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SUMMARY:Human Rights and Accommodation Conference
DESCRIPTION:Overview Lancaster House’s Ontario Human Rights and Accommodation Conference brings together top legal experts\, labour relations professionals\, and union representatives to examine the latest developments and emerging trends in workplace human rights and accommodation. Attendees will gain valuable insights on key topics\, including recent legislative and policy changes and practical strategies for addressing workplace human rights matters. \nAttendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \nWhat to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in Ontario and federally. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \nWho Should Attend? \nThis conference is essential for:  \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions.\n\n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies.\n\n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace.\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.\n\nLearning Outcomes \nAt the Toronto Human Rights and Accommodation Conference 2026\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers.\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies.\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. Real-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions.\n\nClick here to learn more about the associated Skills Training Workshop\nThursday\, April 30\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:35 am\n\n\n \nKim Bernhardt\nArbitrator/Mediator\, Retired \n\n\n \nJames Craig\nUnion CounselMorrison Watts LLP \n\n\n \nShreya Patel\nEmployer CounselTorkin Manes \n\n\nThis session provides a focused review of significant recent and emerging developments in Ontario labour\, employment\, and human rights law. Specifically\, panelists will address: \nCaselaw: \n\nIn what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?\nHow do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment? What trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\nWhen will an employee’s controversial views\, whether expressed online or in the workplace\, justify discipline\, discharge\, or damages?\nWhat forms of disability accommodation do courts and tribunals expect employers to implement? When do requested accommodations cross the line from what is reasonable to undue hardship?\nWhat limits are courts and arbitrators placing on employer surveillance and monitoring of employees?\nWhen does the Charter apply to decisions by employers or quasi-governmental bodies\, particularly those involving vaccination policies\, political expression\, return-to-work\, or collective bargaining?\n\nLegislation: \nThis session will also cover recent and upcoming changes to Ontario and federal legislation\, including: \n\nBill 30\, Working for Workers Seven Act\, 2025 amendments:\n\nprocedures for fraudulent job postings;\nunpaid leaves for job searches;\nextended layoffs;\nhealth and safety systems under the Occupational Health and Safety Act; and\nprohibitions on false or misleading statements to the Workplace Safety and Insurance Board.\n\n\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nnon-compete agreements.\n\n\nAlberta legislation prohibiting regulatory bodies from disciplining professionals for off-duty conduct\nAlberta legislation prohibiting unions from making contributions to non-collective bargaining clauses without membership approval\nQuebec legislation expanding government power to end lawful strikes\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:35 – 10:55 am \nPanel 2 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 10:55 – 12:15 pm\n\n\n \nDr. Elizabeth Aram\nClinical Psychologist \n\n\n \nNathaniel Marshall\nEmployer Counsel and\nWorkplace Investigator\nMarshall Workplace Law \n\n\n \nShibil Siddiqi\nEmployer Counsel\nProgressive Barristers \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nInvestigating allegations of human rights violations in the workplace requires a commitment to understanding best practices\, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices\, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions: \n\nWhat is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?\nWhat measures should employers and investigators implement to safeguard the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role?\nHow should employers\, unions\, and investigators proactively identify and remove accessibility barriers\, as well as provide accommodations\, during workplace investigations?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?\nWhat obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?\nMust an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nNetworking lunch: 12:15 – 1:15 pm \nFireside Chat - The EDI Challenge - Meeting Human Rights Obligation in the Workplace - 1:15 – 2:00 pm\n\n\n \nPatricia DeGuire\nChief Commissioner\nOntario Human Rights Commission \n\n\nAcross Ontario\, organizations are grappling with equity\, diversity and inclusion\, and how it fits into their human rights obligations under the Code\, while also facing growing skepticism and\, at times\, backlash. This conversation with Patricia DeGuire\, the Chief Commissioner of the Ontario Human Rights Commission\, seeks to explore how workplaces can navigate oppositions while still upholding their duty under the Code.Break: 2:00 – 2:20 pm \nPanel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:50 pm\n\n\n \nJames Kosa\nEmployer Counsel\nWeirFoulds LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\n \nJagtaran Singh\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nIn this session\, panelists will examine the complex human rights challenges – and potential opportunities – arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use\, employee monitoring\, and artificial intelligence (“AI”)\, addressing questions such as: \n\nWhen can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced an employee’s freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?\nHow can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example\, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory\, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?\nWhat limits do federal and provincial privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?\nWhat potential human rights issues are raised by the use of AI in hiring\, promoting\, and managing employees? Can AI be used to reduce discrimination and promote equitable\, diverse\, and inclusive workplaces?\nCan employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on a bias testing be sufficient to shield an organization from liability? What information are unions and employees entitled to when they suspect that use of an AI system is resulting in discrimination at work?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.Friday\, May 1\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 4 - Complex Accommodations: Neurodiversity\, chronic absenteeism\, and more - 9:05 – 10:20 am\n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nLiz Horvath\nPresident and Management Consultant\nHale Health and Safety Solutions \n\n\n \nJames Jennings\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSharon Naipaul\nMediator\, Trainer\, Coach and Consultant\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nEmployers are required to balance evolving accommodation obligations with operational demands\, performance expectations\, and workplace standards. \nThis panel will explore how employers can identify and respond to accommodation needs in complex situations\, manage attendance and performance concerns fairly and consistently\, and determine the scope and limits of accommodation over time. Panelists will address key questions\, including: \nNeurodivergence: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, e.g. a neuropsychological or psychoeducational evaluation?\n\nMental Health: \n\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nWhat signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen is a ‘duty to inquire’ about a potential mental health condition or disability triggered?\n\nSubstance Use: \n\nWhat guidance does recent case law provide on accommodating substance use disorders in the workplace?\n\nAbsenteeism: \n\nWhat are the components of a successful Attendance Management Program related to the accommodation of an employee’s disability-related absenteeism?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nWhen will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?\nHow should employers and unions address increased absenteeism due to RTO? Are there options that help improve attendance?\nWhat guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?\nHow does the test for ‘undue hardship’ vary in different safety sensitive industries where substance addiction or other issues that pose safety risks in the workplace?\n\nBreak: 10:20 – 10:40 am \nPanel 5 - The Hidden Toll: Preventing and managing burnout of human rights and labour relations practitioners - 10:40 – 11:50 am\n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nNaomi Midanik\nRegistered Psychotherapist & Founder\nBright Balance Psychotherapy \n\n\n \nJenny Neiman\nDirector\, Human Rights Office\nPeople & Equity Division\nCity of Toronto \n\n\nIn this session\, panelists will examine the hidden realities of burnout and compassion fatigue for human rights and labour relations practitioners\, addressing questions such as: \n\nWhat is burnout? How does it differ from stress\, fatigue\, or anxiety? What factors have been shown to contribute to burnout?\nWhat is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?\nWhat are the signs and symptoms of burnout and compassion fatigue? How can employers\, managers\, and employees recognize these conditions? What are the early warning signs?\nHave legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?\nWhat tools are available to assist employers and unions to identify organizational issues which may be contributing to burnout or compassion fatigue? What policies and practices should be implemented to address these factors?\nHow can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out\, overwhelmed\, or emotionally exhausted?\nHow long does it typically take to recover from burnout and compassion fatigue? How can employers and unions rebuild trust\, engagement\, and capacity in workplaces where these conditions have been prevalent?\nAre overall systemic changes in the field of labour relations necessary to prevent or ameliorate stress\, burnout\, and compassion fatigue? If so\, what changes need to be made?\nWhat realistic\, sustainable practices can employees and union representatives adopt to maintain their individual health and wellbeing? How can individuals effectively set boundaries\, foster self-care\, and navigate challenging and emotional files? What is “compassion satisfaction”\, and how can employees best sustain healthy and fulfilling careers in human rights and labour relations?\n\nNetworking lunch: 11:50 – 12:50 pm \nPanel 6 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes- 12:50 – 2:05 pm\n\n\n \nMark Hart\nArbitrator & Mediator \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. With mediation now mandatory at the Human Rights Tribunal of Ontario (“HRTO”) for applications received on or after June 1\, 2025\, developing a strong understanding of the mediation process is crucial. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically\, the panel will answer the following questions: \n\nWhat are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?\nHow should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?\nHow should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for voluntary mediation?\nHow can the parties efficiently prepare for mediation? What information must be gathered?\nHow can the parties determine if power imbalances\, accessibility barriers\, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?\nIs a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?\nWhat information should be included in a settlement agreement?\nWhat factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes? Are they prohibited by law?\n\nBreak: 2:05 – 2:25 pm \nPanel 7 - Sexual Harassment\, From Annoyance to Assault: A scenario-based panel on identifying and addressing the spectrum of unlawful behaviours in the workplace- 2:25 – 3:50 pm\n\n\n \nDanielle Bisnar\nUnion CounselCavalluzzo LLP \n\n\n \nMarcus McCann\nEmployer CounselMarcus McCann Law \n\n\n \nSheilagh Turkington\nArbitrator & MediatorTurkington Dispute Resolution \n\n\nIn this session\, panelists will provide expert insight into identifying and responding to sexual harassment in the workplace\, using real cases to shed light on the application of these principles in practice. The panel will address questions such as: \n\nHow is sexual harassment defined under human rights and occupational health and safety legislation in Ontario and federally? What legal test have adjudicators and arbitrators typically applied when determining whether sexual harassment has occurred? How will collective agreements and workplace policies impact the determination?\nWhen will off-duty sexual harassment be sufficiently connected to the workplace to bring it under the purview of human rights and occupational health and safety legislation\, the collective agreement\, and/or the employer’s authority to impose discipline?\nWhat myths and stereotypes about sexual harassment\, in particular with respect to witness credibility\, have adjudicators and arbitrators recognized in recent years?\nWhen does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?\nHow have arbitral attitudes changed in terms of appropriate disciplinary responses to sexual harassment? What factors will arbitrators consider? For example\, how are factors such as power imbalances\, workplace culture\, and the impact on the employee who has been harassed taken into account? When will a single instance of sexual harassment be serious enough to warrant dismissal?\nWhat trends in damage awards are evident in recent sexual harassment cases?\nIs a formal complaint required to trigger an employer’s duty to investigate allegations of sexual harassment? When can an employer be held liable for the actions of an employee? When will sexual harassment be found to have created a poisoned work environment?\nHow should employers and unions respond when they receive a sexual harassment complaint? With more employees in remote and hybrid work arrangements\, how can employers and unions ensure that sexual harassment does not go unnoticed?\n\nClosing remarks: 3:50 – 4:00 pm \nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \nPricing \nOntario Human Rights and Accommodation Conference – Both Days $1\,995.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 1 $1\,195.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 2 $1\,195.00Add to cart	\n			\n  \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the ON Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) \n$2\,690.00Add to cart	\n			\n \nConference Co-Chairs \n\n\n \nEsi Codjoe\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nArchana Mathew\nArbitrator and Mediator \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\nAdvisory Committee \n\n\n \nRoger Love\nLegal Counsel\nOntario Human Rights Commission \n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nKimalee Phillip\nDirector of Human Rights\nCUPE National \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nWinslow Taylor\nDirector of Human Rights and Investigations\nToronto Transit Commission (TTC) \n\n\nCPD \nDay 1\n\n\nThis program has been approved for Continuing Professional Development 5.17 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.\n\n\n\n\nDay 2\n\n\nThis program has been approved for Continuing Professional Development 5.33 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.33 Substantive hours; 0 Professionalism hours.
URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-conference/
LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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DTSTART;VALUE=DATE:20250430
DTEND;VALUE=DATE:20250503
DTSTAMP:20260507T203916
CREATED:20241021T154910Z
LAST-MODIFIED:20250430T184338Z
UID:15154-1745971200-1746230399@lancasterhouse.com
SUMMARY:Toronto Human Rights and Accommodation Conference 2025
DESCRIPTION:Stay Ahead in Employment Law\, Workplace Accommodation & DiversityJoin Canada’s premier Human Rights and Accommodation Conference in Toronto and gain expert insights into the latest employment law updates\, workplace accommodation training\, and diversity & inclusion strategies. Hosted by Lancaster House\, the trusted leader in legal education\, this event brings together top employment lawyers\, HR professionals\, business leaders\, and policymakers to discuss the most pressing issues in workplace human rights. \nWhat You’ll LearnAt the Toronto Human Rights and Accommodation Conference 2025\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers. \n\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant. \n\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies. \n\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. \n\nReal-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions. \nWho Should Attend?This conference is essential for: \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions. \n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies. \n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace. \n\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies. \nToronto Human Rights and Accommodation Conference – Bundle: Conference + Workshop$2\,695.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Conference$2\,195.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 1$1\,395.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 2$1\,395.00Read more	\n			\n  \nWhy Choose Lancaster House?\nExpert-Led Sessions – Learn from Canada’s leading human rights lawyers\, policymakers\, and HR specialists. \n\nInteractive & Practical Training – Gain real-world\, applicable knowledge through case studies\, Q&A sessions\, and networking opportunities. \n\nAccredited Learning – Earn continuing legal education (CLE) credits while expanding your expertise. \n\nTrusted Legal Publisher – Lancaster House has been a leader in labor\, employment\, and human rights law education for over 40 years. \nWednesday\, April 30\, 2025Breakfast: 8:00 am – 9:00 am ET \nWorkshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET(The schedule will run concurrently for all three workshops until 4:00 pm) \nDisabilities that Elude Diagnosis: Accommodating employees with poorly understood conditions\n\n\n \nDr. Hy Bloom\nAssistant Professor\nPsychiatry\nUniversity of Toronto \n\n\n \nDiane Laranja\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSara Slinn\nArbitrator/Mediator\nAssociate Professor\nOsgoode Hall Law School \n\n\n \nKen Stuebing\nUnion Counsel\nCaleywray \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, panelists will examine key principles and best practices for accommodating employees with these conditions.  \nSpeakers will address: \n\nExamples of common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion” (including “long COVID”);\nLegal limits on medical information that employers can request from employees;\nHow to formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test;\nWhat to do when there are no available medical practitioners with the requisite knowledge or expertise to assess an employee’s condition;\nHow to approach\, with sensitivity\, employees/union members for needed medical information;\nDealing with stereotypes and stigmas associated with difficult-to-identify medical conditions;\nWhat types of accommodations will be of assistance to an employee suffering from persistent or chronic symptoms;\nWhether an employer can discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability; and\nDetermining when the duty to accommodate is at an end because undue hardship is unavoidable.\n\nDuring the workshop\, participants will engage in interactive exercises\, applying principles and practices learned throughout the day.\n \nThursday\, May 1\, 2025Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 1 - Emerging Horizons in Human Rights: The latest cases and legislative developments - 9:05 am –10:35 am ET\n\n\n \nKristen Allen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nMatthew Craig\nEmployer Counsel\nMatthews\, Dinsdale & Clark LLP \n\n\n \nNimal Dissanayake\nArbitrator \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases addressing topics such as: \n\ntrends in discipline and damages for harassment and discrimination and evidentiary challenges in cases of allegations of harassment and discrimination;\nrights and restrictions involving employee expression of personal or political views and beliefs at work;\ntrends in discipline and damages for harassment and discrimination;\naccommodating neurodiverse employees;\nprivacy\, monitoring\, and surveillance;\nsubstance use and testing; and\nconflicts between health and safety obligations and human rights concerns.\n\nThe panel will also address recent Ontario and federal legislative initiatives\, including: \n\nrecent changes enacted through Ontario’s Working for Workers series of legislation addressing pay transparency\, the use of artificial intelligence\, harassment in virtual contexts\, and more; and\nongoing obligations for employers under the Ontario and federal Pay Equity Act.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments.Break: 10:35 am –10:50 am ET \nPanel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 10:50 am –12:05 pm ET\n\n\n \nRishi Bandhu\nArbitrator/Mediator \nRishi Bandu Arbitration and Mediation Services \n\n\n \nCassandra da Costa\nEmployer Counsel\nFilion Wakely Thorup Angeletti \n\n\n \nPatricia D’Heureux\nUnion Counsel\nCavalluzzo LLP \n\n\nIn this session\, panelists will examine the response to employee requests for accommodation through remote\, hybrid\, or other flexible work arrangements. The session will address questions including: \n\nDo employers have the right to require employees to return to in-person work? What aspects of a general return-to-office are vulnerable to challenge under human rights legislation or on other grounds? How does collective agreement language affect the matter?\nIn what circumstances have arbitrators and adjudicators found that employees must be permitted to work from home as a health-related accommodation? Does an employee’s demonstrated or perceived susceptibility to contracting COVID-19 or other illnesses warrant accommodation? Will employees be entitled to work from home during pregnancy or where a spouse or dependent may have increased susceptibility to infection?\nIn what circumstances have decision-makers found that employees should be permitted to work from home or on a remote or hybrid basis in order to accommodate obligations related to their family status\, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request?\nHow can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nWhen will insisting that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work from home? Is an impact on broader employee morale sufficient to establish undue hardship?\nIs it discriminatory for an employer to impose additional performance monitoring practices on an employee engaged in remote or hybrid work — such as a requirement for regular check-ins\, use of timesheets\, etc.?\nBeyond legal considerations\, what practical considerations should be taken into account when assessing whether an employee should be permitted to work from home? What flexible working options other than remote or hybrid work can be considered? What benefits and drawbacks do remote\, hybrid\, or flexible working arrangements have for employees requiring accommodation?\nWhat best practices can employers and unions implement to ensure that employees being accommodated through remote\, hybrid\, or flexible work do not become isolated from the team?\n\nLunch: 12:05 pm – 1:00 pm ET \nPanel 3 - Human Rights Investigations: Assuring investigator neutrality\, setting standards for proper training\, providing employee support\, and other pivotal issues - 1:00 pm –2:15 pm ET\n\n\n \nChris Davidson\nAssociate Lawyer and Workplace Investigator\nTurnpenney Milne LLP \n\n\n \nWilliam Goldbloom\nWG Resolutions \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\nConducting a workplace investigation into human rights-related allegations is a complex process that requires fairness and a commitment to best practices. This panel will examine recent caselaw addressing workplace investigations with a view to providing guidance in conducting “best practices” investigations. The panel will address a series of questions including: \n\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nWhat procedural flaws have been found to render an investigation unfair or inadequate — for instance\, flaws in timeliness\, thoroughness\, confidentiality\, and reporting?\nWhat steps should an employer take to address the impact of the human rights allegations? What actions should an employer take to prevent further discrimination?\nIs a formal investigation always required when an employee raises human rights-related concerns? What guidance do the courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhen is retaining a third-party investigator necessary?\nWhat is the role of a union in a workplace human rights investigation? What rights and/or responsibilities do unions have? What should unions do when both the complainant and the respondent are bargaining unit members?\nCan the grounds for an investigation be expanded after the investigation has commenced — for example\, if issues of systemic discrimination arise? What are the potential pitfalls of expanding the grounds of an investigation?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not taint the investigatory process?\nHow should employers and unions respond when an investigation reveals bad faith allegations by an employee?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following an investigation?\n\nBreak: 2:15 pm –2:30 pm ET \nPanel 4 - Deep Dive into Discrimination: Experts examine scenarios to determine when it is\, and when it isn't - 2:30 pm –3:55 pm ET\n\n\n \nNicole Biros-Bolton\nFounder and Lawyer\nBird Bolt Law \n\n\n \nAmandi Esonwanne\nSolicitor\nCity of Toronto \n\n\n \nMorgan Sim\nLawyer & Founder\nMorgan Sim Law \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing remarks: 3:55 pm –3:50 pm ET \nFriday\, May 2\, 2025Breakfast: 8:00 am – 9:00 am ET \nIntroduction: 9:00 am – 9:05 am ET \nPanel 5 - Beyond Repair? Examining the use of discipline and restorative solutions in response to human rights transgressions at work - 9:05 am – 10:20 am ET\n\n\n \nLorenzo Lisi\nEmployer Counsel\nAird & Berlis LLP \n\n\n \nAmer Mushtaq\nLawyer and investigator\nFormative LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\nIn this session\, expert panelists will examine legal obligations and best practices in responding effectively and appropriately to harassment and discrimination at work. Panelists will address questions including: \n\nWhat legal obligations govern an employer’s response to discrimination and harassment in the workplace? When is the duty to investigate triggered?\nAre employers obligated to impose discipline when employees have committed human rights violations at work? Where discipline is imposed\, what types of conduct may warrant more severe consequences? What considerations have arbitrators in recent cases taken into account in determining whether an employment relationship is salvageable following an employee’s human rights transgression?\nWhen can or should alternative dispute resolution (ADR) be used to address human rights violations at work? Can ADR be used in lieu of discipline? What ADR options exist\, and what are the relative advantages and disadvantages of each?\nBeyond legal considerations\, what practical considerations may impact whether use of ADR is appropriate? What power imbalances\, “invisible” barriers\, and other barriers to equity should be taken into account? What steps can parties take to address these barriers? What is a “trauma-informed approach\,” and how may it be beneficial in addressing human rights transgressions at work?\nWhat steps can or must employers and unions take that ensure a healthy and safe work environment is restored following a human rights violation? What steps should be taken where both the complainant and transgressor remain at work?\n\nBreak: 10:20 am – 10:35 am ET \nKeynote Speech by Cynthia Khoo - Of Data and Dissent: The Pursuit of Algorithmic Justice in Labour and Human Rights - 10:35 am – 11:05 am ET\n\n\n \nCynthia Khoo\nTechnology and Human Rights Lawyer\nSenior Fellow\nThe Citizen Lab \n\n\nWith every advent of a new technological phase — whether social media\, big data\, machine learning algorithms\, or generative artificial intelligence (AI) — one fundamental task among many falls to legal scholars and practitioners\, adjudicators\, and lawmakers to confront: determining what the new technology changes\, what it does not\, and where and how the differences matter (legally and otherwise). To that end\, this talk will address issues such as how algorithmic discrimination differs from “analogue” discrimination; how society and our laws should view human labour in a time when so much more of it seems instantly replicable by machines; and the connection between how automated decision-making works and proposed changes to liability frameworks when it comes to AI. \nWhat will become clear through this discussion is one thing that has never changed: technology is about power. Questions of technology thus carry particular weight in contexts built around systemic power imbalances\, whether as a matter of workplace relations or human rights law. Drawing on a panoply of work by lawyers\, academics\, researchers\, and grassroots community experts in various interdisciplinary combinations of law\, computer science\, labour\, human rights\, science and technology studies\, and algorithmic accountability scholarship\, this keynote will challenge the audience to reconceptualize AI not as a “neutral tool” or coherent technical object\, but as\, to quote anthropologist and computer scientist Ali Alkhatib\, “an ideological project to shift” power\, and consider the consequences of ignoring what that means for our legal and human rights. \nBreak: 11:05 am – 11:20 am ET \nPanel 6 - Clocking In\, Speaking Out: Squaring employee free speech and employer rights - 11:20 am – 12:15 pm ET\n\n\n \nKim Bernhardt\nArbitrator/Mediator \n\n\n \nKerri Kitchura\nSolicitor\nCity of Toronto \n\n\n \nGregory Ko\nUnion Counsel\nKastner Ko LLP \n\n\nHow can workplaces best manage the balance between an employee’s right to express themselves freely against an employer’s obligation to create\, foster\, and maintain a safe and respectful workplace for all? The panel will address: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat must employers consider when monitoring and responding to their employees’ off-work expressions\, particularly on social media? At what point does off-work employee conduct warrant discipline by the employer\, and are there limits on how an employer can discipline an employee for this conduct?