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DTSTART;TZID=UTC:20241001T123000
DTEND;TZID=UTC:20241001T140000
DTSTAMP:20260411T194212
CREATED:20240709T194924Z
LAST-MODIFIED:20240917T181737Z
UID:14129-1727785800-1727791200@lancasterhouse.com
SUMMARY:Public-Facing Employment: Protecting workers from harassment by customers\, patients\, students\, and other third parties
DESCRIPTION:Moderator\n\n \nJeff Palamar\nArbitrator and Lawyer\nTaylor McCaffrey \n\n\nSpeakers\n\n \nNatasha Savoline\nEmployer Counsel\nBernardi Human Resource Law LLP \n\n\n \nKas Pavanantharajah\nUnion Counsel\nBlack Gropper \n\n\nAn employer’s obligation to protect workers from harassment is not limited to harassment by other employees and managers; it also may extend to harassment perpetrated by members of the public. Such situations present special challenges In this panel\, Lancaster’s expert speakers will address issues relating to third-party harassment in the workplace\, such as: \n\nWhat type of conduct constitutes harassment by customers\, patients\, students or other members of the public?\nDoes an employer have an obligation to protect employees from harassment by the public on the company’s social media sites? How does this interact with rights that members of the public may have to express themselves freely?\nWhat policies or practices can employers put into place to proactively guard against harassment by clients and other members of the public? How is this affected by the nature of the worksite (e.g. educational institution\, health care setting\, etc.)?\nWhat steps should an employer take to conduct an appropriate investigation into harassment by a member of the public? What challenges exist when the alleged third-party harasser will not comply with the investigation?\nWhat types of legal actions and remedies are appropriate where an employee has been harassed by a member of the public?\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/public-facing-employment-protecting-workers-from-harassment-by-customers-patients-students-and-other-third-parties/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/07/public-facing-employment.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241024T123000
DTEND;TZID=UTC:20241024T140000
DTSTAMP:20260411T194212
CREATED:20240709T195031Z
LAST-MODIFIED:20241016T141715Z
UID:14133-1729773000-1729778400@lancasterhouse.com
SUMMARY:New Developments in Workers’ Compensation: Experts discuss legislative changes and the latest decisions\, trends\, and policies
DESCRIPTION:Moderator\n\n \nKaren Nordlinger\nArbitrator\, Mediator and Lawyer\nAaron Gordon Daykin Nordlinger LLP \n\n\nSpeakers\n\n \nTom McKenna\nNational Health and Safety Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nJulie Weller\nEmployer Counsel\nMathews Dinsdale \n\n\nIn this webinar\, expert panelists will address noteworthy cases\, cross-country trends\, and legislative and policy developments of the past year relating to workers’ compensation. The webinar will address questions such as: \n\nWhen will misconduct by a worker\, such as drinking and driving in the course of work\, cause the worker to be ineligible for compensation for related injuries?\nWhen will a contractor or subcontractor be considered a “worker” of the contracting company such that they are eligible for benefits and barred from pursuing civil claims relating to workplace injuries? What factors and policy considerations may the court or adjudicator take into account?\nWhat privacy protections apply to personal information about a worker received by an employer through a workers’ compensation claim?\nWhat lessons can be learned from recent court and tribunal decisions addressing coverage for chronic or traumatic mental stress? What evidence is required?\nWhat noteworthy legislative or policy changes have been implemented in the past year? For example:\n\nWhat is required by the “duty to cooperate” and “duty to maintain employment”\, recently introduced in British Columbia?\nIn which provinces are “gig workers” covered under workers’ compensation legislation?\nWhat changes have recently been implemented relating to coverage for psychological injuries sustained in the workplace and related evidentiary requirements?\n\n\n\nTopics will be finalized in the weeks prior to the webinar\, ensuring coverage of the latest and most important developments. \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/new-developments-in-workers-compensation-experts-discuss-legislative-changes-and-the-latest-decisions-trends-and-policies/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/07/new-developments-in-workers-comp-6.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241105T123000
DTEND;TZID=UTC:20241105T140000
DTSTAMP:20260411T194212
CREATED:20240709T195137Z
LAST-MODIFIED:20250213T170627Z
UID:14135-1730809800-1730815200@lancasterhouse.com
SUMMARY:Compliance and Compassion: Providing representation while accommodating disabilities and meeting professional obligations
DESCRIPTION:Moderator\n\n \nSarah Atkinson\nArbitrator/Mediator \n\n\nSpeakers\n\n \nShannon Carson\nUnion Counsel\nMyers LLP \n\n\n \nMichael Horvat\nEmployer Counsel\nAird & Berlis LLP \n\n\nIn this webinar\, expert panelists will explore best practices for legal practitioners and labour relations professionals when representing employees who may present as “difficult to work with” (e.g. combative\, non-responsive\, or invested in their matter to an above-average degree) in internal complaints\, grievance or arbitration procedures\, or other proceedings\, outlining practical guidance for providing compassionate representation while meeting legal and regulatory obligations. Topics to be addressed include: \n\nWhat key rules of professional conduct establish legal practitioners’ obligations when representing grievors or complainants? When engaging with a grievor or complainant on behalf of an employer? What legal duties apply to union representatives?\nHow can parties distinguish a “vexatious” grievor or complainant from an individual who simply needs additional support? Is there any mechanism through which “vexatious” matters can be addressed on a preliminary basis?\nHow should legal practitioners and labour relations professionals respond when\, in the course of representing a grievor or complainant\, that individual:\n\nIs combative or hostile toward the representative or others?\nIs non-responsive?\nAppears excessively invested in the matter\, repeatedly contacting the representative\, the employer\, or others?\nAppear to have a diminished capacity to make decisions?\n\n\nHow may an employee’s disability impact how they engage with their representative and others? What signs may indicate that an employee has a mental health condition or other disability impacting their conduct? How should legal practitioners and labour relations professionals respond and what legal duties are engaged in this context?\nHow might trauma\, cultural factors\, or previous experiences of discrimination impact the manner in which an individual acts throughout a complaint or grievance? How might trauma-informed and intersectional approaches assist?\nHow can legal practitioners and labour relations professionals ensure that their own biases do not impact the manner in which they represent or engage with employees?\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\nThis program contains 0 hour(s) and 45 minutes of Professionalism Content.\n\n\n\n\nThis program contains 0 hour(s) and 45 minutes of EDI Professionalism Content.\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 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/compliance-and-compassion-providing-representation-while-accommodating-disabilities-and-meeting-professional-obligations/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/07/compliance-and-compassion.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241121T123000
DTEND;TZID=UTC:20241121T140000
DTSTAMP:20260411T194212
CREATED:20240709T195219Z
LAST-MODIFIED:20241018T163015Z
UID:14137-1732192200-1732197600@lancasterhouse.com
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
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/07/attendance-management-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241210T123000
DTEND;TZID=UTC:20241210T140000
DTSTAMP:20260411T194212
CREATED:20240709T195256Z
LAST-MODIFIED:20241126T205018Z
UID:14139-1733833800-1733839200@lancasterhouse.com
SUMMARY:Wrongful Dismissal Update: Recent court decisions you need to know about
DESCRIPTION:Moderator\n\n \nSheilagh Murphy\nArbitrator\, Mediator\, and Independent Workplace Investigator\nMacNab Fagan & Murphy \n\n\nSpeakers\n\n \nKimberly Boara Alexander\nEmployee Counsel\nKBA Partners LLP \n\n\n \nDianne Rideout\nEmployer Counsel\nCassels Brock & Blackwell LLP \n\n\nIn this webinar\, panelists will examine noteworthy wrongful dismissal decisions from the past year\, providing a comprehensive update on key cases and cross-country trends. The webinar will address topics such as: \n\nWhat types of conduct have been found to amount to “just cause” in recent cases? In what circumstances have employers successfully relied on “after-acquired cause”?\nWhat words or phrasing have courts found may invalidate a termination clause in an employment contract? How do courts differ between provinces in terms of their approach to interpreting such clauses and their willingness to uphold or declare them void?\nAre terms added to an employment offer after it is signed enforceable? Is the existence or the adequacy of a quid pro quo (consideration) determinative of whether an employment contract is binding?\nWill an invalid termination clause in an employment contract render the fixed-term provisions of the contract void?\nCan an employer claim that an employment contract has been frustrated due to economic hardship alone?\nCan an employer be found to have repudiated a contract as a result of its conduct when terminating an individual’s employment?\nWhat factors have courts considered in recent cases when determining whether an employee has satisfied the duty to mitigate? Are employees working under a fixed-term contract subject to the duty to mitigate?\nWhat types of conduct have prompted courts to award aggravated/moral or punitive damages in recent cases?\nWhat lessons can be learned from recent unjust dismissal cases? Can employees who have been unjustly dismissed be awarded both statutory severance pay and damages for lost wages?\n\nTopics will be finalized in the weeks prior to the webinar\, ensuring coverage of the latest and most important developments. \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/wrongful-dismissal-update-recent-court-decisions-you-need-to-know-about/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/07/wrongful-dismissal-update.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250128T123000
