BEGIN:VCALENDAR
VERSION:2.0
PRODID:-//Lancaster House - ECPv6.15.4//NONSGML v1.0//EN
CALSCALE:GREGORIAN
METHOD:PUBLISH
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:UTC
BEGIN:STANDARD
TZOFFSETFROM:+0000
TZOFFSETTO:+0000
TZNAME:UTC
DTSTART:20230101T000000
END:STANDARD
END:VTIMEZONE
BEGIN:VTIMEZONE
TZID:America/Halifax
BEGIN:DAYLIGHT
TZOFFSETFROM:-0400
TZOFFSETTO:-0300
TZNAME:ADT
DTSTART:20230312T060000
END:DAYLIGHT
BEGIN:STANDARD
TZOFFSETFROM:-0300
TZOFFSETTO:-0400
TZNAME:AST
DTSTART:20231105T050000
END:STANDARD
END:VTIMEZONE
BEGIN:VTIMEZONE
TZID:America/Toronto
BEGIN:DAYLIGHT
TZOFFSETFROM:-0500
TZOFFSETTO:-0400
TZNAME:EDT
DTSTART:20240310T070000
END:DAYLIGHT
BEGIN:STANDARD
TZOFFSETFROM:-0400
TZOFFSETTO:-0500
TZNAME:EST
DTSTART:20241103T060000
END:STANDARD
END:VTIMEZONE
BEGIN:VEVENT
DTSTART;TZID=UTC:20230926T123000
DTEND;TZID=UTC:20230926T140000
DTSTAMP:20260504T030952
CREATED:20230518T200543Z
LAST-MODIFIED:20230919T201101Z
UID:8253-1695731400-1695736800@lancasterhouse.com
SUMMARY:Hot Topics in University and College Labour Law: Academic freedom\, privacy\, discipline\, harassment\, contract terms and Charter challenges
DESCRIPTION:Moderator\n\n \nKen Stuebing\nUnion Counsel\nCaley Wray \n\n\n \nShana French\nEmployer Counsel\nSherrard Kuzz \n\n\nSpeakers\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nCarolyn Janusz\nUnion Counsel\nVictory Square \n\n\nIn this webinar\, seasoned experts will address the latest developments in university and college labour law. Panelists will examine key recent cases and legislative updates\, and address topics including: \n\nHow have courts and arbitrators balanced issues of free speech and academic freedom against the need for colleges and universities to ensure integrity in academia and protect their reputations and student wellbeing?\nTo what degree do professors and instructors have a reasonable expectation of privacy in the contents of their work-related devices?\nWhat aspects of COVID-19 policies have been found to render the policies reasonable or unreasonable in the college and/or university context? How have arbitrators approached the exercise of management rights by academic employers during the pandemic? What lessons may be learned for future viral threats or similarly disruptive events?\nWhat trends in discipline and damages are discernible in cases of discrimination and harassment perpetrated by employees of colleges and universities? To what degree have changing societal norms and the academic context impacted outcomes in these decisions?\nWhat guiding principles have arbitrators drawn upon in interpreting collective agreement terms in the post-secondary context? How has a “plain language” approach guided the analysis? To what degree will “extrinsic” evidence be considered?\nWhat do recent decisions from Manitoba\, Nova Scotia\, and Ontario suggest regarding the government’s ability to intervene in collective bargaining in the educational sector?\nWith several provinces enacting legislation restricting the use of non-disclosure agreements (including legislation in Ontario targeting post-secondary institutions)\, should colleges and universities consider ceasing use of non-disclosure agreements?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/hot-topics-in-university-and-college-labour-law-academic-freedom-privacy-discipline-harassment-contract-terms-and-charter-challenges/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/college-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230928T123000
DTEND;TZID=UTC:20230928T140000
DTSTAMP:20260504T030952
CREATED:20230727T195858Z
LAST-MODIFIED:20230928T152924Z
UID:9295-1695904200-1695909600@lancasterhouse.com
SUMMARY:Truth and Reconciliation at Work: Affirming Indigenous identity and promoting cultural safety in the workplace
DESCRIPTION:Moderator\n\nKaren Snowshoe\nArbitratorSnowshoe Law \n\n\nSpeakers\n\nDorothy Christian\nAssociate Director\, Indigenous Policy & Pedagogy \nSimon Fraser University \n\n\nVeronica Rossos\nEmployer Counsel\nMiller Thompson \n\n\nShelley Saje Ricci\nIndigenous Educator\nConsultant\nSocial Activist\nBA (Sociology)\nMBA Candidate 2024 \n\n\nDeveloping a safe and healthy workplace for all includes taking active steps towards reconciliation. During this webinar\, leading experts will discuss issues at the core of reconciliation in the workplace. Questions to be discussed include: \n\nHow can workplaces best approach the confirmation of an employee’s Indigeneity to ensure equity-related benefits\, programs\, and provisions to which Indigenous employees have access are not misused by non-Indigenous employees\, especially when there is no official verification such as a status card?\nHow can bereavement leave better encompass notions of family as understood in Indigenous family structures? What language can be incorporated into collective agreements to provide for leaves that reflect Indigenous cultures?\nWhy is the duty to inquire of particular importance when it comes to responding to workplace incidents or concerns that relate to Indigenous employees? How can workplaces incorporate Indigenous practices and teachings in responding to workplace incidents\, and what value does this bring?\nHow can employers incorporate Indigenous cultural training into their health and safety programs? What is the importance of learning about Indigenous worldview practices and governing systems? Why is this training essential for the psychological wellbeing of Indigenous peoples?\nWhat are examples of language used in collective agreements and employer policies that alienate Indigenous employees? How can employers and unions ensure they are not utilizing such language?\nIn what instances should provision be made for an Indigenous support person be included in meetings with an Indigenous employee? What is the value of having an Indigenous support person?\nHow can workplaces develop Indigenized hiring and retention practices?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationNOTICE: This webinar is LIVE only – no recordings will be available to download following the session. \nREGISTRATION FEE\nLive webinar – $100\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/truth-and-reconciliation-at-work-affirming-indigenous-identity-and-promoting-cultural-safety-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/truth-and-reconciliation-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231012T123000
DTEND;TZID=UTC:20231012T140000
DTSTAMP:20260504T030952
CREATED:20230727T201610Z
LAST-MODIFIED:20231006T153346Z
UID:9301-1697113800-1697119200@lancasterhouse.com
SUMMARY:Protecting Mental Health in Remote and Hybrid Workplaces: New challenges\, innovative approaches