\nWhat should employers consider when investigating incidents of alleged harmful or disrespectful employee expression? What are some characteristics of an effective investigation into these incidents?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline an employee for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\nHow should employers communicate expectations regarding appropriate workplace and off-work conduct? How should employers approach restoring workplace harmony after employee expression creates conflict in the workplace?\n\nLunch: 12:15 pm – 1:15 pm ET \nPanel 7 - Wellness in the Workplace: Expert guidance on proactively recognizing and responding to employee mental health concerns - 1:15 pm – 2:30 pm ET\n\n\n \nDr. Sahar Bhaloo\nClinical Psychologist\nFlourish Mental Health and Coaching Services \n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nSimmy Sahdra\nEmployer Counsel\nDentons \n\n\nIn this panel\, experts will provide guidance on how employers and unions can proactively identify and address mental health concerns in the workplace. The following questions will be discussed: \n\nWhat are the characteristics of a workplace that is psychologically healthy and safe? What steps can employers and unions take to create a workplace culture that supports mental well-being?\nWhat are employee responsibilities to maintain a psychologically healthy and safe workplace? How can employers and unions empower their employees/members to meet those responsibilities?\nHow can employers and unions identify mental health threats in the workplace? What tools and resources are available to assist in this process?\nWhat strategies should employers and unions apply to proactively recognize and address addiction and substance abuse in the workplace?\nWhat should employers and unions consider when creating employee wellness programs? What can cause these wellness programs to fail? How can employers and unions effectively assess the success of their wellness programs?\n\nBreak: 2:30 pm – 2:45 pm ET \nPanel 8 - The Road to Return: Implementing workplace disability management while respecting human rights - 2:45 pm – 4:00 pm ET\n\n\n \nLucas Mapplebeck\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nAli Mohamed\nManager\, Equity\, Diversity\, Inclusion\, and Accessibility for People with Disabilities\, Canada Post \n\n\n \nLauren Sheffield\nUnion Counsel\nCavalluzzo LLP \n\n\nCreating\, implementing\, and maintaining an effective and successful workplace disability management system ensures employers are fostering a healthy\, safe\, and inclusive workplace. In this session\, the panel will discuss how best to accomplish these goals through discussion of the following questions: \n\nWhat are the essential components of a comprehensive workplace disability management system? How can employers and unions build an effective system?\nWhat tools\, resources\, and/or training can be used to assist in creating\, implementing\, and maintaining a successful workplace disability management system?\nWhat measures can workplaces institute to both prevent work disability and help employees with disabilities remain safe at work?\nHow can employers and employees with disabilities meet their responsibilities under the duty to accommodate? How should employers and unions support employees with episodic or invisible disabilities?\nWhat can employers and unions do to ensure that employees experience a successful return to work after a leave of absence due to disability?\nWhat should employers and unions consider when evaluating the effectiveness of their workplace disability management system?\n\nClosing remarks: 4:00 pm ET \nToronto Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nKathryn Bird\nEmployer Counsel\nOgletree Deakins International LLP \n\n\n \nDanielle Bisnar\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMatthew Horner\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nConference Advisory Committee\n  \n\n \nTricia Wilson\nNational Human Rights Representative\nUnifor \n\n\n \nRon Franklin\nUnion Counsel\nFranklin Law \n\n\n \nLaura Freitag\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nKumail Karimjee\nArbitrator\, Mediator\, and Investigator\nKarimjee Resolutions \n\n\n \nBrandy Ryan\nDirector\, Equity\, Diversity and Inclusion\nCanada Post \n\n\nCPDToronto Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved for Continuing Professional Development 10.59 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 10.59 Substantive hours; 0 Professionalism hours.\n\n\n\n\nToronto Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\n\nHotels nearbyHilton145 Richmond Street West\nToronto\, ON\nM5H 2L2Visit hotel websiteOne King West Hotel1 King Street West\nToronto\, ON\nM5H 1A1Visit hotel websiteHyatt Regency Toronto370 King St W\,\nToronto ON\nM5V 1J9Visit hotel website
URL:https://lancasterhouse.com/event/toronto-human-rights-and-accommodation-conference-2025/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20250416
DTEND;VALUE=DATE:20250418
DTSTAMP:20260507T203917
CREATED:20240806T201553Z
LAST-MODIFIED:20250417T191019Z
UID:14518-1744761600-1744934399@lancasterhouse.com
SUMMARY:Vancouver Human Rights and Accommodation Conference 2025
DESCRIPTION:Championing Workplace Equity\, Inclusion\, and ComplianceWhat is the Vancouver Human Rights and Accommodation Conference 2025?The Vancouver Human Rights and Accommodation Conference 2025 is the premier event for HR professionals\, legal practitioners\, union representatives\, and business leaders seeking cutting-edge insights into human rights law\, workplace accommodations\, and equity\, diversity\, and inclusion (EDI) best practices. Hosted by Lancaster House\, this two-day event offers expert-led discussions\, real-world case studies\, and interactive sessions to help organizations navigate emerging legal challenges in the workplace. \nVancouver Human Rights and Accommodation Conference – Bundle: Conference + Workshop$1\,995.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference$1\,395.00Read more	\n			\n  \nWhat We’re CoveringOur 2025 agenda is carefully curated to address the latest human rights issues and accommodation challenges facing employers\, unions\, and employees. Key topics include: \n\nLandmark Human Rights Cases & Legislative Updates – Stay ahead of the latest legal changes impacting human rights law. \n\nHuman Rights in Hybrid Workplaces – Managing accommodations in the era of remote and hybrid work. \n\nEquity\, Diversity & Inclusion (EDI) Strategies – Tackling systemic discrimination and fostering inclusive workplace cultures. \n\nMental Health and Disability Accommodations – Proactive approaches to supporting employee wellness. \n\nFree Speech vs. Employer Rights – Navigating the complexities of employee expression in the workplace. \n\nRestorative Justice in Workplace Misconduct – When to use discipline vs. alternative dispute resolution. \nThis conference features leading legal experts\, HR professionals\, and policymakers\, ensuring attendees receive actionable strategies and the most up-to-date legal interpretations. \nWho Should Attend?This event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance. \n\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law. \n\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining. \n\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law. \n\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies. \nKey Learning OutcomesBy attending this conference\, you will:\n✔ Understand the latest human rights law updates and their impact on workplace policies.\n✔ Gain best practices for accommodation requests related to disability\, religion\, and family status.\n✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.\n✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.\n✔ Network with industry peers and build valuable professional connections. \nConference Packages & Registration DetailsChoose from a range of flexible registration options: \n🎟 Two-Day Conference Pass – Access to all panels\, keynotes\, and networking events.\n📚 Conference + Materials Bundle – Includes all session recordings and presentation slides for post-event reference.\n🏆 Group Discounts Available – Save when registering multiple team members. \nWhy Choose Lancaster House? \nWith over 45 years of excellence in legal education\, Lancaster House is Canada’s leading provider of workplace law expertise. Our conferences are trusted by top HR professionals\, legal experts\, and industry leaders for their unparalleled depth\, practical insights\, and real-world applicability. \n🔹 Expert-Driven Content – Learn from Canada’s leading human rights and labour law specialists.\n🔹 Unmatched Networking Opportunities – Connect with decision-makers and industry peers.\n🔹 Practical\, Actionable Insights – Walk away with strategies you can implement immediately.\n🔹 Comprehensive Resource Materials – Access detailed case law summaries and best practice guides. \nReserve Your Spot Today! \nSecure your place at Canada’s most essential human rights and accommodation event. Don’t miss this opportunity to enhance your expertise and ensure workplace compliance in 2025 and beyond! \nThursday\, April 17\, 2025Breakfast: 8:00 am – 9:00 am PT \nOpening remarks: 9:00 am – 9:05 am PT \nPanel 1 - Keeping Current on Human Rights: The latest cases and legislative developments - 9:05 am – 10:20 am PT\n\n\n \nRichard Coleman\nArbitrator/Mediator \n\n\n \nJadine (Jay) Lannon\nUnion Counsel\nForte Law \n\n\n \nAndrea L. Zwack\nEmployer Counsel\nGall Legge Grant Zwack LLP \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases on topics such as: \n\nidentifying and addressing stereotypes and/or bias;\nrights and restrictions relating to employee expression of personal or political views and beliefs at work;\ntrends in discipline\, damages\, and arbitration;\nprivacy\, monitoring\, and surveillance;\nremote work;\nsubstance use and testing;\nthe intersection between health and safety concerns and human rights obligations; and\nkey principles and best practices in investigating discrimination and harassment claims.\n\nThe panel will also address B.C. and federal legislative initiatives\, including reporting requirements under the B.C. Pay Transparency Act and obligations under the federal Pay Equity Act. \nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:20 am – 10:35 am PT \nPanel 2 - AI Through a Human Rights Lens: The potential uses and challenges posed by the use of artificial intelligence at work - 10:35 am – 11:35 am PT\n\n\n \nPreston Parsons\nPartner\nOverholt LLP \n\n\n \nRachel Roy\nPartner\nRachel Roy Law \n\n\n \nWendy H. Wong\nProfessor and Principal’s Research Chair\nUniversity of British Columbia \n\n\nIn this session\, panelists will provide expert guidance on the use of artificial intelligence (AI) at work\, exploring the potential benefits and pitfalls of AI from a human rights perspective. Panelists will address questions such as: \n\nWhat federal and provincial laws regulate the use of AI? What legislative initiatives are currently the subject of debate and how may they impact workplace parties if passed? What other legal obligations and principles govern or restrict the use of AI at work?\nWhat key human rights considerations and privacy concerns are raised by the use of AI in the workplace? Does AI have the potential to reduce systemic discrimination and improve working conditions for equity-seeking employees?\nWhat human rights concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other evolving technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow can parties address through collective bargaining the human rights and privacy impact resulting from the use of AI in workplaces?\nWhat steps can employers and unions take to mitigate the risk of bias\, discrimination\, or other breaches of human rights when using AI?\n\nBreak: 11:35 am – 11:45 am PT \nKeynote Speech by Kai Scott - Bridging the Divide – The Future of Gender Inclusion in the Workplace - 11:45 am – 12:15 pm PT\n\n\n \nKai Scott\nPresident\nTransFocus Consulting \n\n\nAs gender inclusion efforts in the workplace reach a critical juncture\, how do we move beyond division and toward solutions that benefit everyone—women\, men\, transgender\, and non-binary people alike? Drawing from nearly a decade of insights at TransFocus Consulting\, this keynote will explore the evolving landscape of workplace gender inclusion\, addressing both the progress made and the tensions that persist. \nAt a time when gender issues are increasingly polarized\, this session will focus on practical ways to foster connection across diverse gender experiences while meeting legal obligations and organizational goals. We’ll examine key lessons from the past decade\, emerging challenges\, and strategies for bridging gaps—whether in policy design\, workplace culture\, or leadership approaches. \nJoin Kai for a thought-provoking reflection on where we’ve been\, where we’re headed\, and how organizations can take meaningful\, sustainable steps toward gender inclusion that work for everyone. \nLunch: 12:15 pm – 1:15 pm PT \nPanel 3 - Free Speech and Human Rights at Work: Are they in conflict? Can they be reconciled? - 1:15 pm – 2:30 pm PT\n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nLeanne Monsma\nEmployer Counsel\nUniversity of British Columbia \n\n\n \nAmber Prince\nMember\nBC Human Rights Tribunal \n\n\nAs the political climate becomes increasingly polarized\, domestically and abroad\, employers must navigate how to cultivate a safe\, healthy\, and productive work environment while also respecting employees’ right to express their personal views. In this session\, panelists will explore how employers and unions should respond to the exercise of political speech in the workplace\, and in doing so will address the following questions: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nHow has the British Columbia Human Rights Tribunal interpreted the meaning of “political belief”?