DTEND;TZID=UTC:20250128T133000
DTSTAMP:20260411T194212
CREATED:20240813T190814Z
LAST-MODIFIED:20250109T202042Z
UID:14546-1738067400-1738071000@lancasterhouse.com
SUMMARY:Lancaster Speaker Series: Dr. Charl Els - Introducing Best Practices for the Independent Medical Examination (IME) of Mental and Behavioural Disorders
DESCRIPTION:SpeakersDr. Charl Els\nPsychiatrist\, Addiction Specialist\, and Occupational Physician \nClinical Professor\nDepartment of Psychiatry and Department of Medicine\nUniversity of Alberta \nProgramOccupational mental health disability claims continue to increase. As the physical impact of COVID-19 has diminished\, the mental and behavioural impact continues. Given the pre-existing service gap in mental health service delivery in Canada\, the pandemic has exacerbated what was already clearly an issue. \nAlong with other pre-existing factors\, this resulted in an increased demand for mental and behavioural disorder independent medical examinations (M&BD IMEs\, or psychiatric/psychological IMEs). There exists a need for broad adoption of IME best practice guidelines and standards for M&BD IME service providers. Anecdotally\, despite the high cost of requesting an IME\, and the relatively invasive nature of the assessment\, IME report quality and validity varies widely\, with at times questionable ability of such reports to stand up to judicial scrutiny. \nThis presentation introduces a best practice IME standard aligned with Canadian jurisprudence. It reflects appropriate use of the current Diagnostic and Statistical Manual of Mental Disorders (DSM) nomenclature\, while incorporating updates from recent Guides to the Evaluation of Permanent Impairment. Most importantly\, it provides an empirical mechanism to remedy the most salient challenge encountered in the validity of IMEs today\, i.e. the absence of sufficient objectivity in an otherwise subjective psychiatric assessment process. Further work is underway for inclusion of a national standard in Canadian Occupational Medicine and Civil Forensic practice and program settings. \nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1 Continuing Professional Development hours.\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 1 Continuing Professional Development (CPD) 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 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider counting this program for 1 Continuing Professional Development hour.\nMembers of the Law Society of Ontario may consider this program for 1 Substantive hour; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1 Continuing Professional Development hours.\n\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive webinar\, video\, and MP3 Bundle: $195\nLive webinar: $125\nVideo and MP3: $125 \n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nRegistration Information\nThe video recording and MP3 file are available for download and viewing one business day after the live event. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording and MP3 files. For purchases for upcoming events\, once the video recording and MP3 file are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/lancaster-speaker-series-dr-charl-els/
LOCATION:Virtual Event
CATEGORIES:Lancaster Speaker Series,Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/09/Lancaster-Speaker-Series-Dr-Charl-Els.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250130T123000
DTEND;TZID=UTC:20250130T140000
DTSTAMP:20260411T194212
CREATED:20240829T171738Z
LAST-MODIFIED:20250109T173708Z
UID:14733-1738240200-1738245600@lancasterhouse.com
SUMMARY:Annual Human Rights Update: The latest cases and legislative developments
DESCRIPTION:Moderator\n\n \nMichelle Farrell\nMediator\, human rights lawyer\, and workplace investigator \n\n\nSpeakers\n\n \nAmarkai Laryea\nUnion Counsel\nRavenLaw LLP \n\n\n \nStephanie Yang Morris\nEmployer Counsel\nMLT Aikins \n\n\nIn this webinar\, experts will examine recent noteworthy developments in workplace human rights law. Panelists will address questions including: \n\nWhat lessons can be learned from recent cases addressing the adequacy of workplace investigations into allegations of harassment and discrimination? What information relating to the outcome of the investigation must employers convey to affected employees?\nHow have arbitrators and human rights tribunals resolved evidentiary challenges relating to establishing subtle or systemic forms of discrimination? Does the caselaw reflect a growing recognition of certain pervasive stereotypes and biases such that expert evidence on these points is no longer required?\nWhat do recent cases suggest about when an employee’s beliefs\, such as ethical veganism or an opposition to vaccination\, constitute protected beliefs under human rights legislation? When will disciplining or dismissing employees due to their expression of unpopular\, controversial\, or allegedly discriminatory views violate their religion- and creed-based rights?\nWhen may refusing to allow an employee to work from home constitute discrimination on the basis of family status?\nWhat lessons can be learned from recent caselaw regarding best practices for promoting and respecting gender diversity and neurodiversity at work?\nHow have decision-makers in recent cases balanced an employee’s human rights against other workplace considerations\, such as health and safety requirements?\nIn what jurisdictions have human rights tribunals been found to have concurrent jurisdiction with labour arbitrators over human rights claims of unionized employees?\nIs a cap on damages under human rights legislation legally valid?\nWhat noteworthy legislative and policy initiatives have recently been introduced impacting human rights at work? For example:\n\nWhat amendments to the federal Employment Equity Act have been announced following the Report of the Employment Equity Act Review Task Force?\nWhat is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation? How do these duties intersect with parties’ obligations under human rights legislation?\nWhat are the implications of the Ontario Human Rights Commissions’ new policy statement on caste-based discrimination?\n\n\n\nFinal selection of cases and topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy developments. \nAccreditationCPD\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 1.5 Continuing Professional Development (CPD) 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 consider counting 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/annual-human-rights-update-the-latest-cases-and-legislative-developments-2025/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Annual-Human-Rights-Update-The-latest-cases-and-legislative-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250213T123000
DTEND;TZID=UTC:20250213T140000
DTSTAMP:20260411T194212
CREATED:20240829T172122Z
LAST-MODIFIED:20250212T175915Z
UID:14735-1739449800-1739455200@lancasterhouse.com
SUMMARY:Dealing with Discrimination in the Workplace
DESCRIPTION:Moderator\n\n \nGurleen S. Sahota\nVice-Chair\nBritish Columbia Labour Relations Board \n\n\nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nSpeakers\n\n \nAubrey Gonsalves\nDiversity Vice-President\nCanadian Union of Public Employees (CUPE) National \n\n\n \nSania Chaudhry\nLabour\, Employment and Human Rights Lawyer\, Workplace Investigator\nForte Workplace Law \n\n\n \nTana Turner\nPrincipal\nTurner Consulting Group Inc. \n\n\nDiscrimination can have a profound impact on the physical and mental health of employees\, as well as their motivation and engagement in the workplace. In this webinar\, a panel of experts will provide practical guidance on how employers and unions can foster a work environment that ensures the full and fair participation of employees. \n\nWhat is systemic racism and how does it differ from individual racism? How have systemic barriers to recruitment\, retention\, and promotion been remedied in recent caselaw?\nIs a culture of lax enforcement of respectful conduct a defense to an allegation of harassment? What impact does an organization’s culture have on the impact on people’s ability to raise complaints of harassment and discrimination?\nCan employees’ benefits be cut back upon retirement?\nTo what extent must the childcare or elder care needs of employees be taken into account by employers?\nAre employers entitled to ask employees details about their medical conditions rather than about restrictions on their ability to perform their duties? What length must employers go to in accommodating employees’ disabilities?\nWhat are the required features of an effective workplace policy on discrimination?\n\nAccreditationCPD\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 1.5 Continuing Professional Development (CPD) 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 consider counting 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/dealing-with-discrimination-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Anti-Racism-at-Work-Strategies-for-proactively-addressing-discrimination-and-promoting-equity.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250221T123000