DESCRIPTION:Moderator\n\n \nCathy Knapp\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMeghan Burton\nOrganization Development Advisor\nMental Health Commission of Canada \n\n\n \nJack Brathwaite\nEmployer Counsel\nWeaver Simmons \n\n\n \nSandy Donaldson\nLegal Counsel\nOntario Nurses’ Association \n\n\nEmployers and unions continue to grapple with the question of the best means of addressing and preventing mental health harms in remote and hybrid workplaces. In this webinar\, leading experts will discuss proactive tools and practices to promote psychological wellbeing. The following questions will be discussed: \n\nFollowing Canada’s ratification of International Labour Organization Convention 190\, how can employers and unions implement the convention’s framework\, particularly when it comes to protecting remote and hybrid employees?\nHow can employers\, employees\, and unions work together to develop practices to proactively address the relationship between remote work and psychological issues such as depression\, anxiety\, and loneliness?\nHas remote work blurred the line between overtime and overwork? How can employers\, employees\, and unions actively reduce the mental health risks associated with overwork?\nHow do remote or hybrid work arrangements impact an employer’s ability to identify whether an employee may have a mental health disability? How do these arrangements impact an employer’s duty to inquire? What steps can an employer take to address these questions when they arise in practice?\nIn the accommodation process\, how are the legal obligations of employers\, employees\, and unions impacted by remote or hybrid workplace arrangements? What measures or practices can an organization implement to ensure successful accommodation and implementation in these circumstances? What role does the union have in this process?\nHow has the role of unions in promoting psychological wellbeing in the workplace evolved in recent years? What preventative tools and practices can unions utilize to protect members from psychological harms in the workplace\, including those caused by bullying and harassment?\n\nA portion of proceeds from this webinar will be donated to Canadian Mental Health Association. \nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/protecting-mental-health-in-remote-and-hybrid-workplaces-new-challenges-innovative-approaches/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/mental-health-remote-hybrid-workplaces-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20231019T123000
DTEND;TZID=America/Halifax:20231019T140000
DTSTAMP:20260504T030952
CREATED:20230801T171011Z
LAST-MODIFIED:20230929T153439Z
UID:9336-1697718600-1697724000@lancasterhouse.com
SUMMARY:Balancing Employee Privacy and Employer Access to Personal Information: Who gets to know what and when?
DESCRIPTION:Moderator\n\n \nDevyn Cousineau\nVice-Chair\, Case Management and Assignments\nBCHRT \n\n\nSpeakers\n\n \nSharan Basran\nSenior Executive of Legal and Counsel\nOntario Nurses Association\n \n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper\n \n\n\nFocus on Ontario\nand the Maritimes How can employers and unions best maintain employee privacy while ensuring employer access to relevant information? In this Ontario- and Atlantic-focused webinar\, experts will review legislation\, caselaw\, and key principles concerning the accessibility and permissible uses of employee personal information. Specifically\, panelists will address the following questions: \n\nWhat laws govern employee privacy and employer access to information in Ontario and in the Atlantic provinces?\nWhat types of employee personal information can employers request access to? Can employers request updates\, and if so\, at what frequency?\nAre there any restrictions on an employer’s right to access\, analyze\, or use information not actively shared by employees\, such as information obtained through surveillance measures?\nAre there any restrictions on an employee’s right to access information in their employer’s possession?\nIn what circumstances have adjudicators held that employee information was accessed\, used\, or shared improperly?\nWhat key issues should employers and unions address in policies or collective agreements regarding privacy and access to information?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/balancing-employee-privacy-and-employer-access-to-personal-information-who-gets-to-know-what-and-when/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/balancing-employee-privacy-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231026T123000
DTEND;TZID=UTC:20231026T140000
DTSTAMP:20260504T030952
CREATED:20230727T205521Z
LAST-MODIFIED:20231019T135421Z
UID:9306-1698323400-1698328800@lancasterhouse.com
SUMMARY:The Latest in Workers’ Compensation: Experts examine recent trends and legal developments
DESCRIPTION:Moderator\n\n \nAmy Bradbury\nEmployer Counsel\nWickwire Holm \n\n\n \nJohn McLuckie\nUnion Counsel\nJewitt McLuckie & Associates LLP \n\n\nSpeakers\n\n \nHossein Moghtaderi\nEmployer Counsel\nFilion Wakely Thorup Angeletti \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\nIn this webinar\, experts will examine key trends and developments in workers’ compensation. Panelists will address topics including: \n\nAre employees injured during a work break or while working at home entitled to workers’ compensation?\nWhen do time limits in legislation or collective agreements bar claims by retired employees of harms caused by mid-career exposure to workplace hazards?\nAre sick leave benefits under collective agreements payable if workers’ compensation is available?\nWhen will post-traumatic stress disorder (PTSD) claims for workers’ compensation arising from workplace harassment succeed? What criteria must be established?\nIn light of the COVID-19 pandemic\, what guidance have workers’ compensation agencies provided on how they will adjudicate claims relating to communicable illnesses?\nHow have workers’ compensation boards resolved issues of jurisdiction in recent cases?\nWhat noteworthy cross-country trends are observable in recent changes to workers’ compensation legislation?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/the-latest-in-workers-compensation-experts-examine-recent-trends-and-legal-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/workers-comp-header-3.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231107T123000
DTEND;TZID=UTC:20231107T140000
DTSTAMP:20260504T030952
CREATED:20230727T210739Z
LAST-MODIFIED:20231027T200234Z
UID:9316-1699360200-1699365600@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Employee absenteeism
DESCRIPTION:Moderator\n\n \nRonni Nordal\nArbitrator\nNordal Law \n\n\nSpeakers\n\n \nMatthew Certosimo\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nJessica Burke\nUnion Counsel\nBlack Gropper \n\n\nEmployee absences can disrupt workflows\, diminish productivity\, and impact team morale. However\, employers must provide accommodations and may have attendance management programs or policies (“AMPs”) where appropriate. In this instalment of Lancaster’s Workplace Essentials webinar series\, experts will examine recent caselaw and key principles relating to employee absenteeism. Specifically\, panelists will address: \n\nWhat are best practices for employers and unions in discussing absenteeism with employees?\nWhat duties do employers have to inquire\, and what duties do employees have to disclose\, whether employee absenteeism is related to a protected ground such as a disability or family status obligation?\nWhat type of medical information can employers request where an employee’s absenteeism is health-related? At what frequency can employers request this information?\nDo employers have a duty to accommodate where the employee identifies the reason for absenteeism as stress or burnout?\nWhat are key considerations when drafting an AMP?\nHow can unions best assist employees subject to monitoring under an AMP?\nWhat is “presenteeism”? How can unions and employers work to set appropriate attendance requirements that discourage presenteeism?\nAt what point can an employer demonstrate that undue hardship has resulted from accommodating an employee who is frequently absent? Are there any restrictions on dismissing employees for innocent absenteeism?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-employee-absenteeism/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/employee-absenteeism.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231121T123000
DTEND;TZID=UTC:20231121T140000
DTSTAMP:20260504T030952
CREATED:20230727T211321Z
LAST-MODIFIED:20231025T183854Z