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat kinds of policies and guidelines should an employer put in place to address politically-based conflict in the workplace? Where conflicts arise among employees\, with respect to charges of discrimination and harassment\, which member should the union represent?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline a member for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\n\nBreak: 2:30 pm – 2:45 pm PT \nPanel 4 - Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm PT\n\n\n \nShirin Kiamanesh\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nTamisha Parris\nDiversity\, Equity\, Accessibility\, & Inclusion Consultant\nParris Consulting \n\n\n \nSalim Visram\nEmployer Counsel\nDentons \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing Remarks: 4:00 pm PT \nWednesday\, April 16\, 2025Workshop*Workshop sold separately from stand-alone conference. \nConducting Inclusive\, Barrier-Free Workplace Investigations: A practical\, hands-on workshop with the experts\n\n\n \nTonie Beharrell\nLawyer and Workplace Investigator\nSouther Butler Price LLP \n\n\n \nDr. Renée-Louise Franche Ph.D.\, R. Psych.\nConsultant in Mental Health and Work Ability Promotion \n\n\n \nSara Hanson\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nThe investigation process is an important tool for addressing harassment and discrimination in the workplace. However\, investigations may risk perpetuating harm if they are not conducted carefully. In this workshop\, a panel of experts will discuss how to run investigations in a manner that supports the well-being of all parties involved and benefits the workplace at large. Throughout this full day workshop the panel will address the following questions: \n\nWhat is trauma\, and how may it affect complainants before\, during\, and after the investigation process?\nWhy is it important that workplace investigators adopt trauma-informed\, anti-oppressive\, and intersectional approaches to the investigation process\, especially when dealing with discrimination and harassment allegations?\nWhat steps should investigators take to address their own unconscious and implicit biases during the investigation process?\nWhat do trauma-informed\, anti-oppressive\, and intersectional approaches to workplace investigations involve in practice? For example\, how can investigators conduct interviews in a trauma-informed manner? What steps can they take to address parties’ accessibility needs throughout the investigation process? How can they bring inclusivity into their report writing?\nWhat is systemic discrimination\, and how can investigators effectively address claims of systemic discrimination in the investigation process?\nWhat interim measures can employers put in place during the investigation process to ensure the well-being of the parties involved?\nWhat recourse can complainants seek if they disagree with the investigator’s findings?\n\nVancouver Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nCathy Knapp\nArbitrator and Mediator\nTribunal mediator\nBCHRT \n\n\n \nAndrew Schafer\nEmployer Counsel\nNorton Rose Fulbright Canada LLP \n\n\n \nLindsay Waddell\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nConference Advisory Committee\n\n \nMegan Ashbury\nArbitrator\, Mediator and Workplace Investigator \n\n\n \nMenachem Freedman\nUnion Counsel\nHHGB Lawyers \n\n\n \nDonovan Plomp\nEmployer Counsel\nMcCarthy Tetrault LLP \n\n\n \nKristen Woo\nLegal Counsel\nBC Public School Employers’ Association \n\n\n \nMatt Yun\nLegal and Legislative Representative\, CUPE \n\n\n \nLaura Track\nLaura Track\nHuman Rights Lawyer\nDirector\, Human Rights Clinic and Director\,\nPublic Legal Education\, Community Legal Assistance Society (CLAS) \n\n\nCPD Vancouver Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.\n\n\n\n Vancouver Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\nThe Hyatt Regency Vancouver - Discounted Room\nGroup rates are now available with limited space availability: \n\n\n\nCheck-in\nCheck-out\nGroup rate\n\n\nTuesday\, April 15\nSaturday\, April 19\n$295/night\n\n\n\nCut-Off Date \nReservations made by attendees must be received on or before Tuesday\, March 25\, 2025\, after which any reservations made will be based on a space-and rate-available basis. \nOnline reservations \nClick here to book online. \nPhone line reservations: 1-800-233-1234
URL:https://lancasterhouse.com/event/vancouver-human-rights-and-accommodation-conference-2025/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Vancouver-Human-Rights-and-Accommodation-Conference-2025.jpg
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20240418
DTEND;VALUE=DATE:20240420
DTSTAMP:20260507T203917
CREATED:20231109T142359Z
LAST-MODIFIED:20240723T174556Z
UID:11264-1713398400-1713571199@lancasterhouse.com
SUMMARY:Toronto Human Rights and Accommodation Conference: Current practices\, emerging trends
DESCRIPTION:Toronto Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nSarah Atkinson\nLabour Arbitrator and Mediator \n\n\n \nBonny Mak\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nKristen Allen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nInterested to attend\, but need a little more time to confirm?\n RSVP today for best pricing and supportConference Advisory Committee\n\n \nRaj Dhir\nExecutive Director\nIndigenous Justice Policy (Indigenous Justice Division)\nMinistry of the\nAttorney General \n\n\n \nShana French\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nJenny Neiman\nSenior Manager\, Human Rights Office\nCity of Toronto \n\n\n \nGregory Ko\nUnion Counsel\nKastner Ko LLP \n\n\n \nSeema Lamba\nHuman Rights\nPrograms Officer\nPublic Service Alliance of Canada (PSAC) \n\n\nThursday\, April 18\, 2024Registration and Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 1 - Human Rights Highlights: The latest caselaw and legislative developments - 9:05 am – 10:35 am ET\n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nKim Bernhardt\nArbitrator/Mediator \n\n\n \nMatthew Horner\nLegal Counsel\nOntario Human Rights Commission \n\n\n \nNeena Gupta\nEmployer Counsel\nGowling WLG \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\n \nHossein Moghtaderi\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nIn this session\, panelists will examine recent noteworthy cases and legislative developments. Speakers will discuss the latest cases addressing: medical information disputes\, caste-based discrimination\, workplaces poisoned by harassment and discrimination\, biometric monitoring\, citizenship-based discrimination\, and Anti-SLAPP cases (motions to dismiss defamation lawsuits that are designed to suppress free speech. \nThis panel will also address Ontario and federal legislative initiatives\, including: \n\nOntario’s Working for Workers Four Act\, 2024 (Bill 149);\nFederal legislation targeting forced labour and child labour (Bill S-211);\nProposed prohibition of strike replacement workers (Bill C-58); and\nAmendments to federal Employment Equity Act (Bill C-64) expanding reporting requirements.\nProposed changes to the Employment Standards Act\,\n\nBreak: 10:35 am – 10:50 am ET \nPanel 2 - Investigating Investigations: Examining current practices and recent caselaw - 10:50 am – 12:05 pm ET\n\n\n \nSharon Naipaul\nMediator/Investigator\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nAndrea Wobick\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nIn this session\, expert panelists will examine recent caselaw addressing workplace investigations and will explore key principles and best practices in conducting fair\, adequate\, and effective investigations into human rights-related allegations. \nThe panel will address questions including: \n\nWhat lessons can be learned from recent cases as to what constitutes a fair and adequate investigation process? What procedural flaws have been found to render an investigation unfair or inadequate?\nIs a formal investigation always required when an employee raises human rights-related concerns? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhen is retaining a third-party investigator necessary? What other alternatives are possible?\nCan the grounds for an investigation be expanded after the investigation has already commenced – for example\, if an investigation reveals issues of systemic discrimination?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process?\nHow much latitude do employers have to order investigations into off-duty conduct? May workplace investigators ask to examine employees’ personal devices\, such as laptops or cellphones\, which employees use exclusively or primarily for personal purposes?\nWhat legal avenues are available to employees who wish to challenge what they believe to be an unfair or improper investigation into their human rights allegations? Can an investigator be held personally liable for conducting an inadequate investigation?\nHow should employers and unions respond when an investigation reveals bad faith allegations by an employee? What role does the union have in restoring a safe and healthy workplace for all parties following an investigation?\n\nNetworking Lunch: 12:05 pm – 1:05 pm ET \nPanel 3 - Beliefs and Boundaries: Reconciling employee free speech and employer concerns - 1:05 pm – 2:20 pm ET\n\n\n \nAngela Bradley\nLawyer\, Mediator\, Workplace Investigator \n\n\n \nLorenzo Lisi\nEmployer Counsel\nAird & Berlis LLP \n\n\n \nPatricia D’Heureux\nUnion Counsel\nCavalluzzo LLP \n\n\nTensions may arise between employee free speech and an employer’s duty to ensure a safe and respectful workplace. How can these arguably competing rights and obligations be balanced? \nIn this session\, a panel of experts will address: \n\nWhat is the line between safeguarding employee free speech and ensuring a respectful and safe work environment? Do employees have the right to express their views on potentially controversial and/or political matters at work?\nCan employers discipline employees for private statements and/or expressions made outside the workplace?\nTo what extent will arbitrators consider Charter rights and values such as freedom of expression in the context of off-duty conduct?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for their potentially polarizing beliefs? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n\nBreak: 2:20 pm – 2:35 pm ET \nPanel 4 - Is it Harassment or Not? An interactive panel with case studies and scenarios - 2:35 pm – 3:50 pm ET\n\n\n \nBay Ryley\nPresident\nRyley Learning \nLawyer\nEmployment & Human Rights\nRyley Law \n\n\n \nMelissa Roth\nEmployer Counsel\nGowling WLG \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nIn Ontario\, workplace harassment is defined as “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.” In many instances impugned conduct or comments will clearly meet this definition\, but in other cases debate may arise as to whether the alleged harasser ought reasonably to have known that certain comments or conduct would be unwelcome. \nThis session will highlight the degree to which reasonable minds may disagree about whether certain comments or conduct constitute harassment\, probe the reasons behind such disagreement\, and address questions such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should be reasonably seen to be offensive? How might a decision-maker’s unconscious bias interfere in the analysis of whether conduct could reasonably be seen to be insulting or humiliating?\nDoes workplace culture play any role in determining whether conduct ought reasonably to have been known to be offensive?\nIs the analysis of whether conduct constitutes harassment affected by a friendship or previous romantic relationships between complainant and respondent? What about power imbalances or lack thereof?\nHow is the reasonableness of management action assessed to determine whether or not it constitutes harassment?\n\nClosing Remarks: 3:50 pm – 4:00 pm ET \nFriday\, April 19\, 2024Registration and Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 5 - Putting Neurodiversity to Work: Effective strategies for recruitment\, accommodation\, and retention - 9:05 am – 10:20 am ET\n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nSimon Margolis\nKnowledge Management Lawyer\nBorden Ladner Gervais LLP \n\n\n \nSara Parchello\nEmployer Counsel\nBennett Jones LLP \n\n\nThere is increasing recognition that neurodivergence is a strength\, not a deficit\, and building inclusive\, neurodivergent workplaces makes a positive impact. In this panel\, experts will examine how employers can effectively recruit\, retain\, and accommodate neurodivergent employees\, and how unions can support their neurodivergent membership. \nSpecifically\, the panel will address: \n\nHow can businesses benefit from hiring neurodivergent employees?\nWhat measures can employers put in place to effectively recruit neurodivergent employees? How can employers support/accommodate neurodivergent applicants throughout the recruitment process?\nConsidering the emphasis on self-identification in the neurodiverse community\, must employees who identify as neurodivergent provide evidence of a medical diagnosis to access initiatives designed to recruit diverse employees? How should employers respond to these disclosures when they occur?\nHow do common stereotypes hinder the inclusion and accommodation of neurodivergent employees in the workplace? What can be done to guard against these stereotypes?