DTEND;TZID=UTC:20250221T140000
DTSTAMP:20260411T194212
CREATED:20240829T170838Z
LAST-MODIFIED:20250220T170451Z
UID:14729-1740141000-1740146400@lancasterhouse.com
SUMMARY:Annual Labour Law Update: The latest cases and legislative developments
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nModerator\n\n \nKarine Pelletier\nChairperson\nManitoba Labour Board \n\n\nSpeakers\n\n \nGraham Christie\nEmployer counsel\nMLT Aikins \n\n\n \nAlison McEwen\nUnion Counsel\nRavenLaw LLP \n\n\nIn this webinar\, experts will explore recent noteworthy developments in labour law. Panelists will address questions including: \n\nWhat lessons can be learned from recent cases addressing freedom of association and government involvement in collective bargaining? When will legislation or other government actions which impact collective bargaining be found to be unconstitutional or otherwise invalid?\nAre employers entitled to discipline or demote employees for expressing unpopular or controversial views at work? When can employers discipline or discharge employees for off-duty conduct\, such as exchanging inappropriate text messages about a colleague in a private group chat?\nWhen will an employer’s search of an employee’s work or personal device be considered an unreasonable violation of privacy? When will the Charter apply?\nWhen will an employer’s remote work policy requiring employees to attend in-office certain days of the week be found to be unreasonable and/or in breach of the parties’ collective agreement?\nUnder what circumstances have arbitrators in recent cases found requests for substance use testing to be unreasonable or improper?\nWhat trends are discernible in recent discipline and discharge cases? When may an employer be held liable for damages for the manner in which an employee is dismissed?\nWhat noteworthy federal and provincial legislative initiatives have recently been introduced? For example:\n\nWhich jurisdictions have introduced legislation restricting the use of strike replacement workers and what are the implications of such legislation?\nWhat challenges have arisen in implementing new federal legislation requiring disclosure of measures to prevent forced labour and child labour in supply chains?\nWhat is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation?\nWhat changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?\nWhich jurisdictions have introduced legislation bringing “gig workers” within the scope of employment standards and workers’ compensation legislation?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy developments. \nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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 1.5 Continuing Professional Development (CPD) 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 consider counting 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/annual-labour-law-update-the-latest-cases-and-legislative-developments-2025/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Annual-Labour-Law-Update-The-latest-cases-and-legislative-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250227T123000
DTEND;TZID=UTC:20250227T140000
DTSTAMP:20260411T194212
CREATED:20240829T172509Z
LAST-MODIFIED:20250220T162203Z
UID:14737-1740659400-1740664800@lancasterhouse.com
SUMMARY:Faith at the Fore: Key principles and recent decisions relating to religious accommodation at work
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nModerator\n\n \nPatricia Harewood\nMember\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\nSpeakers\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nRoberta Vriesema\nMediator\nRJ Mediation Services \n\n\nIn this webinar\, experts will examine recent cases and provide guidance on key issues regarding the accommodation of religious beliefs in the workplace. Topics to be addressed include: \n\nHow have “religion” and “creed” been defined by courts and human rights bodies? What types of non-religious belief systems have been considered to fall under the protected ground of “creed”?\nWhat types of information or “proof” may employers or unions request to substantiate an employee’s religious belief or practice?\nWhat lessons can be learned from recent COVID-19 vaccination cases in which employees alleged discrimination on the basis of religion or creed? How have decisions-makers distinguished between protected beliefs and political views or personal preferences? In what circumstances have employees’ beliefs about vaccination been found to be sufficiently connected to their religion or creed?\nHow should employers and unions respond when an employee espouses religious or creed-based beliefs in the workplace which may infringe the human rights of other employees?\nIn what ways have human rights bodies recognized the potential intersection between discrimination on the basis of religion or creed and discrimination on the basis of other protected grounds\, such as ancestry\, colour\, race\, ethnic origin\, place of origin\, or family status?\nWhat are some examples of collective agreement language that have recently been negotiated to promote religious diversity at work? What policy changes and other workplace practices can employers and unions implement to this effect?\nWhat obligations do unions bear in ensuring employees’ religious beliefs are respected and upheld? What lessons may be learned from recent cases in which employees alleged that the failure to advance grievances relating to alleged religious- or creed-based discrimination constituted a breach of the duty of fair representation?\n\nAccreditationCPD\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 1.5 Continuing Professional Development (CPD) 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 consider counting 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/faith-at-the-fore-key-principles-and-recent-decisions-relating-to-religious-accommodation-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Faith-at-the-Fore-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250313T123000
DTEND;TZID=UTC:20250313T140000
DTSTAMP:20260411T194212
CREATED:20240829T172841Z
LAST-MODIFIED:20250306T203553Z
UID:14739-1741869000-1741874400@lancasterhouse.com
SUMMARY:Supporting Complainants\, Addressing Root Causes: Trauma-informed approaches to workplace violence\, harassment\, and bullying
DESCRIPTION:Understand Trauma-Informed Approaches in the Workplace\nAcross all sectors\, organizations are recognizing how much they can gain from applying trauma-informed principles when addressing workplace violence\, harassment\, and bullying. In this webinar\, experts will explore the benefits to employers\, unions\, and employees of adopting trauma-informed principles. Specifically\, panelists will discuss: \n\nWhat does it mean to be trauma-informed? What does it mean to implement trauma-informed approaches in labour relations processes?\nWhat legal obligations do employers and unions have to protect and promote employee mental health in the workplace and to address workplace violence\, harassment\, and bullying? How may adopting trauma-informed approaches help ensure that employers and unions meet these obligations?\nWhat are some trauma-informed best practices that employers and unions can employ throughout internal complaint\, alternative dispute resolution\, performance management\, disciplinary\, or accommodation processes?\nWhy are trauma-informed approaches important when conducting investigations into allegations of workplace violence\, harassment\, or bullying? What does recent caselaw suggest regarding what constitutes an appropriate investigative process and how may trauma-informed approaches assist in ensuring a fair\, adequate\, and effective process?\nCan employers and unions be held liable for failing to employ trauma-informed approaches?\nWhat does evidence suggest regarding how trauma-informed approaches can help to improve employee retention\, reduce workplace violence\, harassment\, and bullying\, and create psychologically safe workplaces?\n\nAdditional InformationMaterials\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nRegistration Fee – Single Attendee\nLive webinar\, video\, and MP3 bundle – $995\nLive webinar – $395\nVideo and MP3 – $695\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nRegistration Information\nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready. \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nAccreditationCPD\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 1.5 Continuing Professional Development (CPD) 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 consider counting 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\n\nModerator\n\n \nSharon Naipaul\nMediator/Investigator\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nSpeakers\n\n \nAshton Butler\nEmployer Counsel\nMLT Aikins \n\n\n \nNadja Rence\nLawyer\, Workplace Investigator\nSouthern Butler Price \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP
URL:https://lancasterhouse.com/event/supporting-complainants-addressing-root-causes-trauma-informed-approaches-to-workplace-violence-harassment-and-bullying/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Supporting-Complainants-Addressing-Root-Causes-Trauma-informed-approaches-to-workplace-violence-harassment-and-bullying.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250424T123000
DTEND;TZID=UTC:20250424T140000
DTSTAMP:20260411T194212
CREATED:20241115T201850Z
LAST-MODIFIED:20250403T164200Z
UID:15353-1745497800-1745503200@lancasterhouse.com
SUMMARY:One Strike and You’re Out: When will misconduct warrant immediate dismissal? When is progressive discipline required?
