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DTSTART;TZID=America/New_York:20240912T123000
DTEND;TZID=America/New_York:20240912T170000
DTSTAMP:20260427T185125
CREATED:20240214T185026Z
LAST-MODIFIED:20240904T184437Z
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SUMMARY:National Health & Safety Conference
DESCRIPTION:The Virtual Health & Safety Conference is a meticulously crafted event tailored to meet the needs of human resources\, industrial relations professionals\, executives\, union officers\, and representatives\, as well as health and safety/workers’ compensation specialists\, and labor and employment lawyers/consultants. \nThis premier gathering serves as a dynamic platform for industry thought leaders and practitioners to engage in insightful discussions and collaborative exchanges. The conference features illuminating panels that delve into crucial topics\, including the “Annual Check-Up\,” where experts meticulously dissect key cases and legislative developments\, offering participants a comprehensive understanding of the evolving legal landscape. \nConference Co-Chairs\n\n \nJamie Alyce Jurczak\nEmployer Counsel\nTaylor McCaffrey LLP \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\nConference Advisory Committee\n\n \nAlissa Demerse\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\n \nPeter Smith\nPresident and Senior Scientist\nInstitute for Work and Health \n\n\nThursday\, September 12\, 2024Introduction: 12:30 p.m. – 12:35 p.m. \nPanel 1 - Precedents and Prosecutions: Examining key caselaw\, enforcement action\, and legislative developments - 12:35 p.m. – 1:50 p.m.\n\n\n \nMichael Fisher\nUnion CounselRavenLaw LLP \n\n\n \nAminah Hanif\nUnion CounselCavalluzzo LLP \n\n\n \nMichelle Jones\nEmployer CounselLawson Lundell LLP \n\n\n \nJeremy Warning\nEmployer CounselMathews\, Dinsdale & Clark LLP \n\n\nIn this session\, expert panelists will address recent cases and legislative developments impacting workplace health and safety. Topics to be addressed include: \n\nWhat are notable trends in recent prosecutions for workplace health and safety violations? What key legislative developments impacting occupational health and safety have been implemented cross-country in the past year?\nWhen will an employer be held liable under occupational health and safety legislation for injuries or deaths that occur in the course of work that is not performed under the employer’s direct supervision or control? How does the recent Supreme Court of Canada decision in  v. Greater Sudbury (City)\, which interprets Ontario’s occupational health and safety legislation\, apply to other jurisdictions?\nHow have arbitrators and adjudicators assessed the reasonableness of employer-ordered drug and alcohol testing in recent decisions?\nWhat key principles have emerged in recent caselaw regarding workplace harassment investigations conducted pursuant to occupational health and safety legislation? For example\, how much information regarding the investigation must an employer disclose to the union and/or the complainant? What consequences may flow from a failure to conduct an investigation?\nHow should workplace parties respond when employee’s human rights conflict with an employer’s occupational health and safety obligations?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nBreak: 1:50 p.m. – 2:00 p.m. \nPanel 2 - Investigations through a Health and Safety Lens: Conducting compliant and effective incident and harassment investigations - 2:00 p.m. – 3:10 p.m.\n\n\n \nMadeleine Loewenberg\nEmployer Counsel\nLoewenberg Psarris Workplace Law LLP \n\n\n \nCarissa Tanzola\nUnion Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nEmployers have an obligation to ensure that workplace investigations are conducted effectively and comply with legislation\, workplace policies\, and collective agreements. These obligations extend to both investigations into allegations of harassment and investigations following workplace injuries or accidents. In this panel\, experts will address: \n\nWhat lessons can be drawn from recent caselaw about an employer’s duty to investigate claims of harassment? What about the essential elements of a fair\, adequate\, and effective investigation? Under what circumstances have investigations raised procedural fairness concerns?\nDo options besides an investigation\, such as alternative dispute resolution\, satisfy the duty to investigate under the Occupational Health and Safety Act?\nWhen will an employer’s request for post incident drug and alcohol testing be found unreasonable by an arbitrator?\nHow much should independence factor into who should investigate workplace incidents and harassment? How can employers determine whether an external investigator is necessary?\nWhat are best practices for ensuring that systemic inequities and unconscious biases do not impact the investigatory process?\nHow can investigators protect employee’s privacy rights during a workplace investigation?\nWhat considerations are particularly relevant to workplace investigations pertaining to off-duty conduct? Can employers justify access to employees’ personal devices for the purposes of an investigation?\n\nBreak: 3:10 p.m. – 3:20 p.m. \nKeynote - Dr. Jennifer Quaid: The illusion and the reality of corporate accountability for workplace health and safety offences: reflections on the Westray amendments 20 years later - 3:20 p.m. – 3:50 p.m.