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X-WR-CALDESC:Events for Lancaster House
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BEGIN:VEVENT
DTSTART;TZID=UTC:20230509T123000
DTEND;TZID=UTC:20230509T140000
DTSTAMP:20260503T235427
CREATED:20230322T000807Z
LAST-MODIFIED:20230428T205502Z
UID:6550-1683635400-1683640800@lancasterhouse.com
SUMMARY:Lancaster's Workplace Essentials: Issues in union representation
DESCRIPTION:Moderators\n\n \nAnnie McKendy\nArbitrator\, Mediator\, and Investigator \n\n\nSpeakers\n\n \nMary Thibodeau\nUnion counsel\nMoore Edgar Lyster LLP \n\n\n \nBrandon Hillis\nEmployer Counsel\nRoper Greyell \n\n\nIssuesThe right to provide representation is a crucial component of a union’s obligation to its members. The right extends to workplace investigations\, where union representatives play a crucial part in ensuring fairness. Employers\, unions\, and workers should be aware of the extent of the union’s right to provide representation during workplace investigations\, and how it intersects with an employer’s obligations. In this webinar\, leading experts will discuss the following: \n\nDoes an employee have a guaranteed right to union representation during a workplace investigation? At what stage in the investigation process is this right triggered? Does the right extend to witnesses\, as well as the parties involved?\n\n\nWhat are the essential elements of a union’s right to provide representation during a workplace investigation? What is the source and scope of this duty?\n\n\nCan an employee insist on the presence of a union representative at a disciplinary meeting\, even if there is no provision in the collective agreement allowing for a support person? Does this extend to non-disciplinary meetings which are part of a workplace investigation?\n\n\nHow is a union’s representation during a workplace investigation impacted when the parties and witnesses involved in a complaint are all members of the union? How can a union avoid a conflict of interest in these circumstances?\n\n\nWhat are an employer’s obligations and responsibilities when it comes to a union’s right to provide representation during a workplace investigation?\n\n\nWhat are the consequences if an employee is denied union representation? Is the discipline nullified\, or can the statements given not be relied upon? What recourse do employees and/or unions have if they believe the union has not been allowed to exercise its right to give representation during a workplace investigation? Are there any limitations to this recourse? What are an employee’s and/or union’s responsibilities in these circumstances?\n\n\nWhat policies and procedures can employers develop to ensure that the union is allowed to exercise its right to provide representation during workplace investigations?\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 \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/lancasters-workplace-essentials-issues-in-union-representation/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-union-representation.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20230523T123000
DTEND;TZID=UTC:20230523T140000
DTSTAMP:20260503T235427
CREATED:20230322T002343Z
LAST-MODIFIED:20230515T172732Z
UID:6557-1684845000-1684850400@lancasterhouse.com
SUMMARY:Dealing with Highly Sensitive Personal Information: Documenting and accommodating mental health disabilities
DESCRIPTION:Moderator\n\n \nCathy Knapp\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMeghan Burton\nOrganization Development Advisor\nMental Health Commission of Canada \n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Lam LLP \n\n\n \nDanny Parker\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nIssuesObtaining information to accommodate an employee’s mental health disabilities can pose challenges for employers and unions. In this webinar\, experts will examine recent caselaw relating to documenting and accommodating mental health disabilities\, addressing questions such as: \n\nIs a medical diagnosis of a mental health disability required for an employee to fall within the protection of human rights legislation? Can an employer require “objective evidence” of a mental illness beyond self-reported symptoms?\n\n\nWhat information can an employer request in accommodating an employee’s mental health disability\, granting a leave of absence\, or facilitating return to work? How should an employer respond to cursory medical notes (such as: “Off work due to stress”)?\n\n\nIs it reasonable for employers to be skeptical about diagnoses from an employee’s family physician\, as opposed to a mental health practitioner? When will an employer be justified in seeking a specialist’s report or an independent medical examination? What approach should employers and unions adopt where there may be a lengthy waiting period before an employee can see a specialist or where there is no specialist available?\n\n\nHow can employers and unions effectively and respectfully request information from employees with mental health conditions? In requesting a specialist’s report or independent medical examination\, must the impact of further assessment on the employee’s mental health be considered?\n\n\nWhere an employee with a disclosed mental health disability remains in the workplace\, is an employer entitled to request ongoing information regarding that employee’s mental health? Will further inquiries regarding mental health be considered discriminatory?\n\n\nHow should employers and unions respond where an employee fails or refuses to provide requested information? How may a mental health disability impact an employee’s ability to respond to these inquiries? Has increasing societal awareness of mental health matters resulted in an increased willingness on the part of employees to volunteer mental health information?\n\n\nHow should the employer and union communicate with an employee on sick leave related to a mental health disability\, especially where the employee has claimed that ongoing communication may exacerbate his or her condition?\n\n\nOnce received\, who should have access to an employee’s mental health information within an employer’s organization or within a union? To what degree are employers and unions entitled to share information with each other\, or with employers? If co-workers raise questions or concerns about an accommodated employee\, how can employers and/or unions address these without violating the employee’s privacy?\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 \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/dealing-with-highly-sensitive-personal-information-documenting-and-accommodating-mental-health-disabilities/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-sensitive-information.jpg
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