\nWhat should workplace parties know about specific conditions such as Autism Spectrum Disorders (ASD)\, Attention-Deficit/Hyperactive Disorder (ADHD)\, and learning disabilities falling under the umbrella of neurodivergence? Do these conditions share any similarities? How might they affect an employee’s work performance?\nWhat are the signs an employee may be struggling with work performance or workplace relationships because of a neurological difference such as ASD or ADHD? When does the employer have a duty to inquire as to whether the employee in question requires accommodation?\nWhat are some examples of appropriate and effective accommodations for neurodivergent employees?\nWhat kind of medical information can employers request from employees seeking accommodation on the basis of neurodivergence? Can a detailed neuropsychological evaluation report be required? How often\, if ever\, can updated medical information be requested from a neurodivergent employee\, who\, by definition\, has a lifelong condition?\nWhat accommodations should unions provide to neurodivergent members accessing union services and using union processes?\n\nBreak: 10:20 am – 10:35 am ET \nPanel 6 - Truly Transformative? Recent federal and Ontario initiatives in employment equity - 10:35 am – 11:50 am ET\n\n\n \nPatricia DeGuire\nChief Commissioner\nOntario Human Rights Commission (OHRC) \n\n\n \nPriya Sarin\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nAditya Rao\nSenior Officer\, Human Rights\nCanadian Union of Public Employees (CUPE) \n\n\nIn this session\, panelists will address the recent report of the federal Employment Equity Act Review Task Force and related change to the Act\, exploring broader lessons learned for workplace parties in all sectors and drawing connections to recent provincial initiatives aimed at promoting workplace equity. \nQuestions to be addressed include: \n\nWhat changes did the Task Force recommend with respect to how employment equity groups are defined and described under the Employment Equity Act?\nWhat is “intersectionality” and why is it important to adopt an intersectional approach to workplace policies? What recommendations did the Task Force make in this regard?\nHow can employers shift from a “top-down” approach to employment equity to a consultative process which involves unions and employees? What lessons can be learned from the Task Force’s recommendations regarding workplace employment equity committees?\nWhat problems did the Task Force identify with the concepts of “merit” or “fit” in recruiting and promoting employees?\nHow can workplace parties ensure that the collection of employee data for equity-related initiatives is meaningful and appropriate? What common pitfalls have led to what the Task Force deems “superficial data collection”? How can employers and unions measure and evaluate progress toward workplace equity?\nWhat recommendations did the Task Force make with respect to the use of non-disclosure agreements? Are there currently any restrictions regarding the use of these agreements in Ontario?\nHow is the Ontario Working for Workers Four Act\, 2023\, if passed\, expected to address issues of discrimination in recruitment and promotion as identified by the Task Force? How does the legislation compare to\, for example\, B.C.’s recently-passed Pay Transparency Act?\nWhat key updates should employers make to workplace harassment and discrimination policies taking into account the recommendations of the Task Force? Should employers updating their policies make any changes in light of the recent Ontario Human Rights Commission’s Policy position on caste-based discrimination?\n\nNetworking Lunch: 11:50 am – 12:50 pm ET \nKeynote - Building inclusive workplaces: Promising practices and future possibilities - 12:50 pm – 1:20 pm ET\n\n\n \nDr. Rebecca Gewurtz\nAssociate Professor\nSchool of Rehabilitation Science\nMcMaster University \nAdjunct Scientist\nInstitute for Work and Health (IWH) \nDirector\nInclusive Design for Employment Access (IDEA) Social Innovation Laboratory \n\n\nThe Inclusive Design for Employment Access (IDEA) is a social innovation laboratory that is focused on strengthening the capacity of Canadian employers to fully include persons with disabilities within Canadian workplaces. In this talk\, I will outline some of the promising practices that are emerging from our work with employers and other stakeholders to improve organizational capacity to hire\, support\, and promote persons with disabilities in diverse roles across different sectors. I will share what we currently know\, what we are working on\, and ways that different stakeholders\, including service providers\, government decision-makers\, labour representatives\, disability organizations\, and employers can work on together to build more inclusive Canadian workplaces. I will share what we mean by inclusive hiring\, onboarding\, mentorship and advancement practices\, and where employers often run into challenges despite good intentions. I will conclude by sharing some emerging developments to watch for as we continue our partner-based work within IDEA. \nPanel 7 - AI and Human Rights: Exploring the promise and peril of artificial intelligence in the workplace - 1:20 pm – 2:30 pm ET\n\n\n \nJames Craig\nUnion Counsel\nMorrison Watts Hurtado & Buchner \n\n\n \nRyan Fritsch\nCounsel\nLaw Commission of Ontario \n\n\n \nAmanda Hunter\nEmployer Counsel\nHunter Liberatore Law LLP \n\n\nIn this session\, expert panelists will provide guidance on the continuing evolution of Artificial Intelligence (“AI”) and the legal landscape surrounding it\, the use of AI by employers\, and the workplace human rights implications paired with it. Panelists will address questions including: \n\nWhat laws regulate AI in Canada? What rules are in place to protect individuals from discriminatory effects resulting from the use of AI?\nWhat are employers most commonly using AI for? How can the use of AI negatively or positively impact workplace human rights?\nAre there legal limits on an employer’s ability to use AI in the workplace? Can an employer’s right to use AI be limited through collective agreement language?\nWill human resources be taken over by “algorithmic management\,” defined as delegating to algorithms certain managerial tasks such as filtering through applications for employment\, assessing employee performance\, or even making decisions regarding termination of employment?\nHow have arbitrators and adjudicators treated the use of AI in the workplace in light of anti-discrimination and duty to accommodate laws\, such as an employer’s use of biometric scanning or AI driven recruitment processes?\nAre employees entitled to information about how their employer is using AI and monitoring and surveillance technologies? How can collective bargaining provisions address these issues?\nWhat can employers do to mitigate risks of bias\, discrimination or otherwise preventing potential breaches of human rights laws when using AI?\n\nBreak: 2:30 pm – 2:45 pm ET \nPanel 8 - Ties That Bind: Accommodating family status and caregiving obligations - 2:45 pm – 3:55 pm ET\n\n\n \nShane Todd\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nReema Khawja\nSenior Counsel\nOntario Human Rights Commission \n\n\n \nDoug Wray\nUnion Counsel\nCaleyWray \n\n\nIn this interactive session\, expert panelists will address the test for family status in Ontario and engage audience members in exercises illustrating practical applications of the test\, better equipping employers and unions to navigate accommodation requests. Speakers will address issues including: \n\nWhat forms of caregiving fall under the protective umbrella of family status accommodation?\nWhat constitutes a sufficiently serious interference with a family obligation such that it will amount to family status discrimination?\nHow can employers and unions distinguish preferences from obligations? For example\, when will a request to work from home to provide caregiving to elderly parents or young children amount to an obligation rather than a preference? What about requests such as leaving work early to enable an employee to pick up a child from school rather than have that child take the bus?\nAre employees required to demonstrate that they have made some effort to “self-accommodate” (e.g. explore a variety of childcare options) before an employer’s duty to accommodate is triggered?\nWhat qualifies as “undue hardship” for an employer when it comes to family status accommodation?\nWhat policies should employers and unions consider to meet family status accommodation requirements and reduce workplace barriers for employees with family obligations?\n\nClosing Remarks: 3:55 pm – 4:00 pm ET \nCPDConference CPD\n\n\nThis program has been approved for 11 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\n\n\n\nThis program has been approved by CPHR Alberta for 11 Continuing Professional Development hours.\n\n\n\n \nMembers of the Law Society of Ontario may consider counting this program for 11 substantive hours; 0 professionalism hours.
URL:https://lancasterhouse.com/event/toronto-human-rights-and-accommodation-conference-2024/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20240403
DTEND;VALUE=DATE:20240406
DTSTAMP:20260507T203917
CREATED:20231109T142501Z
LAST-MODIFIED:20240723T125120Z
UID:11159-1712102400-1712361599@lancasterhouse.com
SUMMARY:Vancouver Human Rights and Accommodation Conference: Evaluating current practices\, exploring emerging trends
DESCRIPTION:Vancouver Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nJennifer Devins\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nE. Murphy Fries\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nRyan Goldvine\nMediator/Arbitrator\nGoldvine Dispute Resolution Services \nMember\nBC Employment Standards Tribunal \n\n\nDelta Hotels Vancouver Downtown Suites - Discounted Room\nGroup rates are now available with limited space availability: \n\n\n\nStart Date\nEnd Date\n\n\n04/02/2024\n04/06/2024\n\n\n\n  \n\n\n\nSingle\nDouble\n\n\n$379.00\n$379.00\n\n\n\n  \nMethod of Reservation \nIndividual Reservations can be made by visiting the link below or calling directly at 1 (844) 254-5048. Callers must identify themselves as being with Lancaster House Publishing in order to qualify for the group rate. \nCut-Off Date \nReservations made by attendees must be received on or before Tuesday\, March 12\, 2024\, after which any reservations made will be based on a space-and rate-available basis. \nBook NowConference Advisory Committee\n\n \nAleem Bharmal\nLawyer\nBC Human Rights Clinic\nCommunity Legal Assistance Society (CLAS) \n\n\n \nValerie Dixon\nLegal Counsel – Labour\nEmployment and Human Rights\nCity of Vancouver \n\n\n \nJessica Fairbairn\nEmployer Counsel\nHarris & Company LLP \n\n\n \nKoml Kandola\nArbitrator/Mediator and lawyer \n\n\n \nShirin Kiamanesh\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nEarl Moloney\nSenior Labour Relations Officer\nHealth Sciences Association of BC (HSABC) \n\n\nWednesday\, April 3\, 2024*Workshop sold separately from stand-alone conference. \nWorkshopBefore and After the Investigation: Preventing conflict\, restoring relationships\nWorkshop: Before and After the Investigation: Preventing conflict\, restoring relationships\n\n\n \nAnita Atwal\nLawyer\, Mediator and Workplace Investigator\nAnita Atwal Law \n\n\n \nCarolyn Janusz\nPrincipal lawyer\nGoodWin Law \n\n\n \nVictoria Merritt\nEmployer Counsel\nDentons \n\n\n \nShelina Neallani\nLawyer\, Mediator & Workplace Investigator\nSouthern Butler Price \n\n\nToxic work environments and workplace conflict are detrimental to employees’ wellbeing\, can hinder productivity\, lead to a high turnover rate\, and expose employers to potential liabilities. In this panel\, experts will examine how employers and unions can work together to foster healthy work environments through proactive strategies\, fair workplace investigations\, and effective conflict-resolution initiatives. Specifically\, panels will address the following questions: \n\nWhat measures can employers and unions implement to foster a safe and respectful workplace?\nHow can employers and unions craft effective workplace harassment policies? What key terms should be included? According to arbitrators\, what practices should be avoided?\nWhat steps should unions and employers take in response to employee allegations of a poisoned work environment and/or workplace conflict?\nIn what circumstances are employers legally obligated to conduct a workplace investigation? What do recent cases tell us about what constitutes a fair\, adequate\, and effective investigation? How can employers protect complainants and witnesses from reprisal?\nWhat is the role of the union in workplace investigations?\nWhen will an arbitrator award damages to employees who have experienced a poisoned work environment and/or inadequate investigation?\nWhat steps can employers and unions take to restore relationships in response to workplace conflict and/or allegations of a poisoned work environment?\n\n\n\n\n\n\nWorkshop Schedule\n\n\nBreakfast:\n8:00 am – 9:00 am PT\n\n\nWorkshop:\n9:00 am – 10:25 am PT\n\n\nMorning Break:\n10:25 am – 10:40 am PT\n\n\nWorkshop:\n10:40 am – 12:00 pm PT\n\n\nLunch:\n12:00 pm – 1:00 pm PT\n\n\nWorkshop:\n1:00 pm – 2:20 pm PT\n\n\nAfternoon Break:\n2:20 pm – 2:35 pm PT\n\n\nWorkshop:\n2:35 pm – 4:00 pm PT\n\n\n\n\nThursday\, April 4\, 2024Breakfast: 8:00 am – 9:00 am PT \nIntroductory remarks: 9:00 am – 9:10 am PT \nPanel 1 - Human Rights Highlights: The latest caselaw and legislative developments - 9:10 am – 10:40 am PT\n\n\n \nGuy Beaulieu\nArbitrator/Mediator \n\n\n \nColin Edstrom\nEmployer Counsel\nPushor Mitchell LLP \n\n\n \nKevin Love\nLawyer\, Community Law Program\nCommunity Legal Assistance Society (CLAS) \n\n\n \nJennifer Kwok\nEmployer Counsel\nOverholt Law \n\n\n \nMary Thibodeau\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nElisabeth Finney\nUnion Counsel\nBlack Burke Mayor LLP\, dba Black Gropper \n\n\nIn this session\, panelists will examine recent noteworthy cases and legislative developments relating to human rights in the workplace. Speakers will discuss the latest cases addressing topics such as: \n\nabsenteeism and requests for medical information;\ncaste-based discrimination;\npoisoned workplaces and “zero tolerance” approaches to discrimination and harassment\,\ntrends in discipline and damages\,\nthe legality of biometric monitoring\,\nand the use of anti-strategic lawsuits against public participation (SLAPP) proceedings to protect human rights-related speech.