: 10:05 am – 10:20 am

Panel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:35 am

Norah Miner
Director of Bargaining
Health Sciences Association of BC (HSABC)

Mike Vizsolyi
Executive Director, Employee and Labour Relations
University of British Columbia (UBC)

Experienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of British Columbia’s economic outlook. Specifically, the panelists will address the following questions:

What do recent communications from the Government of British Columbia tell us about the provincial government’s bargaining priorities for currently and for the year ahead?
What economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to British Columbia’s current economic situation that negotiators need to pay particular attention to in bargaining?
How will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?
How will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?
How important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?
How are the parties coping with freezes and layoffs as well as labour shortages in negotiations?

Break: 11:35 am – 11:50 am

Fireside Chat with Krista James - Meeting the Needs of our Intergenerational Workplaces - 11:50 am – 12:20 pm

Krista James
Policy Director and Senior Legal Counsel
Vancouver Coastal Health

Networking Lunch: 12:20 pm – 1:20 pm

Panel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in B.C. and nationwide - 1:20 pm – 2:30 pm

Jeremy Bryant
Union Counsel
Banister & Company

Tamara Ramusovic
Union Counsel
Moore Edgar Lyster LLP

Delayne Sartison
Employer Counsel
Roper Greyell LLP

Jessica Thomson
Employer Counsel
Pulver Crawford Munroe

In this session, panelists will examine the latest decisions, legislative changes, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including:

the legality of recent federal government interventions pausing or prohibiting strikes in the railway, ports, postal, education, airline, and other sectors;

recent labour board decisions addressing issues such as secondary picketing, unfair labour practices and the duty to bargain in good faith, and the use of out-of-province workers to perform struck work;
the impact of recent interest arbitration decisions addressing inflation, staffing and retention, and changing social, political, and economic conditions;
the effect of recent grievance arbitration awards, including cases addressing discriminatory collective agreement language, the use of hiring incentives, and the application of the Charter to B.C. employers in the broader public sector; and
navigating potential conflicts between collective agreement language and changing requirements in employment standards legislation; and
aftermath of the Quebec Casinos

The session will also address key legislative and policy updates, including:

the latest developments in the ongoing review of the B.C. Labour Relations Code;
measures introduced by the federal and B.C. government to avoid or cushion the impacts of ongoing trade conflict;
legislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and
legislation restricting the use of strike replacement workers passed federally and in Manitoba.

Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape.
Break: 2:30 pm – 2:45 pm

Panel 4 - Bargaining Emerging Issues: Climate change, disaster leaves, gig and remote work, new leaves and innovative benefits, new technologies, generational differences and more - 2:45 pm – 4:00 pm

Chris Beneteau
Executive Director, Labour Relations
BC Public School Employers’ Association

Erin Cutler
Senior Legal Director and General Counsel
Health Employers Association of BC (HEABC)

Richard Tones
Director of Negotiations
BC General Employees Union (BCGEU)

Thom Yachnin
Union Counsel
Victory Square Law Office

The future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology, current events, and evolving societal and workplace expectations are driving the need for modernization. Topics to be addressed include:

The impact of artificial intelligence (“AI”) on employee hiring and management;
New technologies related to surveillance and monitoring of employees;
Remote work, flexible work arrangements, and gig work;
Mental health, staffing levels, and workload;
Workplace violence;
Emerging leave and benefit provisions;
Climate change and disaster preparedness;
Equity, diversity, and inclusion; and
Generational differences in workplace and bargaining priorities.

Topics will be finalized in the weeks prior to the conference, ensuring coverage of the latest and most pressing issues.
Closing Remarks: 4:00 pm

RegisterFriday, November 21, 2025
Labour Arbitration and Policy Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory remarks: 9:00 am – 9:05 am

Panel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am

Valerie Dixon
Legal Counsel – Labour, Employment and Human Rights
City of Vancouver

Jitesh Mistry
Labour Arbitrator and Mediator
Mistry ADR

Erica Sandhu
Union Counsel
Hastings Labour Law Office

In this session, panelists will examine recent significant developments in federal and provincial labour law, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including:
Caselaw:

Government intervention in recent collective bargaining disputes including issues of freedom of association under the Charter
Remedies for breach of employment standards

class actions
arbitration agreements
Supreme Court hearing on Quebec’s secular dress code
upcoming changes

Termination

discharge and discipline
sexual harassment

Labour Board decisions

unfair labour practices
good faith bargaining
remedial certification

Workplace rights and responsibilities

privacy issues
drug and alcohol testing
workplace investigations

discrimination and accommodation
harassment and retaliation

Legislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;
legislation dealing dealing with federal supply chain transparency;
New restrictions on the use of strike replacement workers in federally regulated industries; and
Quebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit strikes.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments in a shifting economic and political landscape.
Break: 10:20 am – 10:35 am

Keynote by Stephen Kelleher - Perspectives of a Supreme Court Judge returning to Labour Arbitration and Mediation - 10:35 am – 11:05 am

Stephen Kelleher, K.C.
Arbitrator and Mediator

Arbitrator Kelleher will discuss how labour arbitration has evolved from its original purpose and how it has continued to change with the times. He will compare and contrast litigation in court and labour arbitration. Finally, he will ask whether some court procedures should be considered for the labour arbitration context.Break: 11:05 am – 11:20 am

Panel 2 - Hidden Needs, Hard Questions: Navigating complex workplace accommodations - 11:20 am – 12:30 pm

Brad Cocke
Employer counsel
Cooperwilliams Truman & Ito LLP

Jodie Gauthier
Union Counsel
Black Burke Mayor

Lesley Maisey
Occupational Health Nurse
Specialist For Disability Case Management
Sharezen Group

As workplaces reopen, accommodation requests are becoming more varied and complex. This panel will address health-related accommodations in the context of return-to-work mandates. Specifically, the following questions will be addressed:

What are common medical conditions that elude diagnosis, or that are considered “diagnoses of exclusion”? How do the stereotypes and stigma associated with these conditions contribute to the challenge of providing accommodation?
What 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?
How 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?
When will it be appropriate for an employer to request an Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?
Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy? What is the type and scope of medical information that is required to support these requests?
Does an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so, what is considered reasonable accommodation?
How should collective agreements and workplace policies be updated to comply with British Columbia’s new restrictions on sick notes for short-term absences? How do these restrictions affect other responsibilities, such as the duty to accommodate?

Networking Lunch: 12:30 pm – 1:30 pm

Fireside chat - AI and the Labour Relations Problem-Solver: Building Towards Your Irreplaceable Edge - 1:30 pm – 2:15 pm

Carolyn Janusz
Union Counsel
Goodwin Law

John McConchie
Arbitrator and Mediator

Break: 2:15 pm – 2:30 pm

Panel 3 - Pre-hearing Primer: Handling procedural delays, preliminary objections, requests for particulars, and more - 2:30 pm – 3:45 pm

Julia Bell
Employer Counsel
Roper Greyell LLP

Will Clements
Union Counsel
Koskie Glavin Gordon

Ryan Goldvine
Mediator and Arbitrator
Goldvine Dispute Resolution Services
Part-Time Member
BC Employment Standards Tribunal

Effective pre-hearing procedures are critical to the smooth and timely resolution of labour arbitration cases. This panel will offer practical insights on minimizing delays, leveraging emerging technologies, managing preliminary objections, and responding to requests for particulars and production. Panelists will share strategies for addressing common procedural challenges and ensuring hearings proceed efficiently. Specifically, panelists will address:
Delay:

What are the most common pre-hearing bottlenecks and how can they be avoided?
When does delay cross the line into abuse of process? What remedies (such as costs or adjournments) are available?

New Formats:

How do virtual and hybrid formats contribute to pre-hearing efficiency, and what procedural or practical challenges might they create?

Does any guidance exist on permissible uses of Generative AI in pre-hearing stages (g. for document review, timeline automation, etcetera)?

Request for Particulars:

What are best practices for responding to and drafting effective requests for particulars?

What types of statements, information, or documents are protected by privilege, confidentiality agreements, or privacy laws?

Preliminary Objections:

What are the most common types of preliminary objections (e.g. jurisdiction, timeliness, standing), and when should they be raised?

Should parties always raise preliminary objections early, or are there risks in doing so prematurely?

Evidence:

How do arbitrators deal with attempts to introduce evidence regarding exchanges during negotiations, estoppel notices, counterproposals in bargaining, etcetera?

General:

As prehearing processes grow more complex with expanded preliminary issues and interim orders, are they strengthening procedural fairness or complicating efficiency and proportionality?

Closing remarks: 3:45 pm – 4:00 pm

RegisterRegister Vancouver Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

Vancouver Labour Arbitration and Policy Conference$1,395.00Add to cart

Vancouver Bargaining in the Broader Public Sector Workshop$1,395.00Add to cart

Vancouver Labour Arbitration and Policy Conference Workshop$1,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle$2,995.00Select options
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Wednesday, November 19, 2025Workshops
(The schedule will run concurrently for all workshops)

Bargaining In The Broader Public Sector Conference Workshop
Bargaining for Change: Advancing Equity, Diversity, and Inclusion (EDI) at the table

Hasan Alam
Staff LawyerBC Government and Service Employees’ Union(BCGEU)

Natasha Aruliah
ConsultantJEDDI (Justice, Equity, Decolonising, Diversity and Inclusion) Specialist

Carolyn MacEachern
Employer CounselYoung Anderson

Shelina Neallani
Lawyer, Mediator, and Workplace Assessor

Special opening session led by:

Emily Ohler
Chair British Columbia Human Rights Tribunal

In this interactive workshop, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity, diversity, and inclusion (“EDI”).
Participants will hear from leading experts and work in small groups on skill-building exercises, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to:

Prepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;
Review collective agreements for problematic language and update commonly-used but exclusionary terminology;
Apply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;
Craft new collective agreement clauses to remove barriers and promote EDI, incorporating emerging language addressing topics such as cultural and religious diversity, anti-racism, decolonization and Indigenization, disability and mental health, and gender equity and diversity; and
Navigate potential conflicts between language aimed at promoting EDI and other collective agreement rights, such as seniority provisions.