DESCRIPTION:In this webinar\, seasoned labour counsel will examine recent caselaw regarding when an employee’s misconduct may warrant immediate dismissal and when the application of progressive discipline may first be required. Panelists will address questions including: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat types of conduct may warrant immediate dismissal without application of progressive discipline? How does the analysis differ as between unionized and non-unionized environments?\nWhat mitigating or aggravating factors in recent cases have impacted the determination as to whether immediate dismissal was warranted? How will an organization’s workplace culture affect the analysis?\nWill an employee’s immediate dismissal be found to be inappropriate if the employer imposed a different penalty on other employees engaging in similar misconduct?\nWhat is “condonation\,” and how will it impact the determination of whether immediate dismissal is warranted?\n\n\n\n\nHow will the determination be affected\, where:\n\na “penalty provision” stipulates a severe consequence for a specific type of workplace misconduct?\nthe employer has a “zero tolerance” policy in place?\nthere is a “last chance agreement” in place?\n\n\nWhen may an employer rely on earlier misconduct by an employee in support of more serious disciplinary consequences for subsequent misdeeds?\nWhat consequences flow from a court’s or arbitrator’s finding that an employer improperly failed to apply a progressive approach to discipline?\n\n\n\nModerator\n\n \nGordon Nekolaichuk\nVice-Chair\nAlberta Labour Relations Board \n\n\nSpeakers\n\n \nMarjorie Savoie\nNational Representative\nCanadian Union of Public Employees \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott LLP \n\n\nAccreditationCPD\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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 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.\n\n\n 
URL:https://lancasterhouse.com/event/one-strike-and-youre-out-when-will-misconduct-warrant-immediate-dismissal-when-is-progressive-discipline-required/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/One-Strike-and-Youre-Out.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250508T123000
DTEND;TZID=UTC:20250508T140000
DTSTAMP:20260411T194212
CREATED:20241115T201926Z
LAST-MODIFIED:20250430T184634Z
UID:15352-1746707400-1746712800@lancasterhouse.com
SUMMARY:Relative Accommodations: An update on family status discrimination (childcare\, eldercare\, spousal responsibilities\, etc.)
DESCRIPTION:The applicable test for prima facie discrimination on the basis of family status varies across jurisdictions\, creating uncertainty in the absence of definitive guidance from the Supreme Court of Canada. This panel will critically examine how decision-makers address the growing range of family status claims and explore emerging trends in this area of law. Specifically\, panelists will address: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat are the various tests for establishing prima facie discrimination based on family status in Canada — including the Moore\, Johnstone\, Misetech\, and Campbell River tests — and in which jurisdictions are they applied?\nWhat approach do decision-makers take to family status discrimination cases in Ontario? What is the Johnstone test and is it still good law? What is the impact of the Ontario Human Rights Tribunal’s Misetech v. Value Village Stores Inc. decision? What approach have decision-makers taken post Misetech?\nWhat is the current legal approach to family status discrimination in British Columbia? What impact has the B.C. Court of Appeal’s Gibraltar Mines decision had on family status discrimination claims in the province?\n\n\nWhat forms of caregiving fall under the scope of family status protection? Which relationships are protected? What types of activities\, responsibilities\, and obligations flowing from these relationships give rise to legal protection?\nWhat constitutes a serious interference with a family obligation such that it will amount to family status discrimination? How can employers and unions distinguish between protected family responsibilities and personal preferences?\nWhat kinds of accommodations have courts recognized as reasonable accommodations? What qualifies as “undue hardship” for an employer when it comes to family status accommodation?\nWhat are the emerging trends in damage awards for discrimination\, failure to accommodate\, and reprisals relating to family status claims?\n\nModerator\n  \n\n \nKrista Smith\nFounder\, Root & Branch – Workplace Conflict Resolutions Inc.\n \n\n\nSpeakers\n\n \nDayna Steinfeld\nUnion Counsel\nRavenlaw LLP \n\n\n \nMelanie Vipond\nEmployer Counsel\nGall Legg Grant Zwack \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/relative-accommodations-an-update-on-family-status-discrimination-childcare-eldercare-spousal-responsibilities-etc/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Relative-Accommodations2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250522T123000
DTEND;TZID=UTC:20250522T140000
DTSTAMP:20260411T194212
CREATED:20241115T202027Z
LAST-MODIFIED:20250430T184732Z
UID:15351-1747917000-1747922400@lancasterhouse.com
SUMMARY:The Consequences of Dishonesty: At what point does dishonesty become a fireable offence or preclude reinstatement? Does it depend on the context?
DESCRIPTION:Dishonesty and breaches of trust are among the most serious types of workplace misconduct\, often justifying disciplinary action. But when does dishonesty rise to the level of justifying termination? In this session\, practitioners will examine the factors that arbitrators and courts consider when deciding whether dishonest behaviour warrants termination. Specifically\, panelists will address: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat approach do Canadian courts and labour arbitrators take when considering whether or not to uphold a discharge for dishonest conduct? When is “automatic discharge” warranted?\nWhat guidance do labour arbitrators provide about the relevance of mitigating and aggravating factors in cases of dishonesty and breach of trust? What is the impact of the Supreme Court’s McKinley decision in which the Court held that discipline must be proportional to the particular form of dishonesty involved?\nWhat evidence is required to establish that an employee has engaged in dishonest behaviour? What responsibility does the grievor have to provide an exculpatory explanation? What is the “duty to explain” and how does it interact with the burden of proof in dishonesty cases?\n\n\nHow will arbitrators view the dishonest recording of attendance or the dishonest use of sick time?\nHow do arbitrators view misuse of worktime? When does it rise to the level of time theft? Are some kinds of misuse of worktime more serious than others?\nWill off-duty dishonest conduct that is criminal in nature justify discharge? If it is unrelated to the employee’s job?\nWhere dishonesty is causally related to an employee’s disability\, must the employer accommodate the employee rather than dismissing the employee?\n\nModerator\n\n \nJames Cameron\nArbitrator/Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n  \n\n \nGreg Bartel\nUnion Counsel\nMyers LLP \n\n\n \nDaniel Weber\nEmployer Counsel\nMcLennan Ross 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/the-consequences-of-dishonesty-at-what-point-does-dishonesty-become-a-fireable-offence-or-preclude-reinstatement-does-it-depend-on-the-context/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/The-Consequences-of-Dishonesty2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250605T123000
DTEND;TZID=UTC:20250605T140000
DTSTAMP:20260411T194212
CREATED:20241115T202103Z
LAST-MODIFIED:20250605T135946Z
UID:15350-1749126600-1749132000@lancasterhouse.com
SUMMARY:Annual Update on Gender Equity: The latest cases and legislative developments
DESCRIPTION:In this webinar\, practitioners will examine recent noteworthy cases and legislative developments relating to gender equity in the workplace. Speakers will address questions such as: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n  \n\nWhen can an employer discipline\, an employee for expressing controversial or discriminatory views regarding gender equity at work? What rights and restrictions exist with respect to employees expressing views regarding gender equity in the workplace? When will free speech rights prevail?\nWhat factors relating to gender equity have been found to render hiring processes discriminatory in recent cases? How can employers and unions ensure that hiring and promotion processes are equitable and do not reinforce systemic barriers to advancement?\nWhat trends in discipline and damages are emerging in recent cases dealing with sexual harassment and discrimination on the basis of sex\, gender\, sexual orientation\, and/or family status?\nWhat lessons can be learned from recent cases addressing the procedure for investigating discrimination and harassment claims related to gender equity concerns?\nHow have arbitrators\, courts\, and human rights tribunals resolved evidentiary challenges relating to establishing sexual harassment and discrimination on the basis of sex\, gender\, sexual orientation\, and/or family status? Is direct evidence of discrimination required? When may expert evidence be necessary?\n\n\n\nWhen will an employer’s refusal to allow an employee to work from home be considered discriminatory on the basis of the employee’s pregnancy and/or family status?\nWhat lessons can be learned from recent cases addressing legislative pay equity requirements? For example:\n\nAre employers required to disclose information on an ongoing basis relating to the maintenance of legislative pay equity?\nWhen are disputes regarding legislative pay equity requirements grievable/arbitrable?\n\n\nWhat federal and provincial legislative initiatives have recently been enacted addressing issues of gender equity? For example\, which provinces have recently passed pay transparency legislation and how do these legislative enactments differ in their requirements? What changes have been implemented through Ontario’s Working for Workers legislation? What is the status of the federal government’s proposed amendments to the federal Employment Equity Act?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy developments. \nModerator \n\n\n \nHeather Hoiness\nStaff Lawyer\nBC Office of the Human Rights Commissioner \n\n\n\nSpeakers \n\n\n \nKristine Barr\nLegal Representative\,\nCanadian Union of Public Employees (Manitoba Regional Office) \n\n\n \nLauren Jamieson\nPartner\nEmond Harnden LLP \n\n\n \nNatasha Savoline\nPartner and Investigations Practice Lead\nBernardi Law \n\n\n\nAccreditation \nCPD\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/annual-update-on-gender-equity-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Annual-Update-on-Gender-Equity-The-latest-cases-and-legislative-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250619T123000
