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DTSTART;TZID=America/Toronto:20260910T110000
DTEND;TZID=America/Toronto:20260910T170000
DTSTAMP:20260509T191006
CREATED:20240618T185328Z
LAST-MODIFIED:20260317T185037Z
UID:13659-1789038000-1789059600@lancasterhouse.com
SUMMARY:Winning Cases at WSIB and WSIAT (Virtual Event)
DESCRIPTION:Program Overview \n\n\nAppearing before the WSIB and the WSIAT requires more than familiarity with workers’ compensation legislation and policy; it requires strategic thinking\, careful preparation\, and effective advocacy. In this workshop\, experienced advocates will guide participants through the key stages of a successful appeal\, highlighting both procedural requirements and advocacy best practices. \nTopics will include: \n  \n\nAppealing a board-level decision within mandated timelines;\nIdentifying\, sorting\, and prioritizing issues in an appeal;\nDeveloping a persuasive “theory of the case”;\nMeeting pre-hearing disclosure obligations;\nObtaining and organizing relevant evidence;\nAnticipating and responding to the other side’s arguments;\nPreparing clients for hearings;\nEffectively using and challenging medical information;\nMaking compelling opening statements and final arguments; and\nQuestioning and cross-questioning witnesses.\n\n\nWhat to Expect: \nIn this virtual skills training workshop\, experienced worker and employer advocates will guide participants through the workers’ compensation appeal process\, from an adverse Workplace Safety and Insurance Board (WSIB) decision to a hearing before the Workplace Safety and Insurance Appeals Tribunal (WSIAT).  \nDesigned for advocates appearing before the WSIB and WSIAT\, the session will focus on practical advocacy strategies\, evidentiary considerations\, and common challenges that arise at each stage of the appeal process. Participants will have opportunities to ask questions and engage with approaches they can apply directly in their own files.  \nParticipants will also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources developed by Lancaster House program lawyers for continued learning and future reference.  \n\nWho Should Attend? \nThis workshop is well suited for professionals involved in WSIB and WSIAT advocacy\, including: \n\nWorker Advocates and Representatives – Individuals representing injured workers in appeals who want to strengthen case strategy\, evidence development\, and hearing advocacy skills. \nEmployer Advocates and Consultants – Professionals acting for employers before the WSIB or WSIAT who require a deeper understanding of effective appeal preparation and presentation. \n\n\nLearning Outcomes: \nParticipants will leave this training equipped to:  \n\nNavigate the WSIB appeal pathway\, from a board-level decision to a WSIAT hearing; \nIdentify\, organize\, and prioritize issues in workers’ compensation appeals; \nDevelop and present a clear and persuasive theory of the case; and \nPrepare effectively for hearings\, including witness examination and argument. \n\n\n\nPricing \n\n$995.00Add to cart	\n			\n  \nSpeakers Coming Soon. \nCPD\n\n\nThis program has been approved by CPHR Alberta for 4.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 4.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 4.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 4.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4.5 Continuing Professional Development hours.\n\n\n\n\nSupported by the Institute for Work & Health:
URL:https://lancasterhouse.com/event/winning-cases-at-wsib-and-wsiat-virtual-event/
LOCATION:Virtual Event
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/winning-cases-1.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20260917T123000
DTEND;TZID=America/New_York:20260917T160000
DTSTAMP:20260509T191006
CREATED:20241212T190408Z
LAST-MODIFIED:20260219T184052Z
UID:15450-1789648200-1789660800@lancasterhouse.com
SUMMARY:Tackling Workplace Impairment: Identifying causes\, addressing risks\, providing accommodation
DESCRIPTION:Thursday\, September 17\, 2026 Use of alcohol\, cannabis\, and illicit substances has increased significantly as Canadians cope with mental health challenges and social isolation. In this virtual workshop\, experts will discuss recent cases on drug and alcohol testing\, fitness-for-duty assessments\, suitable accommodations\, and disciplinary sanctions\, addressing: \n\nDo recent cases provide guidance on how to conduct an individualized assessment to determine whether an employee is fit for duty?\nTo what extent will an employer be required to accommodate an employee who fails to disclose or denies having an issue with substance use?\nWhere do recent cases draw the line on accommodating relapses\, ruling that any further obligation to tolerate relapses would amount to undue hardship?\nOn what grounds have arbitrators recently overturned last-chance agreements\, ruling that a violation of their terms is not sufficient to establish undue hardship?\n\n\nWhat factors do adjudicators consider when determining appropriate disciplinary penalties for violations of workplace drug and alcohol policies?