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X-WR-CALDESC:Events for Lancaster House
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BEGIN:VEVENT
DTSTART;TZID=UTC:20240509T123000
DTEND;TZID=UTC:20240509T140000
DTSTAMP:20260410T192730
CREATED:20240118T170015Z
LAST-MODIFIED:20240503T144543Z
UID:11976-1715257800-1715263200@lancasterhouse.com
SUMMARY:Untangling the Web: Sorting out administration and accommodation issues in sick leave\, LTD\, STD and workers’ compensation claims
DESCRIPTION:Moderator\n\n \nMadeleine Loewenberg\nLawyer\, Workplace Investigator\, and Mediator \n\n\nSpeakers\n\n \nDr. Dwayne Van Eerd\nScientist\nInstitute of Work & Health \n\n\n \nBrad N. Cocke\nLawyer\nCooperwilliams Truman & Ito LLP \n\n\n \nNiiti Simmonds\nUnion Counsel\nCavalluzzo \n\n\nIncome protection for employees who are unable to work due to illness or disability is a crucial issue in collective bargaining. Unions seek to safeguard employees’ income security from unexpected interruptions caused by sickness\, while employers are concerned to enhance the efficiency and contain the costs of such income replacement programs. Difficult questions of contract interpretation arise about eligibility and entitlement\, particularly where a third-party insurer or administrative service provider is involved. In this webinar\, a panel of experts will provide guidance on a number of key issues\, taking into consideration recent decisions of arbitrators and the courts. \n\nWhat is the relationship between negotiated entitlements under a collective agreement and statutory entitlements under employment standards legislation\, e.g. paid sick leave or emergency leave days? Can employees’ sick leave entitlements under a collective agreement be offset against comparable entitlements under legislation?\nWhen an employee is on an extended medical leave of absence\, such as workers’ compensation or long-term disability\, is the employer permitted to pro-rate benefits under collective agreements that are based on service\, i.e. vacation or holiday pay? Does the pro-rating of benefits in such circumstances constitute prohibited discrimination?\nIn what circumstances will the employer be obligated to pay negotiated sickness or disability benefits where a third-party insurance company or administrative services provider has denied the claim?\nTo what extent can employees be required to provide personal medical information when applying\, for sick leave\, short-term\, or long-term disability benefits? When is a request for additional\, more detailed information justified? What medical information can properly be required in support of a request for a workplace accommodation?\nWhen will eligibility requirements\, e.g. qualifying days\, for sickness or disability benefits be held to discriminate on the basis of disability or other prohibited grounds?\nCan an employee who is found to be “totally disabled” from performing work in any occupation\, in accordance with an insured plan\, be dismissed for non-culpable absenteeism? When will a subsisting entitlement to benefits preclude dismissal for non-culpable 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.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/untangling-the-web-sorting-out-administration-and-accommodation-issues-in-sick-leave-ltd-std-and-workers-compensation-claims/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/untangling-the-web-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240523T123000
DTEND;TZID=UTC:20240523T140000
DTSTAMP:20260410T192730
CREATED:20240118T170925Z
LAST-MODIFIED:20240522T161250Z
UID:11978-1716467400-1716472800@lancasterhouse.com
SUMMARY:Language Matters: Expert guidance on crafting inclusive collective agreement clauses
DESCRIPTION:Moderator\n\n \nHeather Ann McConnell\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMike Hamata\nEmployer Counsel\nRoper Greyell \n\n\n \nAlison McEwen\nUnion Counsel\nRavenlaw \n\n\n \nParm Sandhar\nBargaining Representative\nHospital Employees’ Union (HEU) \n\n\n \nSundeep Gokhale\nEmployer Counsel\nSherrard Kuzz \n\n\nIn this webinar\, expert panelists will provide practical guidance on drafting and negotiating collective agreement language that promotes workplace diversity\, equity\, and inclusion. Panelists will address questions including: \n\nHow can workplace parties apply anti-racism and intersectional approaches when reviewing collective agreement language and negotiating new clauses?\nWhat changes should workplace parties consider making to commonly-used terminology in their collective agreements to ensure that contract language is inclusive and non-discriminatory?\nShould parties consider updating their collective agreement language in light of federal Employment Equity Act amendments?\nWhat lessons can be learned from recent arbitration decisions in which collective agreement language was found to be discriminatory?\nWhat are some examples of collective agreement clauses that have recently been negotiated to promote equity\, diversity\, and inclusion and remove barriers for employees?\nHow can parties ensure that collective agreement language – aimed at promoting equity\, diversity\, and inclusion – does not conflict with other collective agreement rights (e.g. seniority 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.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/language-matters-expert-guidance-on-crafting-inclusive-collective-agreement-clauses/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/language-matters-header-2.jpg
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