BEGIN:VCALENDAR VERSION:2.0 PRODID:-//Lancaster House - ECPv6.15.4//NONSGML v1.0//EN CALSCALE:GREGORIAN METHOD:PUBLISH X-WR-CALNAME:Lancaster House X-ORIGINAL-URL:https://lancasterhouse.com X-WR-CALDESC:Events for Lancaster House REFRESH-INTERVAL;VALUE=DURATION:PT1H X-Robots-Tag:noindex X-PUBLISHED-TTL:PT1H BEGIN:VTIMEZONE TZID:America/New_York BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20250309T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20251102T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20260308T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20261101T060000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:UTC BEGIN:STANDARD TZOFFSETFROM:+0000 TZOFFSETTO:+0000 TZNAME:UTC DTSTART:20250101T000000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Toronto BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20260308T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20261101T060000 END:STANDARD END:VTIMEZONE BEGIN:VEVENT DTSTART;TZID=America/New_York:20250909T123000 DTEND;TZID=America/New_York:20250909T140000 DTSTAMP:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164033 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:20260403T164034 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 BEGIN:VEVENT DTSTART;TZID=UTC:20260409T123000 DTEND;TZID=UTC:20260409T140000 DTSTAMP:20260403T164034 CREATED:20250825T182600Z LAST-MODIFIED:20260218T195918Z UID:17457-1775737800-1775743200@lancasterhouse.com SUMMARY:Responding to Sexual Harassment and Sexual Violence at Work: Union and employer duties 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 \nSexual harassment and sexual violence allegations raise complex legal\, human rights\, and workplace challenges for both employers and unions. This webinar provides a practical examination of the duties that arise when concerns are raised\, from receiving a complaint through investigation\, resolution\, and workplace restoration. Specifically\, the panel will address: \n\nWhat duties do employers have when sexual harassment or sexual violence is alleged?\nWhat is the role of a union in a sexual harassment investigation? What should unions do when both the complainant and the respondent are bargaining unit members?\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nIs a formal investigation always required when an employee raises sexual harassment concerns? What guidance do courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhat must be done to ensure that workplace violence and harassment policies are effectively drafted\, implemented\, reviewed\, and improved?\nHow can employers and union representatives ensure that they are responding to a sexual harassment complaint in a ‘trauma informed’ way and process?\nWhat are the most common mistakes made when responding to sexual harassment complaints\, and how can these missteps be prevented or corrected those missteps?\nHow do such matters as seniority\, job security\, or immigration status\, affect reporting and outcomes\, and what concrete steps can workplaces take to address these realities?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following allegations and investigations?\n\nLooking ahead\, what legal\, cultural\, or workplace trends will shape how sexual harassment and sexual violence are addressed in Canadian workplaces? \n\nModerator\n\n \nEdith Bramwell\nChairperson\nFederal Public Sector Labour Relations and Employment Board \n\n\nSpeakers\n\n \nChristine Johnson\nUnion Counsel\nChamp and Associates \n\n\n \nKatie Roebothan\nLabour and Employment Lawyer\nNova Scotia Department of Justice \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/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260430T123000 DTEND;TZID=UTC:20260430T140000 DTSTAMP:20260403T164034 CREATED:20250825T183317Z LAST-MODIFIED:20260326T182402Z UID:17461-1777552200-1777557600@lancasterhouse.com SUMMARY:Bargaining Emerging Issues: AI\, remote work\, new leaves\, and the changing workplace 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 \nAdvances in technology and evolving workplace operations will require the modernization of collective agreements. This webinar will prepare attendees to address emerging issues in the workplace\, such as artificial intelligence (“AI”) and remote work\, during bargaining. Specifically\, the panel will answer the following questions: \n\nWhat aspects of the use of AI\, such as algorithmic management\, should be addressed through bargaining and collective agreement language? Do standard “technological change” provisions effectively address concerns about the impact of AI on the workforce?\nHow can parties\, through bargaining\, tackle the privacy issues arising from the use of emerging technologies (e.g. GPS tracking\, video surveillance\, biometric scanning) in the workplace? What lessons can be learned from recent decisions regarding the monitoring and surveillance of employees?\nWhen will an employer’s return-to-office mandate or limitations on remote work violate a collective agreement? What features of remote or hybrid work arrangements have been specifically addressed in collective agreement provisions? What options\, other than remote or hybrid work\, should employers and unions consider during bargaining to address presenteeism and/or absenteeism?