\n\nThe panel will also address recent B.C. and federal legislative initiatives\, including: \n\nRecent B.C. Workers Compensation Act amendments;\nFederal legislation on forced labour.\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: 10:40 am – 10:55 am PT \nPanel 2 - Ties that Bind: Accommodating family status and caregiving obligations - 10:55 am – 12:10 pm PT\n\n\n \nWill Clements\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nDavid Woolias\nEmployer Counsel\nHarris & Company LLP \n\n\n \nHeather Hoiness\nStaff Lawyer\nBC’s Office of the Human Rights Commissioner \n\n\nIn this interactive session\, expert panelists will address recent developments in the test for family status discrimination in British Columbia and engage audience members in exercises illustrating practical applications of the test\, better equipping employers and unions to navigate family status accommodation requests. Speakers will address questions including: \n\nWhat forms of caregiving fall under the protective umbrella of family status accommodation?\nWill a change in the employee’s family circumstances be sufficient to trigger the duty or is an employer-introduced change to the employee’s terms and conditions of employment required?\nHow can employers and unions distinguish preferences from substantial obligations? For example\, when will a request to work from home to provide caregiving to elderly parents or young children amount to a preference rather than an obligation? What about requests such as leaving work early to enable an employee to pick a child up from school rather than have that child take the bus?\nWhat constitutes a “serious interference” with a family obligation such that it will be found to constitute family status discrimination?\n\nNetworking Lunch: 12:10 pm – 1:30 pm PT \nFireside Chat - 1:30 pm – 2:00 pm PT\n\n\n \nEmily Ohler\nChair\nBC Human Rights Tribunal \n\n\nBreak: 2:00 pm – 2:15 pm PT \nPanel 3 - Beliefs and Boundaries: Reconciling employee free speech and employer concerns - 2:15 pm – 3:30 pm PT\n\n\n \nArvin Asadi\nLawyer and Workplace Investigator\nSouthern Butler Price \n\n\n \nKatie Comley\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nMenachem Freedman\nUnion Counsel\nHHBG Lawyers \n\n\nA tension sometimes arises between employee free speech and an employer’s duty to ensure a safe and respectful workplace. How can these arguably competing rights and obligations be balanced? In this session\, a panel of experts will address these questions: \n\nWhat is the line between safeguarding employee free speech and ensuring a respectful and safe work environment? Do employees have the right to express their views on potentially controversial and/or political matters at work?\nCan employers discipline employees for private statements and/or expressions made outside the workplace?\nTo what extent will arbitrators consider Charter rights and values such as freedom of expression in the context of off-duty conduct?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for their potentially polarizing beliefs? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n\nClosing Remarks: 3:30 pm – 3:40 pm PT \nFriday\, April 5\, 2024Breakfast: 8:00 am – 9:00 am PT \nIntroductory remarks: 9:00 am – 9:10 am PT \nPanel 4 - Putting Neurodiversity to Work: Effective strategies for recruitment\, accommodation\, and retention - 9:10 am – 10:25 am PT\n\n\n \nJulia Bell\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nSonya Sabet-Rasekh\nStaff Representative\, Advocacy Department\nB.C. General Employees’ Union (BCGEU) \n\n\n \nJames Stewart\nProfessor\nPeter A. Allard School of Law\nUniversity of British Columbia \n\n\nOn a societal level\, there is increasing recognition that neurodivergence is a strength\, not a deficit\, and building inclusive\, neurodivergent workplaces makes a positive impact. In this panel\, experts will examine how employers can effectively recruit\, retain\, and accommodate neurodivergent employees\, and how unions can support their neurodivergent membership. Specifically\, the panel will address the following: \n\nHow can businesses benefit from hiring neurodivergent employees?\nWhat measures can employers put in place to effectively recruit neurodivergent employees? How can employers support/accommodate neurodivergent applicants throughout the recruitment process?\nConsidering the emphasis on self-identification in the neurodiverse community\, must employees who identify as neurodivergent provide evidence of a medical diagnosis to access initiatives designed to recruit diverse employees? How should employers respond to these disclosures when they occur?\nHow do common stereotypes hinder the inclusion and accommodation of neurodivergent employees in the workplace? What can be done to guard against these stereotypes?\nWhat should workplace parties know about specific conditions such as Autism Spectrum Disorders (ASD)\, Attention-Deficit/Hyperactive Disorder (ADHD)\, and learning disabilities falling under the umbrella of neurodivergence? Do these conditions share any similarities? How might they affect an employee’s work performance?\nWhat are the signs an employee may be struggling with work performance or workplace relationships because of a neurological difference such as ASD or ADHD? When does the employer have a duty to inquire as to whether the employee in question requires accommodation?\nWhat are some examples of appropriate and effective accommodations for neurodivergent employees?\nWhat kind of medical information can employers request from employees seeking accommodation on the basis of neurodivergence? Can a detailed neuropsychological evaluation report be required? How often\, if ever\, should updated medical information be requested from a neurodivergent employee\, who\, by definition\, has a lifelong condition?\nWhat accommodations should unions provide to neurodivergent members accessing union services and using union processes?\n\nBreak: 10:25 am – 10:40 am PT \nPanel 5 - Investigating Investigations: Examining current practices and recent caselaw - 10:40 am – 11:55 am PT\n\n\n \nJonathan Chapnick\nMember\nBC Human Rights Tribunal \n\n\n \nKirsten Hume Scrimshaw\nEmployer Counsel\nAlly Workplace Law \n\n\n \nTina-Marie Bradford\nStaff Lawyer\, Advocacy Department\nBC General Employees Union (BCGEU) \n\n\nIn this session\, expert panelists will examine recent caselaw addressing workplace investigations and will explore key principles and best practices in conducting fair\, adequate\, and effective investigations into human rights-related allegations. The panel will address questions including: \n\nWhat lessons can be learned from recent cases as to what constitutes a fair and adequate investigation process? What procedural flaws have been found to render an investigation unfair or inadequate?\nWhen is retaining a third-party investigator necessary? What other alternatives are possible?\nCan the grounds for an investigation be expanded after the investigation has already been commenced – for example\, if an investigation reveals issues of systemic discrimination?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process? How should investigatory meetings be approached where the person being interviewed has or is suspected to have a disability?\nHow much latitude do employers have to order investigations into off-duty conduct? May workplace investigators ask to examine employees’ personal devices\, such as laptops or cellphones\, which employees use exclusively or primarily for personal purposes?\nHow should employers and unions approach investigations into workplace conduct which may have a criminal element?\nWhat legal avenues are available to employees who wish to challenge what they believe to be an unfair or improper investigation into their human rights allegations?\n\nLunch: 11:55 pm – 12:55 pm PT \nKeynote - Paddling Together: Navigating Indigenous Relations in the Workplace - 12:55 pm – 1:25 pm PT\n\n\n \nRhiannon Bennett\nCo-Founder\nHummingbirds Rising Consulting \n\n\nRhiannon Bennett\, from Hummingbirds Rising Consulting\, explores the metaphor of a canoe journey to illustrate the importance of collaboration and understanding in fostering positive relationships with Indigenous communities within organizational settings.\nThis engaging presentation emphasizes the need for HR and union leaders to navigate these relationships with cultural sensitivity\, mutual respect\, and a commitment to reconciliation for the benefit of all involved.Panel 6 - Is it Harassment or Not? An interactive panel with case studies and scenarios - 1:25 pm – 2:40 pm PT\n\n\n \nJacqueline Beltgens\nLawyer\, Workplace Investigator\, and Mediator\nJacqueline Beltgens Law \n\n\n \nKas Pavanantharajah\nUnion Counsel\nBlack Burke Mayor LLP\, dba Black Gropper \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe LLP \n\n\nThe general definition of harassment in British Columbia is clear: it is “any inappropriate conduct or comment by a person towards a worker that the person knew or ought reasonably to have known would cause the worker to be humiliated and insulted.” In many instances impugned conduct or comments will clearly meet this definition\, but in other cases debate may arise as to whether the alleged harasser ought reasonably to have known that certain comments or conduct would cause humiliation or offence. This session will highlight the degree to which reasonable minds may disagree about whether certain comments or conduct constitute harassment\, probe the reasons behind such disagreement\, and address questions such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should be reasonably seen to be offensive? How might a decision-maker’s unconscious bias interfere in the analysis of whether conduct could reasonably be seen to be insulting or humiliating?\nDoes workplace culture play any role in determining whether conduct ought reasonably to have been known to be offensive?\nIs the analysis of whether conduct constitutes harassment affected by a friendship or previous romantic relationships between complainant and respondent? What about power imbalances or lack thereof?\nFrom the employer’s perspective\, how is the reasonableness of management action assessed to determine whether or not it constitutes harassment?\n\nBreak: 2:40 pm – 2:55 pm PT \nPanel 7 - Truly Transformative? Recent B.C. and federal initiatives in employment equity - 2:55 pm – 4:00 pm PT\n\n\n \nAna Mohammed\nPrincipal\nARM Mediation and Consulting \n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nLou Poskitt\nEmployer Counsel\nCooperwilliams Truman & Ito LLP \n\n\nIn this session\, panelists will discuss two recent provincial and federal initiatives aimed at promoting workplace equity. Speakers will address the recent report of the federal Employment Equity Act Review Task Force\, exploring broader lessons learned for workplace parties\, and will examine the recent introduction of provincial pay transparency legislation as a targeted equity initiative. Questions to be addressed include: \n\nWhat changes did the Task Force recommend with respect to how employment equity groups are defined and described under the Employment Equity Act?\nHow can employers shift from a “top-down” approach to employment equity to a consultative process which involves unions and employees? What lessons can be learned from the Task Force’s recommendations regarding workplace employment equity committees?\nWhat problems did the Task Force identify with the concepts of “merit” or “fit” in recruiting and promoting employees? How might unconscious bias or systemic discrimination impact the assessment of an employee’s qualifications?\nHow can workplace parties ensure that the collection of employee data for equity-related initiatives is meaningful and appropriate? What common pitfalls have led to what the Task Force deems “superficial data collection”? How can employers and unions measure and evaluate progress toward workplace equity?\nHow is B.C.’s Pay Transparency Act expected to address these issues of data collection and discrimination in recruitment and promotion? What new obligations arise for workplace parties under the Act? Are there any mechanisms in place for its enforcement?\n\nClosing Remarks: 4:00 pm PT \nCPDConference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 10 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 10 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 10 Continuing Professional Development hours.\n\n\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/vancouver-human-rights-and-accommodation-conference-2024/
LOCATION:Simon Fraser University – Vancouver Campus\, 580 West Hastings Street\, Vancouver\, British Columbia\, V6B 1L6\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/10/van-hra-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20230417T080000
DTEND;TZID=America/Toronto:20230418T154500
DTSTAMP:20260507T203917
CREATED:20230317T232601Z
LAST-MODIFIED:20240723T152317Z
UID:6372-1681718400-1681832700@lancasterhouse.com
SUMMARY:Toronto Human Rights and Accommodation Conference
