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UID:16358-1790852400-1790874000@lancasterhouse.com
SUMMARY:Collective Bargaining Essentials: Skills\, tools\, and strategies for effective collective bargaining (Virtual Event)
DESCRIPTION:Program Overview \nAchieving successful bargaining outcomes requires strategy\, skill\, and the acumen to adapt. In this workshop\, experts will guide participants through the process of bargaining from the first meeting of parties up until a final agreement (or strike or arbitration). Attendees will hear panel discussions and work through scenarios highlighting a variety of bargaining essentials\, including: \n\n\nSetting ground rules for bargaining; \nTabling proposals and responding to counter-proposals; \nHandling package offers; \nDealing with late proposals; \nAnticipating and preparing responses; \nCommunicating with principals\, members\, and employees and respecting confidentiality; \nAddressing both parties’ priorities and developing strategies to bridge impasses; \nUnderstanding which issues can and cannot be taken to impasse; \nAnalyzing risks of lockouts and strikes; \nExploring options of mediation or interest arbitration where available; and \nFinalizing agreements. \n\n\nWho Should Attend\nThis workshop is ideal for professionals engaged in collective bargaining\, labour negotiations\, or contract administration across sectors\, such as:  \n\nUnion Representatives and Labour Negotiators – Advocates who represent workers in bargaining processes and strive to secure fair and strategic agreements. \n\n\nHuman Resources and Labour Relations Professionals – HR managers\, labor relations specialists\, and organizational negotiators working to develop and implement effective bargaining strategies. \n\n\nLabour and Employment Lawyers – Legal professionals who support or advise bargaining teams\, assess legal risks\, and help navigate impasses\, strikes\, or arbitration. \n\n\nPublic Sector Administrators and Government Officials – Professionals from municipal\, provincial\, or federal agencies who participate in or oversee labor negotiations in the public sector. \n\n\nCorporate and Organizational Leaders – Executives and decision-makers responsible for shaping bargaining mandates\, communicating with stakeholders\, and finalizing agreements. \n\n\nWhat to Expect:\nIn this virtual skills training workshop\, experienced negotiators and labour relations professionals will guide participants through the collective bargaining process\, from setting ground rules and tabling proposals to navigating impasses and finalizing agreements. \nThroughout the session\, facilitators will lead participants through interactive scenarios that reflect real-world challenges at the bargaining table. Attendees will have the opportunity to ask questions verbally or through Zoom’s chat function and will receive personalized feedback on their participation in exercises and discussions.  \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\nLearning Outcomes\nParticipants will leave this training equipped to: \n\nDevelop effective bargaining strategies; \nEnhance communication and negotiation skills; and \nEvaluate and respond to bargaining challenges. \n\n\nPricing \n$995.00Add to cart	\n			\n  \n\nSpeakers \n\n\n \nNicole Gauthier\nExecutive Officer and Chief Negotiator\nOSSTF Toronto Teachers’ Bargaining Unit \n\n\n \nRyan Goldvine\nMediator/Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\n \nDanica P. McLellan\nEmployer Counsel\nNeuman Thompson \n\n\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 4.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development 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 Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program 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.
URL:https://lancasterhouse.com/event/collective-bargaining-essentials-skills-tools-and-strategies-for-effective-collective-bargaining/
LOCATION:Virtual Event
CATEGORIES:Skills Training
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DTSTART;VALUE=DATE:20261008
DTEND;VALUE=DATE:20261009
DTSTAMP:20260801T174934
CREATED:20260211T165445Z
LAST-MODIFIED:20260730T155222Z
UID:19061-1791417600-1791503999@lancasterhouse.com
SUMMARY:Fissures and Fractures in the Workplace: Defusing interpersonal conflicts and restoring collegial relations
DESCRIPTION:Program OverviewComing Soon. \nWhat You’ll Learn: \nComing Soon. \nWho Should Attend \nComing Soon. \nDelivery Format \nComing Soon. \nFissures and Fractures in the Workplace: Defusing interpersonal conflicts and restoring collegial relationsThis practical skills-training workshop will equip attendees with strategies to identify\, address\, and diffuse interpersonal tensions before they escalate and after they have already escalated through multiple scenario-based discussions. Attendees will discuss the following topics with our Lancaster panel of experts working with them in small group-based discussions: \n  \n\nWhat does recent caselaw suggest about the line between safeguarding free speech at work and an employer’s duty to ensure a safe work environment? Can employees express political\, religious\, or controversial opinions in the workplace? When will an employee be subject to discipline for such statements?\nAt what point must an employer intervene where employees are in conflict due to differing beliefs or opinions? What is the role of the union in responding to these conflicts?\nCan employees be disciplined for statements made when interacting with other employees outside of the workplace?\nWhen do interpersonal conflicts rise to the level of bullying or harassment? Do employers have a legal obligation to address incivility or personal conflict that does not rise to this level?\nWhat organizational factors contribute to a higher incidence of workplace conflict? How should employers and unions identify whether those factors are present and what steps should be taken to improve the environment?\nWith many workplaces moving to a hybrid or remote model\, how can parties address workplace conflict in situations that may be more difficult to monitor\, such as online chats?\nWhat factors must be considered when dealing with conflict between an employee and supervisor\, as opposed to a conflict between two employees? What is the role of the union when conflict arises between employees who are union members?\nWhen is it appropriate to consider moving an employee to a different department or location rather than attempting to resolve the issues in the current environment?\nWhat role can mediation play in diffusing conflicts? How should employers and unions effectively prepare for mediation?\nWhat are key components of an effective conflict management policy? What alternative dispute resolution practices may be incorporated? Which key employees should be coached on communication\, verbal de-escalation\, or other conflict management techniques? What early intervention steps should be taken when conflict arises?\nWhat role can a trauma-informed approach play in addressing workplace conflict? How can such an approach aid employers and unions in understanding why conflict has developed and how to effectively respond?\nTo what degree will the fact that the impugned conflict was in keeping with the workplace culture\, or “condoned” by the employer\, impact an arbitrator’s or adjudicator’s assessment as to discipline or liability? Have changing attitudes towards workplace culture and mental health impacted the analysis?\n\nFood and BeveragesBreakfast 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. \nPricingLabour Law Conference – Workshop  \n$1\,255.00Add to cart	\n			\n \nBundle pricing is also available: \nLabour Law Conference & Workshop – Bundle (Conference + Workshop) \n$2\,195.00Add to cart	\n			\n \n\nSpeakers  \n\n\n \nAndrew Astritis\nUnion CounselRaven Law \n\n\n \nDavid Jewitt\nArbitrator\, Mediator and Workplace Investigator \n\n\n \nMante Molepo\nLawyer and Governance professionalFounder and CEOMante Molepo Consulting \n\n\nCPDCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada.
URL:https://lancasterhouse.com/event/ontario-labour-law-skills-training-workshop/
LOCATION:Rogers Centre Ottawa\, 55 Colonel By Drive\, Ottawa\, Ontario\, K1N 9J2\, Canada
CATEGORIES:Labour Law & Labour Policy,Skills Training,Workshop
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