\nHow are employers and unions responding to hiring freezes\, layoffs\, or labour shortages? What steps can the parties take during bargaining to ensure that staffing and workloads are appropriate and the workplace is physically and psychologically safe?\nWhat are some examples of emerging leaves-benefits provisions? How should parties approach the bargaining of leaves and benefits?\n\nWhat steps are employers and unions taking to draft or review bargaining proposals and collective agreement language relating to equity\, diversity\, and inclusion (“EDI”)? \n\nModerator\n\n \nNajeeb Hassan\nMediator and Arbitrator\nNHLC Consulting Ltd \n\n\nSpeakers\n\n \nErin Delaney\nSolicitor\nGovernment of Newfoundland & Labrador \n\n\n \nEmily Home\nUnion Counsel\nUrsel Phillips Fellows Hopkinson 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/bargaining-emerging-issues-ai-remote-work-new-leaves-and-the-changing-workplace/ 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.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260514T123000 DTEND;TZID=UTC:20260514T140000 DTSTAMP:20260403T164034 CREATED:20250825T184008Z LAST-MODIFIED:20260218T195958Z UID:17465-1778761800-1778767200@lancasterhouse.com SUMMARY:Winning Pre-Hearing Strategies: Navigating delays\, settlements\, and disclosure requirements 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 \nIn this webinar\, attendees will examine guiding legal principles and best practices during the pre-hearing stage. Specifically\, speakers will address the following questions: \n\nHow should parties assess the merits of a case and determine whether arbitration is appropriate or a settlement is feasible? When will mediation be indicated?\nWhat procedural and fundamental objections are commonly raised at arbitration (g. failing to follow the grievance procedure\, disclosure of documents\, arbitrator bias\, etc.)? When early should these objections be raised?\nWhat types of documents are protected by solicitor-client privilege\, labour relations privilege\, or privacy laws?\nWhat mistakes should be avoided when drafting particulars? What information is the other side entitled to?\nWhat factors should parties take into account when choosing between virtual and in-person hearing formats if a choice is available?\nHow early should parties begin preparing for hearings? When will using generative artificial intelligence (“AI”) be of assistance during the pre-hearing stage?\nWhat are frequent reasons for delays during the pre-hearing stage and how can parties avoid them? What types of behaviour leading to delay would be considered an abuse of process? What remedies are possible?\n\nModerator\n\n \nKaren Scott\nArbitrator/Mediator \n\n\nSpeakers\n\n \nRiley Kearns\nUnion Counsel\nTeamsters Local 31 \n\n\n \nAlex Ognibene\nOgnibene Law\nEmployer Counsel \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/winning-pre-hearing-strategies-navigating-delays-settlements-and-disclosure-requirements/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/winning-pre-hearing-strategies-navigating-delays-settlements-and-disclosure-requirements.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Toronto:20260521T123000 DTEND;TZID=America/Toronto:20260521T133000 DTSTAMP:20260403T164034 CREATED:20260109T204145Z LAST-MODIFIED:20260317T184736Z UID:18701-1779366600-1779370200@lancasterhouse.com SUMMARY:Lancaster Speaker Series: Dr. Tanya De Mello - Unconscious Biases DESCRIPTION:Program \nThis session will explore how inclusion\, belonging\, and equity operate in workplaces through a labour\, employment\, and human rights lens. Drawing on research and practice\, Dr. De Mello will highlight how organizations\, including universities\, often fall short of reflecting the diversity of the communities they serve\, despite widespread use of equity and diversity language. The session will emphasize that a genuine sense of belonging is a key driver of job satisfaction\, employee well-being\, and retention\, and is shaped by everyday decisions about inclusion\, recognition\, and opportunity. Participants are invited to examine how conscious and unconscious biases influence the ways in which they engage and work. Rather than offering prescriptive solutions\, the session intentionally centres introspection and discomfort as necessary components of meaningful change. The discussion connects individual decision making to broader structural patterns\, reinforcing that inclusive workplaces are not created through intention alone but through sustained\, reflective practice and accountability. \n\n \n \n Select an option\n \n Live Webinar \n \n\n \n\n Add to Cart\n \n\n \n \nSpeakers \nDr. Tanya (Toni) De Mello \nVice President\, Equity and Community Inclusion\n\nAccreditation \nCPD\n\n\nThis program has been approved by CPHR Alberta for 1 Continuing Professional Development hours.