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DTSTART;TZID=UTC:20240704T123000
DTEND;TZID=UTC:20240704T140000
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CREATED:20240322T152851Z
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SUMMARY:Returns that Work: Expert guidance on navigating the return of injured or ill employees to work
DESCRIPTION:Moderator\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\nSpeakers\n\n \nJ.D. Gilmour\nManager of Employee Abilities and Return to Work for Health PEI \n\n\n \nDana F. Hooker\nEmployer counsel\nDLA Piper \n\n\n \nBrendan McCutchen\nUnion Counsel\nWright Henry LLP \n\n\nIn this session\, expert panelists will provide guidance on ways that employers\, unions and employees can collaborate to ensure a successful and enduring return to work and address accommodation considerations\, workplace disability management systems\, and the legal landscape. \nSpecifically\, panelists will address: \n\nWhat benefits will employers\, unions\, and employees experience from implementing a successful disability management program and return-to-work process?\nWhat are the employer’s human rights obligations in returning a disabled employee to work? Does the employee have to return to the pre-leave position? What amounts to “undue hardship” for the employer in accommodating the returning employee?\nWhat role do the union and employee play in the return-to-work and accommodation process? How can these parties facilitate a successful and lasting return to work?\nWhat medical information\, if any\, is the employer entitled to when assessing an employee’s return to work and accommodations needs? How do functional abilities forms differ? When are independent medical examinations justified? Can the employment relationship be legally frustrated as a result of an employee’s refusal to provide medical information?\nWhat are other legal considerations in returning an employee to work? How does occupational health and safety factor in? What additional considerations apply to returning employees to work whose condition was a result of a workplace injury or illness? What privacy laws apply?\nHow can workplace parties ensure strong organizational support for employees returning to work after a leave of absence? How can employee benefits be structured to promote return to work? What measures can be taken to increase the chances of an enduring return to work?\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\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.\n\n\n 
URL:https://lancasterhouse.com/event/returns-that-work-expert-guidance-on-navigating-the-return-of-injured-or-ill-employees-to-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
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