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SUMMARY:Vancouver Human Rights and Accommodation Conference 2025
DESCRIPTION:Championing Workplace Equity\, Inclusion\, and ComplianceWhat is the Vancouver Human Rights and Accommodation Conference 2025?The Vancouver Human Rights and Accommodation Conference 2025 is the premier event for HR professionals\, legal practitioners\, union representatives\, and business leaders seeking cutting-edge insights into human rights law\, workplace accommodations\, and equity\, diversity\, and inclusion (EDI) best practices. Hosted by Lancaster House\, this two-day event offers expert-led discussions\, real-world case studies\, and interactive sessions to help organizations navigate emerging legal challenges in the workplace. \nVancouver Human Rights and Accommodation Conference – Bundle: Conference + Workshop$1\,995.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference$1\,395.00Read more	\n			\n  \nWhat We’re CoveringOur 2025 agenda is carefully curated to address the latest human rights issues and accommodation challenges facing employers\, unions\, and employees. Key topics include: \n\nLandmark Human Rights Cases & Legislative Updates – Stay ahead of the latest legal changes impacting human rights law. \n\nHuman Rights in Hybrid Workplaces – Managing accommodations in the era of remote and hybrid work. \n\nEquity\, Diversity & Inclusion (EDI) Strategies – Tackling systemic discrimination and fostering inclusive workplace cultures. \n\nMental Health and Disability Accommodations – Proactive approaches to supporting employee wellness. \n\nFree Speech vs. Employer Rights – Navigating the complexities of employee expression in the workplace. \n\nRestorative Justice in Workplace Misconduct – When to use discipline vs. alternative dispute resolution. \nThis conference features leading legal experts\, HR professionals\, and policymakers\, ensuring attendees receive actionable strategies and the most up-to-date legal interpretations. \nWho Should Attend?This event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance. \n\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law. \n\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining. \n\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law. \n\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies. \nKey Learning OutcomesBy attending this conference\, you will:\n✔ Understand the latest human rights law updates and their impact on workplace policies.\n✔ Gain best practices for accommodation requests related to disability\, religion\, and family status.\n✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.\n✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.\n✔ Network with industry peers and build valuable professional connections. \nConference Packages & Registration DetailsChoose from a range of flexible registration options: \n🎟 Two-Day Conference Pass – Access to all panels\, keynotes\, and networking events.\n📚 Conference + Materials Bundle – Includes all session recordings and presentation slides for post-event reference.\n🏆 Group Discounts Available – Save when registering multiple team members. \nWhy Choose Lancaster House? \nWith over 45 years of excellence in legal education\, Lancaster House is Canada’s leading provider of workplace law expertise. Our conferences are trusted by top HR professionals\, legal experts\, and industry leaders for their unparalleled depth\, practical insights\, and real-world applicability. \n🔹 Expert-Driven Content – Learn from Canada’s leading human rights and labour law specialists.\n🔹 Unmatched Networking Opportunities – Connect with decision-makers and industry peers.\n🔹 Practical\, Actionable Insights – Walk away with strategies you can implement immediately.\n🔹 Comprehensive Resource Materials – Access detailed case law summaries and best practice guides. \nReserve Your Spot Today! \nSecure your place at Canada’s most essential human rights and accommodation event. Don’t miss this opportunity to enhance your expertise and ensure workplace compliance in 2025 and beyond! \nThursday\, April 17\, 2025Breakfast: 8:00 am – 9:00 am PT \nOpening remarks: 9:00 am – 9:05 am PT \nPanel 1 - Keeping Current on Human Rights: The latest cases and legislative developments - 9:05 am – 10:20 am PT\n\n\n \nRichard Coleman\nArbitrator/Mediator \n\n\n \nJadine (Jay) Lannon\nUnion Counsel\nForte Law \n\n\n \nAndrea L. Zwack\nEmployer Counsel\nGall Legge Grant Zwack LLP \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases on topics such as: \n\nidentifying and addressing stereotypes and/or bias;\nrights and restrictions relating to employee expression of personal or political views and beliefs at work;\ntrends in discipline\, damages\, and arbitration;\nprivacy\, monitoring\, and surveillance;\nremote work;\nsubstance use and testing;\nthe intersection between health and safety concerns and human rights obligations; and\nkey principles and best practices in investigating discrimination and harassment claims.