\n\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 Continuing Professional Development 1 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 this program for 1 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive webinar: $49 \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. URL:https://lancasterhouse.com/event/lancaster-speaker-series-dr-tanya-de-mello-unconscious-biases/ LOCATION:Virtual Event CATEGORIES:Lancaster Speaker Series,Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/lancaster-speaker-series-dr-tanya-de-mello-unconscious-biases.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260528T123000 DTEND;TZID=UTC:20260528T140000 DTSTAMP:20260403T164034 CREATED:20250825T184550Z LAST-MODIFIED:20260218T200111Z UID:17469-1779971400-1779976800@lancasterhouse.com SUMMARY:Remote and Cross-Jurisdictional Work: Drafting compliant and effective employment contracts 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 \nAs the world becomes more interconnected through technology\, understanding the legal implications of remote and cross-border work is essential. During this webinar\, speakers will address the difficulties of drafting employment contracts for remote workers across multiple jurisdictions and equip attendees with the knowledge to create employment contracts that are compliant and effective. Specifically\, speakers will discuss: \n\nHow can one determine which set of legislated employment standards applies to a remote employee? Is the location where an employee works remotely the determining factor? Can a clause designating the location where the remote employee works be included in an employment contract?\nHow can you ensure that remote work contracts comply with employment standards legislation? Should employment contracts be tailored to specific jurisdictions or are general contracts acceptable?\nWhen will “choice of law” or “choice of forum” clauses be found to be enforceable? Not enforceable?\nIs a non-competition clause enforceable in cases involving an employee working remotely? Does the analysis differ for non-solicitation clauses?\nDo employees working remotely have a right to know if and how their employer utilizes monitoring and surveillance technologies to monitor performance? Should the potential monitoring and surveillance of employees be mentioned in an employment contract? How can an employer ensure that its activities are compliant with privacy legislation?\nAre employers required to ensure the health and safety of workers employed remotely? What aspects of health and safety in a remote work environment should be specifically addressed in employment contracts or workplace policies?\nWill an employer mandated ordering an employee’s return to the office be considered constructive dismissal?\n\nModerator\n\n \nRobert Basque\nArbitrator/Mediator\nGirard Bell \n\n\nSpeakers\n\n \nMark Repath\nEmployee Counsel\nIsrael Foulon LLP \n\n\n \nDianne Rideout\nEmployer Counsel\nNorton Rose Fulbright Canada LLP \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\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/remote-and-cross-jurisdictional-work-drafting-compliant-and-effective-employment-contracts/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/remote-and-cross-jurisdictional-work-drafting-compliant-and-effective-employment-contracts-2.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260611T123000 DTEND;TZID=UTC:20260611T140000 DTSTAMP:20260403T164034 CREATED:20250825T184924Z LAST-MODIFIED:20260317T190829Z UID:17473-1781181000-1781186400@lancasterhouse.com SUMMARY:AI at Work: Human rights\, privacy\, and equity considerations for employers and unions 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 \nPanelists will explore the potential benefits and pitfalls of the use of artificial intelligence (“AI”) in the workplace from a human rights perspective\, providing expert guidance on using AI in ways that promote equity and preserve privacy. Panelists will address questions such as: \n\nWhat federal and provincial laws currently regulate the use of AI? What other human rights and privacy laws or legal principles govern or restrict the use of AI at work?\nWhat key human rights and privacy concerns are raised by the use of AI by employers? In particular\, what concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nAre employers required to inform unions and employees about whether and how the employer is using AI in managing the workplace? Are employers required to secure employees’ consent before introducing AI technologies which may collect or use their personal information?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow might the introduction of AI into a workplace impact psychological safety and worker well-being? How can employers and unions ensure that the use of AI at work does not negatively impact employees’ mental health? What is “AI psychosis”\, and are employers required to accommodate employees who claim to be experiencing this?\nIf an employer uses an AI system that ultimately discriminates against employees or breaches employee privacy rights\, can the employer be held liable for the system’s flaws? Can the employer be held liable when a flawed AI system is used by a third party engaged by the employer\, such as a benefits administrator?\nHow can employers and unions address the use of AI through collective bargaining and workplace policies to promote equity and protect privacy? What other best practices should the parties implement to safeguard employee rights? What guidance has been released by the government and human rights bodies to this effect?