DTEND;TZID=UTC:20250619T140000
DTSTAMP:20260411T194212
CREATED:20241115T202156Z
LAST-MODIFIED:20250610T214652Z
UID:15349-1750336200-1750341600@lancasterhouse.com
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
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250717T123000
DTEND;TZID=America/New_York:20250717T140000
DTSTAMP:20260411T194212
CREATED:20250128T190418Z
LAST-MODIFIED:20250626T154032Z
UID:15675-1752755400-1752760800@lancasterhouse.com
SUMMARY:Testing\, Testing\, One-Two-Three: The latest word on workplace drug and alcohol tests
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nProgramDrug and alcohol testing can be key to workplace safety\, but raises challenges of balancing safety and privacy rights. This webinar will explore justification for drug and alcohol testing\, accommodation processes\, reasonable cause testing\, and post-incident testing. Specifically\, the following questions will be addressed: \n\nWhen can employers request that an employee submit to reasonable cause or post-incident testing?\nWhen is pre-placement\, pre-access\, and random testing justified? Does this analysis differ for safety-sensitive positions?\nWhat are recent examples of alcohol and drug testing or monitoring mechanisms that are deemed a) minimally intrusive and justified or b) excessively intrusive and in violation of privacy rights?\nWhat privacy rules must employers adhere to when requesting drug and alcohol tests or utilizing monitoring mechanisms?\n\n\nCan an employer require that employees undertake treatment for alcohol or substance use disorder as part of an accommodation process? Can an employer designate a specific treatment program even if an employee provides an alternative treatment option? Can an employer enforce monitoring mechanisms?\nCan employers impose discipline for alcohol or substance use without inquiring about an employee’s disability? What if an employee does not disclose a disability requiring accommodation? What is the role of the union in this process?\n\nModerator\n\n \nDavid Jewitt\nPrincipal\nJewitt Arbitration & Mediation Services Inc. \n\n\nSpeakers\n\n \nJames Green\nEmployer Counsel\nCox and Palmer \n\n\n \nRebecca Kantwerg\nUnion Counsel\nVictory Square Law 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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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/testing-testing-one-two-three-the-latest-word-on-workplace-drug-and-alcohol-tests/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Testing-Testing-One-Two-Three-banner-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250731T123000
DTEND;TZID=America/New_York:20250731T140000
DTSTAMP:20260411T194213
CREATED:20250128T190630Z
LAST-MODIFIED:20250723T182320Z
UID:15676-1753965000-1753970400@lancasterhouse.com
SUMMARY:Clothes Encounters: Balancing safety\, accommodation\, and management rights in workplace dress code policy
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nProgramHow can workplaces effectively develop and enforce dress code policies that meet business needs while complying with human rights and safety obligations. Specifically\, the panel will discuss: \n\nWhat is the purpose of workplace dress codes\, and how can organizations ensure that they are reasonable\,effective\, and enforceable?\nWill courts or tribunals find that requiring an employee to remove religious attire to comply with a dress code was discriminatory?\nTo what extent can employers regulate or restrict employees from wearing clothing or accessories indicating personal beliefs or affiliations (e.g.\, wearing union insignia or attire with political slogans)?\nCan employers regulate the grooming habits of employees? In what circumstances\, if any\, can an employer restrict the use of make-up or jewelry\, or the visibility of tattoos and body modifications in the workplace?\n\n\nAre dress code policies enforceable for remote workers? Can employers enforce dress code policies for positions that don’t involve client or public interaction?\nCan dress code policies regulate how employees dress outside of work hours?\nMust employees comply with the “work now\, grieve later” principle when asked to alter their appearance (e.g. remove false nails\, shave a beard\, remove piercings\, etc.)?\nWhat are best practices for employers and unions when addressing an employee’s non-compliance with dress code policies? Will past inconsistent enforcement of dress code policies affect discipline and/or enforcement?\n\nModerator\n\n \nLisa Gallivan\nArbitrator\, Mediator and Workplace Investigator \n\n\nSpeakers\n\n \nJaime Hoopes\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nChetan Muram\nDewart Gleason 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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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/clothes-encounters-balancing-safety-accommodation-and-management-rights-in-workplace-dress-code-policy/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Clothes-Encounters-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250814T123000
DTEND;TZID=America/New_York:20250814T140000
DTSTAMP:20260411T194213
CREATED:20250128T190726Z
LAST-MODIFIED:20250814T140635Z
UID:15677-1755174600-1755180000@lancasterhouse.com
SUMMARY:Responding to Employees in Distress: Recognizing and responding to mental health crises at work
DESCRIPTION:$595.00Add to cart	\n			\n  \nProgramIf a mental health emergency occurred at work today\, would you and your organization know how to respond? In this webinar\, expert panelists will examine key legal obligations and provide essential guidance in proactively addressing mental health crises in the workplace. The webinar will examine questions including: \n\nWhat signs may indicate that an employee is struggling with a mental health issue? How can these concerns be identified for employees working remotely? When may the “duty to inquire” arise and what steps must employers and unions take to fulfill this duty?\nHow\, where\, and when should employers or union representatives ask someone if support and/or accommodation is needed for a mental health issue? How should managers and union representatives engage with someone who is reluctant to discuss a possible mental illness or disability?\nDoes an employer’s duty to provide a safe work environment extend to ensuring psychological safety at work? What steps can organizations take to create workplaces where employees feel able to come forward before reaching a crisis point?\n\n\nWhat signs may indicate that an employee is in crisis and what steps should be taken in response? For example\, how should employers and union representatives respond when an employee:\n\n\n\n\nExperiences a panic attack?\nEngages in or expresses thoughts of self-harm or suicide?\nAppears out of touch with reality or intoxicated?\nUtters threats or appears on the verge of violence?\n\n\n\n\n\n\nWhat steps should be taken following a mental health crisis at work? How can organizations balance the need to communicate with other employees regarding the situation while respecting employee privacy? What additional steps should be taken where the crisis involves or impacts multiple employees (for example\, in the event of a traumatic incident in the workplace)?\nIs it ever permissible or appropriate to discipline an employee who engages in misconduct as a result of a mental health crisis? May an employer require medical proof that an employee is fit to return to work following a crisis?\nCan employers and unions be held liable for failing to appropriately respond to a mental health crisis?\nWhat steps should organizations take now to prepare for potential future mental health emergencies?\n\nModerator\n\n \nGeneviève Debané\nMediator and Arbitrator\nVice-Chair\, Ontario Labour Relations Board \n\n\nSpeakers\n\n \nJenna Brookfield\nNational Health and Safety Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nLiz Horvath\nFounder and President\nHale Health and Safety Solutions Ltd. \n\n\n \nVeronica Ukrainetz\nAssociate Counsel and Mediator\nAscent Employment Law \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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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/responding-to-employees-in-distress-recognizing-and-responding-to-mental-health-crises-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Responding-to-Employees-in-Distress-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250909T123000