All participants also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference.
Labour Arbitration And Policy Conference Workshop
Honing Your Grievance and Arbitration Skills: Tools and tactics for success

Susanna Allevato Quail
Counsel
Allevato Quail & Associates

Mike Hamata
Employer Counsel
Roper Greyell

Gabriel Somjen
Arbitrator and Mediator

Build your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution, explore how to build a persuasive case, and discuss what matters most in the hearing room.
Through a facilitated discussion and interactive exercises, attendees will learn how to:

Assess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;
Work with grievors who may present as “difficult to work with,” recognizing underlying disabilities, trauma, and other factors which may be impacting communication;
Identify when settlement or mediation is appropriate;
Recognize when a matter is unlikely to settle, assess the appropriate forum, and determine when arbitration is necessary;
Prepare for arbitration and make the most of pre-hearing processes, laying the groundwork to succeed at the hearing;
Navigate key rules of evidence, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and
Advocate effectively in the hearing, advancing the interests of your member, organization, or client.

Attendees will be encouraged to ask questions and engage with other participants. All other participants also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference.
Register Vancouver Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

Vancouver Labour Arbitration and Policy Conference$1,395.00Add to cart

Vancouver Bargaining in the Broader Public Sector Workshop$1,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference Workshop$1,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop)$2,995.00Select options
This product has multiple variants. The options may be chosen on the product page

Bargaining in the Broader Public Sector ConferenceConference Co-chairs

Leanne Bowes
Chief Executive Officer
Post-Secondary Employers’ Association

Elisabeth Finney
Union Counsel
Black Burke Mayor

Conference Advisory Committee

Jeremy Bryant
Union Counsel
Banister & Company

Andrea Mears
Labour Relations Officer Professional Employees Association

Alissa Perry
Director, Employee Relations
BC Public School Employers’ Association

Paul Reniers
Divison Manager, Collective Bargaining
Metro Vancouver

Labour Arbitration and Policy Conference
Conference Co-chairs

Carolyn Janusz
Union Counsel
Goodwin Law

James Kondopulos
Employer Counsel
Roper Greyell LLP

John McConchie
Arbitrator/Mediator

Conference Advisory Committee

Gretchen Brown
Union Counsel
British Columbia Teachers’ Federation (BCTF)

Stephanie Mayor
Union Counsel
Black Burke Mayor

Carolynn Ryan
Senior VP People & Chief Human Resources Officer
BC Hydro

Marino Sveinson
Employer Counsel
Pulver Crawford Munroe

CPD
Bargaining in the Broader Public Sector Conference CPD

This program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.

Vancouver Labour Arbitration and Policy Conference CPD

This program has been approved by CPHR BC & Yukon for 5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5 Continuing Professional Development hours.

Vancouver Bargaining in the Broader Public Sector Pre-Conference Workshop CPD

This program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.

Vancouver Labour Arbitration And Policy Pre-Conference Workshop CPD

This program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.

Register

Toronto Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
2025-12-08 - 2025-12-10 | Hilton Toronto, 145 Richmond Street West, Toronto, Ontario, M5H 2L2, Canada
Tuesday, December 9, 2025
Bargaining in the Broader Public Sector Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory Remarks: 9:00 am – 9:05 am

Panel 1 - Scanning the Economic Horizon: Expert insights into Ontario’s financial outlook - 9:05 am – 10:05 am

Rafael Gomez
Professor
Director of the Centre for Industrial Relations and Human Resources

Doug Porter
Chief Economist and Managing Director, Economics
BMO

What economic conditions will we face in 2026? In this forward-looking session, economists will examine 2026 economic and fiscal forecasts in Ontario and federally. Specifically, the panel will address:

Provincial and federal growth forecasts;
Inflation, interest rates, and cost-of-living expectations;
Employment and labour market conditions;
Provincial comparisons and impact of tariffs on trade with the United States; and
Economic priorities in 2026 Ontario and federal budgets.

Break: 10:05 am – 10:20 am

Panel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:25 am

Robert Bass
Principal
Bass Associates

Kat Leonard
National Representative
Unifor

Experienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Ontario’s economic outlook. Specifically, the panelists will address the following questions:

What do recent communications from the Government of Ontario tell us about the provincial government’s bargaining priorities for currently and for the year ahead?
What economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Ontario’s current economic situation that negotiators need to pay particular attention to in bargaining?
How will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?
How will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?
How important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?
How are the parties coping with freezes and layoffs as well as labour shortages in negotiations?

Break: 11:25 am – 11:40 am

Fireside Chat - Using AI in Bargaining - 11:40 am – 12:20 pm

Nicole Gauthier
Executive Officer and Chief Negotiator
OSSTF Toronto

Al Hounsell
National Director of AI, Innovation & Knowledge
Gowling WLG

Alison Warrian
Senior Manager, Labour Relations, Ontario Public School Boards’ Association

Coming Soon.
Networking Lunch: 12:20 pm – 1:20 pm

Panel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in Ontario - 1:20 pm – 2:30 pm

Carla Black
Employer Counsel
Rae Christen Jeffries LLP

Michael McFadden
Arbitrator and Mediator
Vice-chair
Ontario Labour Relations Board

Lauren Pearce
Union Counsel
Jones Pearce

In this session, panelists will examine the latest decisions, legislative changes, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including:

the legality of recent government interventions pausing or prohibiting strikes in the railway, ports, postal, education, airline, and other sectors;
trends in recent labour board and court decisions addressing issues such as secondary picketing, unfair labour practices, and the duty to bargain in good faith;
the impact of recent interest arbitration decisions addressing inflation, staffing and retention, and changing social, political, and economic conditions; and
the effect of recent grievance arbitration awards, including cases addressing collective agreement interpretation, discriminatory contract language, and contracting in/out.

The session will also address key legislative and policy developments, including:

the latest changes introduced through the Working for Workers series of legislation, including new and amended leave provisions, restrictions on requesting medical notes from employees in support of sick leave, the incorporation of remote work into legislative harassment provisions, and new extended layoff provisions;
legislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and
legislation restricting the use of strike replacement workers passed federally and in Manitoba.

Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape.
Break: 2:30 pm – 2:45 pm

Panel 4 - Bargaining Emerging Issues: AI, gig and remote work, new leaves and innovative benefits, modern technologies, aging workforces, and more - 2:45 pm – 4:00 pm

Matt Hopkins
Executive Director PeopleToronto Transit Commission

Kirsty Niglas-Collins
Union counselCollins & Metcalfe LLP

Jeffrey Stewart
Employer CounselSherrard Kuzz

Cynthia Watt
Vice President
AMAPCEO

The future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology, current events, and evolving societal, political, and workplace expectations are driving the need for modernization. Topics to be addressed include:

The impact of artificial intelligence (“AI”) on employee hiring and management;
New technologies related to surveillance and monitoring of employees;
Remote, hybrid, and flexible work arrangements and back-to-work mandates;
Mental health, staffing levels, and workload;
Workplace violence;
Emerging leave and benefit provisions;
Equity, diversity, and inclusion;
Job security and workplace restructuring, contracting in/out, and assignment of bargaining unit work; and
Generational differences in workplace and bargaining priorities.

Topics will be finalized in the weeks prior to the conference, ensuring coverage of the latest and most pressing issues.

Closing Remarks: 4:00 pm

RegisterWednesday, December 10, 2025
Labour Arbitration and Policy Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory Remarks: 9:00 am – 9:05 am

Panel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am

Tyler Boggs
Union Counsel
Cavalluzzo LLP

Mort Mitchnick
Arbitrator/Mediator

Erin Porter
Employer Counsel
Fasken

In this session, panelists will examine recent significant developments in federal and provincial labour law, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including:
Caselaw:

Government intervention in recent collective bargaining disputes including issues of freedom of association under the Charter
Remedies for breach of employment standards

class actions
Supreme Court hearing on Quebec’s secular dress code
upcoming changes

Termination

discharge and discipline
sexual harassment

Workplace rights and responsibilities

privacy issues
drug and alcohol testing
workplace investigations

discrimination and accommodation
harassment and retaliation
Legislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;
legislation dealing with federal supply chain transparency;
New restrictions on the use of strike replacement workers in federally regulated industries; and
Quebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit strikes.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments in a shifting economic and political landscape.
Break: 10:20 am – 10:35 am

Panel 2 - Mental Health and Medical Privacy at Arbitration: Disclosure obligations, WSIB claims, reasonable and customary limits, and more - 10:35 am – 11:45 am

Shiran Brener
Counsel
Ontario Treasury Board Secretariat

Brendan McCutchen
Union Counsel
Wright Henry LLP

Dr. Michael Schweigert
Occupational Medicine Specialist

Balancing an employer’s duty to accommodate and the privacy rights of employees is a growing challenge. This panel will explore the complex intersection of mental health disabilities, medical information, and limits on disclosure. Experts will examine recent decisions and offer practical guidance on preparing and presenting cases while protecting an employee’s sensitive personal health information. Specifically, the panel will address:

What are the unique privacy concerns associated with employers requesting medical information related to mental health disabilities? How can employers and unions safeguard an employee’s medical information to ensure only the relevant individuals have access? Can an employee’s medical information received for the purpose of one proceeding be used in another (e.g. an employer using medical information from the WSIB claim file at arbitration)?
What are best practices for drafting initial and follow-up letters to medical professionals regarding an employee’s mental health disability? Are employers or unions entitled to communicate directly with an employee’s medical professional?
Is an employer ever entitled to an employee’s diagnosis? What about at the arbitration stage?
What are some examples of requests for medical information that arbitrators or adjudicators have found to be discriminatory? Can an employer be held liable for the unlawful actions of a benefits provider?
In what circumstances have arbitrators determined that expenses being limited to reasonable and customary limits violates a collective agreement? Is the analysis different for psychological benefits claims?
How 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?
What is the difference between inquiring about health conditions and restrictions on job duties?
When will it be appropriate for an employer to request a psychiatric or psychological Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?
How should employers and unions approach an employee that has difficulty providing medical information due to a possible or confirmed mental health disability? What if an employee has difficulty accessing a medical professional due to, for example, long wait lists?