\n\nThe panel will also address B.C. and federal legislative initiatives\, including reporting requirements under the B.C. Pay Transparency Act and obligations under the federal Pay Equity Act. \nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:20 am – 10:35 am PT \nPanel 2 - AI Through a Human Rights Lens: The potential uses and challenges posed by the use of artificial intelligence at work - 10:35 am – 11:35 am PT\n\n\n \nPreston Parsons\nPartner\nOverholt LLP \n\n\n \nRachel Roy\nPartner\nRachel Roy Law \n\n\n \nWendy H. Wong\nProfessor and Principal’s Research Chair\nUniversity of British Columbia \n\n\nIn this session\, panelists will provide expert guidance on the use of artificial intelligence (AI) at work\, exploring the potential benefits and pitfalls of AI from a human rights perspective. Panelists will address questions such as: \n\nWhat federal and provincial laws regulate the use of AI? What legislative initiatives are currently the subject of debate and how may they impact workplace parties if passed? What other legal obligations and principles govern or restrict the use of AI at work?\nWhat key human rights considerations and privacy concerns are raised by the use of AI in the workplace? Does AI have the potential to reduce systemic discrimination and improve working conditions for equity-seeking employees?\nWhat human rights concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other evolving technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow can parties address through collective bargaining the human rights and privacy impact resulting from the use of AI in workplaces?\nWhat steps can employers and unions take to mitigate the risk of bias\, discrimination\, or other breaches of human rights when using AI?\n\nBreak: 11:35 am – 11:45 am PT \nKeynote Speech by Kai Scott - Bridging the Divide – The Future of Gender Inclusion in the Workplace - 11:45 am – 12:15 pm PT\n\n\n \nKai Scott\nPresident\nTransFocus Consulting \n\n\nAs gender inclusion efforts in the workplace reach a critical juncture\, how do we move beyond division and toward solutions that benefit everyone—women\, men\, transgender\, and non-binary people alike? Drawing from nearly a decade of insights at TransFocus Consulting\, this keynote will explore the evolving landscape of workplace gender inclusion\, addressing both the progress made and the tensions that persist. \nAt a time when gender issues are increasingly polarized\, this session will focus on practical ways to foster connection across diverse gender experiences while meeting legal obligations and organizational goals. We’ll examine key lessons from the past decade\, emerging challenges\, and strategies for bridging gaps—whether in policy design\, workplace culture\, or leadership approaches. \nJoin Kai for a thought-provoking reflection on where we’ve been\, where we’re headed\, and how organizations can take meaningful\, sustainable steps toward gender inclusion that work for everyone. \nLunch: 12:15 pm – 1:15 pm PT \nPanel 3 - Free Speech and Human Rights at Work: Are they in conflict? Can they be reconciled? - 1:15 pm – 2:30 pm PT\n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nLeanne Monsma\nEmployer Counsel\nUniversity of British Columbia \n\n\n \nAmber Prince\nMember\nBC Human Rights Tribunal \n\n\nAs the political climate becomes increasingly polarized\, domestically and abroad\, employers must navigate how to cultivate a safe\, healthy\, and productive work environment while also respecting employees’ right to express their personal views. In this session\, panelists will explore how employers and unions should respond to the exercise of political speech in the workplace\, and in doing so will address the following questions: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nHow has the British Columbia Human Rights Tribunal interpreted the meaning of “political belief”?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat kinds of policies and guidelines should an employer put in place to address politically-based conflict in the workplace? Where conflicts arise among employees\, with respect to charges of discrimination and harassment\, which member should the union represent?