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X-WR-CALDESC:Events for Lancaster House
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DTSTART;TZID=UTC:20240411T123000
DTEND;TZID=UTC:20240411T140000
DTSTAMP:20260420T051939
CREATED:20240118T161949Z
LAST-MODIFIED:20240408T193511Z
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SUMMARY:Discrimination and Harassment: Experts examine recent cases\, emerging trends
DESCRIPTION:Moderator\n\n \nScott Sterns\nArbitrator and Mediator \n\n\nSpeakers\n\n \nHeather Ann McConnell\nArbitrator/Mediator \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott \n\n\n \nAndrea Johnson\nUnion Counsel\nGerrand Rath Johnson \n\n\nConduct that may have been tolerated in the past is no longer considered acceptable. Employers are now facing a higher degree of accountability for failing to address misconduct in the workplace\, while employees are also facing harsher consequences for engaging in bullying and harassing behaviour. In this webinar\, leading experts will discuss the impact of key employment and labour decisions involving claims of discrimination and harassment in the workplace. Topics to be addressed include: \n\nWhen do employers have a legal obligation to address bullying and harassment in the workplace?\nWhat proactive steps can employers take to create a safe and respectful work environment?\nWhich forum is more likely to address bullying and harassment and in what circumstances?\nWhen will arbitrators\, tribunals\, or courts find that employers have met their duty to protect the health and safety of their employees? What consequences may employers face if they fail to meet this duty?\nWhen do interpersonal conflicts or management styles rise to the threshold of “bullying and harassment”? Are subjective perceptions and intentions\, personality traits\, and/or workplace culture relevant?\nWhat evidentiary burden does an employee have to meet to make out a claim before an arbitrator\, tribunal\, or court for alleging bullying and harassment in the workplace?\nWhat remedies are available to employees who have experienced discrimination and harassment in the workplace?\nWhat factors do arbitrators\, tribunals\, and/or courts consider when assessing the appropriate penalty for harassing behaviour?\nCan an employer discipline an employee for bullying and harassment that occurred outside the workplace?\nWhat are the implications of recognizing harassment as a tort\, e. a civil cause of action\, as Alberta has done?\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/discrimination-and-harassment-experts-examine-recent-cases-emerging-trends/
LOCATION:Virtual Event
CATEGORIES:Webinar
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