\nFinally\, how can AI be applied in the workplace in a manner that reduces systemic discrimination and improves working conditions?\n\nModerator\n\n \nJennifer Hawkins\nLawyer and Workplace Investigator\nHawkins Lang & Price LLP \n\n\nSpeakers\n\n \nRyan Fritsch\nLegal Counsel\nLaw Commission of Ontario \n\n\n \nAnne K. Gallop\nPartner\nNorton Rose Fulbright Canada LLP \n\n\n \nKieran Meehan\nLegal Counsel\nBC Teachers’ Federation \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/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260716T123000 DTEND;TZID=UTC:20260716T140000 DTSTAMP:20260403T164034 CREATED:20250825T185242Z LAST-MODIFIED:20260317T173914Z UID:17477-1784205000-1784210400@lancasterhouse.com SUMMARY:Lancaster's Workplace Essentials: Off-duty Conduct 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 \nAs social media usage has grown\, the off-duty conduct of employees is more conspicuous than ever. In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will provide attendees with a guideline to key principles pertaining to off-duty conduct and associated discipline. Questions to be discussed include: \n\nWhat is encompassed by off-duty conduct? What factors do decision-makers consider in determining if the off-duty conduct in question is work-related?\nWhat lessons can be learned from recent decisions in which decision-makers have addressed whether an employer was correct to discipline or dismiss an employee due to off-duty conduct?\nIn what circumstances have arbitrators found an employer’s decision to discipline or dismiss an employee due to inappropriate social media posts justified? Not justified?\nWhen will employers be required to investigate violence or harassment that occurred off duty? Could employers face liability for failing to investigate in these circumstances?\nHow should employers and unions handle incidents where employees or members have been charged with a criminal offence? Can an employer suspend an employee without pay pending the outcome of the charges?\nWhen can an employer dismiss an employee who has been convicted of a criminal offence? Is a connection between the offence and the employee’s duties required for the dismissal to be justified?\nWhat aspects of off-duty conduct have been specifically addressed in workplace policies or collective agreement provisions?\n\nModerator \n\n \nRobert Basque\nArbitrator/Mediator\nGirard Bell \n\n\nSpeakers\n\n \nSabrina Anis\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJason Edwards\nUnion Counsel\nPink Larkin \n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-off-duty-conduct/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/lancasters-workplace-essentials-off-duty-conduct.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260806T123000 DTEND;TZID=UTC:20260806T140000 DTSTAMP:20260403T164034 CREATED:20250825T185620Z LAST-MODIFIED:20260325T164308Z UID:17481-1786019400-1786024800@lancasterhouse.com SUMMARY:Addressing Gambling\, Technology\, & Pornography Addictions at Work: Legal and Human Rights Obligations 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 \nBehavioural and technology-related addictions\, from online gambling to excessive pornography use\, are pushing the limits of traditional policies and unsettled laws. As caselaw develops\, employers and unions are facing tough questions about evolving human rights obligations and workplace accountability. Panelists will explore: \n\nDo employees with gambling\, technology\, or pornography addictions have legal protection in the workplace? Must the addiction be formally diagnosed?\nHow should employers assess credibility and evidence when addiction by an employee as a defence is raised only after misconduct has occurred?\nWhat steps must employers take if they merely suspect an employee has an addiction?\nWhat are employer accommodation obligations when an addiction is behavioural or technology-related?\nWhich monitoring mechanisms for technology or inappropriate online activity have been found to violate privacy rights?\nWhat disciplinary measures have been applied when addictions lead to misconduct such as time theft\, misuse of employer equipment\, or financial improprieties? Are there differences in how courts and arbitrators treat behavioural versus substance-related addictions in the workplace?\nHow have employers and unions address addiction in workplace policies and collective agreements?\n\n\nModerator \n\n\n \nNick E. Milanovic\nArbitrator/Mediator\nProfessor Carleton University \n\n\n\nSpeakers \n\n\n \nRita De Fazio\nUnion counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/addressing-gambling-technology-pornography-addictions-at-work-legal-and-human-rights-obligations/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/addressing-gambling-technology-pornography-addictions-at-work-legal-and-human-rights-obligations.