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X-WR-CALDESC:Events for Lancaster House
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DTSTART;TZID=UTC:20240314T123000
DTEND;TZID=UTC:20240314T140000
DTSTAMP:20260421T195746
CREATED:20231103T141507Z
LAST-MODIFIED:20240710T135002Z
UID:11251-1710419400-1710424800@lancasterhouse.com
SUMMARY:Making a Fair Assessment: Evaluating credibility from an EDI perspective
DESCRIPTION:Moderator\n\n \nKarine Pelletier\nAdjudicator\nManitoba Human Rights Commission \nVice-Chairperson\nManitoba Labour Board \n\n\nSpeakers\n\n \nTonie Beharrell\nLawyer and Workplace Investigator\nSouthern Butler Price LLP \n\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nAmarkai Laryea\nUnion Counsel\nRavenLaw \n\n\n \nDr. Kristine Peace\nProfessor\nMacEwan University \n\n\nIn this webinar\, expert panelists will examine how stereotypes\, bias\, and other equity\, diversity\, and inclusion considerations can influence assessments of credibility during grievance procedures\, in investigations\, and at arbitration. Panelists will highlight strategies for addressing these concerns and examine questions including: \n\nHow can bias and stereotypes impact how witnesses are perceived and their credibility assessed? How can trauma\, cultural factors\, or experiences of discrimination impact the way in which a witness delivers evidence? Do legal professionals have a professional obligation to recognize and address these concerns?\nWhat role can these factors play in shaping perceptions of the merit of complaints made through grievance or other internal procedures? How might this inadvertently “weed out” legitimate complaints? How can lawyers advising on such matters\, as well as workplace parties\, proactively address these factors?\nHow can investigators ensure that bias and stereotypes do not impact their assessment of witness credibility? What are best practices for ensuring investigations are conducted in a fair and unbiased manner?\nHow do these same factors impact the arbitral process and how testimony and evidence presented at arbitration is evaluated? When is it necessary to present expert evidence on bias or stereotypes?\nWhat training should legal professionals and workplace parties undergo to better recognize and address these issues? Who should receive this training?\n\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\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program contains 1 hour and 30 minutes of EDI Professionalism content. \n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/making-a-fair-assessment-evaluating-credibility-from-an-edi-perspective/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/making-a-fair-assessment.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20240328T123000
DTEND;TZID=UTC:20240328T140000
DTSTAMP:20260421T195746
CREATED:20231103T141705Z
LAST-MODIFIED:20240321T173811Z
UID:11253-1711629000-1711634400@lancasterhouse.com
SUMMARY:Disabilities that Elude Diagnosis: Accommodating employees with undiagnosed or poorly understood conditions
DESCRIPTION:Moderator\n\n \nLynne Poirier\nArbitrator/Mediator\nVice-Chair\, Canada Industrial Relations Board \n\n\nSpeakers\n\n \nSevda Mansour\nLegal Counsel\nOntario Nurses’ Association \n\n\n \nDr. Shawn Marshall\nFull Professor\nDepartment of Medicine\nUniversity of Ottawa \nThe Ottawa Hospital\nRehabilitation Centre \n\n\n \nRebecca Silverberg\nEmployer Counsel\nMcLennan Ross \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, experts will address these challenges\, answering questions including: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? Why does “long COVID” fall within that list?\nIs a definitive diagnosis\, or “objective evidence\,” necessary to establish disability? How should employers and unions respond where there is a lack of available medical practitioners with the requisite knowledge or experience to assess and attest to the condition?\nHow can employers and unions effectively formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test?\nWhen sick leave abuse is a concern\, how can an employer distinguish between employees who have genuine\, difficult-to-diagnose disabilities\, and employees who are feigning illness? May an employer discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability?\nHow do the stereotypes and stigmas associated with these medical conditions contribute to the challenge of providing accommodation?\n\nWhat types of accommodations may be of assistance to an employee suffering from persistent or chronic symptoms that may impact their ability to work? For example: What measures may assist an individual with long COVID? \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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/disabilities-that-elude-diagnosis-accommodating-employees-with-undiagnosed-or-poorly-understood-conditions/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/webinar-28-03-2024.jpg
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