UID:9319-1700569800-1700575200@lancasterhouse.com
SUMMARY:Focus on the Federal Sector: Reviewing the latest caselaw and legislation
DESCRIPTION:Moderator\n\n \nScott Streiner\nArbitrator/MediatorADR Chambers \n\n\nSpeakers\n \nJudith Parisien\nEmployer Counsel\nFasken \n\n \nAaron Lemkow\nLegal Officer\nPublic Service Alliance of Canada \n\n\nIn this panel\, experts will explore noteworthy caselaw and the impacts of recent legislative updates on federal sector workplaces. Experts will address key recent caselaw on collective bargaining and agreements\, sick leave\, vaccination policies\, privacy and surveillance\, harassment and discrimination\, and terminations and dismissal. Panelists will also discuss amendments made to the Canada Labour Code relating to minimum working ages\, paid sick leave\, termination requirements\, and ensuring workplace access to menstrual products\, as well as significant amendments to privacy and competition legislation. Final selection of topics will take place in the weeks prior to the webinar\, ensuring coverage of the most relevant developments. \nAccreditationCPD\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/focus-on-the-federal-sector-reviewing-the-latest-caselaw-and-legislation/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-interest-arbitration.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231207T123000
DTEND;TZID=UTC:20231207T140000
DTSTAMP:20260504T030952
CREATED:20230727T213356Z
LAST-MODIFIED:20231129T161231Z
UID:9325-1701952200-1701957600@lancasterhouse.com
SUMMARY:Hired\, Fired\, and Everything In-Between: Taking stock of highlights and major trends in employment law
DESCRIPTION:Moderator\n\n \nChantelle MacDonald Newhook\, K.C.\, Q.Arb\nArbitrator\, Mediator\, Independent Investigator\, and Vice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\nSpeakers\n\n \nLori Brienza\nEmployer Counsel\nMathews Dinsdale \n\n\n \nMark Repath\nEmployee Counsel\nIsrael Foulon LLP \n\n\nIn this webinar\, leading experts will discuss and consider the impact of key employment law decisions and legislative updates from across Canada. Topics to be addressed include the latest on wrongful dismissals\, lay-offs\, the enforceability of termination and other contractual clauses\, and key human rights issues such as requiring proof of citizenship or permanent residency as a condition of employment. The panel will also flag significant class actions\, ongoing litigation\, and legislative changes. Final topics will be selected in the weeks prior to the webinar to ensure the latest and most relevant developments are included. \nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan 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 Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/hired-fired-and-everything-in-between-taking-stock-of-highlights-and-major-trends-in-employment-law/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/hired-fired-and-inbetween-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240111T123000
DTEND;TZID=UTC:20240111T140000
DTSTAMP:20260504T030952
CREATED:20231103T140028Z
LAST-MODIFIED:20231220T183423Z
UID:11241-1704976200-1704981600@lancasterhouse.com
SUMMARY:Annual Human Rights Law Update: The Latest Cases and Legislative Developments
DESCRIPTION:Moderator\n\n \nDouglas Sanderson\nArbitrator and Mediator\nDoug Sanderson Dispute Resolution \n\n\nSpeakers\n\n \nJoel Fairbrother\nEmployer Counsel\nBow River Law LLP \n\n\n \nMae J. Nam\nUnion Counsel\nRyder Wright Holmes Bryden Nam LLP \n\n\nIn this webinar\, experts will examine recent noteworthy developments in workplace human rights law. Panelists will address questions including: \n\nWhat is the test for establishing discrimination on the basis of family status? Has recent caselaw resolved provincial differences regarding this test?\nHow have arbitrators and adjudicators approached the issue of religious accommodation in recent cases? What evidence has been required to establish the need for such accommodations?\nWhat lessons can parties draw from recent cases addressing discrimination related to physical or mental health\, specifically in the context of employers requesting independent medical examinations or inquiring about employee health?\nWhen will hiring policies or practices be found to be discriminatory? Is it permissible to inquire about an employee’s health or citizenship?\nWhat noteworthy trends are evident in recent damage awards relating to race-based discrimination and/or poisoned work environments?\nWhat policy changes should workplaces make in light of recent legislative updates addressing disability benefits\, sick leave\, and privacy and surveillance? What are the implications for workplaces of Canada’s ratification of the ILO Violence and Harassment Convention\, 2019 and recent federal legislation dealing with forced labour?\nWhich provinces have proposed or passed pay transparency legislation? What steps should employers and unions take to prepare for or comply with these laws?\n\nFinal selection of cases and topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program 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.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/annual-human-rights-law-update-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/annual-human-rights-law-update.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240125T123000
DTEND;TZID=UTC:20240125T140000
DTSTAMP:20260504T030952
CREATED:20231103T140701Z
LAST-MODIFIED:20231221T150704Z
UID:11245-1706185800-1706191200@lancasterhouse.com
SUMMARY:Annual Labour Law Update: The Latest Cases and Legislative Developments
DESCRIPTION:Moderator\n\n \nElaine Doyle\nArbitrator and Mediator\nArbitration and Mediation Services \n\n\nSpeakers\n\n \nIan Pickard\nEmployer Counsel\nMcInnes Cooper \n\n\n \nAlycia Shaw\nLabour Relations Counsel\nAir Line Pilots Association \n\n\nIn this session\, experts will explore recent noteworthy developments in labour law. Panelists will address questions including: \n\nWhat lessons can be learned from recent cases addressing government involvement in collective bargaining? When will legislation or other government actions which impact collective bargaining be found to be unconstitutional?\nWhen will an employee’s off-duty conduct be grounds for discipline or discharge? Is an employer entitled to discipline or demote an employee for expressing unpopular or controversial views?\nHow have arbitrators approached the use of emerging workplace technologies which may have privacy implications? When will such technologies be considered to impermissibly infringe employee privacy?\nIn what circumstances have employers upheld substance use policies or testing as reasonable? What aspects of these policies or practices are more likely to render them reasonable in the eyes of arbitrators or adjudicators?\nHow have arbitrators approached the interpretation of collective agreement language when determining whether the National Day for Truth and Reconciliation must be treated as a holiday under the parties’ agreement?\nWhat trends are evident in recent damage awards for employees subject to discrimination or harassment? What trends are discernible in recent discipline and discharge cases?\nWhat noteworthy federal and provincial legislation has been introduced regarding privacy and surveillance\, leave and holiday entitlements\, non-disclosure agreements\, pay transparency\, health and safety\, and use of replacement workers? What are the implications for workplaces of Canada’s ratification of the ILO Violence and Harassment Convention\, 2019 and recent federal legislation dealing with forced labour? What steps should employers and unions take to prepare for or ensure continued compliance with these laws?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program 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.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/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/2023/11/annual-labour-law-update-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240215T123000