DTEND;TZID=America/New_York:20250909T140000
DTSTAMP:20260411T194213
CREATED:20250128T190801Z
LAST-MODIFIED:20250905T194125Z
UID:15678-1757421000-1757426400@lancasterhouse.com
SUMMARY:It’s a Matter of Time: The latest on monitoring\, time theft\, and productivity in a digital world
DESCRIPTION:$595.00Add to cart	\n			\n \nProgramEmerging technologies have equipped employers with novel methods of monitoring employees and tracking productivity. The panel will explore the permissibility of monitoring and surveillance in relation to employees’ privacy concerns and discuss recent cases addressing “time theft”. Specifically\, the speakers will address the following questions: \n\nWhat constitutes employee “time theft”? How does “time theft” differ from a lack of productivity? Do employees’ intentions matter when determining if they committed “time theft”?\nWhat types of evidence can employers rely on to demonstrate “time theft” or productivity issues? Will circumstantial evidence suffice?\nHow should an employer approach “time theft” and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?\n\n\nWhat are consequences for employers that impose discipline due to “time theft” without properly considering or inquiring into an employee’s disability? How should unions support members with disabilities accused of “time theft”?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for “time theft”?\nHow are adjudicators balancing an employer’s right to enforce productivity and an employee’s right to privacy? Does the scope of surveillance differ for remote workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use previously collected data in a future dispute?\nHow should workplace policies and collective agreements effectively address “time theft”?\n\nModerator\n\n \nDavid Orfald\nBoard Member\nFederal Public Sector Labour Relations Employment Board \n\n\nSpeakers\n\n \nAndrew Astritis\nUnion Counsel\nRavenLaw LLP \n\n\n \nJena Montgomery\nSenior Counsel\, Department of Justice Canada \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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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/its-a-matter-of-time-the-latest-on-monitoring-time-theft-and-productivity-in-a-digital-world/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Its-a-Matter-of-Time-banner-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251016T123000
DTEND;TZID=UTC:20251016T140000
DTSTAMP:20260411T194213
CREATED:20250505T190101Z
LAST-MODIFIED:20251008T192629Z
UID:16588-1760617800-1760623200@lancasterhouse.com
SUMMARY:Employee Privacy: Biometrics\, employee monitoring and emerging technologies in the modern workplace – where are we now?
DESCRIPTION:As the use of emerging technologies to monitor both in-office and remote employees continues to increase\, so too does the need for workplaces to implement proper privacy and security policies. In this webinar\, leading practitioners will discuss the following questions: \n$595.00Add to cart	\n			\n \n\nHow have attitudes of arbitrators evolved in assessing surveillance measures and evaluating privacy rights of workers?\nWhat does the increased use of artificial intelligence (AI) mean for privacy in the workplace? How can organizations effectively create guardrails to ensure privacy is maintained when integrating AI into their workplace?\nIn what circumstances can employers collect biometric data from their employees? What measures should employers put in place to ensure the protection of both employee privacy and the biometric data collected?\nWhat takeaways can public and private employers glean from the Supreme Court of Canada’s decision in the York Region case regarding an employee’s reasonable expectation of privacy in the workplace? How can these takeaways be applied to workplace policies?\nWhat changes to federal and provincial legislation are currently under consideration that will address gaps in the regulation of workplace surveillance?\nWhat key issues should employers and unions address in policies or collective agreements governing privacy and access to information?\n\nModerator\n\n \nSheilagh Murphy\nArbitrator\, Mediator\, and Independent Workplace Investigator\nMacNab Fagan & Murphy \n\n\nSpeakers\n\n \nOlalekan (Wole) Akinremi\nPartner\nWeirFoulds LLP \n\n\n \nSam Schonhoffer\nUnion Counsel\nGerrand Rath Johnson 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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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/employee-privacy-biometrics-employee-monitoring-and-emerging-technologies-in-the-modern-workplace-where-are-we-now/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Whats-left-of-privacy-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251113T123000
DTEND;TZID=UTC:20251113T140000
DTSTAMP:20260411T194213
CREATED:20250505T184604Z
LAST-MODIFIED:20251017T172432Z
UID:16585-1763037000-1763042400@lancasterhouse.com
SUMMARY:Arbitrating AI in the Workplace: Real-world scenarios and legal strategies
DESCRIPTION:This session will provide employers and unions with the best available insight into grievances concerning AI and algorithmic management. Specific issues to be addressed include: \n$595.00Add to cart	\n			\n  \n\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management would arbitrators find most compelling?\nWhat legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions or to evaluate job applicants based on their internet activity?\n\n\nModerator \n\n\n \nKelly Williams-Witt\nArbitrator/Mediator \nDean\, Faculty of Business\, Communication Studies and Aviation \nProfessor of Labour Relations and Human Resources Management \nMount Royal University \n\n\n\nSpeakers \n\n\n \nMegan Kheong\nPartner\nMLT Aikins \n\n\n \nRiley Palmer\nPartner \nWatson Palmer Labour Lawyers \n\n\nAccreditation \nCPD\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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/arbitrating-ai-in-the-workplace-real-world-scenarios-and-legal-strategies/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/Arbitrating-AI-in-the-Workplace-Real-World-Scenarios-and-Legal-Strategies.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251127T123000
DTEND;TZID=UTC:20251127T140000
DTSTAMP:20260411T194213
CREATED:20250505T184203Z
LAST-MODIFIED:20251118T172759Z
UID:16584-1764246600-1764252000@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Outsourcing\, layoff\, recall\, severance and other key issues in restructuring
DESCRIPTION:In today’s turbulent sociopolitical and economic climate\, it is critical for employers and unions to have a firm grasp of foundational principles regarding workplace reorganizations. In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will address key issues regarding restructuring\, including: \n$595.00Add to cart	\n			\n  \n\n\nWhat is meant by the terms “contracting out” and “contracting in”? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine\, “contracting out”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring? Can they reassign duties formerly performed by full-time employees to part-time employees?\nWill a unilateral reduction in working hours or changes to an employee’s shift times\, position\, job classification\, or job location constitute a lay-off? Can management unilaterally schedule vacation to achieve a temporary shut-down without engaging lay-off provisions?\nHow does collective agreement language impact the order in which employees must be laid off and their recall rights? What is “bumping up” and “bumping down” and when will either be permissible?\nWhen will a “lay-off” in fact amount to termination of employment?\nHow will employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? How do employer obligations\, and union rights\, differ when a restructuring is due to technological change as opposed to economic reasons?\nWhen will a merger\, amalgamation\, sale\, or transfer of all or part of a business result in the new or acquiring entity being considered a successor or related employer?\nMust employers disclose plans to restructure during collective bargaining?\nWhat measures do parties seek to negotiate in collective agreements when restructuring occurs?\nWhat remedies can unions or employees seek when employers fail to adhere to their collective agreement or statutory obligations with respect to restructuring? How does insolvency or a declaration of bankruptcy impact employers’ liability and union and employee rights?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impacts of large-scale downsizing or loss of employment through restructuring?\n\n\nModerator \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n\nSpeakers \n\n\n \nJeffrey Stewart\nEmployer counsel\nSherrard Kuzz \n\n\n \nJulia Williams\nLawyer\nRavenlaw LLP \n\n\nAccreditation \nCPD\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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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-outsourcing-layoff-recall-severance-and-other-key-issues-in-restructuring/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/Lancasters-Workplace-Essentials-Outsourcing-Layoff-Recall-Severance-and-Other-Key-Issues-in-Restructuring.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251202T123000
DTEND;TZID=UTC:20251202T140000
DTSTAMP:20260411T194213
CREATED:20250505T184939Z
LAST-MODIFIED:20251114T180141Z
UID:16586-1764678600-1764684000@lancasterhouse.com
SUMMARY:EDI Policies: Assessing the impact of U.S. developments on Canadian law and practice
