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X-WR-CALDESC:Events for Lancaster House
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DTSTART:20240101T000000
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DTSTART;TZID=UTC:20241121T123000
DTEND;TZID=UTC:20241121T140000
DTSTAMP:20260403T184550
CREATED:20240709T195219Z
LAST-MODIFIED:20241018T163015Z
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SUMMARY:Attendance Management: Addressing issues raised by disabilities\, remote work\, childcare and elder care\, and absences due to illness and emergencies
DESCRIPTION:Moderator\n\n \nJames Cameron\nArbitrator/Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n\n \nChris Bryden\nUnion Counsel\nRyder Wright Blair & Holmes \n\n\n \nRoxana Jangi\nEmployer Counsel\nDentons Canada LLP \n\n\nEmployers often utilize attendance management programs (“AMPs”) to address employee absenteeism. How can AMPs be developed\, implemented\, and communicated to employees properly to ensure compliance with human rights laws\, privacy laws\, and employees’ rights under a collective agreement? In this webinar\, experts will explore: \n\nWhat is an AMP?\nHow can employers strike a balance between the need to ensure attendance at work and the duty to accommodate employees with disabilities? Should an AMP have special provisions for absences related to addiction\, alcoholism\, and other disabilities? How should AMPs be designed to address absences related to emergencies and family status\, including childcare and eldercare?\nWhat kind of medical information can employers require employees to provide under an AMP? Are consistent rules about required medical documentation appropriate or should the need for an employee’s medical information be considered on a case-by-case basis?\nHow should AMPs be implemented in hybrid or remote workplaces? What surveillance practices\, if any\, have arbitrators found objectionable?\nWhat elements should an AMP contain for it to withstand arbitral scrutiny for reasonableness? When can AMPS be deemed discriminatory or encroaching upon employees’ privacy rights? How should threshold levels of attendance at each stage of the program be set so that they are not arbitrary or unreasonable?\nWhat are best practices in communicating AMPs to employees? What role can workplace policies play in effectively communicating AMPs to employees?\nIs it a best practice to negotiate collective agreement provisions that address attendance management? Why or why not? What are some examples of attendance management clauses that unions and employers have included in collective agreements?\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/attendance-management-addressing-issues-raised-by-disabilities-remote-work-childcare-and-elder-care-and-absences-due-to-illness-and-emergencies/
LOCATION:Virtual Event
CATEGORIES:Webinar
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