Networking Lunch: 11:45 am – 12:45 pm

Keynote - Beyond the Evidence: Trauma-Informed Approaches to Arbitration and Grievances - 12:45 pm – 1:15 pm

Brian Knowler
Founder and Principal Coach, Leadership and Resilience Strategies
Knowler Consulting – The Change Co

Arbitration and grievance processes are designed to resolve disputes, but too often they overlook the human impact of trauma on those involved. Drawing on lived experience as both a lawyer and a police officer, Brian Knowler will explore how trauma can shape testimony, credibility, and workplace dynamics in ways that the traditional process may miss. This keynote will highlight how trauma-informed approaches help arbitrators, counsel, and workplace parties move beyond procedural outcomes to foster fairness, dignity, and resilience. Attendees will learn practical ways to recognize signs of trauma, adapt questioning and process design, and reduce re-traumatization in hearings. By connecting trauma awareness to pressing issues like mental health disclosure, return-to-work accommodations, and technology-driven surveillance, Brian will show how integrating a trauma-informed lens strengthens both justice and workplace relationships.Break: 1:15 pm – 1:30 pm

Panel 3 - Emerging Accommodation Issues: Return-to-work mandates and alternate work arrangements, family status and religious accommodations, and more - 1:30 pm – 2:30 pm

Natasha Zervoudakis
Employer counsel
Sherrard Kuzz

David Wright
Union Counsel
Ryder Wright Blair & Holmes

Over five years after the onset of the COVID-19 pandemic, employers and unions continue to grapple with issues related to remote, hybrid, and in-person work. In this session, experts will provide insight into issues currently facing an employee’s return to the office. Specifically, the following questions will be addressed:

As 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?
Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy?
Does an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so, what is considered reasonable accommodation?
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?
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?
How have decision-makers determined whether employers have accommodated employees to the point of undue hardship in recent COVID-19 vaccination refusal decisions? More broadly, what lessons can employers and unions learn from these decisions as it relates to discrimination on the basis of religion or creed and the duty to accommodate?
What aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions? What best practices should employers and unions implement to ensure they meet the duty to accommodate?

Break: 2:30 pm – 2:45 pm

Panel 4 - Social Media, Surveillance, and AI-Driven Management Decisions: An interactive, scenario-based session on uses and abuses of modern technology - 2:45 pm – 4:00 pm

Michael McCreary
Arbitrator and Mediator
Michael McCreary Arbitration Mediation

Melissa Mustafa
Employer Counsel
Lakhani Campea LLP

Katie Rowen
Union Counsel
Ursel Phillips Fellows Hopkinson

This interactive session will provide employers and unions with the best available insights into AI-driven management decisions, monitoring and surveillance tools, and employee social media use. Experienced management and union counsel will join an arbitrator to examine three hypothetical scenarios, exploring legal principles and best practices when addressing the use of modern technologies both at work and off-duty.
Specific issues to be addressed include:

In 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?
What 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?
What is the current role of AI-driven tools in management decision-making, and how is that role expected to evolve in the future?
What legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?
What arguments for and against the use of algorithmic management will arbitrators find most compelling?
How are employers and unions addressing the use of algorithmic management in collective agreements?

Closing Remarks: 4:00 pm

Register
Toronto Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

Toronto Labour Arbitration and Policy Conference$1,395.00Add to cart

Toronto Bargaining in the Broader Public Sector Workshop$1,295.00Add to cart

Toronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference
$2,295.00Add to cart

Toronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Bargaining in the Broader Public Sector Conference Workshop)

$2,995.00Select options
This product has multiple variants. The options may be chosen on the product page

Monday, December 8, 2025
Workshop*Workshop sold separately from stand-alone conference.
Workshop schedule: 9:00 am – 4:00 pm ET (The schedule will run concurrently for both workshops until 4:00 pm.)
Additional Details: Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. Our Networking Lunch is from 12:00 to 1:00 p.m. Between sessions, during refreshment breaks and lunch, you’ll have the chance to connect with peers, share strategies, and engage directly with speakers and fellow attendees.

Bargaining In The Broader Public Sector Conference Workshop
Bargaining for Change: Advancing Equity, Diversity, and Inclusion (EDI) at the table

Natasha Abraham
Union counsel
Cavalluzzo LLP

Maureen Doyle
Arbitrator and Mediator
Maureen Doyle Dispute Resolution Services

Nora Hindy
Director
Centre for Global Citizenship Education
Centennial College
Member Board of Directors
Urban Alliance on Race Relations

Lennie Lejasisaks
Employer counsel
Fasken

In this interactive workshop, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity, diversity, and inclusion (“EDI”).
Participants will hear from leading experts and work in small groups on skill-building exercises, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to:

Prepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;
Review collective agreements for problematic language and update commonly-used but exclusionary terminology;
Apply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;
Craft new collective agreement clauses to remove barriers and promote EDI, incorporating emerging language addressing topics such as cultural and religious diversity, anti-racism, decolonization and Indigenization, disability and mental health, and gender equity and diversity; and
Navigate potential conflicts between language aimed at promoting EDI and other collective agreement rights, such as seniority provisions.

All participants also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference.
Register
Toronto Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

Toronto Labour Arbitration and Policy Conference$1,395.00Add to cart

Toronto Bargaining in the Broader Public Sector Workshop$1,295.00Add to cart

Toronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference
$2,295.00Add to cart

Toronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop)
$2,995.00Select options
This product has multiple variants. The options may be chosen on the product page

Bargaining in the Broader Public Sector ConferenceConference Co-chairs

Jorge Hurtado
Lawyer
Morrison Watts Hurtado Labour & Employment Lawyers

Donna Walrond
Lawyer
Bass Associates

Advisory Committee

Samara Barak
Senior Advisor
Employee Relations
York University

David Brook
Vice President, Labour Relations & Chief Negotiations Officer
Ontario Hospital Association

Kevin Giddings
District Director, GTA North
AMAPCEO

Coleen Houlder
Regional Vice-President (Toronto)
OPSEU

Labour Arbitration and Policy Conference
Conference Co-chairs

Blaine Donais
Arbitrator/Mediator
President
Workplace Fairness International

Katherine Ferreira
Union Counsel
Koskie Minsky LLP

Michael Horvat
Employer Counsel
Aird & Berlis LLP

Conference Advisory Committee

Brett Christen
Employer Counsel
Rae Christen Jeffries LLP

Karen Ensslen
Partner
Ursel Phillips Fellows Hopkinson LLP

Jawara Gairey
Director – Regional Offices Branch
Public Service Alliance of Canada

Nick E. Milanovic
Arbitrator/Mediator
Professor Carleton University

Jennifer Richards
Deputy Legal Director
Ontario Treasury Board Secretariat

CPD
Bargaining in the Broader Public Sector Conference CPD

• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.

Bargaining in the Broader Public Sector Workshop CPD

• This program has been approved for 5.17 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.

Labour Arbitration and Policy Conference CPD

• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.

Register

B.C. Human Rights and Accommodation Conference
2026-04-15 - 2026-04-16 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
What to Expect
In 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.
Throughout 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.
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.
Attendees 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.

Who Should Attend?
This conference will provide invaluable learning and networking opportunities for:
This event is designed for professionals across multiple industries, including:

Human Resources Leaders – HR managers, directors, and disability management specialists navigating accommodations and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.
Union Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.
Corporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.
Government & Public Sector Professionals – HR and legal representatives working in municipal, provincial, and federal agencies.

Learning Outcomes
By attending this conference, you will:
✔ Understand the latest human rights law updates and their impact on workplace policies.
✔ Gain best practices for accommodation requests related to disability, religion, and family status.
✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.
✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.
✔ Network with industry peers and build valuable professional connections.

