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X-WR-CALDESC:Events for Lancaster House
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DTSTART;TZID=UTC:20240827T123000
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UID:12901-1724761800-1724767200@lancasterhouse.com
SUMMARY:Can We Be Friends? Navigating workplace interactions in an increasingly conflicted world
DESCRIPTION:Moderator\n\n \nJudith Allen\nArbitrator\, Mediator and Workplace Investigator\nArbitration Investigation Mediation (AIM) \n\n\nSpeakers\n\n \nTerry Downey\nUnion Representative\nSEIU Local 1 Canada \n\n\n \nEleni Kassaris\nEmployer Counsel\nDentons \n\n\n \nJen Magnus\nFounder/President\nMagnus Consulting \n\n\nWorkplaces bring together employees with diverse beliefs and opinions. In this webinar\, expert panelists will examine legal principles and best practices for navigating workplace interactions in an increasingly polarized world and building respectful\, cohesive workplaces. \nThe webinar will address questions including: \n\nWhat does research suggest about the importance of cultivating workplace friendships? What impact does this have on job satisfaction\, productivity\, and mental health? What are the potential downsides?\nShould employers encourage employees to restrict their interactions to work-related exchanges? Does allowing or encouraging interaction on subjects beyond work-related topics increase the risk for conflict or potential litigation?\nWhat do recent cases suggest about the line between safeguarding free speech at work and an employer’s duty to ensure a safe work environment? Can employees express political or controversial opinions in the workplace? When will an employee be subject to discipline for such statements?\nAt what point must an employer intervene where employees are in conflict due to differing beliefs or opinions? What is the role of the union in responding to these conflicts?\nCan employees be disciplined for statements made when interacting with other employees outside of the workplace?\nWhat steps can employers and unions take to encourage a positive\, cohesive work environment while minimizing the risk of harmful conflict or inappropriate comments by employees regarding their beliefs or opinions?\nWhat is the responsibility of the employer to monitor and control gossip?\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/can-we-be-friends-navigating-workplace-interactions-in-an-increasingly-conflicted-world/
LOCATION:Virtual Event
CATEGORIES:Webinar
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