DTEND;TZID=UTC:20240215T140000
DTSTAMP:20260504T030952
CREATED:20231103T140935Z
LAST-MODIFIED:20240130T160751Z
UID:11247-1708000200-1708005600@lancasterhouse.com
SUMMARY:Asset or Adversary? Examining AI’s impact on work and labour relations
DESCRIPTION:Moderator\n\n \nGeorge Filliter\nArbitrator and Mediator\nFilliter Arbitration and Mediation Services Inc. \n\n\nSpeakers\n\n \nDonald Jordan\nEmployer Counsel\nHarris & Company \n\n\n \nPeter Lewis\nCanada Research Chair\, Trustworthy Artificial Intelligence\nAssociate Professor\, Computer Science\nOntario Tech University \n\n\n \nTrent Snikkers\nBilingual National Representative\nCanadian Union of Public Employees (CUPE) \n\n\nIn this webinar\, a panel of experts will explore the impact of artificial intelligence (AI) on the world of work and the implications for labour relations: \n\nAre concerns about AI’s impact on work overblown? Is this technological advance really different from previous technological revolutions that raised similar concerns about unemployment and the dehumanization of work?\nWhat aspects of work are most likely to be affected by AI? Is replacement of workers the only concern? Is encroachment upon employee privacy also of concern?\nWill human resources be taken over by “algorithmic management\,” e.g. filtering applications for employment\, assessing employee performance\, making decisions regarding termination of employment?\nWill AI take over labour relations tasks such as writing policies\, interpreting contract language\, drafting grievances\, researching law\, formulating arguments based on precedent\, or even deciding the outcome of grievances?\nWhat privacy issues are raised by the introduction of new AI technologies into the workplace? What lessons can be learned from recent arbitration decisions?\nHow should parties address concerns about work intensification related to AI?\nHow can workplace parties use AI to render it an “asset” while avoiding the drawbacks that may render it an “adversary”?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program 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.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/asset-or-adversary-examining-ais-impact-on-work-and-labour-relations/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/asset-or-adversary.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240229T123000
DTEND;TZID=UTC:20240229T140000
DTSTAMP:20260504T030952
CREATED:20231103T141301Z
LAST-MODIFIED:20240227T182630Z
UID:11249-1709209800-1709215200@lancasterhouse.com
SUMMARY:Shaken to the Core: When will a breach of trust justify termination?
DESCRIPTION:Moderator\n\n \nPaul Love\nArbitrator and Mediator \n\n\nSpeakers\n\n \nChristine Poirier\nSenior Advisor to General Counsel and Chief of Labour Relations and Special Projects Officer\nProfessional Institute of the Public Service of Canada (PIPSC) \n\n\n \nTwila Reid\nEmployer Counsel\nStewart McKelvey \n\n\nWhat happens when trust is broken in the workplace? What kind of conduct is considered to rise to the level of breach of trust\, and when will it be cause for dismissal? In this session\, experts will examine breach of trust in the workplace\, addressing: \n\nWhat constitutes a “breach of trust”? What types of conduct will rise to this threshold?\nDo employees have a duty to avoid conflicts of interest? Does this duty differ in the public and private sectors? What types of situations have arbitrators found pose conflicts of interest?\nWhat evidence is required to prove that an employee has engaged in conduct that rose to the level of a breach of trust? What is the requisite standard of proof?\nWhat are the consequences of a breach of trust? When is progressive discipline required\, and when will a breach of trust be so severe that proceeding directly to termination of employment is warranted? Do different positions and/or workplaces attract differing standards of trust?\nWhat factors do arbitrators\, courts\, and adjudicators typically consider when assessing the appropriate disciplinary penalty for a breach of trust? When may damages in lieu of reinstatement be considered?What factors may be taken into consideration when deciding whether an employment relationship is reparable?\nWill an employee’s remorse or willingness to account for their wrongdoing lead to a different disciplinary outcome? What mitigating factors should unions and employee-side representatives point to in order to support a lesser penalty?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program 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.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/shaken-to-the-core-when-will-a-breach-of-trust-justify-termination/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/shaken-to-the-core.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240314T123000
DTEND;TZID=UTC:20240314T140000
DTSTAMP:20260504T030952
CREATED:20231103T141507Z
LAST-MODIFIED:20240710T135002Z
UID:11251-1710419400-1710424800@lancasterhouse.com
SUMMARY:Making a Fair Assessment: Evaluating credibility from an EDI perspective
DESCRIPTION:Moderator\n\n \nKarine Pelletier\nAdjudicator\nManitoba Human Rights Commission \nVice-Chairperson\nManitoba Labour Board \n\n\nSpeakers\n\n \nTonie Beharrell\nLawyer and Workplace Investigator\nSouthern Butler Price LLP \n\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nAmarkai Laryea\nUnion Counsel\nRavenLaw \n\n\n \nDr. Kristine Peace\nProfessor\nMacEwan University \n\n\nIn this webinar\, expert panelists will examine how stereotypes\, bias\, and other equity\, diversity\, and inclusion considerations can influence assessments of credibility during grievance procedures\, in investigations\, and at arbitration. Panelists will highlight strategies for addressing these concerns and examine questions including: \n\nHow can bias and stereotypes impact how witnesses are perceived and their credibility assessed? How can trauma\, cultural factors\, or experiences of discrimination impact the way in which a witness delivers evidence? Do legal professionals have a professional obligation to recognize and address these concerns?\nWhat role can these factors play in shaping perceptions of the merit of complaints made through grievance or other internal procedures? How might this inadvertently “weed out” legitimate complaints? How can lawyers advising on such matters\, as well as workplace parties\, proactively address these factors?\nHow can investigators ensure that bias and stereotypes do not impact their assessment of witness credibility? What are best practices for ensuring investigations are conducted in a fair and unbiased manner?\nHow do these same factors impact the arbitral process and how testimony and evidence presented at arbitration is evaluated? When is it necessary to present expert evidence on bias or stereotypes?\nWhat training should legal professionals and workplace parties undergo to better recognize and address these issues? Who should receive this training?\n\nAccreditationCPD\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program contains 1 hour and 30 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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program 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.