Wednesday, April 15, 2026
Breakfast: 8:00 – 9:00 am

Introductory Remarks: 9:00 – 9:05 am
Keynote - Indigenizing/Decolonizing the Workplace - 9:05 – 9:35 am

Patricia Barkaskas
Associate Professor
Allard School of Law
The University of British Columbia

Whether 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

Jodie Gauthier
Union Counsel
Black Burke Mayor

Amanda Rogers
Arbitrator/Mediator/Lawyer

Lauren Soubolsky
Employer Counsel
McCarthy Tetrault

This session provides a focused review of significant developments in British Columbia labour, employment, and human rights law. Specifically, panelists will address:
Caselaw:

In what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?
How do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment?
When will an employee’s controversial views, whether expressed online or in the workplace, justify discipline, discharge, or damages?
What 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?
When does interference with a family obligation constitute discrimination? How does one distinguish between family responsibilities deserving of protection and personal preferences?
What limits are courts and arbitrators placing on employer surveillance and monitoring of employees?
When does the Charter apply to decisions by employers or quasi-governmental bodies, particularly those involving vaccination policies, political expression, or collective bargaining?
What trends are emerging in damage awards for discrimination, failure to accommodate, and reprisal?

Legislation:
This session will also cover recent and upcoming changes to BC and federal legislation, including:

C. Employment Standards Amendment Act, Bill 11 – 2025: new rules governing sick notes;
C. Pay Transparency Act: new pay reporting requirements; and
C. Employment Standards Act: new leaves for serious personal illness or injury.
Canada Labour Code amendments:

leaves for pregnancy and bereavement;
replacement workers during strikes and lockouts; and
and non-compete agreements.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.
Break: 10:50 – 11:05 am
Panel 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

Kai Ying Chieh
Employer Counsel
Overholt Law LLP

Peter Eastwood
Union Counsel
Hamilton Howell Bain & Gould

Dr. Hajera Rostam
Registered Psychologist
Private Practice

In this session, panelists will examine return-to-office mandates through a human rights lens. The panel will address questions such as:

What features of a general return-to-office mandate will violate human rights? How will collective agreement language affect the matter?
How do such requirements impact mental health? Does remote or hybrid work mitigate or exacerbate mental health? Inequity?
In 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?
When 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?
How 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?
What 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?
What practices help reduce conflict, resentment, or disengagement when accommodations are being considered, implemented, or denied?

Networking lunch: 12:15 – 1:00 pm
Fireside Chat - Navigating resistance to EDI initiatives - 1:00 – 1:45 pm

Hasan Alam
Staff Lawyer
B.C. General Employees’ Union (BCGEU)

Kasari Govender
Commissioner
BC’s Office of the Human Rights Commissioner

Join 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

Panel 3 - Repairing Harm: Exploring restorative solutions following human rights transgressions - 2:05 – 3:35 pm

Starleigh Grass
Assistant Director
Field Services Division
British Columbia Teachers Federation (BCTF)

Christianne Paras
Executive Director of Restorative Justice Association of BC

When 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:

What does it mean to adopt a “restorative approach” to conflict and human rights violations? What unique benefits can such approaches provide?
When 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?
What steps can parties take to address barriers to equity when implementing restorative approaches?
What 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?
What “early warning signs” indicate that a workplace is in need of restoration? How can restorative approaches, implemented early, assist in preventing future harm?
What 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?
What 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?

Closing remarks: 3:35 – 3:45 pm

Thursday, April 16, 2026
Breakfast and registration: 8:00 – 9:00 am

Opening remarks: 9:00 – 9:05 am

Panel 4 - Respecting Rights, Achieving Closure: Strategies for successful mediation of human rights disputes - 9:05 – 10:20 am

Menachem Freedman
Union Counsel
Hamilton Howell Bain & Gould

Eric Ito
Employer Counsel
Cooperwilliams Truman & Ito LLP

Koml Kandola
Arbitrator and Mediator
Kandola Arbitration Services Ltd.

Mediation 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:

What are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?
How 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?
How can the parties efficiently prepare for mediation? What information must be gathered?
How 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?
Is 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?
What information should be included in a settlement agreement?
What 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?

Break: 10:20 – 10:40 am

Panel 5 - Complex Accommodations: Neurodiversity, substance use, chronic absenteeism, and more - 10:40 – 11:40 am

Jessica Fairbairn
Employer Counsel
Harris & Co.

Ryan Goldvine
Arbitrator and Mediator
Goldvine Dispute Resolution Services
Member
BC Human Rights Tribunal

Caitlin Meggs
Union Counsel
Victory Square Law Office LLP

This 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:
Neurodivergence:

What 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?
What type of medical information can employers request from neurodivergent employees seeking accommodation, g. a neuropsychological or psychoeducational evaluation?

Mental Health:

What accommodations would be most helpful for employees with the following:

Learning disabilities
ASD
Mental health disorders and conditions (i.e. bipolar disorder, depression, anxiety)

What 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?
When 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?

Substance Use:

What guidance does recent case law provide on accommodating substance use disorders in the workplace?

Absenteeism:

What are the components of an Attendance Management Program that addresses the accommodation of an employee’s disability-related absenteeism?
Can 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?
How should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?
What guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?
How 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?

Networking lunch: 11:40 – 12:40 pm

Panel 6 - Shining a Light on Investigations: Expert guidance, best practices, recent caselaw - 12:40 – 1:55 pm

Shelley Ball
Lawyer and InvestigatorShelsu Pacific Law

Sandra Guarascio
Employer CounselRoper Greyell LLP

Dr. Nicole Legg
Licensed PsychologistCo-Founder of WellIntel Inc.

David Tarasoff
Union CounselHospital Employees Union

Investigating 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:

What is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?
What 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?
How should employers, unions, and investigators proactively identify and remove accessibility barriers, as well as provide accommodations, during workplace investigations?
In 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?
What 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?
Must an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?
What 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?
What obligations do investigators have to disclose their report to the parties? What entitlement do the parties have to disclosure?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Break: 1:55 – 2:15 pm

Panel 7 - Uses and Abuses of Modern Technology: A scenario-based session on social media, employee monitoring, and AI - 2:15 – 3:45 pm

Jessica Gregory
Arbitrator, Mediator and Investigator

Preston Parsons
Employer Counsel
Overholt LLP

Karen Segal
Allevato Quail & Associates

This 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.
Specific issues to be addressed include:

What is the current role of AI-driven tools in management decision-making, and how is that role expected to evolve in the future?
In what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?
How are employers and unions addressing the use of algorithmic management in collective agreements?
Do employees have to disclose usage of AI?
What arguments for and against the use of algorithmic management will arbitrators find most compelling?
What arguments for and against the use of employee surveillance have arbitrators accepted or rejected?
What legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?

Closing remarks: 3:45 – 3:55 pm

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
B.C. Human Rights and Accommodation Conference – Both Days
$1,995.00Add to cart

B.C. Human Rights and Accommodation Conference – Day 1
$1,195.00Add to cart

B.C. Human Rights and Accommodation Conference – Day 2
$1,195.00Add to cart

Attendees 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:

B.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2,690.00Add to cart

Conference Co-Chairs

Jonathan Chapnick
Member
BC Human Rights Tribunal

Sara Hanson
Union Counsel
Moore Edgar Lyster LLP

Kristen Woo
Legal Counsel
BC Public School Employers’ Association

Advisory Committee

Kaity Cooper
Vice-Chair
B.C. Labour Relations Board

Peter Eastwood
Union Counsel
Hamilton Howell Bain & Gould

Jaime Hoopes
Employer Counsel
Roper Greyell LLP

Laura Track
Director of Human Rights Clinic
Director of Public Legal Education
Community Legal Assistance Society (CLAS)

Megan Tweedie
Director
Human Rights Office
Simon Fraser University

CPD
Conference Day 1

This program has been approved by CPHR BC & Yukon for 5.42 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.42 Continuing Professional Development hours.

Conference Day 2

This program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.

Human Rights and Accommodation Conference
2026-04-30 - 2026-05-01 | The Conference Center at the University of Toronto, Terrace 3rd Floor, 89 Chestnut St, Toronto, ON, M5G 1R1, Canada
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.
Attendees 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.
What to Expect
In 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.
Throughout 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.
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.
Who Should Attend?
This conference is essential for:

Employment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions.

HR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies.

Diversity, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive, discrimination-free workplace.
Union Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.

Learning Outcomes
At the Toronto Human Rights and Accommodation Conference 2026, you’ll gain actionable insights on:

Human Rights Law Updates – Stay informed on recent tribunal decisions, legislative changes, and legal obligations for employers.
Workplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.
Diversity and Inclusion in the Workplace – Discover best practices for fostering equity, inclusion, and anti-discrimination policies.
HR 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.

Thursday, April 30, 2026 Breakfast: 8:00 – 9:00 am
Introductory Remarks: 9:00 – 9:05 am
Panel 1 - New and Noteworthy: Major recent caselaw, legislation, and policy developments - 9:05 – 10:35 am

Shreya Patel
Employer Counsel
Torkin Manes

James Craig
Union Counsel
Morrison Watts LLP

This session provides a focused review of significant recent and emerging developments in Ontario labour, employment, and human rights law. Specifically, panelists will address:
Caselaw:

In what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?
How 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?
When will an employee’s controversial views, whether expressed online or in the workplace, justify discipline, discharge, or damages?
What 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?
What limits are courts and arbitrators placing on employer surveillance and monitoring of employees?
When 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?

Legislation:
This session will also cover recent and upcoming changes to Ontario and federal legislation, including:

Bill 30, Working for Workers Seven Act, 2025 amendments:

procedures for fraudulent job postings;
unpaid leaves for job searches;
extended layoffs;
health and safety systems under the Occupational Health and Safety Act; and
prohibitions on false or misleading statements to the Workplace Safety and Insurance Board.