DESCRIPTION:The panel will examine how Canadian firms can handle changing practices in the U.S. assess legal and reputational risks of altering EDI commitments\, and identify strategies to advance equity amid shifting legal and political climates. Specifically\, the panel will discuss: \n$595.00Add to cart	\n			\n \n\nHow are U.S. political and legal developments around EDI influencing Canadian law firm approaches to EDI? What should workplace leaders be paying attention to as they monitor developments?\nTo what extent could offering EDI initiatives conflict with provincial law society mandates on EDI education\, human rights\, and rules of professional responsibility?\nAre rollbacks of EDI permissible under Canadian human rights and employment equity legislation? How might legislative and Charter provisions permitting “special programs” impact that analysis?\nIf a firm discontinues a specific EDI initiative\, what steps should it take to ensure continued alignment with its values\, avoid reputational harm\, and protect the well-being of employees?\nWhat practical strategies can Canadian firms adopt to maintain EDI integrity while navigating cross-border business pressures and polarized public discourse?\nIn a shifting regulatory environment\, what steps can workplaces take to uphold EDI values in hiring\, client relationships\, and firm culture?\n\nModerator\n\n \nLaila Said Alam\nTribunal MemberBritish Columbia Human Rights Tribunal \n\n\nSpeakers\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \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\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 New Brunswick may consider this program 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.\nLSO EDI Professionalism: 1 hour(s) and 30 minutes(s)\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/edi-policies-assessing-the-impact-of-u-s-developments-on-canadian-law-and-practice/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/EDI-Policies-Assessing-the-Impact-of-U.S.-Developments-on-Canadian-Law-and-Practice.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251216T123000
DTEND;TZID=UTC:20251216T140000
DTSTAMP:20260411T194213
CREATED:20250505T185216Z
LAST-MODIFIED:20251215T154533Z
UID:16587-1765888200-1765893600@lancasterhouse.com
SUMMARY:2025 Annual Employment Law Update: Key cases\, legislative changes & compliance trends in Canadian workplaces
DESCRIPTION:Stay current on the latest cases\, legislative developments\, and compliance trends in employment law through this comprehensive annual cross-country update. The webinar and materials will address key issues relevant to unionized and non-unionized workplaces\, such as: \n$595.00Add to cart	\n			\n \n\nAre employees entitled to work remotely and for how much of the work week? Who has the last word in determining whether employees must attend the workplace or work remotely? The employee or the employer?\nWhat restrictions apply to an employer’s ability to lay off employees? How are employees’ entitlements on termination impacted if they are let go due to large-scale downsizing or restructuring\, whether for economic reasons or as a result of technological change such as adoption of artificial intelligence?\nWhat words or phrasing invalidate a termination clause in an employment contract? Will stating that an employer can terminate an employee without cause “at any time” render a termination clause unenforceable? What trends are emerging in terms of how courts in different provinces approach such clauses?\nWhat types of conduct have recently been found to constitute “just cause”? When can employers successfully rely on “after-acquired cause”?\nWhen terms of termination are not set out in a contract\, how much notice or pay in lieu thereof will be considered reasonable? What factors do courts now take into account?\nHow do courts determine whether employees have met the duty to mitigate their damages by seeking other employment?\nWhat factors have prompted courts to award aggravated/moral or punitive damages for an employer’s conduct when terminating an individual’s employment? When may a party’s conduct during litigation warrant an award of damages?\n\nThe webinar and materials will also address the latest legislative and regulatory changes\, such as: \n\nNew and amended leave entitlements;\nIncreasing restrictions on employers’ entitlements to medical notes in support of certain short-term statutory leave requests; and\nRecent employment standards changes introduced through Ontario’s Working for Workers legislative series.\n\nTopics will be finalized in the weeks prior to the webinar\, ensuring coverage of the latest and most important developments in a changing legal landscape. \nModerator\n\n \nAnne Wallace\nArbitrator\, Mediator and Investigator \n\n\nSpeakers\n\n \nMargaret Bramhill\nEmployee Counsel\nKBA Partners LLP \n\n\n \nJoel Fairbrother\nEmployer Counsel\nBow River Law LLP \n\n\nAccreditationCPD\n\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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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/2025-annual-employment-law-update-key-cases-legislative-changes-compliance-trends-in-canadian-workplaces/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/2025-Annual-Employment-Law-Update-Key-Cases-Legislative-Changes-Compliance-Trends-in-Canadian-Workplaces.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260115T123000
DTEND;TZID=UTC:20260115T140000
DTSTAMP:20260411T194213
CREATED:20250825T161206Z
LAST-MODIFIED:20260112T174019Z
UID:17433-1768480200-1768485600@lancasterhouse.com
SUMMARY:2026 Annual Labour Law Update: The latest cases and legislative developments
DESCRIPTION:$595.00Add to cart	\n			\n  \nStay up to date on the latest developments in labour law through this comprehensive webinar addressing noteworthy cases and legislative updates from the past year. Panelists will examine key updates from across the country\, addressing questions such as: \n\nWhat is the status of ongoing legal challenges to the federal government’s recent use of s. 107 of the Canada Labour Code to intervene in strike actions? How might courts balance the competing interests and legal rights at stake\, and how does the Charter of Rights (the “Charter“) impact this analysis? In light of the response of labour relations parties and the public to the use of s. 107\, is future use of the provision likely?\nWhat aspects of an electronic monitoring policy will render the policy reasonable or unenforceable?\nWhat is the dividing line between workplace harassment and workplace violence?\nWhat do recent cases suggest about the point in time when an employer’s duty to investigate a harassment complaint is triggered? Will creating a solicitor-client relationship with a lawyer hired to conduct a workplace investigation render that investigation unfair?\nWhat trends are emerging in recent discipline and discharge cases? What factors have arbitrators considered in recent cases when determining whether to uphold discipline imposed for inappropriate off-duty use of social media by employees?\nCan employers discipline employees who refuse to undergo a medical examination? How should employers and unions respond when an employee objects to an independent medical examination report?\nCan an employer ban off-duty cannabis use for employees who work in safety-sensitive positions? Under what circumstances can employers require employees to undergo testing for substance use?\nWhen will the Charter apply to organizations in the broader public sector (for example\, a school board or regional health authority)?\nWhat noteworthy federal and provincial legislative initiatives have recently been introduced? For example:\n\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhat federal guidance has been provided regarding Canada’s supply chain transparency legislation? How does the multi-jurisdictional “International Reporting on Modern Slavery\, Forced Labour and Child Labour” template and guidance\, created in cooperation between Canada\, Australia\, and the United Kingdom\, fit with obligations under the federal supply chain legislation?\nWhich jurisdiction provides the most paid days’ for sick leave or emergency family leave?\nWhat changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?\nWhich provinces have recently introduced or passed legislation restricting employers’ right to ask for doctor’s notes in support of short-term sick leave?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lock-outs and refer labour disputes to interest arbitration? What is the status of the legal challenge commenced in response to this legislation?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nModerator\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\nSpeakers\n\n \nPreston Parsons\nEmployer counsel\nOverholt LLP \n\n\n \nRuthie Wellen\nUnion counsel\nKastner Ko LLP \n\n\nAccreditation \nCPD\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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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 New Brunswick may consider this program 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 consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/2026-annual-labour-law-update-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-Annual-Labour-Law-Update-The-latest-cases-and-legislative-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260129T123000
DTEND;TZID=UTC:20260129T140000
DTSTAMP:20260411T194213
CREATED:20250825T163748Z
LAST-MODIFIED:20260112T174132Z
UID:17441-1769689800-1769695200@lancasterhouse.com
SUMMARY:2026 Annual Human Rights Update: The latest cases and legislative developments