URL:https://lancasterhouse.com/event/making-a-fair-assessment-evaluating-credibility-from-an-edi-perspective/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/making-a-fair-assessment.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240328T123000
DTEND;TZID=UTC:20240328T140000
DTSTAMP:20260504T030952
CREATED:20231103T141705Z
LAST-MODIFIED:20240321T173811Z
UID:11253-1711629000-1711634400@lancasterhouse.com
SUMMARY:Disabilities that Elude Diagnosis: Accommodating employees with undiagnosed or poorly understood conditions
DESCRIPTION:Moderator\n\n \nLynne Poirier\nArbitrator/Mediator\nVice-Chair\, Canada Industrial Relations Board \n\n\nSpeakers\n\n \nSevda Mansour\nLegal Counsel\nOntario Nurses’ Association \n\n\n \nDr. Shawn Marshall\nFull Professor\nDepartment of Medicine\nUniversity of Ottawa \nThe Ottawa Hospital\nRehabilitation Centre \n\n\n \nRebecca Silverberg\nEmployer Counsel\nMcLennan Ross \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, experts will address these challenges\, answering questions including: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? Why does “long COVID” fall within that list?\nIs a definitive diagnosis\, or “objective evidence\,” necessary to establish disability? How should employers and unions respond where there is a lack of available medical practitioners with the requisite knowledge or experience to assess and attest to the condition?\nHow can employers and unions effectively formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test?\nWhen sick leave abuse is a concern\, how can an employer distinguish between employees who have genuine\, difficult-to-diagnose disabilities\, and employees who are feigning illness? May an employer discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability?\nHow do the stereotypes and stigmas associated with these medical conditions contribute to the challenge of providing accommodation?\n\nWhat types of accommodations may be of assistance to an employee suffering from persistent or chronic symptoms that may impact their ability to work? For example: What measures may assist an individual with long COVID? \nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program 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.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/disabilities-that-elude-diagnosis-accommodating-employees-with-undiagnosed-or-poorly-understood-conditions/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/webinar-28-03-2024.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240411T123000
DTEND;TZID=UTC:20240411T140000
DTSTAMP:20260504T030952
CREATED:20240118T161949Z
LAST-MODIFIED:20240408T193511Z
UID:11957-1712838600-1712844000@lancasterhouse.com
SUMMARY:Discrimination and Harassment: Experts examine recent cases\, emerging trends
DESCRIPTION:Moderator\n\n \nScott Sterns\nArbitrator and Mediator \n\n\nSpeakers\n\n \nHeather Ann McConnell\nArbitrator/Mediator \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott \n\n\n \nAndrea Johnson\nUnion Counsel\nGerrand Rath Johnson \n\n\nConduct that may have been tolerated in the past is no longer considered acceptable. Employers are now facing a higher degree of accountability for failing to address misconduct in the workplace\, while employees are also facing harsher consequences for engaging in bullying and harassing behaviour. In this webinar\, leading experts will discuss the impact of key employment and labour decisions involving claims of discrimination and harassment in the workplace. Topics to be addressed include: \n\nWhen do employers have a legal obligation to address bullying and harassment in the workplace?\nWhat proactive steps can employers take to create a safe and respectful work environment?\nWhich forum is more likely to address bullying and harassment and in what circumstances?\nWhen will arbitrators\, tribunals\, or courts find that employers have met their duty to protect the health and safety of their employees? What consequences may employers face if they fail to meet this duty?\nWhen do interpersonal conflicts or management styles rise to the threshold of “bullying and harassment”? Are subjective perceptions and intentions\, personality traits\, and/or workplace culture relevant?\nWhat evidentiary burden does an employee have to meet to make out a claim before an arbitrator\, tribunal\, or court for alleging bullying and harassment in the workplace?\nWhat remedies are available to employees who have experienced discrimination and harassment in the workplace?\nWhat factors do arbitrators\, tribunals\, and/or courts consider when assessing the appropriate penalty for harassing behaviour?\nCan an employer discipline an employee for bullying and harassment that occurred outside the workplace?\nWhat are the implications of recognizing harassment as a tort\, e. a civil cause of action\, as Alberta has done?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/discrimination-and-harassment-experts-examine-recent-cases-emerging-trends/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/discrimination-and-harassment-header-6.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240425T123000
DTEND;TZID=UTC:20240425T140000
DTSTAMP:20260504T030952
CREATED:20240118T164254Z
LAST-MODIFIED:20240320T160652Z
UID:11974-1714048200-1714053600@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Understanding the scope and limits of management rights
DESCRIPTION:Moderator\n\n \nSara Slinn\nArbitrator and Mediator\nSara Slinn Mediation/Arbitration \nAssociate Professor\nOsgoode Hall Law School\nYork University \n\n\nSpeakers\n\n \nAllie Laurent\nEmployer Counsel\nMcLennan Ross \n\n\n \nCaitlin Meggs\nUnion Counsel\nVictory Square Law Office \n\n\nWhenever management makes a workplace decision that is not specifically addressed by the collective agreement\, the question arises whether this action is a valid exercise of management rights. In this installment of Lancaster’s Workplace Essentials webinar series\, expert panelists will examine recent case law and key principles relating to management rights. Topics to be address include: \n\nIn the absence of collective agreement language\, is an employer in a unionized workplace required to exercise its right to manage in a fashion that is reasonable and fair\, and to act honestly and in good faith?\nHow has the duty of good faith and honest performance been applied?\nWhere the collective agreement confers discretion on an employer\, must the employer use this discretion reasonably? What test must employers meet when they introduce a unilateral rule or workplace policy?\nIn what circumstances will an arbitrator find that employers have exercised their discretionary management rights properly? Improperly? What kinds of remedies may an arbitrator order in these circumstances?\nHow have the foregoing principles been applied in recent caselaw dealing with drug and alcohol testing\, attendance management\, and electronic monitoring?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-understanding-the-scope-and-limits-of-management-rights/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/management-rights-header-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240509T123000
DTEND;TZID=UTC:20240509T140000
DTSTAMP:20260504T030952
CREATED:20240118T170015Z
LAST-MODIFIED:20240503T144543Z
UID:11976-1715257800-1715263200@lancasterhouse.com
