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DTSTART;TZID=UTC:20250619T123000
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SUMMARY:Lancaster’s Workplace Essentials: Employee medical information for sick leave\, accommodation\, and return-to-work – When and what medical information can employers request?
DESCRIPTION:In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will review key principles governing the collection of employee medical information in unionized workplaces. \nThe webinar will address questions including: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nDoes the type and scope of information that employers can request differ depending on the purpose for which the information is being collected (e.g. in relation to benefits administration\, sick leaves\, accommodation\, attendance management\, or certification of fitness and return to work)?\nIs an employer entitled to information regarding an employee’s condition? Or only about any restrictions on job duties?\nWhat can employers or unions do when medical information is based largely on self-reporting? Must employees provide “objective evidence” of their conditions\, such as the results of a medical test or standardized clinical measure?\nCan workplace parties request more specific information where the information provided is vague\, deficient\, or contradictory?\n\n\nWhen is it permissible to request that an employee provide a specialist report or undergo an independent medical examination? What is the union’s role when this has been requested?\nAre employers or unions entitled to communicate directly with an employee’s physician or require the employee be authorized to do so or provide a “blanket release” of employee medical information?\nIn what circumstances have arbitrators found standardized medical forms to be overbroad or otherwise inappropriate?\nHow should employers and unions respond where an employee fails to provide medical information that has legitimately been requested?\n\nModerator\n\n \nArvin Asadi\nLawyer and Workplace Investigator\nSouthern Butler Price \n\n\nSpeakers\n\n \nPhilip Abbink\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMarc Rodrigue\nPartner\, Fasken Martineau DuMoulin 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/lancasters-workplace-essentials-employee-medical-information-for-sick-leave-accommodation-and-return-to-work-when-and-what-medical-information-can-employers-request/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Lancasters-Workplace-Essentials-Employee-medical-information-for-sick-leave.jpg
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