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X-WR-CALDESC:Events for Lancaster House
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DTSTART;TZID=UTC:20250213T123000
DTEND;TZID=UTC:20250213T140000
DTSTAMP:20260403T163051
CREATED:20240829T172122Z
LAST-MODIFIED:20250212T175915Z
UID:14735-1739449800-1739455200@lancasterhouse.com
SUMMARY:Dealing with Discrimination in the Workplace
DESCRIPTION:Moderator\n\n \nGurleen S. Sahota\nVice-Chair\nBritish Columbia Labour Relations Board \n\n\nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nSpeakers\n\n \nAubrey Gonsalves\nDiversity Vice-President\nCanadian Union of Public Employees (CUPE) National \n\n\n \nSania Chaudhry\nLabour\, Employment and Human Rights Lawyer\, Workplace Investigator\nForte Workplace Law \n\n\n \nTana Turner\nPrincipal\nTurner Consulting Group Inc. \n\n\nDiscrimination can have a profound impact on the physical and mental health of employees\, as well as their motivation and engagement in the workplace. In this webinar\, a panel of experts will provide practical guidance on how employers and unions can foster a work environment that ensures the full and fair participation of employees. \n\nWhat is systemic racism and how does it differ from individual racism? How have systemic barriers to recruitment\, retention\, and promotion been remedied in recent caselaw?\nIs a culture of lax enforcement of respectful conduct a defense to an allegation of harassment? What impact does an organization’s culture have on the impact on people’s ability to raise complaints of harassment and discrimination?\nCan employees’ benefits be cut back upon retirement?\nTo what extent must the childcare or elder care needs of employees be taken into account by employers?\nAre employers entitled to ask employees details about their medical conditions rather than about restrictions on their ability to perform their duties? What length must employers go to in accommodating employees’ disabilities?\nWhat are the required features of an effective workplace policy on discrimination?\n\nAccreditationCPD\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 for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\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 consider counting 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/dealing-with-discrimination-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Anti-Racism-at-Work-Strategies-for-proactively-addressing-discrimination-and-promoting-equity.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250221T123000
DTEND;TZID=UTC:20250221T140000
DTSTAMP:20260403T163051
CREATED:20240829T170838Z
LAST-MODIFIED:20250220T170451Z
UID:14729-1740141000-1740146400@lancasterhouse.com
SUMMARY:Annual Labour Law Update: The latest cases and legislative developments
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nModerator\n\n \nKarine Pelletier\nChairperson\nManitoba Labour Board \n\n\nSpeakers\n\n \nGraham Christie\nEmployer counsel\nMLT Aikins \n\n\n \nAlison McEwen\nUnion Counsel\nRavenLaw LLP \n\n\nIn this webinar\, experts will explore recent noteworthy developments in labour law. Panelists will address questions including: \n\nWhat lessons can be learned from recent cases addressing freedom of association and government involvement in collective bargaining? When will legislation or other government actions which impact collective bargaining be found to be unconstitutional or otherwise invalid?\nAre employers entitled to discipline or demote employees for expressing unpopular or controversial views at work? When can employers discipline or discharge employees for off-duty conduct\, such as exchanging inappropriate text messages about a colleague in a private group chat?\nWhen will an employer’s search of an employee’s work or personal device be considered an unreasonable violation of privacy? When will the Charter apply?\nWhen will an employer’s remote work policy requiring employees to attend in-office certain days of the week be found to be unreasonable and/or in breach of the parties’ collective agreement?\nUnder what circumstances have arbitrators in recent cases found requests for substance use testing to be unreasonable or improper?\nWhat trends are discernible in recent discipline and discharge cases? When may an employer be held liable for damages for the manner in which an employee is dismissed?\nWhat noteworthy federal and provincial legislative initiatives have recently been introduced? For example:\n\nWhich jurisdictions have introduced legislation restricting the use of strike replacement workers and what are the implications of such legislation?\nWhat challenges have arisen in implementing new federal legislation requiring disclosure of measures to prevent forced labour and child labour in supply chains?\nWhat is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation?\nWhat changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?\nWhich jurisdictions have introduced legislation bringing “gig workers” within the scope of employment standards and workers’ compensation legislation?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy developments. \nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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 for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\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 consider counting 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/annual-labour-law-update-the-latest-cases-and-legislative-developments-2025/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Annual-Labour-Law-Update-The-latest-cases-and-legislative-developments.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250227T123000
DTEND;TZID=UTC:20250227T140000
DTSTAMP:20260403T163051
CREATED:20240829T172509Z
LAST-MODIFIED:20250220T162203Z
UID:14737-1740659400-1740664800@lancasterhouse.com
SUMMARY:Faith at the Fore: Key principles and recent decisions relating to religious accommodation at work
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nModerator\n\n \nPatricia Harewood\nMember\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\nSpeakers\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nRoberta Vriesema\nMediator\nRJ Mediation Services \n\n\nIn this webinar\, experts will examine recent cases and provide guidance on key issues regarding the accommodation of religious beliefs in the workplace. Topics to be addressed include: \n\nHow have “religion” and “creed” been defined by courts and human rights bodies? What types of non-religious belief systems have been considered to fall under the protected ground of “creed”?\nWhat types of information or “proof” may employers or unions request to substantiate an employee’s religious belief or practice?\nWhat lessons can be learned from recent COVID-19 vaccination cases in which employees alleged discrimination on the basis of religion or creed? How have decisions-makers distinguished between protected beliefs and political views or personal preferences? In what circumstances have employees’ beliefs about vaccination been found to be sufficiently connected to their religion or creed?\nHow should employers and unions respond when an employee espouses religious or creed-based beliefs in the workplace which may infringe the human rights of other employees?\nIn what ways have human rights bodies recognized the potential intersection between discrimination on the basis of religion or creed and discrimination on the basis of other protected grounds\, such as ancestry\, colour\, race\, ethnic origin\, place of origin\, or family status?\nWhat are some examples of collective agreement language that have recently been negotiated to promote religious diversity at work? What policy changes and other workplace practices can employers and unions implement to this effect?\nWhat obligations do unions bear in ensuring employees’ religious beliefs are respected and upheld? What lessons may be learned from recent cases in which employees alleged that the failure to advance grievances relating to alleged religious- or creed-based discrimination constituted a breach of the duty of fair representation?\n\nAccreditationCPD\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 for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\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 consider counting 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/faith-at-the-fore-key-principles-and-recent-decisions-relating-to-religious-accommodation-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Faith-at-the-Fore-banner.jpg
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