SUMMARY:Untangling the Web: Sorting out administration and accommodation issues in sick leave\, LTD\, STD and workers’ compensation claims
DESCRIPTION:Moderator\n\n \nMadeleine Loewenberg\nLawyer\, Workplace Investigator\, and Mediator \n\n\nSpeakers\n\n \nDr. Dwayne Van Eerd\nScientist\nInstitute of Work & Health \n\n\n \nBrad N. Cocke\nLawyer\nCooperwilliams Truman & Ito LLP \n\n\n \nNiiti Simmonds\nUnion Counsel\nCavalluzzo \n\n\nIncome protection for employees who are unable to work due to illness or disability is a crucial issue in collective bargaining. Unions seek to safeguard employees’ income security from unexpected interruptions caused by sickness\, while employers are concerned to enhance the efficiency and contain the costs of such income replacement programs. Difficult questions of contract interpretation arise about eligibility and entitlement\, particularly where a third-party insurer or administrative service provider is involved. In this webinar\, a panel of experts will provide guidance on a number of key issues\, taking into consideration recent decisions of arbitrators and the courts. \n\nWhat is the relationship between negotiated entitlements under a collective agreement and statutory entitlements under employment standards legislation\, e.g. paid sick leave or emergency leave days? Can employees’ sick leave entitlements under a collective agreement be offset against comparable entitlements under legislation?\nWhen an employee is on an extended medical leave of absence\, such as workers’ compensation or long-term disability\, is the employer permitted to pro-rate benefits under collective agreements that are based on service\, i.e. vacation or holiday pay? Does the pro-rating of benefits in such circumstances constitute prohibited discrimination?\nIn what circumstances will the employer be obligated to pay negotiated sickness or disability benefits where a third-party insurance company or administrative services provider has denied the claim?\nTo what extent can employees be required to provide personal medical information when applying\, for sick leave\, short-term\, or long-term disability benefits? When is a request for additional\, more detailed information justified? What medical information can properly be required in support of a request for a workplace accommodation?\nWhen will eligibility requirements\, e.g. qualifying days\, for sickness or disability benefits be held to discriminate on the basis of disability or other prohibited grounds?\nCan an employee who is found to be “totally disabled” from performing work in any occupation\, in accordance with an insured plan\, be dismissed for non-culpable absenteeism? When will a subsisting entitlement to benefits preclude dismissal for non-culpable absenteeism?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/untangling-the-web-sorting-out-administration-and-accommodation-issues-in-sick-leave-ltd-std-and-workers-compensation-claims/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/untangling-the-web-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240523T123000
DTEND;TZID=UTC:20240523T140000
DTSTAMP:20260504T030952
CREATED:20240118T170925Z
LAST-MODIFIED:20240522T161250Z
UID:11978-1716467400-1716472800@lancasterhouse.com
SUMMARY:Language Matters: Expert guidance on crafting inclusive collective agreement clauses
DESCRIPTION:Moderator\n\n \nHeather Ann McConnell\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMike Hamata\nEmployer Counsel\nRoper Greyell \n\n\n \nAlison McEwen\nUnion Counsel\nRavenlaw \n\n\n \nParm Sandhar\nBargaining Representative\nHospital Employees’ Union (HEU) \n\n\n \nSundeep Gokhale\nEmployer Counsel\nSherrard Kuzz \n\n\nIn this webinar\, expert panelists will provide practical guidance on drafting and negotiating collective agreement language that promotes workplace diversity\, equity\, and inclusion. Panelists will address questions including: \n\nHow can workplace parties apply anti-racism and intersectional approaches when reviewing collective agreement language and negotiating new clauses?\nWhat changes should workplace parties consider making to commonly-used terminology in their collective agreements to ensure that contract language is inclusive and non-discriminatory?\nShould parties consider updating their collective agreement language in light of federal Employment Equity Act amendments?\nWhat lessons can be learned from recent arbitration decisions in which collective agreement language was found to be discriminatory?\nWhat are some examples of collective agreement clauses that have recently been negotiated to promote equity\, diversity\, and inclusion and remove barriers for employees?\nHow can parties ensure that collective agreement language – aimed at promoting equity\, diversity\, and inclusion – does not conflict with other collective agreement rights (e.g. seniority rights)?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/language-matters-expert-guidance-on-crafting-inclusive-collective-agreement-clauses/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/language-matters-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240604T123000
DTEND;TZID=UTC:20240604T140000
DTSTAMP:20260504T030952
CREATED:20240118T171618Z
LAST-MODIFIED:20240515T163500Z
UID:11980-1717504200-1717509600@lancasterhouse.com
SUMMARY:Charting Vital Signs: Examining current caselaw and legislation in the healthcare sector
DESCRIPTION:Moderator\n\n \nDanna Morrison\nArbitrator/Mediator\nDanna Morrison Mediation & Arbitration Inc. \nVice-Chair\nOntario Labour Relations Board (OLRB) \n\n\nSpeakers\n\n \nSebastien Anderson\nUnion Counsel\nLabour Rights Law \n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nErin Cutler\nSenior Legal Director and General Counsel\nHealth Employers Association of BC (HEABC) \n\n\n \nStephanie Ramsay\nEmployer Counsel\nMatthews Dinsdale \n\n\nIn this webinar\, panelists will examine recent cases and legislative updates impacting employees in the healthcare sector. Topics to be addressed in the session and materials include: \n\nRecent decisions regarding the enforceability of wage restraint legislation;\nNoteworthy interest arbitration decisions addressing factors such as inflation and staffing and recruitment;\nRecently negotiated collective agreements in the healthcare sector and emerging trends in collective agreement clauses;\nTrends in healthcare privatization and recent legislation introduced in several provinces restructuring the organization and delivery of healthcare services;\nRecent Labour Board decisions addressing illegal strike activity\, statutory freeze violations\, and contracting out and the use of agency workers;\nNoteworthy grievance arbitration decisions addressing key workplace issues such as discrimination and discipline; and\nLegislative and other government initiatives aimed at addressing staff shortages\, recruitment and retention\, and burnout in the healthcare sector.\nWhat do arbitrators in the healthcare sector have to say about:\n\nStaffing shortages;\nUse of agency workers;\nRecruitment and retention;\nInflation;\nContracting out;\nMandatory vaccination;\nBurnout;\nAbuse of residence; and\nAssaults on staff.\n\n\n\nFinal selection of topics will take place in the weeks prior to the webinar\, ensuring coverage of the latest and most significant developments. \nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/charting-vital-signs-examining-current-caselaw-and-legislation-in-the-healthcare-sector/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/charting-vital-signs-headerr.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240620T123000