DESCRIPTION:Conference Co-Chairs\n\n \nYasmeena Mohamed\nArbitrator/Mediator \n\n\n \nRishi Bandhu\nEmployer Counsel\nBandhu Law Professional Corporation \n\n\n \nMae J. Nam\nUnion Counsel\nRyder Wright Holmes Bryden Nam LLP \n\n\nConference Advisory Committee\n\n \nJeanie Theoharis\nAssociate Chair\nHuman Rights Tribunal of Ontario \n\n\n \nNathaniel Marshall\nEmployer Counsel and Workplace Investigator\nMarshall Workplace Law \n\n\n \nNatalie Jacyk\nSenior Human Rights Officer\nHuman Rights Office Toronto District School Board \n\n\n \nFridmar Facunda\nSupervisor\, Equity & Member Education Units\, OPSEU \n\n\n \nSaranjit Singh Cheema\nLegal Counsel\,\nLiUNA Ontario Provincial District Council \n\n\nMonday\, April 17\, 2023Breakfast and Registration – 8:00 a.m. – 9:00 a.m.\nIntroductory remarks by Co-Chairs – 9:00 a.m. – 9:10 a.m. \nPanel 1 - Human Rights Headlines: The latest caselaw and legislative developments 9:10 a.m. – 10:25 a.m. ET\nHuman Rights Headlines: The latest caselaw and legislative developments\n\n\n \nEsi Codjoe\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nMatthew Horner\nCounsel\nOntario Human Rights Commission \n\n\n \nMatthew Hrycyna\nGrievance Officer\nOPSEU \n\n\nIn this session\, experts will review the most important legal developments of the past year and flag significant ongoing litigation and legislative reform. Topics to be addressed include discrimination\, harassment\, privacy\, and drug testing policies. Other updates to be discussed include the implementation of electronic monitoring policy requirements and the regulation of NDAs (non-disclosure agreements) in post-secondary sexual abuse allegations. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nBreak 10:25 a.m. – 10:40 a.m. ET \nPanel 2 - Investigations Under the Magnifying Glass: A close look at significant developments 10:40 a.m. - 11:55 a.m. ET\nInvestigations Under the Magnifying Glass: A close look at significant developments\n\n\n \nNathaniel Marshall\nEmployer Counsel and Workplace Investigator\nMarshall Workplace Law \n\n\n \nKirsty Niglas-Collins\nUnion Counsel\nUnified LLP \n\n\n \nSharon Naipaul\nConsultant\, Mediator\, and Trainer\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nWorkplace investigators often grapple with issues of bias\, fact-finding\, and confidentiality that may emerge during an investigation. In this session\, experts will discuss important developments in these areas\, in addition to practices and policies that safeguard fair and effective investigations: \n\nWhat lessons can be drawn from recent cases about the limits on an employer’s investigation\, taking into account the need to preserve a fair\, adequate\, and effective investigation process?\nHow do unconscious and implicit biases impact human rights investigations in the workplace? What can be done to avoid them?\nHow do investigators\, in the fact-finding and report-writing process\, address pervasive systemic discrimination in the workplace?\nHow does adopting a trauma-informed approach to conducting witness interviews affect the affect the nature of the investigation?\nHow should workplace parties address the challenges of conducting investigations in a remote work environment? Is there any proven or perceived benefit to conducting workplace investigations in-person?\nWhat are best practices for drafting investigation reports?\n\nLunch 11:55 a.m. – 1:00 p.m. \nPanel 3 - Disabilities that elude Diagnosis: Accommodating employees with Long COVID\, Chronic Fatigue Syndrome\, and other poorly understood conditions1:00 p.m. - 2:15 p.m. PST\nDisabilities that elude Diagnosis: Accommodating employees with Long COVID\, Chronic Fatigue Syndrome\, and other poorly understood conditions\n\n\n \nSimmy Sahdra\nEmployer Counsel\nMcCarthy Tetrault LLC \n\n\n \nDr. Alexandra Rendely\nSports Medicine Doctor\nUniversity Health Network Toronto Rehabilitation Clinic\n\n\n \nJustin Amaral\nUnion Counsel\nMorrison Watts \n\n\nWorkplace parties are familiar with applying principles regarding the duty to accommodate in cases of visible disabilities\, well-known conditions\, or conditions for which there exists a clear diagnostic test. However\, challenges arise when an employee seeks accommodation for a condition that eludes diagnosis. In this session\, experts will address questions such as: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? Why does “Long COVID” fall within this list?\nWhat medical evidence is an employer legally permitted to request to establish an employee’s right to accommodation in such cases? Is a definitive diagnosis\, or “objective evidence\,” necessary to establish an invisible disability?\nHow can employers and unions effectively formulate requests for medical information in cases where an employee’s condition cannot be confirmed using a clinician’s diagnostic test? What types of information should employees request from doctors in such cases?\nWhen sick leave abuse is a concern\, how can an employer distinguish between employees who have genuine\, difficult-to-diagnose disabilities\, and employees who are malingering? When will an employer be justified in seeking further information\, including a specialist’s report or an independent medical examination?\nHow might stereotypes and stigma associated with these medical conditions contribute to the challenge of providing accommodation?\nHow might eligibility requirements for short- and long-term disability insurance programs pose additional complications in such cases? Where an employee has been denied disability benefits\, and that denial is later held to be improper\, which party will be liable for the denial?\nWhat types of accommodations may be of assistance to an employee suffering from persistent symptoms such as pain\, fatigue\, or cognitive difficulties? For example\, what will help individuals coping with Long COVID? How can employers and unions cooperate to accommodate individuals with multiple chemical scent sensitivities?\n\nBreak 2:15 p.m. – 2:30 p.m. \nPanel 4 - Fluctuations and Flare-Ups: Practical guidance on accommodating episodic disabilities in the workplaces 2:30 p.m. - 3:45 p.m. ET\nFluctuations and Flare-Ups: Practical guidance on accommodating episodic disabilities in the workplace\n\n\n \nMelissa Egan\nLead Episodic Disabilities\nRealize Canada\n\n\n \nShibil Siddiqi\nEmployer Counsel\nProgressive Barristers \n\n\n \nSheilagh Turkington\nUnion Counsel\nCavalluzzo \n\n\nEmployees experiencing episodic disabilities often experience fluctuations in wellness\, which may lead to a decline in workplace performance and increased absenteeism. In this panel\, experts will explore accommodation procedures for employees with episodic disabilities. Specifically\, panelists will address: \n\nWhat questions are appropriate regarding an employee’s episodic disability? When do requests for medical information amount to discrimination or harassment?\nCan an employer inquire into whether an employee’s atypical workplace behaviours or schedules are related to the employee’s episodic disability?\nIs an employer entitled to request medical information from an employee on an ongoing basis? How can an employer balance its interest in requesting medical information with an employee’s right to privacy?\nWhat steps must unions take to satisfy their duty of fair representation for members with episodic disabilities?\nIn what circumstances have arbitrators or judges found that employers or unions have not met their duty to accommodate?\nWhat are best practices in accommodating an employee who requires modified work?\nWhat steps should an employer take when accommodating and communicating with an employee returning from disability leave?\nWhat proactive policies should employers and unions develop to meet the duty to accommodate?\n\nDay 1 closing remarks 4:30 p.m. – 4:35 p.m. ET \nTuesday\, April 18\, 2023Breakfast and Registration – 8:00 a.m. – 9:00 a.m.\nIntroductory remarks by Co-Chairs – 9:00 a.m. – 9:10 a.m. \nPanel 5 - Promoting Workplace Equity: Removing barriers\, promoting inclusion\, and identifying the promise and perils of big data\n9:10 a.m. – 10:25 a.m. ET\nPromoting Workplace Equity: Removing barriers\, promoting inclusion\, and identifying the promise and perils of big data\n\n\n \nPriya Sarin\nEmployer Counsel\nSherrard Kuzz \n\n\n \nAkilah Haneef-Jabari\nAnti-Racism Advisor\nConsultant and Trainer\nJabari Community Services \n\n\n \nBrendan McCutchen\nUnion Counsel\nWright Henry \n\n\nPromoting equity at work requires a commitment from workplace actors to remove barriers to participation and success\, to proactively support inclusion\, and to ensure that measures do not\, in fact\, perpetuate discriminatory practices. In this session\, expert panelists will offer attendees practical guidance on topical issues including the value of anti-racist approaches\, improving equity in recruitment and retention (and the related role of preferential equity programs)\, the practical impacts of non-disclosure agreements (NDAs)\, and the promises and perils of disaggregated data and artificial intelligence in advancing workplace equity. \nBreak 10:25 a.m. – 10:40 a.m. ET \nPanel 6 - Is Privacy a Human Right? The evolution of Code-based rights in a technological world 10:40 a.m. - 11:55 a.m. ET\nIs Privacy a Human Right? The evolution of Code-based rights in a technological world\n\n\n \nNisha Dhanoa\nEmployer Counsel\nHunter Liberatore Law \n\n\n \nDanielle Bisnar\nUnion Counsel\nCavalluzzo \n\n\nShould employee privacy be recognized as a human right in response to evolving monitoring technologies? In this panel\, experts will discuss best practices in balancing employee privacy and modern technologies in the workplace. Specifically\, panelists will address: \n\nWhat changes does the federal Digital Charter Implementation Act\, 2022 (Bill C-27) propose regarding workplace electronic monitoring? How do these provisions in the proposed Act differ from the current Personal Information Protection and Electronic Documents Act and related provincial legislation?\nWhat consequences do monitoring technologies pose for employees’ privacy and human rights? What specific considerations do these technologies raise for remote workers?\nWhat key issues should employers and unions address in policies or collective agreement provisions governing employee privacy for in-person\, hybrid\, and remote workers?\nWhat suite of off-duty privacy rights and protections does an employee enjoy\, if any? What privacy rights\, if any\, are available to job applicants?\nWhat are best practices in soliciting employee consent to digital surveillance measures?\nWhat are best practices in tracking\, compiling\, and retaining employee information? How about job applicant information?\nHow have arbitral attitudes towards workplace privacy measures evolved in response to monitoring technologies?\n\nLunch 11:55 a.m. – 1:00 p.m. \nPanel 7 - Off the Clock Conduct: Balancing employee beliefs and actions with maintaining a respectful workplace 1:00 p.m. - 2:15 p.m. ET\nOff the Clock Conduct: Balancing employee beliefs and actions with maintaining a respectful workplace\n\n\n \nPatricia D’Heureux\nUnion Counsel\nCavalluzzo \n\n\n \nDr. Faisal Bhabha\nOsgoode Hall Law School\,\nYork University \n\n\n \nCarla Black\nEmployer Counsel\nRae Christen Jeffries \n\n\nEmployees with differing perspectives and beliefs nonetheless need to work collegially in the workplace. In this panel\, experts will examine the responsibilities of an employer and union in ensuring appropriate employee conduct\, both inside and outside the workplace. Topics to be addressed include: \n\nWhat are best practices for employers and unions to balance an employee’s Charter rights and freedom of expression with a workplace that remains free from discrimination and harassment?\nWhat are best practices for employers and unions in preventing workplace bullying and harassment? Should workplace training include off-duty conduct?\nHow can employers and unions best respond to problematic employee behaviour in a virtual working environment?\nCan an employer limit an employee’s political speech at work? What constitutes political speech?\nCan an employee face discipline for verbal statements\, online commentary\, or conduct outside of work hours? Is an employer justified in disciplining an employee whose off-duty conduct reflects that employee’s workplace behaviours?\nDoes an employer\, union\, or employee have a duty to report a controversial online statement by another employee?\nWhat are the duties of a union in representing members facing consequences from expressing unpopular beliefs or opinions in the workplace? Is the union’s duty different if the member is being disciplined for expressions or comments made outside the workplace or online?\nWhat are best practices for unions and employers where an employee or member alleges that workplace management has engaged in inappropriate or controversial comments or behaviours? Is a different duty owed when the conduct occurs outside the workplace or online?\n\nBreak 2:15 p.m. – 2:30 p.m. \nPanel 8 - Seeking the Antidote: Identifying and repairing poisoned workplaces2:30 p.m. - 3:45 p.m. ET\nSeeking the Antidote: Identifying and repairing poisoned workplaces\n\n\n \nElana Fleischmann\nMediator/Workplace Restoration Expert \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nPaul Champ\nUnion Counsel\nChamp Law \n\n\nAs codified in the Ontario Human Rights Code\, employers must ensure that a workplace is free from discrimination and/or harassment. While poisoned workplaces are not directly defined under the Code\, these topics do include poisoned work environments involving personal harassment. In this panel\, experts will examine employer and union responsibilities in identifying and repairing poisoned workplaces. Specifically\, panelists will address: \n\nHow have adjudicators differentiated between personality conflicts and a poisoned workplace? Do an employee’s perceptions factor into this assessment?\nDoes “workplace culture” excuse conduct that would otherwise be considered poisonous? What role\, if any\, does a workplace harassment policy play in making this determination?\nWhat types of behaviour may constitute subtle forms of a poisoned workplace? What signs may indicate that someone is experiencing unreported harassment or bullying?\nWhat actions and restorative approaches should unions and employers take when an employee raises allegations of a poisoned environment? Is the intent to poison relevant when assessing disciplinary actions?\nWhat management styles or behaviours have adjudicators identified as harassment or bullying?\nHow have remote environments changed the prevailing understanding of poisoned workplaces? What strategies can employers and unions implement to respond to problematic behaviour in virtual spaces?\nWhat support can unions provide to members affected by a poisoned workplace?\nWhat steps should employers and unions take to create a safe and respectful workplace?\n\nEnd of day 2 – 3:45 p.m. \nConference CPD\n\n\nThis program has been approved for 10 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\n\n\n\n\nThis program has been approved by CPHR Alberta for 10 Continuing Professional Development hours.\n\n\n\n\n \n\nMembers of the Law Society of New Brunswick may consider this program for 10 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 10 substantive hours.