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline a member for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\n\nBreak: 2:30 pm – 2:45 pm PT \nPanel 4 - Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm PT\n\n\n \nShirin Kiamanesh\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nTamisha Parris\nDiversity\, Equity\, Accessibility\, & Inclusion Consultant\nParris Consulting \n\n\n \nSalim Visram\nEmployer Counsel\nDentons \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing Remarks: 4:00 pm PT \nWednesday\, April 16\, 2025Workshop*Workshop sold separately from stand-alone conference. \nConducting Inclusive\, Barrier-Free Workplace Investigations: A practical\, hands-on workshop with the experts\n\n\n \nTonie Beharrell\nLawyer and Workplace Investigator\nSouther Butler Price LLP \n\n\n \nDr. Renée-Louise Franche Ph.D.\, R. Psych.\nConsultant in Mental Health and Work Ability Promotion \n\n\n \nSara Hanson\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nThe investigation process is an important tool for addressing harassment and discrimination in the workplace. However\, investigations may risk perpetuating harm if they are not conducted carefully. In this workshop\, a panel of experts will discuss how to run investigations in a manner that supports the well-being of all parties involved and benefits the workplace at large. Throughout this full day workshop the panel will address the following questions: \n\nWhat is trauma\, and how may it affect complainants before\, during\, and after the investigation process?\nWhy is it important that workplace investigators adopt trauma-informed\, anti-oppressive\, and intersectional approaches to the investigation process\, especially when dealing with discrimination and harassment allegations?\nWhat steps should investigators take to address their own unconscious and implicit biases during the investigation process?\nWhat do trauma-informed\, anti-oppressive\, and intersectional approaches to workplace investigations involve in practice? For example\, how can investigators conduct interviews in a trauma-informed manner? What steps can they take to address parties’ accessibility needs throughout the investigation process? How can they bring inclusivity into their report writing?\nWhat is systemic discrimination\, and how can investigators effectively address claims of systemic discrimination in the investigation process?\nWhat interim measures can employers put in place during the investigation process to ensure the well-being of the parties involved?\nWhat recourse can complainants seek if they disagree with the investigator’s findings?\n\nVancouver Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nCathy Knapp\nArbitrator and Mediator\nTribunal mediator\nBCHRT \n\n\n \nAndrew Schafer\nEmployer Counsel\nNorton Rose Fulbright Canada LLP \n\n\n \nLindsay Waddell\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nConference Advisory Committee\n\n \nMegan Ashbury\nArbitrator\, Mediator and Workplace Investigator \n\n\n \nMenachem Freedman\nUnion Counsel\nHHGB Lawyers \n\n\n \nDonovan Plomp\nEmployer Counsel\nMcCarthy Tetrault LLP \n\n\n \nKristen Woo\nLegal Counsel\nBC Public School Employers’ Association \n\n\n \nMatt Yun\nLegal and Legislative Representative\, CUPE \n\n\n \nLaura Track\nLaura Track\nHuman Rights Lawyer\nDirector\, Human Rights Clinic and Director\,\nPublic Legal Education\, Community Legal Assistance Society (CLAS) \n\n\nCPD Vancouver Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.\n\n\n\n Vancouver Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\nThe Hyatt Regency Vancouver - Discounted Room\nGroup rates are now available with limited space availability: \n\n\n\nCheck-in\nCheck-out\nGroup rate\n\n\nTuesday\, April 15\nSaturday\, April 19\n$295/night\n\n\n\nCut-Off Date \nReservations made by attendees must be received on or before Tuesday\, March 25\, 2025\, after which any reservations made will be based on a space-and rate-available basis. \nOnline reservations \nClick here to book online. \nPhone line reservations: 1-800-233-1234
URL:https://lancasterhouse.com/event/vancouver-human-rights-and-accommodation-conference-2025/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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SUMMARY:Toronto Human Rights and Accommodation Conference 2025
DESCRIPTION:Stay Ahead in Employment Law\, Workplace Accommodation & DiversityJoin Canada’s premier Human Rights and Accommodation Conference in Toronto and gain expert insights into the latest employment law updates\, workplace accommodation training\, and diversity & inclusion strategies. Hosted by Lancaster House\, the trusted leader in legal education\, this event brings together top employment lawyers\, HR professionals\, business leaders\, and policymakers to discuss the most pressing issues in workplace human rights. \nWhat You’ll LearnAt the Toronto Human Rights and Accommodation Conference 2025\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers. \n\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant. \n\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies. \n\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. \n\nReal-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions. \nWho Should Attend?This conference is essential for: \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions. \n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies. \n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace. \n\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies. \nToronto Human Rights and Accommodation Conference – Bundle: Conference + Workshop$2\,695.