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X-WR-CALDESC:Events for Lancaster House
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BEGIN:VEVENT
DTSTART;TZID=UTC:20230912T123000
DTEND;TZID=UTC:20230912T140000
DTSTAMP:20260426T151141
CREATED:20230518T200348Z
LAST-MODIFIED:20230808T160936Z
UID:8250-1694521800-1694527200@lancasterhouse.com
SUMMARY:The Sobering Realities of Workplace Impairment: Identifying causes\, addressing risks\, providing accommodation
DESCRIPTION:Moderator\n\n \nAnne Wallace\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMichael Fisher\nUnion CounselRaven Law \n\n\n \nApril Kosten\nEmployer CounselDentons \n\n\n \nShawna Meister\nAssociate Director\, Innovation and Evidence in Practice \nCanadian Centre on Substance use and Addiction \n\n\nImpairment in the workplace can create serious health and safety risks for employees. This webinar will provide employers\, unions\, and employees with the tools and resources necessary to ensure that the workplace is safe from the consequences of impairment. Panelists will examine the causes of impairment\, best practices around identifying impairment in employees\, the roles of employers and unions in mitigating the risks of impairment\, and appropriate accommodations. The following questions will be discussed: \n\nWhat are common causes of impairment? Should impairment related to substance use be treated differently from impairment caused by other factors\, such as sleep deprivation or personal circumstances?\nWhat obligations do union representatives have if they have knowledge that a member may have substance use issues that can cause impairment? What if the potential for impairment is caused by issues unrelated to substance use\, e.g.\, sleep deprivation?\nWhen are employees required to disclose factors stemming from their personal lives which may cause impairment on the job? To what information are employers entitled? Does the union have a role in this disclosure process?\nWhat are best practices for employers and union representatives in approaching an employee who exhibits signs of impairment? What are effective strategies to combat stigma and encourage affected employees to seek help?\nIn general\, what is the scope of the duty to accommodate an employee with a disorder which could potentially cause impairment? To what extent will an employer be required to accommodate an employee who fails to disclose or denies having an impairment issue? What is the role of the union in the accommodation process?\nWhat are some examples of measures that can be put in place to accommodate employees in these circumstances? Are there objective measures that can be considered when assessing whether individual employees are able to safely perform their respective jobs?\nCan an employer require an employee to engage in treatment for a disorder as part of the accommodation process? Can an employer enforce monitoring mechanisms? What are some examples of treatment or monitoring mechanisms that have been found to be excessively intrusive or in violation of privacy rights?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\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.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/the-sobering-realities-of-workplace-impairment-identifying-causes-addressing-risks-providing-accommodation/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/Impairment-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230926T123000
DTEND;TZID=UTC:20230926T140000
DTSTAMP:20260426T151141
CREATED:20230518T200543Z
LAST-MODIFIED:20230919T201101Z
UID:8253-1695731400-1695736800@lancasterhouse.com
SUMMARY:Hot Topics in University and College Labour Law: Academic freedom\, privacy\, discipline\, harassment\, contract terms and Charter challenges
DESCRIPTION:Moderator\n\n \nKen Stuebing\nUnion Counsel\nCaley Wray \n\n\n \nShana French\nEmployer Counsel\nSherrard Kuzz \n\n\nSpeakers\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nCarolyn Janusz\nUnion Counsel\nVictory Square \n\n\nIn this webinar\, seasoned experts will address the latest developments in university and college labour law. Panelists will examine key recent cases and legislative updates\, and address topics including: \n\nHow have courts and arbitrators balanced issues of free speech and academic freedom against the need for colleges and universities to ensure integrity in academia and protect their reputations and student wellbeing?\nTo what degree do professors and instructors have a reasonable expectation of privacy in the contents of their work-related devices?\nWhat aspects of COVID-19 policies have been found to render the policies reasonable or unreasonable in the college and/or university context? How have arbitrators approached the exercise of management rights by academic employers during the pandemic? What lessons may be learned for future viral threats or similarly disruptive events?\nWhat trends in discipline and damages are discernible in cases of discrimination and harassment perpetrated by employees of colleges and universities? To what degree have changing societal norms and the academic context impacted outcomes in these decisions?\nWhat guiding principles have arbitrators drawn upon in interpreting collective agreement terms in the post-secondary context? How has a “plain language” approach guided the analysis? To what degree will “extrinsic” evidence be considered?\nWhat do recent decisions from Manitoba\, Nova Scotia\, and Ontario suggest regarding the government’s ability to intervene in collective bargaining in the educational sector?\nWith several provinces enacting legislation restricting the use of non-disclosure agreements (including legislation in Ontario targeting post-secondary institutions)\, should colleges and universities consider ceasing use of non-disclosure agreements?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\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.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/hot-topics-in-university-and-college-labour-law-academic-freedom-privacy-discipline-harassment-contract-terms-and-charter-challenges/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/college-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230928T123000
DTEND;TZID=UTC:20230928T140000
DTSTAMP:20260426T151141
CREATED:20230727T195858Z
LAST-MODIFIED:20230928T152924Z
UID:9295-1695904200-1695909600@lancasterhouse.com
SUMMARY:Truth and Reconciliation at Work: Affirming Indigenous identity and promoting cultural safety in the workplace
DESCRIPTION:Moderator\n\nKaren Snowshoe\nArbitratorSnowshoe Law \n\n\nSpeakers\n\nDorothy Christian\nAssociate Director\, Indigenous Policy & Pedagogy \nSimon Fraser University \n\n\nVeronica Rossos\nEmployer Counsel\nMiller Thompson \n\n\nShelley Saje Ricci\nIndigenous Educator\nConsultant\nSocial Activist\nBA (Sociology)\nMBA Candidate 2024 \n\n\nDeveloping a safe and healthy workplace for all includes taking active steps towards reconciliation. During this webinar\, leading experts will discuss issues at the core of reconciliation in the workplace. Questions to be discussed include: \n\nHow can workplaces best approach the confirmation of an employee’s Indigeneity to ensure equity-related benefits\, programs\, and provisions to which Indigenous employees have access are not misused by non-Indigenous employees\, especially when there is no official verification such as a status card?\nHow can bereavement leave better encompass notions of family as understood in Indigenous family structures? What language can be incorporated into collective agreements to provide for leaves that reflect Indigenous cultures?\nWhy is the duty to inquire of particular importance when it comes to responding to workplace incidents or concerns that relate to Indigenous employees? How can workplaces incorporate Indigenous practices and teachings in responding to workplace incidents\, and what value does this bring?\nHow can employers incorporate Indigenous cultural training into their health and safety programs? What is the importance of learning about Indigenous worldview practices and governing systems? Why is this training essential for the psychological wellbeing of Indigenous peoples?\nWhat are examples of language used in collective agreements and employer policies that alienate Indigenous employees? How can employers and unions ensure they are not utilizing such language?\nIn what instances should provision be made for an Indigenous support person be included in meetings with an Indigenous employee? What is the value of having an Indigenous support person?\nHow can workplaces develop Indigenized hiring and retention practices?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\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.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationNOTICE: This webinar is LIVE only – no recordings will be available to download following the session. \nREGISTRATION FEE\nLive webinar – $100\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.
URL:https://lancasterhouse.com/event/truth-and-reconciliation-at-work-affirming-indigenous-identity-and-promoting-cultural-safety-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/truth-and-reconciliation-banner.jpg
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