\nWhat constitutes reasonable cause to justify alcohol and drug testing? Can the mere fact that a worker smells of cannabis or alcohol justify administering a reasonable cause test?\nWhat are some recent examples of treatment or monitoring mechanisms that have been found to be violations of privacy rights or excessively intrusive?\nWhat do recent decisions tell us about the circumstances required to justify post-incident testing? What qualifies as a “significant” incident that would be sufficiently serious to warrant an invasive drug or alcohol test? How does this analysis apply in the case of a near-miss incident?\nWhat must an employer demonstrate aside from the risk of residual impairment in order to establish that accommodation in a safety-sensitive position or workplace would constitute undue hardship?\n\nPricing $695.00Add to cart	\n			\n  \n\nSpeakers \n\n\n \nDan Demers\nDirector of Business Development\nCannAmm Occupational Testing Services \n\n\n \nJillian Houlihan\nUnion Counsel\nPink Larkin \n\n\n \nNorm Keith\nPartner\nEmployment & Labour Law\, KPMG Law LLP \n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR Alberta for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 3 Continuing Professional Development hours.\n\n\nMembers of the Law Society of New Brunswick may consider this program for 3 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 3 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/tackling-workplace-impairment-identifying-causes-addressing-risks-providing-accommodation/
LOCATION:Virtual Event
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/12/Tackling-Workplace-Impairment-2025-banner-3.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20260924T110000
DTEND;TZID=America/Toronto:20260924T170000
DTSTAMP:20260509T191006
CREATED:20260116T183235Z
LAST-MODIFIED:20260508T150909Z
UID:18867-1790247600-1790269200@lancasterhouse.com
SUMMARY:Post-Incident Investigations (Virtual Event)
DESCRIPTION:Program Overview \n\n\nWorkplace investigations are a critical step in responding to incidents of violence\, harassment\, and other serious workplace concerns. When handled effectively\, they can help restore trust\, support affected employees\, and reinforce a safe and respectful work environment. However\, poorly conducted investigations may expose organizations to legal risk\, undermine confidence in the process\, and exacerbate harm to those involved. \nThis full-day virtual workshop will provide participants with practical tools and strategies to conduct fair\, thorough\, and trauma-informed investigations\, examining obligations arising under occupational health and safety legislation and human rights statutes\, collective agreements\, and workplace policies when responding to workplace violence\, harassment\, and other health-and-safety-related incidents. Through expert instruction and applied learning\, participants will explore the following questions: \n•	What legal frameworks govern workplace investigations into violence\, harassment\, and other health and safety incidents? \n•	When is a formal investigation required\, and how should employers determine the appropriate scope? \n•	What steps should investigators take to ensure procedural fairness throughout the investigation process? \n•	How can investigators assess credibility and make defensible findings in complex\, high-stakes situations? \n•	What are the key differences between investigating harassment or violence complaints as opposed to other OHSA-related incidents? \n•	How can investigators conduct interviews in a manner that is both effective and sensitive to trauma? \n•	What common pitfalls can compromise an investigation\, and how can they be avoided? \n•	What obligations do employers have to take interim measures to protect employees during an investigation? \n•	How should findings be documented and communicated\, and what makes an investigation report effective? \n•	What steps should organizations take following an investigation to address findings and prevent future incidents? \n\n\nWhat to Expect?\nComing Soon. \n\nWho Should Attend?\nComing Soon. \n\n\n\nLearning Outcomes:\nBy the end of this program\, participants will be able to: \n•	Determine when a formal workplace investigation is required and define its appropriate scope in cases involving violence\, harassment\, and health and safety concerns; \n•	Apply principles of procedural fairness and trauma-informed practice throughout the investigation process; \n•	Conduct effective interviews\, including assessing credibility and managing sensitive or high-conflict situations; \n•	Identify common investigative pitfalls and implement strategies to ensure thorough\, defensible findings; and \n•	Develop clear\, well-reasoned investigation reports and recommend appropriate post-investigation actions. \n\n\nPricing \n\n$995.00Add to cart	\n			\n  \nSpeakers \nComing Soon. \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come. \nSupported by the Institute for Work & Health:
URL:https://lancasterhouse.com/event/post-incident-investigations-virtual-event/
LOCATION:Virtual Event
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/post-incident-investigations-virtual-event.jpg
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