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Conference$2\,195.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 1$1\,395.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 2$1\,395.00Read more	\n			\n  \nWhy Choose Lancaster House?\nExpert-Led Sessions – Learn from Canada’s leading human rights lawyers\, policymakers\, and HR specialists. \n\nInteractive & Practical Training – Gain real-world\, applicable knowledge through case studies\, Q&A sessions\, and networking opportunities. \n\nAccredited Learning – Earn continuing legal education (CLE) credits while expanding your expertise. \n\nTrusted Legal Publisher – Lancaster House has been a leader in labor\, employment\, and human rights law education for over 40 years. \nWednesday\, April 30\, 2025Breakfast: 8:00 am – 9:00 am ET \nWorkshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET(The schedule will run concurrently for all three workshops until 4:00 pm) \nDisabilities that Elude Diagnosis: Accommodating employees with poorly understood conditions\n\n\n \nDr. Hy Bloom\nAssistant Professor\nPsychiatry\nUniversity of Toronto \n\n\n \nDiane Laranja\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSara Slinn\nArbitrator/Mediator\nAssociate Professor\nOsgoode Hall Law School \n\n\n \nKen Stuebing\nUnion Counsel\nCaleywray \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, panelists will examine key principles and best practices for accommodating employees with these conditions.  \nSpeakers will address: \n\nExamples of common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion” (including “long COVID”);\nLegal limits on medical information that employers can request from employees;\nHow to formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test;\nWhat to do when there are no available medical practitioners with the requisite knowledge or expertise to assess an employee’s condition;\nHow to approach\, with sensitivity\, employees/union members for needed medical information;\nDealing with stereotypes and stigmas associated with difficult-to-identify medical conditions;\nWhat types of accommodations will be of assistance to an employee suffering from persistent or chronic symptoms;\nWhether an employer can discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability; and\nDetermining when the duty to accommodate is at an end because undue hardship is unavoidable.\n\nDuring the workshop\, participants will engage in interactive exercises\, applying principles and practices learned throughout the day.\n \nThursday\, May 1\, 2025Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 1 - Emerging Horizons in Human Rights: The latest cases and legislative developments - 9:05 am –10:35 am ET\n\n\n \nKristen Allen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nMatthew Craig\nEmployer Counsel\nMatthews\, Dinsdale & Clark LLP \n\n\n \nNimal Dissanayake\nArbitrator \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases addressing topics such as: \n\ntrends in discipline and damages for harassment and discrimination and evidentiary challenges in cases of allegations of harassment and discrimination;\nrights and restrictions involving employee expression of personal or political views and beliefs at work;\ntrends in discipline and damages for harassment and discrimination;\naccommodating neurodiverse employees;\nprivacy\, monitoring\, and surveillance;\nsubstance use and testing; and\nconflicts between health and safety obligations and human rights concerns.\n\nThe panel will also address recent Ontario and federal legislative initiatives\, including: \n\nrecent changes enacted through Ontario’s Working for Workers series of legislation addressing pay transparency\, the use of artificial intelligence\, harassment in virtual contexts\, and more; and\nongoing obligations for employers under the Ontario and federal Pay Equity Act.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments.Break: 10:35 am –10:50 am ET \nPanel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 10:50 am –12:05 pm ET\n\n\n \nRishi Bandhu\nArbitrator/Mediator \nRishi Bandu Arbitration and Mediation Services \n\n\n \nCassandra da Costa\nEmployer Counsel\nFilion Wakely Thorup Angeletti \n\n\n \nPatricia D’Heureux\nUnion Counsel\nCavalluzzo LLP \n\n\nIn this session\, panelists will examine the response to employee requests for accommodation through remote\, hybrid\, or other flexible work arrangements. The session will address questions including: \n\nDo employers have the right to require employees to return to in-person work? What aspects of a general return-to-office are vulnerable to challenge under human rights legislation or on other grounds? How does collective agreement language affect the matter?