Canada Labour Code amendments:

leaves for pregnancy and bereavement;
replacement workers during strikes and lockouts; and
non-compete agreements.

Alberta legislation prohibiting regulatory bodies from disciplining professionals for off-duty conduct
Alberta legislation prohibiting unions from making contributions to non-collective bargaining clauses without membership approval
Quebec legislation expanding government power to end lawful strikes

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.
Break: 10:35 – 10:55 am
Panel 2 - Shining a Light on Investigations: Expert guidance, best practices, recent caselaw - 10:55 – 12:15 pm

Dr. Elizabeth Aram
Clinical Psychologist

Nathaniel Marshall
Employer Counsel and
Workplace Investigator
Marshall Workplace Law

Shibil Siddiqi
Employer Counsel
Progressive Barristers

Aleisha Stevens
Union Counsel
CaleyWray

Investigating 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:

What is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?
What 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?
How should employers, unions, and investigators proactively identify and remove accessibility barriers, as well as provide accommodations, during workplace investigations?
In 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?
What information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?
What obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?
Must an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?
What 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?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Networking lunch: 12:15 – 1:15 pm
Fireside Chat - The EDI Challenge - Meeting Human Rights Obligation in the Workplace - 1:15 – 2:00 pm

Patricia DeGuire
Chief Commissioner
Ontario Human Rights Commission

Across 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
Panel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media, employee monitoring, and AI - 2:20 – 3:50 pm

James Kosa
Employer Counsel
WeirFoulds LLP

Lauren Pearce
Union Counsel
Jones Pearce LLP

Jagtaran Singh
Legal Counsel
Ontario Human Rights Commission (OHRC)

In 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:

When 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?
How 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?
What 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?
What 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?
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 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?

Scenarios 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
Introductory Remarks: 9:00 – 9:05 am
Panel 4 - Complex Accommodations: Neurodiversity, chronic absenteeism, and more - 9:05 – 10:20 am

Meg Atkinson
Union Counsel
Kastner Ko LLP

Liz Horvath
President and Management Consultant
Hale Health and Safety Solutions

James Jennings
Employer Counsel
Filion Wakely Thorup Angeletti LLP

Sharon Naipaul
Mediator, Trainer, Coach and Consultant
Strategic Workplace Equity and Conflict Resolution Solutions

Employers are required to balance evolving accommodation obligations with operational demands, performance expectations, and workplace standards.
This 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:
Neurodivergence:

What 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?
What type of medical information can employers request from neurodivergent employees seeking accommodation, e.g. a neuropsychological or psychoeducational evaluation?

Mental Health:

What accommodations would be most helpful for employees with the following:

Learning disabilities
ASD
Mental health disorders and conditions (i.e. bipolar disorder, depression, anxiety)

What 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?
When is a ‘duty to inquire’ about a potential mental health condition or disability triggered?

Substance Use:

What guidance does recent case law provide on accommodating substance use disorders in the workplace?

Absenteeism:

What are the components of a successful Attendance Management Program related to the accommodation of an employee’s disability-related absenteeism?
Can 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?
When 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?
How should employers and unions address increased absenteeism due to RTO? Are there options that help improve attendance?
What guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?
How 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?

Break: 10:20 – 10:40 am
Panel 5 - The Hidden Toll: Preventing and managing burnout of human rights and labour relations practitioners - 10:40 – 11:50 am

Sandy Donaldson
Labour Relations Officer
Ontario Nurses’ Association (ONA)

Naomi Midanik
Registered Psychotherapist & Founder
Bright Balance Psychotherapy

Jenny Neiman
Director, Human Rights Office
People & Equity Division
City of Toronto

In this session, panelists will examine the hidden realities of burnout and compassion fatigue for human rights and labour relations practitioners, addressing questions such as:

What is burnout? How does it differ from stress, fatigue, or anxiety? What factors have been shown to contribute to burnout?
What is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?
What 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?
Have legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?
What 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?
How can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out, overwhelmed, or emotionally exhausted?
How 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?
Are 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?
What 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?

Networking lunch: 11:50 – 12:50 pm
Panel 6 - Respecting Rights, Achieving Closure: Strategies for successful mediation of human rights disputes- 12:50 – 2:05 pm

Mark Hart
Arbitrator & Mediator

Jodi Martin
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

Ozlem Yucel
Employer Counsel
Turnpenney Milne LLP

Mediation 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:

What are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?
How should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?
How 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?
How can the parties efficiently prepare for mediation? What information must be gathered?
How 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?
Is 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?
What information should be included in a settlement agreement?
What 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?

Break: 2:05 – 2:25 pm
Panel 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

Marcus McCann
Employer Counsel
Marcus McCann Law

Sheilagh Turkington
Arbitrator & Mediator
Turkington Dispute Resolution

In 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:

How 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?
When 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?
What myths and stereotypes about sexual harassment, in particular with respect to witness credibility, have adjudicators and arbitrators recognized in recent years?
When does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?
How 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?
What trends in damage awards are evident in recent sexual harassment cases?
Is 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?
How 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?

Closing remarks: 3:50 – 4:00 pm
Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.
Pricing
Ontario Human Rights and Accommodation Conference – Both Days $1,995.00Add to cart

Ontario Human Rights and Accommodation Conference – Day 1 $1,195.00Add to cart

Ontario Human Rights and Accommodation Conference – Day 2 $1,195.00Add to cart

Attendees 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:
Ontario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop)
$2,690.00Add to cart

Conference Co-Chairs

Esi Codjoe
Employer Counsel
Turnpenney Milne LLP

Archana Mathew
Arbitrator and Mediator

Wade Poziomka
Union Counsel
Ross & McBride LLP

Advisory Committee

Roger Love
Legal Counsel
Ontario Human Rights Commission

Marcus McCann
Employer Counsel
Marcus McCann Law

Kimalee Phillip
Director of Human Rights
CUPE National

Shyama Talukdar
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

Winslow Taylor
Director of Human Rights and Investigations
Toronto Transit Commission (TTC)

CPD
Day 1

This 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).

Members of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.

Day 2

This 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).

Members of the Law Society of Ontario may consider counting this program for 5.33 Substantive hours; 0 Professionalism hours.

Atlantic Labour Law Conference
2026-05-25 - 2026-05-26 | Halifax Marriott Harbourfront Hotel, 1919 Upper Water Street, Halifax, Nova Scotia, B3J 3J5, Canada
Sponsored by:Overview
The 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.

What to Expect
In 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.

Who Should Attend?
This event is designed for professionals across multiple industries, including:

Human Resources Leaders – HR managers, directors, and disability management specialists navigating accommodations and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.
Union Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.
Corporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.
Government & Public Sector Professionals – HR and legal representatives working in municipal, provincial, and federal agencies.

Monday, May 25, 2026
Networking Breakfast and Registration: 8:00 – 9:00 am

Introductory Remarks: 9:00 – 9:05 am

Panel 1 - New and Noteworthy: Major recent caselaw, legislation, and policy developments - 9:05 – 10:20 am

Frank E. DeMont, K.C.
Arbitrator and Mediator
Resolve Arbitration & Mediation Services

James Farrell
Solicitor and Director
Industrial/Retail/Offshore Division
FFAW-Unifor

Annie Gray
Employer Counsel
Stewart McKelvey

Stay 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:
Caselaw

What 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?
What 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?
When can an employer discipline or dismiss an employee for offensive off-duty conduct including posting abusive messages on social media?
Will expressing personal or political beliefs at work warrant discipline?
What factors will carry weight when arbitrators determinewhen whether dismissal is justified for an employee’s dishonesty?
When will specifying an age “cut-off” for benefits constitute discrimination?
Is an employer obliged to investigate incidents involving harassment if there is no formal complaint?
How 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?
In what circumstances may an employer or supervisor be found criminally liable for a workplace injury?
Can employees be dismissed for non-compliance with vaccine policies?

Legislation
The session and materials will also cover recent and upcoming changes to legislation in the federal jurisdiction and in Atlantic provinces, such as:

What new or expanded leaves have been introduced in Atlantic provinces in the past year?
What steps must workplace parties take to comply with Nova Scotia’s new “duty to cooperate” under occupational health and safety legislation?
What changes have been introduced through P.E.I.’s new Employment Standards Act?
What measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?
Which provinces have recently passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?
What 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?
How far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?
Are 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?
What 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?

Final 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.
Break: 10:20 – 10:35 am

Panel 2 - Many Happy Returns? Navigating return-to-office mandates, hybrid and flex work, and the duty to accommodate - 10:35 – 11:35 am

Dale Darling
Mediator and Arbitrator

Gillian Lush
Senior Consultant and Lawyer
HR Atlantic

Kyle Rees
Union Counsel
O’Dea Earle

Six 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:

As 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?
When 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?
a) 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?
b) 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?
What 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?
What aspects of remote, hybrid, or flexible work arrangements have been specifically addressed in workplace policies or collective agreement provisions?