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260820T123000 DTEND;TZID=UTC:20260820T140000 DTSTAMP:20260403T164034 CREATED:20250825T190008Z LAST-MODIFIED:20260326T190826Z UID:17486-1787229000-1787234400@lancasterhouse.com SUMMARY:Effective and Privacy-Compliant Medical Inquiries: Getting the right info from medical practitioners for accommodation\, leaves\, and return to work 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\nNavigating an employer’s duty to accommodate while respecting employees’ privacy rights presents an ongoing challenge. This webinar will explore how to effectively request medical information and determine when a request for medical information is inappropriate. Specifically\, the panel will address: \n\nWhat are the privacy concerns associated with an employer requesting an employee’s medical information\, especially information related to mental health disabilities? What measures should employers and unions implement to safeguard an employee’s medical information and limit access to authorized individuals?\nDoes the extent of the medical information that an employer is entitled to request vary depending on the underlying purpose of the request (e.g. for accommodation\, leave\, or return to work) or the length of the absence? Do employers ever have a right to obtain an employee’s diagnosis rather than simply restrictions on work?\nWhat are best practices for drafting letters to medical practitioners regarding an employee’s accommodation\, leave\, or return to work? Can employers or unions communicate directly with an employee’s medical practitioner?\nWhen can an employer request an Independent Medical Examination (“IME”)? What is the union’s role in this process?\nHow should employers and unions assess medical information that relies exclusively or primarily on an employee’s subjective self-reporting of symptoms? Does the assessment differ in the context of mental health disabilities where diagnoses are predominantly based on self-reported information?\nHow should employers and unions approach an employee who is reluctant to provide medical information or fails to provide the requested information?\nHow should employers and unions update collective agreements and workplace policies to ensure that they are compliant with recent changes to legislation in various jurisdictions (e.g. restrictions on sick notes for short-term absences\, long-term illness leave)?\n\nModerator \n\nComing Soon. \n\n\nSpeakers \n\n\n \nEvon Gayle\nEmployer Counsel\nMiller Thomson \n\n\n \nDr. Marina Afanasyeva\nOccupational Medicine\, Public Health & Prevention Medicine Specialist \n\n\n \nShelley Solomon\nLabour Relations Professional\nCUPE \n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/effective-and-privacy-compliant-medical-inquiries-getting-the-right-info-from-medical-practitioners-for-accommodation-leaves-and-return-to-work/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260910T123000 DTEND;TZID=UTC:20260910T140000 DTSTAMP:20260403T164034 CREATED:20250825T190233Z LAST-MODIFIED:20260317T175053Z UID:17490-1789043400-1789048800@lancasterhouse.com SUMMARY:Lancaster's Workplace Essentials: Investigations 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\nIn this installment of Lancaster’s Workplace Essentials webinar series\, panelists will examine key principles\, recent caselaw\, and best practices relating to workplace investigations. Specifically\, the panel will discuss: \n\nWhat does a fair and effective workplace investigation process entail? What procedural flaws should be avoided during the investigation process?\nWhat is the union’s role in an investigation? Does a member have a right to union representation during an investigation?\nWhen should an employer hire an external investigator instead of conducting an internal investigation? Does the union have a role in ensuring the impartiality of the investigator?\nCan employers commence investigations without a formal complaint? How should employers and unions approach the investigation of anonymous complaints?\nWhen will an employer be required to investigate the off-duty conduct of employees? What if the off-duty conduct involves violence and harassment?\nWhat information can/should/must be disclosed to a complainant or respondent at the conclusion of an investigation (e.g. findings\, actions taken)? Are unions entitled to a copy of the final investigation report or the investigator’s notes? Are they entitled to a response?\nIn what situations have damages been awarded for an employer’s inadequate investigation or failure to investigate?\n\n\nModerator \n\n\n \nJeff Palamar\nArbitrator and Lawyer\nTaylor McCaffrey \n\n\n\nSpeakers \n\n\n \nDana J. Campbell-Stevens\nPartner and Investigator\nRubin Thomlinson \n\n\n \nBrett Hughes\nAssociate\nDewart Gleason LLP \n\n\n \nMeaghan MacMaster\nEmployer Counsel\nStewart McKelvey \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-investigations/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260924T123000 DTEND;TZID=UTC:20260924T140000 DTSTAMP:20260403T164034 CREATED:20250825T190531Z LAST-MODIFIED:20260317T175321Z UID:17497-1790253000-1790258400@lancasterhouse.com SUMMARY:Discrimination and Harassment at Work: Discipline\, ADR\, and Practical Remedies 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\nComing Soon. \nModerator \n\n\n \nGeorge Filliter\nArbitrator and Mediator\nFilliter Arbitration and Mediation