\nIn what circumstances have arbitrators and adjudicators found that employees must be permitted to work from home as a health-related accommodation? Does an employee’s demonstrated or perceived susceptibility to contracting COVID-19 or other illnesses warrant accommodation? Will employees be entitled to work from home during pregnancy or where a spouse or dependent may have increased susceptibility to infection?\nIn what circumstances have decision-makers found that employees should be permitted to work from home or on a remote or hybrid basis in order to accommodate obligations related to their family status\, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request?\nHow can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nWhen will insisting that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work from home? Is an impact on broader employee morale sufficient to establish undue hardship?\nIs it discriminatory for an employer to impose additional performance monitoring practices on an employee engaged in remote or hybrid work — such as a requirement for regular check-ins\, use of timesheets\, etc.?\nBeyond legal considerations\, what practical considerations should be taken into account when assessing whether an employee should be permitted to work from home? What flexible working options other than remote or hybrid work can be considered? What benefits and drawbacks do remote\, hybrid\, or flexible working arrangements have for employees requiring accommodation?\nWhat best practices can employers and unions implement to ensure that employees being accommodated through remote\, hybrid\, or flexible work do not become isolated from the team?\n\nLunch: 12:05 pm – 1:00 pm ET \nPanel 3 - Human Rights Investigations: Assuring investigator neutrality\, setting standards for proper training\, providing employee support\, and other pivotal issues - 1:00 pm –2:15 pm ET\n\n\n \nChris Davidson\nAssociate Lawyer and Workplace Investigator\nTurnpenney Milne LLP \n\n\n \nWilliam Goldbloom\nWG Resolutions \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\nConducting a workplace investigation into human rights-related allegations is a complex process that requires fairness and a commitment to best practices. This panel will examine recent caselaw addressing workplace investigations with a view to providing guidance in conducting “best practices” investigations. The panel will address a series of questions including: \n\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nWhat procedural flaws have been found to render an investigation unfair or inadequate — for instance\, flaws in timeliness\, thoroughness\, confidentiality\, and reporting?\nWhat steps should an employer take to address the impact of the human rights allegations? What actions should an employer take to prevent further discrimination?\nIs a formal investigation always required when an employee raises human rights-related concerns? What guidance do the courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhen is retaining a third-party investigator necessary?\nWhat is the role of a union in a workplace human rights investigation? What rights and/or responsibilities do unions have? What should unions do when both the complainant and the respondent are bargaining unit members?\nCan the grounds for an investigation be expanded after the investigation has commenced — for example\, if issues of systemic discrimination arise? What are the potential pitfalls of expanding the grounds of an investigation?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not taint the investigatory process?\nHow should employers and unions respond when an investigation reveals bad faith allegations by an employee?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following an investigation?\n\nBreak: 2:15 pm –2:30 pm ET \nPanel 4 - Deep Dive into Discrimination: Experts examine scenarios to determine when it is\, and when it isn't - 2:30 pm –3:55 pm ET\n\n\n \nNicole Biros-Bolton\nFounder and Lawyer\nBird Bolt Law \n\n\n \nAmandi Esonwanne\nSolicitor\nCity of Toronto \n\n\n \nMorgan Sim\nLawyer & Founder\nMorgan Sim Law \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing remarks: 3:55 pm –3:50 pm ET \nFriday\, May 2\, 2025Breakfast: 8:00 am – 9:00 am ET \nIntroduction: 9:00 am – 9:05 am ET \nPanel 5 - Beyond Repair? Examining the use of discipline and restorative solutions in response to human rights transgressions at work - 9:05 am – 10:20 am ET\n\n\n \nLorenzo Lisi\nEmployer Counsel\nAird & Berlis LLP \n\n\n \nAmer Mushtaq\nLawyer and investigator\nFormative LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\nIn this session\, expert panelists will examine legal obligations and best practices in responding effectively and appropriately to harassment and discrimination at work. Panelists will address questions including: \n\nWhat legal obligations govern an employer’s response to discrimination and harassment in the workplace? When is the duty to investigate triggered?