DTEND;TZID=UTC:20240620T140000
DTSTAMP:20260504T030952
CREATED:20240118T172138Z
LAST-MODIFIED:20240711T133547Z
UID:11983-1718886600-1718892000@lancasterhouse.com
SUMMARY:Extraordinary Harms\, Extraordinary Remedies: Learning from exceptional damage awards in human rights and arbitration cases
DESCRIPTION:Moderator\n\n \nJeff Palamar\nArbitrator and Lawyer\nTaylor McCaffrey \n\n\nSpeakers\n\n \nThelma Zindoga\nEmployer Counsel\nBlake\, Cassels & Graydon LLP \n\n\n \nBalraj Dosanjh\nPensions Counsel\nCavalluzzo LLP \n\n\nIn recent years\, we have seen an upward trend in damages awards\, with employers paying a steep price for failing to meet their legal obligations in the workplace. In this webinar\, a panel of experts will examine recent caselaw where exceptional damages have been made\, and will address the following questions: \n\nWhat are the different kinds of damages an employee may seek? General? Moral? Harm to dignity? Aggravated? Punitive?\nDo arbitrators and tribunals have the authority to award the same kinds of damages as the courts?\nIn what circumstances will a decision maker order damages for the failure to investigate? Can a decision-maker order damages for the failure to investigate where it has determined that no human rights violation occurred?\nWhen are employers at risk of aggravated damage awards?\nWhat evidentiary threshold does an employee have to meet to support an award of aggravated damages?\nWhat kind of conduct will justify an award of punitive damages? For example\, when will this kind of award be made in a case involving bullying and harassment or termination? What can employers do to guard against punitive damages?\nWhen will a damages award amount to double recovery?\nWhat considerations will courts take into account in assessing an employee’s duty to mitigate their losses?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/extraordinary-harms-extraordinary-remedies-learning-from-exceptional-damage-awards-in-human-rights-and-arbitration-cases/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/extraordinary-harms-remedies-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240704T123000
DTEND;TZID=UTC:20240704T140000
DTSTAMP:20260504T030952
CREATED:20240322T152851Z
LAST-MODIFIED:20240513T192247Z
UID:12895-1720096200-1720101600@lancasterhouse.com
SUMMARY:Returns that Work: Expert guidance on navigating the return of injured or ill employees to work
DESCRIPTION:Moderator\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\nSpeakers\n\n \nJ.D. Gilmour\nManager of Employee Abilities and Return to Work for Health PEI \n\n\n \nDana F. Hooker\nEmployer counsel\nDLA Piper \n\n\n \nBrendan McCutchen\nUnion Counsel\nWright Henry LLP \n\n\nIn this session\, expert panelists will provide guidance on ways that employers\, unions and employees can collaborate to ensure a successful and enduring return to work and address accommodation considerations\, workplace disability management systems\, and the legal landscape. \nSpecifically\, panelists will address: \n\nWhat benefits will employers\, unions\, and employees experience from implementing a successful disability management program and return-to-work process?\nWhat are the employer’s human rights obligations in returning a disabled employee to work? Does the employee have to return to the pre-leave position? What amounts to “undue hardship” for the employer in accommodating the returning employee?\nWhat role do the union and employee play in the return-to-work and accommodation process? How can these parties facilitate a successful and lasting return to work?\nWhat medical information\, if any\, is the employer entitled to when assessing an employee’s return to work and accommodations needs? How do functional abilities forms differ? When are independent medical examinations justified? Can the employment relationship be legally frustrated as a result of an employee’s refusal to provide medical information?\nWhat are other legal considerations in returning an employee to work? How does occupational health and safety factor in? What additional considerations apply to returning employees to work whose condition was a result of a workplace injury or illness? What privacy laws apply?\nHow can workplace parties ensure strong organizational support for employees returning to work after a leave of absence? How can employee benefits be structured to promote return to work? What measures can be taken to increase the chances of an enduring return to work?\n\nAccreditationCPD\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/returns-that-work-expert-guidance-on-navigating-the-return-of-injured-or-ill-employees-to-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/returns-that-work.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240718T123000
DTEND;TZID=UTC:20240718T140000
DTSTAMP:20260504T030952
CREATED:20240322T153240Z
LAST-MODIFIED:20240708T185541Z
UID:12904-1721305800-1721311200@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: A primer on remedies for breach of the collective agreement
DESCRIPTION:Moderator\n\n \nMaheen Merchant\n\n\nSpeakers\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nHeather L. Robertson\nUnion Counsel\nGerrand Rath Johnson \n\n\nIn this installment of Lancaster’s Workplace Essentials webinar series\, expert panelists will provide attendees with a comprehensive introduction to the types of remedies parties can seek for breach of the collective agreement and the appropriate circumstances under which to seek such remedies. \nThe webinar will address such questions as: \n\nWhat is the difference between a “declaration” and a “quia timet” or compliance order?\nHow will an arbitrator quantify damages for losses suffered due to breach of the collective agreement? What is the “make-whole” principle?\nWhen can an employer award pay damages in lieu of reinstatement?\nWhat are “non-monetary losses”? When will an arbitrator award damages for such losses?\nWhere a breach of the collective agreement may also amount to a tort or a breach of employment-related legislation\, do arbitrators have jurisdiction to address these additional causes of action?\nWhat are “general”\, “aggravated”\, and “punitive” damages? What are “damages for mental distress”? Are these types of damages available for breach of the collective agreement and\, if so\, in what circumstances will they be awarded?\nWhen may damages “to the union at large” be awarded?\nWhat is the “duty to mitigate” and when does it apply? When does it not apply? How might a party’s failure to mitigate impact the award of damages?\nWhat test will an arbitrator apply when determining if and when to award interim relief\, i.e. relief that is granted prior to a hearing on the merits?\nCan arbitrators award additional items such as interest\, compensation for tax consequences\, or costs? If so\, when?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-a-primer-on-remedies-for-breach-of-the-collective-agreement/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/workplace-essentials-breach-agreement.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240801T123000
DTEND;TZID=UTC:20240801T140000
DTSTAMP:20260504T030952
CREATED:20240322T153321Z
