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X-WR-CALDESC:Events for Lancaster House
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250508T123000
DTEND;TZID=UTC:20250508T140000
DTSTAMP:20260403T144616
CREATED:20241115T201926Z
LAST-MODIFIED:20250430T184634Z
UID:15352-1746707400-1746712800@lancasterhouse.com
SUMMARY:Relative Accommodations: An update on family status discrimination (childcare\, eldercare\, spousal responsibilities\, etc.)
DESCRIPTION:The applicable test for prima facie discrimination on the basis of family status varies across jurisdictions\, creating uncertainty in the absence of definitive guidance from the Supreme Court of Canada. This panel will critically examine how decision-makers address the growing range of family status claims and explore emerging trends in this area of law. Specifically\, panelists will address: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat are the various tests for establishing prima facie discrimination based on family status in Canada — including the Moore\, Johnstone\, Misetech\, and Campbell River tests — and in which jurisdictions are they applied?\nWhat approach do decision-makers take to family status discrimination cases in Ontario? What is the Johnstone test and is it still good law? What is the impact of the Ontario Human Rights Tribunal’s Misetech v. Value Village Stores Inc. decision? What approach have decision-makers taken post Misetech?\nWhat is the current legal approach to family status discrimination in British Columbia? What impact has the B.C. Court of Appeal’s Gibraltar Mines decision had on family status discrimination claims in the province?\n\n\nWhat forms of caregiving fall under the scope of family status protection? Which relationships are protected? What types of activities\, responsibilities\, and obligations flowing from these relationships give rise to legal protection?\nWhat constitutes a serious interference with a family obligation such that it will amount to family status discrimination? How can employers and unions distinguish between protected family responsibilities and personal preferences?\nWhat kinds of accommodations have courts recognized as reasonable accommodations? What qualifies as “undue hardship” for an employer when it comes to family status accommodation?\nWhat are the emerging trends in damage awards for discrimination\, failure to accommodate\, and reprisals relating to family status claims?\n\nModerator\n  \n\n \nKrista Smith\nFounder\, Root & Branch – Workplace Conflict Resolutions Inc.\n \n\n\nSpeakers\n\n \nDayna Steinfeld\nUnion Counsel\nRavenlaw LLP \n\n\n \nMelanie Vipond\nEmployer Counsel\nGall Legg Grant Zwack \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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 for Continuing Professional Development 1.5 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 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/relative-accommodations-an-update-on-family-status-discrimination-childcare-eldercare-spousal-responsibilities-etc/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Relative-Accommodations2.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250522T123000
DTEND;TZID=UTC:20250522T140000
DTSTAMP:20260403T144616
CREATED:20241115T202027Z
LAST-MODIFIED:20250430T184732Z
UID:15351-1747917000-1747922400@lancasterhouse.com
SUMMARY:The Consequences of Dishonesty: At what point does dishonesty become a fireable offence or preclude reinstatement? Does it depend on the context?
DESCRIPTION:Dishonesty and breaches of trust are among the most serious types of workplace misconduct\, often justifying disciplinary action. But when does dishonesty rise to the level of justifying termination? In this session\, practitioners will examine the factors that arbitrators and courts consider when deciding whether dishonest behaviour warrants termination. Specifically\, panelists will address: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat approach do Canadian courts and labour arbitrators take when considering whether or not to uphold a discharge for dishonest conduct? When is “automatic discharge” warranted?\nWhat guidance do labour arbitrators provide about the relevance of mitigating and aggravating factors in cases of dishonesty and breach of trust? What is the impact of the Supreme Court’s McKinley decision in which the Court held that discipline must be proportional to the particular form of dishonesty involved?\nWhat evidence is required to establish that an employee has engaged in dishonest behaviour? What responsibility does the grievor have to provide an exculpatory explanation? What is the “duty to explain” and how does it interact with the burden of proof in dishonesty cases?\n\n\nHow will arbitrators view the dishonest recording of attendance or the dishonest use of sick time?\nHow do arbitrators view misuse of worktime? When does it rise to the level of time theft? Are some kinds of misuse of worktime more serious than others?\nWill off-duty dishonest conduct that is criminal in nature justify discharge? If it is unrelated to the employee’s job?\nWhere dishonesty is causally related to an employee’s disability\, must the employer accommodate the employee rather than dismissing the employee?\n\nModerator\n\n \nJames Cameron\nArbitrator/Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n  \n\n \nGreg Bartel\nUnion Counsel\nMyers LLP \n\n\n \nDaniel Weber\nEmployer Counsel\nMcLennan Ross LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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 for Continuing Professional Development 1.5 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 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/the-consequences-of-dishonesty-at-what-point-does-dishonesty-become-a-fireable-offence-or-preclude-reinstatement-does-it-depend-on-the-context/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/The-Consequences-of-Dishonesty2.jpg
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