\nAre employers obligated to impose discipline when employees have committed human rights violations at work? Where discipline is imposed\, what types of conduct may warrant more severe consequences? What considerations have arbitrators in recent cases taken into account in determining whether an employment relationship is salvageable following an employee’s human rights transgression?\nWhen can or should alternative dispute resolution (ADR) be used to address human rights violations at work? Can ADR be used in lieu of discipline? What ADR options exist\, and what are the relative advantages and disadvantages of each?\nBeyond legal considerations\, what practical considerations may impact whether use of ADR is appropriate? What power imbalances\, “invisible” barriers\, and other barriers to equity should be taken into account? What steps can parties take to address these barriers? What is a “trauma-informed approach\,” and how may it be beneficial in addressing human rights transgressions at work?\nWhat steps can or must employers and unions take that ensure a healthy and safe work environment is restored following a human rights violation? What steps should be taken where both the complainant and transgressor remain at work?\n\nBreak: 10:20 am – 10:35 am ET \nKeynote Speech by Cynthia Khoo - Of Data and Dissent: The Pursuit of Algorithmic Justice in Labour and Human Rights - 10:35 am – 11:05 am ET\n\n\n \nCynthia Khoo\nTechnology and Human Rights Lawyer\nSenior Fellow\nThe Citizen Lab \n\n\nWith every advent of a new technological phase — whether social media\, big data\, machine learning algorithms\, or generative artificial intelligence (AI) — one fundamental task among many falls to legal scholars and practitioners\, adjudicators\, and lawmakers to confront: determining what the new technology changes\, what it does not\, and where and how the differences matter (legally and otherwise). To that end\, this talk will address issues such as how algorithmic discrimination differs from “analogue” discrimination; how society and our laws should view human labour in a time when so much more of it seems instantly replicable by machines; and the connection between how automated decision-making works and proposed changes to liability frameworks when it comes to AI. \nWhat will become clear through this discussion is one thing that has never changed: technology is about power. Questions of technology thus carry particular weight in contexts built around systemic power imbalances\, whether as a matter of workplace relations or human rights law. Drawing on a panoply of work by lawyers\, academics\, researchers\, and grassroots community experts in various interdisciplinary combinations of law\, computer science\, labour\, human rights\, science and technology studies\, and algorithmic accountability scholarship\, this keynote will challenge the audience to reconceptualize AI not as a “neutral tool” or coherent technical object\, but as\, to quote anthropologist and computer scientist Ali Alkhatib\, “an ideological project to shift” power\, and consider the consequences of ignoring what that means for our legal and human rights. \nBreak: 11:05 am – 11:20 am ET \nPanel 6 - Clocking In\, Speaking Out: Squaring employee free speech and employer rights - 11:20 am – 12:15 pm ET\n\n\n \nKim Bernhardt\nArbitrator/Mediator \n\n\n \nKerri Kitchura\nSolicitor\nCity of Toronto \n\n\n \nGregory Ko\nUnion Counsel\nKastner Ko LLP \n\n\nHow can workplaces best manage the balance between an employee’s right to express themselves freely against an employer’s obligation to create\, foster\, and maintain a safe and respectful workplace for all? The panel will address: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat must employers consider when monitoring and responding to their employees’ off-work expressions\, particularly on social media? At what point does off-work employee conduct warrant discipline by the employer\, and are there limits on how an employer can discipline an employee for this conduct?\nWhat should employers consider when investigating incidents of alleged harmful or disrespectful employee expression? What are some characteristics of an effective investigation into these incidents?