DESCRIPTION:$595.00Add to cart	\n			\n  \nLancaster’s Annual Human Rights Update returns to bring you the latest cases and updates on Canadian human rights law. Our dynamic speakers\, who include experts in labour\, employment\, and human rights law\, will share their insights and practical tips for you to bring back to your practice\, your union\, or your HR team! Topics include: \n\nWhat kinds of accommodations have courts recognized as reasonable accommodations for disabilities? What qualifies as “undue hardship” for an employer when it comes to disability accommodation?\nWhen might an employer’s ‘unconscious bias’ constitute discrimination in hiring?\nWhen will an employee’s discriminatory or controversial views expressed online or in the workplace lead to discharge?\nWhat are the latest trends and updates in the area of family status discrimination?\nHow might AI-driven management impact an employee’s privacy and corresponding human rights? What are the limits of employer surveillance and monitoring?\nWhat has changed in the decisions relating to substance use cases and policies?\nWhat trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal claims? How high has the bar been raised?\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \n\nModerator \n\n\n \nEdith Bramwell\nChairperson\nFederal Public Sector Labour Relations and Employment Board \n\n\n\nSpeakers \n\n\n \nDaniel McBain\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nKhiam Nong\nEmployer Counsel\nGowling WLG \n\n\n\nAccreditation \nCPD\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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved for EDI Professionalism hours by the Law Society of Ontario for 0 hours and 25 minutes.\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 New Brunswick may consider this program 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 consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/2026-annual-human-rights-update-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-Annual-Human-Rights-Update-The-latest-cases-and-legislative-developments-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260212T123000
DTEND;TZID=UTC:20260212T140000
DTSTAMP:20260411T194213
CREATED:20250825T175936Z
LAST-MODIFIED:20260209T175638Z
UID:17445-1770899400-1770904800@lancasterhouse.com
SUMMARY:2026 Annual Pensions Update: The latest cases and legislative updates\, and policy developments
DESCRIPTION:$595.00Add to cart	\n			\n  \nCanadian pension and benefit plans are facing a pivotal moment\, where shifting caselaw\, evolving regulations\, and new legislative developments are redefining what it means to manage risk\, ensure compliance\, and protect members. Specifically\, the panel will address: \n\nHow are courts interpreting fiduciary duties in light of longevity risks and ESG considerations? How have adjudicators addressed whether terminating benefits at age 65 is discriminatory?\nHow are arbitrators and courts interpreting the treatment of leaves of absence\, including short and long-term disability leaves\, in relation to pension contributions and benefit accruals?\nWhat new regulatory or legislative developments (CPP enhancements\, CAPSA guidelines\, etc.) should plan administrators be prepared for in 2026?\nHow are governments and regulators addressing pension plan resilience in the face of economic uncertainty\, including solvency funding\, annuity buyouts\, and de-risking strategies?\nWhat compliance challenges are arising around disclosure\, member communications\, and cybersecurity in pension administration?\n\nModerator \n\n\n \nJames Cameron\nArbitrator and Mediator\nCameron Mediation Arbitration \n\n\nSpeakers \n\n\n \nBrittany Greenberg\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nKelleher Lynch\nPensions Counsel\nMcCarthy Tétrault LLP \n\n\nAccreditation \nCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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 New Brunswick may consider this program 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 consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/2026-annual-pensions-update-the-latest-cases-and-legislative-updates-and-policy-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-annual-pensions-update-the-latest-cases-and-legislative-updates-and-policy-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260226T123000
DTEND;TZID=UTC:20260226T140000
DTSTAMP:20260411T194213
CREATED:20250825T180423Z
LAST-MODIFIED:20260209T175800Z
UID:17449-1772109000-1772114400@lancasterhouse.com
SUMMARY:Lancaster’s Employment Essentials: Non-disciplinary discharge and terminations
DESCRIPTION:$595.00Add to cart	\n			\n  \n\nThis program brings together leading practitioners to unpack the latest developments in employment and labour law. From the enforceability of termination clauses\, to the boundaries of “just cause” in cases of innocent absenteeism\, this webinar explores how courts across Canada are redefining fairness and good faith in the termination process. Attendees will gain practical insights into: \n\nWhat are the implications since Dufault and Baker on the enforceability of termination provisions in employment contracts in Ontario?\nHow has language such as “sole discretion” and “at any time” been interpreted in provinces such as Alberta and British Columbia?\nEmployee\, dependent contractor\, or independent contractor? How have the legal principles recently been applied and what notice periods or damages have been awarded?\nWhen will off-duty conduct warrant termination?\nWhat do courts consider when it comes to an employee’s duty to mitigate damages?\nWhat is “quiet firing”? Can employers be held liable for “quiet firing”?\nDoes recent case law suggest a trend towards granting awards of punitive or aggravated damages where employers do not act in good faith\, or where employers fail to meet statutory obligations during termination?\nWhat policies\, procedures\, or practices can employers adopt to ensure they are meeting the duty of good faith and fair dealing when it comes to terminations?\nFrom the perspective of management\, unions\, and employees\, what are the pros and cons of continuing work-from-home arrangements?\nWhen can innocent absenteeism rise to the level of just cause for dismissal?\nWhen will an employee’s disability rise to the level of undue hardship? What guidance does recent case law offer on the interpretation and application of this test?\n\n\nModerator \n\n\n \nNick E. Milanovic\nArbitrator and Mediator\nProfessor Carleton University \n\n\n\nSpeakers \n\n\n \nSotonye Godwin-Hart\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nElisa Scali\nEmployer Counsel\nGowling WLG \n\n\n\nAccreditation \nCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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 New Brunswick may consider this program 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 consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/lancasters-employment-essentials-non-disciplinary-discharge-and-terminations/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/lancasters-employment-essentials-non-disciplinary-discharge-and-terminations.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260319T123000
DTEND;TZID=UTC:20260319T140000
DTSTAMP:20260411T194213
CREATED:20250825T180954Z
LAST-MODIFIED:20260326T170305Z
UID:17453-1773923400-1773928800@lancasterhouse.com
SUMMARY:Creating and Enforcing Effective AI Policies: Confidentiality & compliance
DESCRIPTION:Select an option\n                                            \n                    Live Webinar                \n                                            \n                    Live Webinar\, video\, and MP3 Bundle                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n     \n\nJoin leading experts as they explore how employers and unions can design and enforce effective AI policies that safeguard confidentiality\, ensure compliance\, and maintain trust and accountability in an evolving digital landscape. \n\nHow are AI tools (e.g. Chat GPT\, Copilot\, Gemini\, DALL-E) being used by employees and employers?\nDoes existing federal or provincial legislation set any limits on the use of AI in the workplace?\nWhat elements may go into an effective “AI policy” and how does it complement existing confidentiality\, technology\, and social media policies?\nWhat is the current role of AI-driven tools in management decision-making\, and how can AI make or support management decisions?\nWhat PIPEDA and provincial privacy regimes may be affected when employee or client data is processed by AI? What are best practices for the consent and use of sensitive client data?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat progressive discipline policies may apply in AI-related misconduct?\nWill human resources be taken over by ‘algorithmic management\,’ e.g. filtering applications for employment\, assessing employee performance\, making decisions regarding termination of employment?\nHow can workplace parties use AI to render it an asset while avoiding the drawbacks that may render it an adversary?\n\n\nModerator \n\n\n \nKaren Scott\nArbitrator and Mediator \n\n\n  \nSpeakers \n\n\n \nJames Craig\nUnion Counsel\nMorrison Watts LLP \n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n\nAccreditation \nCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \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\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\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 New Brunswick may consider this program 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 consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/creating-and-enforcing-effective-ai-policies-confidentiality-compliance-discipline-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/creating-and-enforcing-effective-ai-policies-confidentiality-compliance-discipline-at-work.jpg
END:VEVENT
END:VCALENDAR