URL:https://lancasterhouse.com/event/toronto-human-rights-and-accommodation-conference/
LOCATION:Sheraton Centre Toronto Hotel\, 123 Queen Street West\, Toronto\, Ontario\, M5H 3M9 Most popular places at this add\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/toronto-header.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20230327T080000
DTEND;TZID=UTC:20230329T154500
DTSTAMP:20260507T203918
CREATED:20230301T231918Z
LAST-MODIFIED:20240723T152331Z
UID:5849-1679904000-1680104700@lancasterhouse.com
SUMMARY:Vancouver Human Rights and Accommodation Conference
DESCRIPTION:Conference Co-Chairs\n\n \nJessica Gregory\nArbitrator/Mediator \n\n\n \nNatasha Jategaonkar\nEmployer Counsel\nMathews\, Dinsdale & Clark \n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union \n\n\nConference Advisory Committee\n\n \nRyan Goldvine\nMediator/Arbitrator\nGoldvine Dispute Resolution Services \n\n\n \nLaura Track\nHuman Rights Clinic Director and Director of Public Legal Education\nCommunity Legal Assistance Society \n\n\n \nKristen Woo\nLegal Counsel\nBritish Columbia Public School Employers’ Association \n\n\n \nJeff A. Bastien\nEmployer Counsel\nDentons \n\n\n \nAngela Wong\nCounsel\nHospital Employees’ Union \n\n\n \nDal Benning\nGeneral Vice-President\nCUPE BC \n\n\nMonday\, March 27\, 2023Breakfast and Registration 8:00 AM – 9:00 AM PST\nIntroductory remarks by Co-Chairs 9:00 AM – 9:10 AM PST \n Pre-Conference Workshop - Difficult Accommodations: Responding to denial\, defensiveness\, and personality disorders\n9:00 a.m. – 5:00 p.m. PST\nDifficult Accommodations: Responding to denial\, defensiveness\, and personality disorders\n\n\nMegan Ashbury\nArbitrator\, Mediator and Workplace Investigator\n\nDr. Izabela Schultz\nCortex Centre for Advanced Assessment\n\nMelissa VanderHouwen\nUnion Cousel\nMoore Edgar Lyster LLP\n\nVeronica Ukrainetz\nEmployer Counsel\nUkrainetz Workplace Law Group\n\nAccommodating an employee with a disability can become difficult when the employee’s disability affects the employee’s judgment\, perceptions\, and ability to cooperate. Unfortunately\, mental health disabilities\, including mood disorders\, can often affect precisely those faculties that they require to participate in the accommodation process. Accommodating neurodivergent employees can also prove difficult to employer and union representatives unaccustomed to the differences in communication and social behaviour characteristic of autism spectrum disorders. \nWorking through interactive exercises and realistic scenarios with the guidance of experts\, participants will develop the knowledge and skills necessary to: \nAppreciate how common disabilities may affect a worker’s ability to participate in the accommodation process\nCommunicate effectively with defensive workers and those in denial\nFulfil union and management legal obligations when workers are unwilling or unable to participate in the accommodation process\nIdentify when the point of undue hardship in reached \nTuesday\, March 28\, 2023Breakfast and Registration 8:00 AM – 9:00 AM PST\nIntroductory remarks by Co-Chairs 9:00 AM – 9:10 AM PST \nPanel 1 - Human Rights Headlines: The latest caselaw and legislative developments\n9:15 a.m. – 10:40 a.m. PST\nHuman Rights Headlines: The latest caselaw and legislative developments\n\n\nJessica Derynck\nMember\nBC Human Rights Tribunal\n\nShirin Kiamanesh\nUnion Counsel\nKoskie Glavin Gordon\n\nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP\n\nIn this session\, experts will review the most important legal developments of the past year\, flagging significant litigation and legislative reform. Topics to be addressed include workplace discrimination and harassment\, substance use\, and requests for accommodation. Other updates to be discussed include the introduction of the Indigenous Self-Government in Child and Family Services Amendment Act and the Anti-Racism Data Act\, in addition to relevant changes to the Workers’ Compensation Act. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nBreak 10:40 AM – 10:55 AM PST \nPanel 2 - A Legislative Milestone: The addition of Indigenous Identity to the BC Human Rights Code\n10:55 a.m. - 11:45 a.m. PST\nA Legislative Milestone: The addition of Indigenous Identity to the BC Human Rights Code\n\n\nPatricia Barkaskas\nStrategic Advisor to the Dean for the National Centre for Indigenous Laws\nUniversity of Victoria\n\nShelley Saje Ricci\nCanadian Union of Public Employees\n\nJoshua Sutherland\nEmployer Counsel\nHarris & Company LLP\n\nIndigenous identity is now a ground protected from discrimination in the B.C. Human Rights Code. In this session\, experts will closely examine the history\, significance\, and ramifications of this development\, including the ways in which it advances reconciliation in the province. \nNetworking Lunch 11:45 AM – 1:00 PM PST \nPanel 3 - Disabilities That Elude Diagnosis: Accommodating employees with Long COVID\, Chronic Fatigue Syndrome\, and other poorly understood conditions\n1:00 p.m. - 2:15 p.m. PST\nDisabilities That Elude Diagnosis: Accommodating employees with Long COVID\, Chronic Fatigue Syndrome\, and other poorly understood conditions\n\n\nWolfgang Zimmermann\nPresident\, Pacific Coast University for Workplace Health Sciences Executive Director\,\nNational Institute of Disability Management and Research\n\nJodie Gauthier\nUnion Counsel\,\nBlack Gropper\n\nJodie Gauthier\nEmployer Counsel\nRoper Greyell\n\nWorkplace parties are familiar with applying principles regarding the duty to accommodate in cases of visible disabilities\, well-known conditions\, or conditions for which there exists a clear diagnostic test. However\, challenges often arise when an employee seeks accommodation for a condition that eludes diagnosis. In this session\, experts will address questions such as: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? Why does “Long COVID” fall within this list?\nWhat medical evidence is an employer legally permitted to request in order to establish an employee’s right to accommodation in such cases? Is a definitive diagnosis\, or “objective evidence\,” necessary to establish an invisible disability?\nHow can employers and unions effectively formulate requests for medical information in cases where an employee’s condition cannot be confirmed using an objective diagnostic test? What types of information should employees request from doctors in such cases?\nWhen sick leave abuse is a concern\, how can an employer distinguish between employees who have genuine\, difficult-to-diagnose disabilities\, and employees who are malingering? When will an employer be justified in seeking further information\, including a specialist’s report or an independent medical examination?\nHow do the stereotypes and stigmas associated with these medical conditions contribute to the challenge of providing accommodation?\nHow might eligibility requirements for short- and long-term disability insurance programs pose additional complications in such cases? Where an employee has been denied disability benefits\, and that denial is later held to be improper\, which party will be liable for the denial?\nWhat types of accommodations may be of assistance to an employee suffering from persistent symptoms such as pain\, fatigue\, or cognitive difficulties? For example: What will help individuals coping with Long COVID? How can employers and unions cooperate to accommodate individuals with multiple chemical scent sensitivities?\n\nBreak 2:15 PM – 2:30 PM PST \nPanel 4 - Fluctuations and Flare-Ups: Practical guidance on accommodating episodic disabilities in the workplace\n2:30 p.m. - 3:45 p.m. PST\nFluctuations and Flare-Ups: Practical guidance on accommodating episodic disabilities in the workplace\n\n\nDr. Renée-Louise Franche\nClinical psychologist\, Consultant in\nWork Ability Promotion and Organizational Health\n\nLani deHek\nManager\, Disability Management & Health and Safety\nBC Nurses’ Union\n\nJackie Davie\nAssociate Director\, Wellness & Recovery Office\nSimon Fraser University\n\nEmployees living with episodic disabilities often experience fluctuations in wellness\, which may lead to a decline in workplace performance and increased absenteeism. In this panel\, experts will explore accommodation procedures for employees with episodic disabilities. Specifically\, panelists will address: \n\nWhat questions are appropriate regarding an employee’s episodic disability? When do requests for medical information amount to discrimination or harassment?\nCan an employer inquire into whether an employee’s atypical workplace behaviours or schedules are related to the employee’s episodic disability?\nIs an employer entitled to request medical information from an employee on an ongoing basis? How can an employer balance its interest in requesting medical information with an employee’s right to privacy?\nWhat steps must unions take to satisfy their duty of fair representation for members with episodic disabilities?\nIn what circumstances have arbitrators or judges found that employers or unions have not met their duty to accommodate?\nWhat are best practices in accommodating an employee who requires modified work?\nWhat steps should an employer take when accommodating and communicating with an employee returning from disability leave?\nWhat proactive policies should employers and unions develop to meet their duties to accommodate?\n\nNetworking Reception 3:45 PM – 5:00 PM PST \nWednesday\, March 29\, 2023Breakfast and Registration 8:00 AM – 9:00 AM PST\nIntroductory remarks by Co-Chairs 9:00 AM – 9:10 AM PST \nPanel 5 - Investigations under the Magnifying Glass: A close look at significant developments\n9:15 a.m. – 10:30 a.m. PST\nInvestigations under the Magnifying Glass: A close look at significant developments\n\n\nTonie Beharrell\nLawyer and Workplace Investigator\nSouthern Butler Price LLP\n\nMenachem Freedman\nUnion Counsel\nHHGB Lawyers\n\nVictoria Merritt\nEmployer Counsel\nDentons\n\nWorkplace investigators often grapple with issues of bias\, fact-finding\, and confidentiality that may emerge during an investigation. In this session\, experts will discuss important developments in this area\, in addition to practices and policies that safeguard fair and effective investigations: \n\nWhat lessons can be drawn from recent cases about the scope of an employer’s investigation\, taking into account the need to preserve a fair\, adequate\, and effective investigation process?\nWhat are the most crucial components of an anti-harassment policy? How can an organization adequately monitor its policies for effectiveness?\nHow do unconscious and implicit biases impact human rights investigations in the workplace? And what can be done to avoid them?\nHow can investigators\, in the fact-finding and report-writing process\, address pervasive systemic discrimination in the workplace?\nHow does adopting a trauma-informed approach to conducting witness interviews affect the efficacy of the investigation?\nWhat strategies can workplace parties implement to address the challenges of conducting investigations in a remote work environment? Is there any proven or perceived benefit to conducting workplace investigations in-person?\nTo what extent is diligent reporting and record-keeping essential for an investigation? What are best practices for drafting investigation reports?\n\nBreak 10:30 AM – 10:45 AM PST \nPanel 6 - Promoting Workplace Equity: Removing barriers\, promoting inclusion\, and identifying the promise and perils of big data\n10:45 a.m. - 12:00 p.m. PST\nPromoting Workplace Equity: Removing barriers\, promoting inclusion\, and identifying the promise and perils of big data\n\n\nKoml Kandola\nArbitrator and Mediator\n\nEarl Moloney\nStaff Representative\nB.C. General Employees’ Union\n\nJessica Fairbairn\nEmployer Counsel\nHarris & Company LLP\n\nPromoting equity at work requires a commitment from workplace actors to remove barriers to participation and success\, to proactively support inclusion\, and to ensure that measures do not\, in fact\, perpetuate discriminatory practices. In this session\, expert panelists will offer attendees practical guidance on topical issues including the value of anti-racist approaches\, improving equity in recruitment and retention (and the related role of preferential equity programs)\, the practical impacts of non-disclosure agreements\, and the promises and perils of disaggregated data and artificial intelligence in advancing workplace equity. \nNetworking Lunch 12:00 PM – 1:00 PM PST \nPanel 7 - Off-the-Clock Conduct: Balancing employee beliefs and actions with maintaining a respectful workplace\n1:00 p.m. - 2:15 p.m. PST\nOff-the-Clock Conduct: Balancing employee beliefs and actions with maintaining a respectful workplace\n\n\nLindsay Waddell\nUnion counsel\nMoore Edgar Lyster LLP\n\nDonovan Plomp\nEmployer Counsel\nMcCarthy Tétrault\n\nEmployees with differing perspectives and beliefs nonetheless need to work collegially in the workplace. In this panel\, experts will examine the responsibilities of an employer and union in ensuring appropriate employee conduct\, both inside and outside the workplace. Topics to be addressed include: \n\nWhat are best practices for employers and unions to balance an employee’s Charter rights and freedom of expression with a workplace that remains free from discrimination and harassment?\nWhat are best practices for employers and unions in preventing workplace bullying and harassment? Should workplace training include off-duty conduct?\nHow can employers and unions best respond to problematic employee behaviour in a virtual working environment?\nCan an employer limit an employee’s political speech at work? What constitutes political speech?\nCan an employee face discipline for verbal statements\, online commentary\, or conduct outside of work hours? Is an employer justified in disciplining an employee whose off-duty conduct reflects that employee’s workplace behaviours?\nDoes an employer\, union\, or employee have a duty to report a controversial online statement by another employee? How relevant is the “location” of the statement\, i.e. the online platform where the statement is made?\nWhat are the duties of a union in representing members facing consequences from expressing unpopular beliefs or opinions in the workplace? Is the union’s duty different if the member is being disciplined for expressions or comments made outside the workplace or online?\nWhat are best practices for unions and employers where an employee or member alleges that workplace management has engaged in inappropriate or controversial comments or behaviours? Is a different duty owed when the conduct occurs outside the workplace or online?\n\nBreak 2:15 PM – 2:30 PM PST \nPanel 8 - Is Privacy a Human Right? The evolution of Code-based rights in a technological world\n2:30 p.m. - 3:45 p.m. PST\nIs Privacy a Human Right? The evolution of Code-based rights in a technological world\n\n\nJeanette Van Den Bulk\nDeputy Commissioner\nOffice of the Information and Privacy Commissioner of British Columbia\n\nStefanie Ratjen\nStaff Representative\, Advocacy\nBC General Employees’ Union\n\nPreston Parsons\nOverholt LLP\n\nShould employee privacy be recognized as a human right in response to evolving monitoring technologies? In this panel\, experts will discuss best practices in balancing employee privacy with the prevalence of modern technologies in the workplace. Specifically\, panelists will address: \n\nWhat changes does the federal Digital Charter Implementation Act\, 2022 (Bill C-27) propose regarding workplace electronic monitoring? How do these provisions in the proposed Act differ from the current Personal Information Protection and Electronic Documents Act and related provincial legislation?\nWhat consequences do monitoring technologies pose for employees’ privacy and human rights? What specific considerations do these technologies raise for remote workers?\nWhat key issues should employers and unions address in policies or collective agreement provisions governing employee privacy for in-person\, hybrid\, and remote workers?\nWhat suite of off-duty privacy rights and protections does an employee enjoy\, if any? What privacy rights\, if any\, are available to job applicants?\nWhat are best practices in soliciting employee consent to digital surveillance measures?\nWhat are best practices in tracking\, compiling\, and retaining employee information? How about job applicant information?\nHow have arbitral attitudes towards workplace privacy measures evolved in response to monitoring technologies?\n\nEnd of Conference 3:45 PM \nVancouver HRA Conference CPD\n\nThis program has been approved by CPHR Alberta for 9.5 Continuing Professional Development hours.\n\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 9.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider counting this program for 9.5 Continuing Professional Development hours per session.\nThis program has been approved by CPHR BC & Yukon for 9.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 9.5 Continuing Professional Development hours.\nThis program has been approved for 9.5 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\nThis program has been approved by the Law Society of British Colombia for 9.5 Continuing Professional Development hours.\n\nVancouver HRA Workshop CPD\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 5.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider counting this program for 5.5 Continuing Professional Development hours per session.\nThis program has been approved by the Law Society of British Colombia for 5.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/vancouver-human-rights-and-accommodation-conference/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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