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline an employee for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\nHow should employers communicate expectations regarding appropriate workplace and off-work conduct? How should employers approach restoring workplace harmony after employee expression creates conflict in the workplace?\n\nLunch: 12:15 pm – 1:15 pm ET \nPanel 7 - Wellness in the Workplace: Expert guidance on proactively recognizing and responding to employee mental health concerns - 1:15 pm – 2:30 pm ET\n\n\n \nDr. Sahar Bhaloo\nClinical Psychologist\nFlourish Mental Health and Coaching Services \n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nSimmy Sahdra\nEmployer Counsel\nDentons \n\n\nIn this panel\, experts will provide guidance on how employers and unions can proactively identify and address mental health concerns in the workplace. The following questions will be discussed: \n\nWhat are the characteristics of a workplace that is psychologically healthy and safe? What steps can employers and unions take to create a workplace culture that supports mental well-being?\nWhat are employee responsibilities to maintain a psychologically healthy and safe workplace? How can employers and unions empower their employees/members to meet those responsibilities?\nHow can employers and unions identify mental health threats in the workplace? What tools and resources are available to assist in this process?\nWhat strategies should employers and unions apply to proactively recognize and address addiction and substance abuse in the workplace?\nWhat should employers and unions consider when creating employee wellness programs? What can cause these wellness programs to fail? How can employers and unions effectively assess the success of their wellness programs?\n\nBreak: 2:30 pm – 2:45 pm ET \nPanel 8 - The Road to Return: Implementing workplace disability management while respecting human rights - 2:45 pm – 4:00 pm ET\n\n\n \nLucas Mapplebeck\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nAli Mohamed\nManager\, Equity\, Diversity\, Inclusion\, and Accessibility for People with Disabilities\, Canada Post \n\n\n \nLauren Sheffield\nUnion Counsel\nCavalluzzo LLP \n\n\nCreating\, implementing\, and maintaining an effective and successful workplace disability management system ensures employers are fostering a healthy\, safe\, and inclusive workplace. In this session\, the panel will discuss how best to accomplish these goals through discussion of the following questions: \n\nWhat are the essential components of a comprehensive workplace disability management system? How can employers and unions build an effective system?\nWhat tools\, resources\, and/or training can be used to assist in creating\, implementing\, and maintaining a successful workplace disability management system?\nWhat measures can workplaces institute to both prevent work disability and help employees with disabilities remain safe at work?\nHow can employers and employees with disabilities meet their responsibilities under the duty to accommodate? How should employers and unions support employees with episodic or invisible disabilities?\nWhat can employers and unions do to ensure that employees experience a successful return to work after a leave of absence due to disability?\nWhat should employers and unions consider when evaluating the effectiveness of their workplace disability management system?\n\nClosing remarks: 4:00 pm ET \nToronto Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nKathryn Bird\nEmployer Counsel\nOgletree Deakins International LLP \n\n\n \nDanielle Bisnar\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMatthew Horner\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nConference Advisory Committee\n  \n\n \nTricia Wilson\nNational Human Rights Representative\nUnifor \n\n\n \nRon Franklin\nUnion Counsel\nFranklin Law \n\n\n \nLaura Freitag\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nKumail Karimjee\nArbitrator\, Mediator\, and Investigator\nKarimjee Resolutions \n\n\n \nBrandy Ryan\nDirector\, Equity\, Diversity and Inclusion\nCanada Post \n\n\nCPDToronto Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved for Continuing Professional Development 10.59 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 10.59 Substantive hours; 0 Professionalism hours.\n\n\n\n\nToronto Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\n\nHotels nearbyHilton145 Richmond Street West\nToronto\, ON\nM5H 2L2Visit hotel websiteOne King West Hotel1 King Street West\nToronto\, ON\nM5H 1A1Visit hotel websiteHyatt Regency Toronto370 King St W\,\nToronto ON\nM5V 1J9Visit hotel website
URL:https://lancasterhouse.com/event/toronto-human-rights-and-accommodation-conference-2025/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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