Networking Lunch: 11:35 – 12:30 pm

Panel 3 - Workplaces that Work: Preventing discrimination, harassment, and psychological harm - 12:35 – 1:45 pm

Ashley Hamp-Gonsalves
Burchell Wickwire Bryson LLP

Leah Kutcher
In-House Counsel
Nova Scotia Teachers Union

Carey Majid
Executive Director
Newfoundland and Labrador Human Rights Commission

Ignoring 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:

How 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?
What must be included in a harassment prevention policy?
What 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?
How 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?
What steps should employers take to proactively recognize and address signs of a potentially toxic workplace culture?
What steps should employers and unions take when discrimination or harassment occurs between employees? Between an employee and a manager?
How should employers and unions address discrimination, harassment, and psychological harm in remote and hybrid workplaces?
When does off-duty conduct fall within the employer’s authority under human rights legislation? Occupational health and safety legislation? Collective agreements and disciplinary policies?
What trends are emerging in damage awards for discrimination, harassment, failure to accommodate, reprisal, psychological harm, and toxic workplace claims?

Break: 1:45 – 2:00 pm

Panel 4 - Investigating Investigations: Expert guidance, best practices and recent caselaw - 2:00 – 3:15 pm

Chris King, KC
Employer Counsel
McInnes Cooper

Rosellen Sullivan
Sexual Harassment Investigation
Sullivan Investigative Insights

Paula Theriault
Labour Relations Officer
New Brunswick Union of Public Employees (NBU)

Investigating 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:

What 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?
In 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?
Must an employer investigate allegations even in the absence of a formal complaint? How should anonymous complaints be investigated?
What risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate?
What are best practices for interviewing complainants, respondents, and witnesses in a trauma-informed manner?
What 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?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Break: 3:15 – 3:30 pm

Fireside Chat - Incivility, Aging Workforces, & the New Realities of Workplace Culture - 3:30 – 4:00 pm

Sally Wells
Respectful Workplace and Workplace Harassment
Sally J. Wells Inc.

Workplace 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
Networking Breakfast and Registration: 8:00 – 9:00 am
Opening remarks: 9:00 – 9:05 am

Panel 5 - Terminations and Transformations: Navigating restructuring, layoffs, economic pressures - 9:05 – 10:20 am

Michael Bourgeois
Labour & Employment Lawyer
CUPE

Isabelle Keeler
Director of Faculty Relations
University of Prince Edward Island

Sheilagh Murphy
Arbitrator/Mediator/Investigator
MacNab Fagan and Murphy

As 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:

What options, short of large-scale restructuring, are available to employers and unions seeking to mitigate economic pressures?
When 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”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?
Will 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?
How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?
When 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?
Must employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?
What steps should be taken to preserve the morale, health, and safety of employees following a workplace reorganization?
What 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?
What measures have parties negotiated in collective agreements toaddress the possibility of future workplace reorganizations?

Break: 10:20 – 10:35 am

Panel 6 - Building an Inclusive Workplace: Supporting and accommodating mental health and neurodivergence at work - 10:35 – 11:50 am

Dr. Abraham Rudnick
Professor
Department of Psychiatry
Dalhousie University

Caroline Spindler
Employer Counsel
Mathews Dinsdale & Clarke LLP

Kelly VanBuskirk
Kelly VanBuskirk, KC, PhD C. Arb.

Neurodiversity 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:

How are legal and human rights obligations evolving around mental health, neurodivergence, stress, and burnout?
What indicators have adjudicators found sufficient to trigger a duty to accommodate and how have employers reasonably been expected to respond?
When is a ‘duty to inquire’ triggered? What steps are employers expected to take to identify and address risks before they escalate?
When do recruitment and onboarding processes unintentionally exclude certain candidates, and what practical improvements can be made without compromising operational needs?
What limits have courts and tribunals placed on medical information requests, and when have formal assessments been found a) necessary b) excessive?
How should employers evaluate accommodation requests related to remote work? What medical information can be obtained?
What guidance does recent case law provide regarding the threshold at which absenteeism exceeds reasonable accommodation and constitutes undue hardship?

Networking Lunch: 11:50 – 12:50 pm

Panel 7 - Pursuing the Road to Resolution: The future of arbitration, ADR, Med-Arb, and other strategies to resolve disputes - 12:50 – 2:05 pm

Andrea MacNevin
Lawyer, Mediator and Investigator
MacNevin Law & Mediation Inc.

Michelle McCann
Legal Counsel
Health Association Nova Scotia

Alyssa Rahey
Legal Counsel and Business Agent
Service Employees International Union, Local 2

Employers 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:

Does the growing “judicialization” of arbitration undermine its unique advantages or is it necessary to ensure procedural protections for parties?
What options exist outside of the conventional arbitration process? In what circumstances should parties consider these alternatives? Are any of these alternatives gaining popularity?
How is artificial intelligence (“AI”) being used to prepare for mediation, arbitration, or other events? How will the use of AI develop going forward?
What are the advantages and disadvantages of virtual mediation, mediation-arbitration, or arbitration? Will virtual formats become the default option?
What factors should be considered when selecting a third party neutral?

Break: 2:05 – 2:20 pm

Panel 8 - Uses and Abuses of Modern Technology: A scenario-based session on social media, employee monitoring, and AI - 2:20 – 3:45 pm

David Mombourquette
Chairperson
New Brunswick Labour and Employment Board

Ian Pickard
Employer counsel
McInnes Cooper

Paula Schumph
General Counsel
Newfoundland & Labrador Association of Public & Private Employees (NAPE)

This 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.
Specific issues to be addressed include:

In 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?
What 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?
What is the current role of AI-driven tools in management decision-making, and how is that role expected to evolve in the future?
What privacy and human rights concerns arise when an employer uses AI to assess candidates’ suitability for positions?
What arguments for and against the use of algorithmic management will arbitrators find most compelling?
How should employers and unions address AI, privacy, and human rights in collective agreements?

Closing remarks: 3:45 pm

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.
Pricing
Atlantic Labour Law Conference – Both Days $1,455.00Add to cart

Atlantic Labour Law Conference – Day 1 $1,045.00Add to cart

Atlantic Labour Law Conference – Day 2 $1,045.00Add to cart

Attendees 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:

Atlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop)
$2,095.00Add to cart

Conference Co-Chairs

Kiersten Amos
Employer Counsel
McInnes Cooper

Chantelle MacDonald Newhook, KC
Arbitrator, Mediator and Investigator
Dispute Winners
Vice-Chair
Newfoundland and Labrador Labour Relations Board

Daniel Wilband
Labour and Employment, Human Rights and Administrative Lawyer
VanBuskirk Law

Advisory Committee

Brian Johnston
Employer Counsel
Stewart McKelvey

Karen Milligan
HR Manager
Health PEI

Chris Montigny
Employer Counsel
HR Atlantic

Sandra Mullen
President
Nova Scotia Government & General Employees Union

Susie Proulx-Daigle
President
New Brunswick Union (NBU)

Mary Rolf
Union Counsel
Pink Larkin

CPD
CPDLancaster 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.

44th Annual Labour Arbitration and Policy Conference
2026-06-18 - 2026-06-19 | The Best Western Premier Calgary Plaza Hotel and Conference Centre, 1316 33 Street NE, Calgary, Alberta, T2A 6B6, Canada
Sponsored by:Overview
Since 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.
This 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.
The 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.
Whether 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.

What to Expect
The 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.
The 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.
In 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.

Who Should Attend?
This 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:

Arbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.
Negotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.
Human Resources Leaders – HR managers, directors, and disability management specialists navigating workplace accommodations, discipline, and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on arbitration trends, case law, and legislative changes.
Union Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.
Corporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.
Government & Public Sector Professionals – HR and legal representatives working within municipal, provincial, and federal public service contexts.

Whether you are resolving disputes, negotiating agreements, or developing workplace policy, this conference offers the insights and connections you need to stay informed and effective.

Learning Outcomes
By attending this conference, you will:
✔ Stay up to date on the latest developments in labour arbitration, workplace policy, and employment law across Alberta.
✔ Strengthen your skills in interpreting and applying arbitration awards, legislative changes, and policy decisions in real-world workplace contexts.
✔ Gain practical strategies for resolving disputes, drafting effective workplace policies, and navigating complex issues in collective bargaining.
✔ Learn from leading arbitrators, legal experts, union and employer representatives through engaging discussions and case-based analysis.
✔ Connect with fellow practitioners, negotiators, and decision-makers to expand your professional network and exchange ideas.

Sample MaterialsClick here to see an excerpt from last year’s materials!

Thursday, June 18, 2026
Registration: 4:30 pm – 5:00 pm

Opening remarks: 5:00 pm – 5:05 pm

Keynote - The Evolution of Labour Arbitration in Alberta: Change, Challenges, and Collaboration - 5:05 pm – 5:35 pm

James Casey
Arbitrator
Labour Arbitration+Mediation

Break: 5:35 pm – 5:50 pm

Plenary 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

Wilson Chan
Employer Counsel
Mathews, Dinsdale & Clark LLP

Pete Desrochers
Arbitrator/Mediator
The Negotiators

Ella Henry
Counsel
Canadian Union of Public Employees

In 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:

When 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?
How 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?
What 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?
When 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?
What 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?

Scenarios will be finalized in the weeks prior to the conference, ensuring coverage of the latest and most pressing issues.
Networking Reception: 7:05 pm – 9:00 pm

Friday June 19, 2026
Breakfast and Registration: 8:00 am – 9:00 am

Opening remarks: 9:00 am – 9:05 am

Plenary 2 - New and Noteworthy: Key recent cases and legislative developments in Alberta - 9:05 am – 10:20 am

Laura Dunnigan
Employer Counsel
Mathews Dinsdale

Greg Francis
Arbitrator and Mediator

Natalia Makuch
Union Counsel
Chivers Carpenter

In 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:
Caselaw and Ongoing Legal Challenges

How 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?
Will 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?
Can employees be dismissed for non-compliance with vaccine policies?
How 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?
Is an employer obliged to investigate incidents involving harassment if there is no formal complaint?
Will specifying an age “cut-off” for benefits constitute discrimination or violation of the Charter?
How 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?
What aspects of an absenteeism management policy will render that policy unreasonable?
What factors will arbitrators consider when determining whether a hiring or promotion process was fair or reasonable? How does collective agreement language impact this analysis?
What 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?