Services Inc. \n\n\nSpeakers \n\n\n \nAshton Butler\nEmployer Counsel\nMLT Aikins \n\n\n \nChris Pelkey\nUnion counsel\nMcInnes Cooper \n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/discrimination-and-harassment-at-work-discipline-adr-and-practical-remedies/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20261015T123000 DTEND;TZID=UTC:20261015T140000 DTSTAMP:20260403T164034 CREATED:20250825T191313Z LAST-MODIFIED:20250825T191313Z UID:17498-1792067400-1792072800@lancasterhouse.com SUMMARY:Inclusive Workplace Agreements: Using language that reflects equity and belonging 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\nComing Soon. \nModerator \n\nComing Soon. \n\n\nSpeakers \n\n\nComing Soon. \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/inclusive-workplace-agreements-using-language-that-reflects-equity-and-belonging/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20261019T123000 DTEND;TZID=America/New_York:20261019T133000 DTSTAMP:20260403T164034 CREATED:20250225T173727Z LAST-MODIFIED:20260226T170745Z UID:16096-1792413000-1792416600@lancasterhouse.com SUMMARY:Menopause in the Workplace: Supporting employees through a natural life transition DESCRIPTION:Program \nThis Lancaster Speaker Series explores the experience of perimenopause and menopause and their impact on workplace. The session will discuss why this matters to employers and unions\, and outline practical\, concrete steps organizations can take to better support affected employees and foster a more inclusive work environment. \n\n \n \n Select an option\n \n Video and MP3 \n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nSpeakers \nDr. Karen Desrosiers \nObstetrician and gynecologist\nBoard Member\nCanadian Menopause Society\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 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hours.\n\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 \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 this program for 1 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1 Substantive hours; 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\nAdditional InformationRegistration Fee – Single Attendee\nLive webinar\, video\, and MP3 Bundle: $179\nLive webinar: $49\nVideo and MP3: $149 \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/menopause-in-the-workplace-supporting-employees-through-a-natural-life-transition/ LOCATION:Virtual Event CATEGORIES:Lancaster Speaker Series,Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/02/menopause-in-the-workplace-supporting-employees-through-a-natural-life-transition-3.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20261027T123000 DTEND;TZID=UTC:20261027T140000 DTSTAMP:20260403T164034 CREATED:20250825T192722Z LAST-MODIFIED:20250825T192722Z UID:17502-1793104200-1793109600@lancasterhouse.com SUMMARY:Mental Health & Investigations: Best practices for effective\, fair and trauma-informed processes 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\nComing Soon. \nModerator \n\nComing Soon. \n\n\nSpeakers \n\n\nComing Soon. \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/mental-health-investigations-best-practices-for-effective-fair-and-trauma-informed-processes/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20261112T123000 DTEND;TZID=UTC:20261112T140000 DTSTAMP:20260403T164034 CREATED:20250825T193337Z LAST-MODIFIED:20251030T180544Z UID:17506-1794486600-1794492000@lancasterhouse.com SUMMARY:Family Status Accommodation in BC: Exploring caselaw\, challenges\, and emerging trends through practical scenarios 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\n\nComing Soon. \nModerator \n\nComing Soon. \n\n\nSpeakers \n\n\nComing Soon. \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/family-status-accommodation-in-bc-exploring-caselaw-challenges-and-emerging-trends-through-practical-scenarios/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20261126T123000 DTEND;TZID=UTC:20261126T140000 DTSTAMP:20260403T164034 CREATED:20250825T193655Z LAST-MODIFIED:20251030T180557Z UID:17510-1795696200-1795701600@lancasterhouse.com SUMMARY:Family Status Accommodation in Ontario: Exploring caselaw\, challenges\, and emerging trends through practical scenarios 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\nComing Soon. \nModerator \n\nComing Soon. \n\n\nSpeakers \n\n\nComing Soon. \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/family-status-accommodation-in-ontario-exploring-caselaw-challenges-and-emerging-trends-through-practical-scenarios/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20261210T123000 DTEND;TZID=UTC:20261210T140000 DTSTAMP:20260403T164034 CREATED:20250825T193944Z LAST-MODIFIED:20250825T193944Z UID:17514-1796905800-1796911200@lancasterhouse.com SUMMARY:2026 Annual Employment Law and Wrongful Dismissal Update: The latest cases and legislative developments 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\nComing Soon. \nModerator \n\nComing Soon. \n\n\nSpeakers \n\n\nComing Soon. \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/2026-annual-employment-law-and-wrongful-dismissal-update-the-latest-cases-and-legislative-developments/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT END:VCALENDAR