\n\n\n \nJennifer Quaid\nAssociate Professor\, Faculty of Law\nQueen’s University \n\n\nComing Soon. \nBreak: 3:50 p.m. – 4:00 p.m. \nPanel 3 - Culture Shifts: Expert guidance on transforming organizational approaches to health and safety - 4:00 p.m. – 5:00 p.m.\n\n\n \nRobin Angel\nStrategic Advisor Occupational Health & Safety Correctional Services\nDepartment of Justice Nova Scotia \n\n\n \nKatherine Ferreira\nUnion Counsel\nKoskie Minsky LLP \n\n\n \nJoanne Hay\nDirector\, Health and Safety\nUnifor \n\n\n \nEleni Kassaris\nEmployer Counsel\nDentons \n\n\n \nDr. Lynda Robson\nScientist\nInstitute for Work and Health \n\n\nIn this session\, expert panelists will explore best practices in building organizational cultures which prioritize health and safety. Speakers will address questions such as: \n\nHow does creating a strong organizational health and safety culture differ from an employer’s requirement to provide a safe workplace under occupational health and safety legislation?\nHow can employers and unions promote an organization-wide commitment to health and safety and achieve employee “buy-in” to health and safety initiatives? Should workplace parties seek to shift organizational culture through incentives\, consequences for non-compliance\, or some combination of the two?\nHow can organizations ensure a robust workplace health and safety culture in remote work settings? Will obligations imposed under occupational health and safety legislation apply in such cases?\nWill new technologies\, such as artificial intelligence (AI)\, assist or hinder the creation of a strong health and safety culture?\nHow have organizations achieved positive shifts in their health and safety cultures?\n\nClosing Remarks: 5:00 p.m. \nCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 4 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 4 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR Alberta for 4 Continuing Professional Development hours per session.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 4 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 4 Substantive Hours; 0 Professionalism Hours.\nThis event contains 3.5 technical hours and would be eligible for BCRSP CEU points. See the BCRSP website at www.bcrsp.ca for CEU point criteria.
URL:https://lancasterhouse.com/event/national-health-safety-conference-2024/
LOCATION:Virtual Event
CATEGORIES:Conference,Health & Safety
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/02/national-HandS-header-1.jpg
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DTSTART;TZID=America/New_York:20230928T123000
DTEND;TZID=America/New_York:20230928T161500
DTSTAMP:20260427T185125
CREATED:20230626T202957Z
LAST-MODIFIED:20240723T184859Z
UID:8924-1695904200-1695917700@lancasterhouse.com
SUMMARY:Virtual Health & Safety Conference
DESCRIPTION:Conference Co-Chairs\n\n \nLoretta Bouwmeester\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride \n\n\nConference Advisory Committee\n\n \nKevin Kelloway\nCanada Research Chair in Occupational Health Psychology\nSaint Mary’s University \n\n\n \nKelly Kwon\nAssociate Director\, Employee Health and Wellness\nSheridan College \n\n\nThursday\, September 28\, 2023Opening remarks: 12:30 p.m. – 12:35 p.m. ET \nPanel 1: Annual Check-Up: Experts examine key cases and legislative developments - 12:35 p.m. – 1:35 p.m. ET \nAnnual Check-Up: Experts examine key cases and legislative developments\n\n\n \nJamie Jurczak\nEmployer Counsel\nTaylor McCaffrey LLP \n\n\n \nDavid Law\nEmployer Counsel\nLaw at Work \n\n\n \nMalini Vijaykumar\nUnion Counsel\nNelligan Law \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nDaniel Randazzo\nMediator and Arbitrator \n\n\nIn this session\, experts will address recent cases and legislative developments impacting workplace health and safety. Topics to be addressed include: \n\nWhat lessons can be learned from recent COVID-19 decisions? What broader principles may be discerned for implementing health and safety policies likely to withstand scrutiny on judicial or arbitral review? For example: When are disciplinary consequences for failing to follow health and safety policies appropriate or enforceable? Where a given measure is intended to protect an individual from personal harm at work\, where is the line to be drawn between legitimate rules and paternalistic or overreaching policies?\nHow should workplace parties respond where an employee’s rights conflict with workplace health and safety requirements? For example: Where the employee has a disability which may impact their ability to perform work that is safety-sensitive? Where the employee argues that their religious beliefs prevent them from complying with a policy?\nWhen can employers require employees in safety-sensitive positions to undergo an independent medical examination or post-incident testing where substance abuse is suspected?\nWhat constitutes an adequate investigation into workplace harassment under occupational health and safety legislation? Can an employee dispute the choice of investigator? What steps must be taken upon completion of the investigation?\nWhat are notable trends in recent sentencing decisions for workplace health and safety violations? What key legislative developments have been implemented cross-country in the past year of note for occupational health and safety practitioners?