Legislation
The session and materials will also cover recent and upcoming changes to legislation in Alberta and in the federal jurisdiction, such as:

What 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?
What 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?
What 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?
What new or expanded leaves have been introduced in Alberta in the past year?
What 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?
What measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?
Which provinces have passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?
What 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?
How far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?

Final 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.
Break: 10:20 am – 10:35 am

Plenary 3 - Navigating Alberta's Economic and Political Currents: Examining the implications for labour relations and collective bargaining - 10:35 am – 11:35 am

Thomas Hesse
President, united Food and commercial workers Canada local 401

Chantel Kassongo
Employer Counsel
Neuman Thompson

Joseph Marchand
Director
Alberta Centre for Labour Market Research (ACLMR)
Co-Director, Institute for Public Economics (IPE)
Professor, Faculty of Arts – Economics Department
University of Alberta

Amid 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:

How 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?
In 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?
What non‑monetary provisions (e.g., job protections, health and safety workload management, training and development) are becoming important bargaining priorities in the current climate?
Is 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?
How can employers and unions best adapt their bargaining strategies to remain effective, constructive, and sustainable amid ongoing economic and political uncertainty?

Lunch: 11:35 am – 12:35 pm

Concurrent 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

Chris Monfette
Employer Counsel
Neuman Thompson

Terry Sway
Associate Director
Non-Academic Staff Association (NASA) at University of Alberta

Technological 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:

In 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?
How 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?
How 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?
How are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?
How 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?
What 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?
How can parties best learn about the needs of employees or members when preparing for bargaining?

Concurrent 2 - Clocking In, Falling Behind: Expert insights on performance, attendance, and time theft issues in the workplace

Bruce Graham
Employer Counsel
Fasken

Karen Thibault
Union Representative
Disputes and Arbitrations
Alberta Union of Provincial Employees (AUPE)

From 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:

What 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?
What types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?
How 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?
What disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?
What 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?
How 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?
Are 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?
How should workplace policies and collective agreements proactively address time theft?

Concurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations, lay-offs, contracting in/out, and more

Erin Ludwig
Associate General Counsel – Labour and Employment
Alberta Health Services

Lisa Mason
Acting Regional Director – Alberta
Alberta Regional Office
Canadian Union of Public Employees (CUPE)

As 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:

What options, short of large-scale restructuring, are available to employers and unions seeking to mitigate economic pressures?
When 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”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?
Will 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?
How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?
When 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?
Must employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?
What steps should be taken to preserve the morale, health, and safety of employees following a workplace reorganization?
What 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?
What measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?

Break: 1:50 pm – 2:05 pm

Concurrent Sessions: 2:05 PM – 3:20 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

Chris Monfette
Employer Counsel
Neuman Thompson

Terry Sway
Associate Director
Non-Academic Staff Association (NASA) at University of Alberta

Technological 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:

In 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?
How 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?
How 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?
How are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?
How 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?
What 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?
How can parties best learn about the needs of employees or members when preparing for bargaining?

Concurrent 2 - Clocking In, Falling Behind: Expert insights on performance, attendance, and time theft issues in the workplace

Bruce Graham
Employer Counsel
Fasken

Karen Thibault
Union Representative
Disputes and Arbitrations
Alberta Union of Provincial Employees (AUPE)

From 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:

What 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?
What types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?
How 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?
What disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?
What 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?
How 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?
Are 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?
How should workplace policies and collective agreements proactively address time theft?

Concurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations, lay-offs, contracting in/out, and more

Erin Ludwig
Associate General Counsel – Labour and Employment
Alberta Health Services

Lisa Mason
Acting Regional Director – Alberta
Alberta Regional Office
Canadian Union of Public Employees (CUPE)

As 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:

What options, short of large-scale restructuring, are available to employers and unions seeking to mitigate economic pressures?
When 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”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?
Will 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?
How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?
When 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?
Must employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?
What steps should be taken to preserve the morale, health, and safety of employees following a workplace reorganization?
What 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?
What measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?

Break: 3:20 pm – 3:35 pm

Plenary 4 - Complex Issues in Accommodation: Neurodiversity, family status, return-to-office mandates, medical information, and more - 3:35 pm – 4:50 pm

Bob Blakely
Union Counsel
Blakely & Dushensky Legal Counsel

April Kosten
Employer Counsel
Dentons

Dr. Perry Sirota
Clinical & Forensic Psychologist
Sirota Psychological Services

Employers 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:

When 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?
What is “neurodivergence”? What types of medical information can employers request from neurodivergent employees seeking accommodation? What are common workplace accommodations for neurodivergent employees?

What are the unique privacy concerns Involved?

What 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?
How 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?
When 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?
In 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??
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?

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Alberta Labour Arbitration and Policy Conference – Evening Day 1 and Full Day 2 (Skills Training Workshop sold separately)
$1,495.00Select options
This product has multiple variants. The options may be chosen on the product page

Bundle pricing is available:

Alberta Labour Arbitration and Policy Conference – Bundle (Conference Day + Workshop)
$1,995.00Select options
This product has multiple variants. The options may be chosen on the product page

You may also be interested in:
Attendees 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:
Workshop 1: Bargaining in Complex Times: Advanced skills to prepare for, cost, negotiate, and communicate in collective bargaining
Workshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
Workshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships
Conference Co-Chairs

Thomas Hesse
President
United Food and commercial workers Canada local 401

Jacqueline Lacasse
General Counsel and VP People & Culture
University of Calgary

Jeremy Schick
Vice-Chair with the Labour Relations Board

Advisory Committee

Mark Asbell, K.C.
Arbitrator, Mediator, and Adjudicator
Asbell Dispute Resolutions

Clayton Cook
Union Counsel
McGowan Cook

Marcella Clarke
Senior Labour Relations Advisor
Alberta Health Services

Jackie Laviolette
Employer Counsel
Matthews Dinsdale & Clarke

Nancy Schlesinger
Chair and Essential Services Commissioner
Alberta Labour Relations Board

Ben Zorn
Manager of Labour Relations
AUPE

CPD
CPD
Lancaster 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.
The Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room
Reserve By: Monday, May 18, 2026
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start date
End date
Room rate

June 17, 2026
June 19, 2026
$139 per night

Reservations Direct Phone: 1-(403) 248-888
Toll-Free Number: 1-800-661-1464
Group Name: Lancaster House 2026
Attendee Block Block ID Number: 394952
Booking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1
Email your reservation request to res@calgaryplaza.com

Labour Law Conference
2026-10-06 - 2026-10-07 | Rogers Centre Ottawa, 55 Colonel By Drive, Ottawa, Ontario, K1N 9J2, Canada
Overview
The 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.
Attendees 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.
What to Expect
In this conference, leading labour relations professionals and subject matter experts will explore recent legal developments and emerging workplace challenges.
Throughout 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.
Participants 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.

Who Should Attend?
This conference will provide invaluable learning and networking opportunities for:

Human Resources (HR) Managers and Directors – Stay informed on the latest developments and best practices in the world of labour relations.
Industrial Relations Specialists – Navigate the complexities of emerging workplace issues in unionized environments.
Executives and Business Leaders – Learn how to weather the current economic forecast and strategically address the latest workplace challenges.
Union Officers and Representatives – Advocate effectively for workers’ rights with respect to new technologies, return-to-office mandates, and more.
Labour and Employment Lawyers/Consultants – Stay informed on the latest developments and hear from top voices on complex workplace issues.

Learning Outcomes
By attending, you will:

Gain a comprehensive understanding of recent cases and legislative changes impacting the world of labour relations.
Receive a comprehensive materials package summarizing key recent practical tips, caselaw, legislation and resources
Engage with leading experts through interactive Q+A periods, enhancing your professional practice.
Network with peers across industries, fostering collaborative approaches to labour relations challenges.

Tuesday, October 6, 2026
Coming Soon.

Wednesday, October 7, 2026
Coming Soon.

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.
Pricing
Ontario Labour Law Conference – Both Days $1,755.00Add to cart

Ontario Labour Law Conference – Day 1 $1,255.00Add to cart

Ontario Labour Law Conference – Day 2 $1,255.00Add to cart

Bundle pricing is also available:

Ontario Labour Law Conference – Bundle (Conference + Workshop)
$2,195.00Add to cart

Conference Co-Chairs

Steven Gaon
President, ADR Ottawa Inc.
Mediator, Arbitrator, Investigator

Amarkai Laryea
Union Counsel
Raven Law LLP

Grace Skowronski
Senior Legal Counsel
Canada Post

Advisory Committee

Dina Mashayekhi
Union Counsel
Jewitt McLuckie

François Paltrinieri
Counsel
Treasury Board of Canada Secretariat

Caroline Richard
Employer Counsel
Bird Richard

Jodie Woodford
Registered Nurse, Site Rep Local 51
ONA

CPD
CPD
Lancaster 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.

