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X-WR-CALDESC:Events for Lancaster House
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DTSTART;TZID=UTC:20231107T123000
DTEND;TZID=UTC:20231107T140000
DTSTAMP:20260425T184000
CREATED:20230727T210739Z
LAST-MODIFIED:20231027T200234Z
UID:9316-1699360200-1699365600@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Employee absenteeism
DESCRIPTION:Moderator\n\n \nRonni Nordal\nArbitrator\nNordal Law \n\n\nSpeakers\n\n \nMatthew Certosimo\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nJessica Burke\nUnion Counsel\nBlack Gropper \n\n\nEmployee absences can disrupt workflows\, diminish productivity\, and impact team morale. However\, employers must provide accommodations and may have attendance management programs or policies (“AMPs”) where appropriate. In this instalment of Lancaster’s Workplace Essentials webinar series\, experts will examine recent caselaw and key principles relating to employee absenteeism. Specifically\, panelists will address: \n\nWhat are best practices for employers and unions in discussing absenteeism with employees?\nWhat duties do employers have to inquire\, and what duties do employees have to disclose\, whether employee absenteeism is related to a protected ground such as a disability or family status obligation?\nWhat type of medical information can employers request where an employee’s absenteeism is health-related? At what frequency can employers request this information?\nDo employers have a duty to accommodate where the employee identifies the reason for absenteeism as stress or burnout?\nWhat are key considerations when drafting an AMP?\nHow can unions best assist employees subject to monitoring under an AMP?\nWhat is “presenteeism”? How can unions and employers work to set appropriate attendance requirements that discourage presenteeism?\nAt what point can an employer demonstrate that undue hardship has resulted from accommodating an employee who is frequently absent? Are there any restrictions on dismissing employees for innocent absenteeism?\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/lancasters-workplace-essentials-employee-absenteeism/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/employee-absenteeism.png
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BEGIN:VEVENT
DTSTART;TZID=UTC:20231121T123000
DTEND;TZID=UTC:20231121T140000
DTSTAMP:20260425T184000
CREATED:20230727T211321Z
LAST-MODIFIED:20231025T183854Z
UID:9319-1700569800-1700575200@lancasterhouse.com
SUMMARY:Focus on the Federal Sector: Reviewing the latest caselaw and legislation
DESCRIPTION:Moderator\n\n \nScott Streiner\nArbitrator/MediatorADR Chambers \n\n\nSpeakers\n \nJudith Parisien\nEmployer Counsel\nFasken \n\n \nAaron Lemkow\nLegal Officer\nPublic Service Alliance of Canada \n\n\nIn this panel\, experts will explore noteworthy caselaw and the impacts of recent legislative updates on federal sector workplaces. Experts will address key recent caselaw on collective bargaining and agreements\, sick leave\, vaccination policies\, privacy and surveillance\, harassment and discrimination\, and terminations and dismissal. Panelists will also discuss amendments made to the Canada Labour Code relating to minimum working ages\, paid sick leave\, termination requirements\, and ensuring workplace access to menstrual products\, as well as significant amendments to privacy and competition legislation. Final selection of topics will take place in the weeks prior to the webinar\, ensuring coverage of the most relevant developments. \nAccreditationCPD\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\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\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 
URL:https://lancasterhouse.com/event/focus-on-the-federal-sector-reviewing-the-latest-caselaw-and-legislation/
LOCATION:Virtual Event
CATEGORIES:Webinar
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