\n\nTopics will be finalized in the weeks prior to the conference\, ensuring up-to-date coverage of the latest developments. \nKeynote: Walking the Talk in Employee Health and Wellness - 1:35 p.m. – 1:55 p.m. ET\nWalking the Talk in Employee Health and Wellness\n\n\n \nJane Storrie\nClinical Neuropsychologist\nSVA \n\n\nEmployers have been paying increasing attention to mental health and wellness across many sectors. While this interest often leads to changes in policy and even the establishment of specialized units\, departments\, or designated staffing\, it remains the case that resource allotment\, program planning\, implementation\, and measures of efficacy are sorely lacking. In this presentation\, we will explore issues underlying the successful provision of wellness services and supports\, and how they can be remedied. \nBreak: 1:55 p.m. – 2:05 p.m. ET \nPanel 2: Substance Use in the Workplace: Responding to the expanding spectrum of risks - 2:05 p.m. – 3:05 p.m. ET \n\n\n \nShelly Bischoff\nFounder and Director\nPtolemy & Associates Inc. \n\n\n \nRyan Conlin\nEmployer Counsel\nStringer LLP \n\n\n \nMatt Hiltz\nExecutive Director and Chief Negotiator\nNew Brunswick Nurses Union \n\n\nSubstance use in the workplace can pose health and safety risks that can be managed through collaboration between employers\, employees\, and unions. In this panel\, experts will explore emerging trends and best practices to assess substance use in the workplace. The following questions will be discussed: \n\nWhat steps can an employer take to proactively monitor substance use in the workplace\, particularly during breaks? What does recent caselaw suggest about an employer’s limits on ordering drug and alcohol testing\, and independent medical examinations?\n\n\nHow can an employer identify whether substance use is occurring in its workplace? What are methods of addressing substance use dependence for employees who will not actively seek help through standard workplace policies?\nWhat are best practices in reviewing and evaluating the effectiveness of workplace substance use policies? How can an employer assess whether its current policies are effective in reducing substance abuse\, identifying employees with substance use issues\, and addressing associated risks?\nIn recent years\, has there been an increased frequency of workplace harassment or violence resulting from substance use? How can workplace parties mitigate the risk of trauma for employees who respond to a substance use-related crisis in the workplace?\nFor workplaces that must now have naloxone kits on-site\, what strategies can employers use to incorporate naloxone kits into their emergency response planning? What training and support should be in place for employees who may have to use these kits? How are workplaces in other jurisdictions managing the impact of the nationwide opioid crisis?\nTo what extent should the decriminalization of certain drugs impact an employer’s policies when it comes to managing substance abuse and substance use disorders in the workplace? Will access to previously illicit drugs significantly affect the safety of the workplace?\n\nBreak: 3:05 p.m. – 3:15 p.m. ET \nPanel 3 and Closing Remarks: Caution\, Tech Ahead: The impact of technology and AI on workplace safety - 3:15 p.m. – 4:15 p.m. ET \nCaution\, Tech Ahead: The impact of technology and AI on workplace safety\n\n\n \nDr. Arif Jetha\nScientist\nInstitute for Work & Health \n\n\n \nAlanna Mihalj\nLegal Counsel\nAmalgamated Transit Union\, Local 113 \n\n\n \nAlissa Demerse\nEmployer Counsel\nRoper Greyell \n\n\nIn this session\, experts will explore potential risks of emerging technologies on employee health and safety and discuss how workplaces can best address these risks. Specifically\, panelists will consider: \n\nWhat provisions should be included in policies or collective agreements to address the impact of emerging technologies on employee health and safety?\nIn what ways can electronic monitoring affect employee well-being? What limitations have been implemented or imposed on workplace electronic monitoring?\nHow has employee health and safety been impacted by the following:\nRemote and hybrid workplaces?\nLocation tracking?\nAutomation?\nGenerative AI?\nHow have arbitrators tailored the award of damages to the impacts of technology on employee health and safety?\nHow can workplaces balance employee privacy with safety and productivity concerns while leveraging the benefits of new and efficient technologies?\n\n\n\n\nConference CPD\n\n\nThis program has been approved for 3.2 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resources Professionals Association.\n\nThis program has been approved by CPHR BC & Yukon for 3.2 Continuing Professional Development hours.\n\nThis program has been approved by CPHR Alberta for 3.2 Continuing Professional Development hours.\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.2 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 3.25 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.2 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3.2 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/virtual-health-safety-conference/
LOCATION:Virtual Event
CATEGORIES:Conference,Health & Safety
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