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X-WR-CALDESC:Events for Lancaster House
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DTSTART;TZID=UTC:20230411T123000
DTEND;TZID=UTC:20230411T140000
DTSTAMP:20260503T221636
CREATED:20230321T234230Z
LAST-MODIFIED:20230404T044502Z
UID:6508-1681216200-1681221600@lancasterhouse.com
SUMMARY:Watching the Clock: Examining "time theft\," performance\, and productivity in the contemporary workplace
DESCRIPTION:Moderators\n\n \nDavid Conway\nAdjudicator\, Arbitrator\, Mediator and Independent Counsel \n\n\nSpeakers\n\n \nEleni Kassaris\nEmployer Counsel\nDentons \n\n\n \nChris Bryden\nUnion Counsel\nRyder Wright Blair & Holmes \n\n\nIssuesWhen employees conduct personal matters at work\, are they subject to discipline or dismissal for “time theft”? Are employers permitted to track employee activity to ensure that wages reflect hours worked? In this webinar\, experts will provide practical advice on the scope and limits of employer surveillance and responses to employee “time theft.” Specifically\, panelists will address. \n\nWhat constitutes employee “time theft”?\nWhat is the impact of the Personal Information Protection and Electronic Documents Act and proposed changes in the federal Digital Charter Implementation Act\, 2022 (Bill C-27)\, on the legality of employer surveillance?\nWhen assessing the reasonableness of employer surveillance\, is the nature of the workplace relevant? Is the sensitivity of the information relevant?\nDoes an employer need reasonable suspicion of “time theft” before introducing surveillance?\nWhat balance are adjudicators striking between an employer’s right to ensure productivity and an employee’s right to privacy? Is the scope of surveillance different for remote workers?\nWhat disciplinary measures have adjudicators and arbitrators found appropriate for “time theft”?\nAre there any limits to an employer’s retention of employee information obtained through surveillance? Are employers\, arbitrators\, and adjudicators permitted to use previously tracked information?\nHow should workplace policies and collective agreements best address “time theft”?\n\nAccreditationCPD\n\n\nThis program has been approved for 1.5 Continuing Professional Development hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/watching-the-clock-examining-time-theft-performance-and-productivity-in-the-contemporary-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-watching-the-clock.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20230427T123000
DTEND;TZID=UTC:20230427T140000
DTSTAMP:20260503T221637
CREATED:20230321T235129Z
LAST-MODIFIED:20230424T183416Z
UID:6542-1682598600-1682604000@lancasterhouse.com
SUMMARY:Disagreement\, Conflict\, or Harassment? Practical guidance on dealing with workplace disputes
DESCRIPTION:Moderators\n\n \nYuki Matsuno\nMediator\nSouthern Butler Price LLP \n\n\nSpeakers\n\n \nChristopher Perri\nUnion counsel\nCavalluzo \n\n\n \nMeaghen Russell\nEmployer counsel\nDentons \n\n\nIssuesDifferences in personalities\, beliefs\, and working styles are inevitable in workplaces and can often lead to workplace disputes. Effective conflict management practices are essential to prevent escalation of minor workplace disagreements and to address harmful conflict\, harassment\, and violence. In this session\, expert speakers will provide practical guidance on these issues and address topics such as: \n\nWhen do interpersonal disputes rise to the level of “bullying” or “harassment”? Do employers have a legal obligation to address incivility or interpersonal conflict that does not rise to this level? What impact will Canada’s recent ratification of the international Violence and Harassment Convention (C190) have on an employer’s legal obligations?\n\n\nWhat organizational factors\, if any\, 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? With many workplaces moving to a hybrid or remote model\, how can parties address workplace conflict in situations that may be harder to monitor\, such as online chats?\n\n\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?\n\n\nWhat are key components of an effective conflict management policy? For example: Can\, and should\, alternative dispute resolution practices be incorporated? What are these options\, and will they satisfy the employer’s duty to address the conflict? 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?\n\n\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?\n\n\nTo what degree will the fact that the impugned conduct was in keeping with the workplace culture\, or “condoned” by the employer\, impact an arbitrator’s assessment? Have changing attitudes towards workplace culture and mental health impacted the analysis?\n\n\nHow can employers and unions ensure that stereotypes\, unconscious bias\, or lack of understanding do not lead to unfair or discriminatory conclusions when conflict arises?\n\n\nAre all workplace disputes to be avoided? Can a culture of healthy disagreement foster psychological health and safety in the workplace?\n\nAccreditationCPD\n\n\nThis program has been approved for 1.5 Continuing Professional Development hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/disagreement-conflict-or-harassment-practical-guidance-on-dealing-with-workplace-disputes/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-harassment.jpg
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