Public Sector Bargaining Conference
2026-11-04 | Alberta
Overview
The 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.
Ideal 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.
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.
Attendees 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.
What to Expect
In this conference, leading economic experts and negotiators will examine economic trends, legal developments, and emerging workplace issues impacting negotiations in the broader public sector.
Throughout 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.
Participants 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.

Who Should Attend?
This conference will provide invaluable learning and networking opportunities for:

Union Negotiators – Connect with other union leaders and hear from top voices on strategies at the table.
Government 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.
Industrial 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.

Learning Outcomes
By attending this conference, you will:

Gain 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.
Learn how to translate these economic realities into bargaining strategies and understand and communicate how the statistics may impact approaches at the table.
Keep informed on recent cases and legislative changes impacting bargaining, including the legality of government interventions in strike actions.
Know how to modify collective agreements for modern workplaces.
Engage with leading experts through interactive Q+A periods, enhancing your professional practice.
Network with peers across industries and across the table, building bridges and fostering collaborative approaches to bargaining challenges

Sample Materials
Click the following link to see an excerpt from a previous year’s materials.

Wednesday, November 4, 2026
Coming Soon.

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.
Changes 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.

Pricing
B.C. Bargaining in the Broader Public Sector Conference
$1,455.00Add to cart

B.C. Bargaining in the Broader Public Sector Conference + B.C. Bargaining in the Broader Public Sector Skills Training Workshop
$2,355.00Add to cart

B.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
$2,995.00Add to cart

B.C. Labour Arbitration and Policy Conference
Attend Lancaster House’s B.C. Labour Arbitration and Policy Conference, taking place at the same venue two days after this conference – November 6, 2026.
Tailored 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.

Featured 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.
In 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.
B.C. Bargaining in the Broader Public Sector Skills Training Workshop
B.C. Labour Arbitration and Policy Conference Skills Training Workshop
Conference Co-Chairs

Tamara Ramusovic
Union Counsel
Moore Edgar Lyster LLP

Delayne Sartison
Employer Counsel
Roper Greyell LLP

Advisory Committee

Renzo del Negro
Director Labour Relations
Coast Mountain Bus Company

Stefanie Quelch
Legal Counsel
British Columbia Teachers’ Federation (BCTF)

Thom Yachnin
Union Counsel
Victory Square Law Office

CPD
Conference CPD

Lancaster 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.

Labour Arbitration and Policy Conference
2026-11-06 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
Overview
The 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.

What to Expect
This 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.
Throughout the day, you’ll benefit from:

Expert-led discussions featuring union-side, employer-side, and neutral perspectives on today’s most pressing workplace issues
Opportunities to ask questions, either verbally or electronically, following each panel
Networking with colleagues and top arbitrators from across the field in an ideal setting to exchange ideas, build connections, and gain new perspectives
A comprehensive digital materials package including textbook chapters, case summaries, and curated legal materials prepared by Lancaster House’s legal team

To keep you energized and connected, we’re pleased to provide:

Breakfast on arrival
A catered lunch
Refreshments during scheduled breaks

Whether 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.

Who Should Attend?
The 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.
This conference is ideal for:

Union representatives and labour advocates
Stay current on arbitration trends, case law, and legislative changes that impact the rights and responsibilities of workers and unions.
Employer representatives and HR professionals
Gain practical tools for managing grievances, navigating accommodation requests, and preparing for arbitration in a legally sound and efficient manner.
Labour and employment lawyers
Deepen your knowledge of recent decisions, procedural strategies, and emerging issues to better advise your clients and strengthen your advocacy.
Arbitrators and adjudicators
Engage with current legal and workplace issues from both union and management perspectives to inform your decision-making and stay attuned to sector developments.

Learning Outcomes
By attending this conference, you will:

Enhance your understanding of key legal developments and legislative changes shaping labour arbitration and workplace policy in Canada.
Deepen your insight by hearing from union, management, and neutral perspectives on emerging trends and practical challenges in arbitration.
Grow your professional network by connecting with top arbitrators, legal experts, and fellow practitioners throughout the day.

Sample Materials
Click the following link to see an excerpt from a previous year’s materials.

Friday, November 6, 2026
Coming Soon.

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.
Changes 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.

Pricing
B.C. Labour Arbitration and Policy Conference
$1,455.00Add to cart

B.C. Labour Arbitration and Policy Conference + B.C. Labour Arbitration and Policy Skills Training Workshop
$2,355.00Add to cart

B.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
$2,995.00Add to cart

B.C. Public Sector Bargaining ConferenceAttend Lancaster House’s B.C. Public Sector Bargaining Conference, taking place at the same venue on November 4, 2026.
The 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.

Featured 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.
In 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.
B.C. Bargaining in the Broader Public Sector Skills Training Workshop
B.C. Labour Arbitration and Policy Conference Skills Training Workshop
Conference Co-Chairs
Coming Soon.

Advisory Committee
Coming Soon.

CPD
Conference CPD

Lancaster 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.

Public Sector Bargaining Conference
2026-12-02 | Sheraton Centre Toronto Hotel, 123 Queen Street West, Toronto, Ontario, M5H 3M9 Most popular places at this add, Canada
Overview
Lancaster 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.
To 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.

What to Expect
The 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.
Panelists will include leading voices from union, management, and neutral perspectives, with moderated discussions and interactive Q&A sessions to encourage dialogue and deeper insight.
All 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.

Who Should Attend?
This conference is ideal for:

Union Negotiators – Connect with other union leaders and hear from top voices on strategies at the table.

Government 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.

Industrial 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.

Learning Outcomes
By attending this conference, you will:

Gain 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.

Learn how to translate these economic realities into bargaining strategies and understand and communicate how the statistics may impact approaches at the table.

Keep informed on recent cases and legislative changes impacting bargaining, including the legality of government interventions in strike actions.

Engage with leading experts through interactive Q+A periods, enhancing your professional practice.

Network with peers across industries and across the table, building bridges and fostering collaborative approaches to bargaining challenges.

Sample Materials
Click the following link to see an excerpt from a previous year’s materials.

Wednesday, December 2, 2026
Coming Soon.

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Changes and Notifications
All 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.

Pricing
Ontario Bargaining in the Broader Public Sector Conference
$1,455.00Add to cart

Ontario Bargaining in the Broader Public Sector Conference + Ontario Bargaining in the Broader Public Sector Skills Training Workshop
$2,355.00Add to cart

Ontario 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
$2,995.00Add to cart

Ontario Labour Arbitration and Policy ConferenceAttend Lancaster House’s Ontario Labour Arbitration and Policy Conference, taking place on December 3, 2026.
Tailored 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.

Featured Workshops
Attendees 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.
In 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.
Check back soon for more details.
Ontario Bargaining in the Broader Public Sector Skills Training Workshop
Ontario Labour Arbitration and Policy Conference Skills Training Workshop

Conference Co-Chairs
Coming Soon.

Advisory Committee
Coming Soon.

CPD
Conference CPD
Lancaster 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.

Labour Arbitration and Policy Conference
2026-12-03 | Sheraton Centre Toronto Hotel, 123 Queen Street West, Toronto, Ontario, M5H 3M9 Most popular places at this add, Canada
Overview
Lancaster 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.
To 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.

What to Expect
The 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.
Between sessions, during refreshment breaks and lunch, you’ll have the chance to connect with peers, share strategies, and engage directly with speakers and fellow attendees.
Participants will also receive a comprehensive digital resource package featuring case summaries, legal analysis, and curated materials for ongoing reference.

Who Should Attend?
The 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.
This conference is ideal for:

Union representatives and labour advocates
Stay current on arbitration trends, case law, and legislative changes that impact the rights and responsibilities of workers and unions.

Employer representatives and HR professionals
Gain practical tools for managing grievances, navigating accommodation requests, and preparing for arbitration in a legally sound and efficient manner.

Labour and employment lawyers
Deepen your knowledge of recent decisions, procedural strategies, and emerging issues to better advise your clients and strengthen your advocacy.
Arbitrators and adjudicators
Engage with current legal and workplace issues from both union and management perspectives to inform your decision-making and stay attuned to sector developments

Learning Outcomes
By attending this conference, you will:

Enhance your understanding of key legal developments and legislative changes shaping labour arbitration and workplace policy in Canada.

Sharpen your skills in managing complex accommodation requests.

Strengthen your approaches with greater confidence and clarity.

Deepen your insight by hearing from union, management, and neutral perspectives on emerging trends and practical challenges in arbitration.

Improve your hearing preparation by integrating updated legal knowledge, case law, and procedural tools into your practice.
Grow your professional network by connecting with top arbitrators, legal experts, and fellow practitioners throughout the day

Sample Materials
Click the following link to see an excerpt from a previous year’s materials.

Thursday, December 3, 2026
Coming Soon.

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Changes and Notifications
All 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.

Pricing
Ontario Labour Arbitration and Policy Conference
$1,455.00Add to cart

Ontario Labour Arbitration and Policy Conference + Ontario Labour Arbitration and Policy Skills Training Workshop
$2,355.00Add to cart

Ontario 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
$2,995.00Add to cart

Ontario Public Sector Bargaining Conference
Attend Lancaster House’s Ontario Public Sector Bargaining Conference, taking place at the same venue on December 2, 2026.
The 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.

Featured Workshops
Attendees 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.
In 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
Ontario Bargaining in the Broader Public Sector Skills Training Workshop
Ontario Labour Arbitration and Policy Conference Skills Training Workshop

Conference Co-Chairs
Coming Soon.

Advisory Committee
Coming Soon.

CPD
Conference CPD
Lancaster 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.