LAST-MODIFIED:20240513T191124Z
UID:12903-1722515400-1722520800@lancasterhouse.com
SUMMARY:Adapting to an Older Workforce: Accommodation\, benefits\, retirement options
DESCRIPTION:Moderator\n\n \nColin Johnston\nMediator Arbitrator\nColin Johnston Mediation Arbitration Services Inc. \n\n\nSpeakers\n\n \nRandy Slepchik\nUnion Counsel\nJewitt McLuckie & Associates LLP \n\n\n \nCristina Wendel\nEmplyer Counsel\nDentons \n\n\nHow can workplaces effectively cultivate an environment that is inclusive and equitable for employees of all ages? This webinar will examine questions surrounding mature employees in the workplace\, covering topics such as accommodation and discrimination\, the duty to inquire\, retirement\, and benefit plans. \nIn particular\, speakers will address: \n\nWhen and how should employers approach employees whose performance may be impacted by age-related disabilities\, such as early-stage dementia\, hearing loss\, or mobility issues? Are employers required to modify duties or reduce work performance standards in these cases?\nWhat types of alternative work arrangements can be offered to employees nearing retirement?\nIs it discriminatory to:\n\nDeny promotions to older workers based on the assumption that they may retire soon;\nProvide flexible work arrangements to older workers without offering the same options to younger workers;\nSuggest retirement to employees;\nTerminate employee benefits at age sixty-five;\nSpecify a retirement age in collective agreements; or\nImplement age-based reductions in benefits associated with retirement?\n\n\nMust retiree resource pools be negotiated in a collective agreement in order to be offered to retiring employees?\nWhat kinds of programs best facilitate mentorship and knowledge transfer?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/adapting-to-an-older-workforce-accommodation-benefits-retirement-options/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/adapting-to-older-workforce-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20240807T123000
DTEND;TZID=America/Toronto:20240807T133000
DTSTAMP:20260504T030952
CREATED:20240619T152747Z
LAST-MODIFIED:20240807T145035Z
UID:13618-1723033800-1723037400@lancasterhouse.com
SUMMARY:Lancaster Speaker Series: Dr. Dayna Lee-Baggley – The Burnout Burger: The role of psychological safety in preventing burnout in the workplace
DESCRIPTION:Speakers\n\n \nDr. Dayna Lee-Baggley\n\n\nRates of burnout have never been higher. However\, the conventional focus on self-care falls short. In this innovative presentation\, Dr. Dayna will present a more comprehensive strategy to address burnout known as “the Burnout Burger”. The Burnout Burger highlights that burnout is not just the responsibility of the individual. Instead\, the individual is squeezed between organizational and cultural factors that also influence burnout. Dr. Dayna will present the science of burnout and actionable strategies to address the Burnout Burger\, including the role of psychological safety in targeting burnout. Attendees will gain insight into cutting-edge\, evidence-based tips and techniques\, empowering individuals\, leaders\, and workplaces to effectively address burnout and foster the well-being of both employees and organizations. \nAccreditationCPD\n\n\nThis program has been approved for 1 Continuing Professional Development (CPD) hour under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR Alberta for 1 Continuing Professional Development hour.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hour.\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 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.\nMembers of the Law Society of New Brunswick may consider this program for 1 Continuing Professional Development hours.\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/the-burnout-burger-the-role-of-psychological-safety-in-preventing-burnout-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Lancaster Speaker Series,Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/burnout-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240815T123000
DTEND;TZID=UTC:20240815T140000
DTSTAMP:20260504T030953
CREATED:20240322T153401Z
LAST-MODIFIED:20240923T144013Z
UID:12902-1723725000-1723730400@lancasterhouse.com
SUMMARY:Recovering the Balance: Practical guidance on flexible work\, the right to disconnect\, and avoiding burnout
DESCRIPTION:Moderator\n\n \nMireille Giroux\nVice-Chair\nOntario Labour Relations Board (OLRB) \n\n\nSpeakers\n\n \nMeghan Burton\nOrganization Development Advisor\nMental Health Commission of Canada \n\n\n \nTahir Khorasanee\nEmployer counsel\nSteinbergs LLP \n\n\n \nSogol Naserian\nUnion Counsel\nShields Hunt Duff Stratchan \n\n\nIn this webinar\, expert panelists will provide practical guidance on how employers and unions can identify and prevent burnout and related mental health harms through proactive changes to working arrangements and workplace culture. \nSpeakers will address questions such as: \n\nWhat is “burnout”? How does it differ from stress or anxiety? What does evidence suggest causes burnout? What signs may indicate that an employee is experiencing burnout or harmful levels of stress?\nWhat are employers’ legal responsibilities when it comes to burnout and workplace stress? How should employers and unions respond when employees suggest or exhibit signs that they are overly stressed or burnt out?\nHow can employers and unions identify organizational factors that contribute to or cause burnout and undue stress? What tools\, guidelines\, or other resources may be of assistance in identifying organizational risk factors?\nWhat does initial evidence suggest about the impact of remote work on employee mental health? How can employers develop remote work policies that maximize mental health benefits and minimize potential harms?\nDo employees have a “right to disconnect” from work outside of business hours? Is such a right practicable for employees who do not work traditional “9 to 5” hours? In jurisdictions where such a right has been implemented through legislation\, has it proven to be effective?\nWhat types of flexible work arrangements can workplace parties implement to address problems of overwork and burnout? What challenges may arise in implementing such arrangements in unionized and non-unionized workplaces?\nWhat organizational or policy changes may be made to promote mental health and minimize burnout and undue stress? What types of provisions to this effect can or should be negotiated through collective bargaining?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/recovering-the-balance-practical-guidance-on-flexible-work-the-right-to-disconnect-and-avoiding-burnout/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/recovering-the-balance-4.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240827T123000
DTEND;TZID=UTC:20240827T140000
DTSTAMP:20260504T030953
CREATED:20240322T153448Z
LAST-MODIFIED:20240730T174248Z
UID:12901-1724761800-1724767200@lancasterhouse.com
SUMMARY:Can We Be Friends? Navigating workplace interactions in an increasingly conflicted world
DESCRIPTION:Moderator\n\n \nJudith Allen\nArbitrator\, Mediator and Workplace Investigator\nArbitration Investigation Mediation (AIM) \n\n\nSpeakers\n\n \nTerry Downey\nUnion Representative\nSEIU Local 1 Canada \n\n\n \nEleni Kassaris\nEmployer Counsel\nDentons \n\n\n \nJen Magnus\nFounder/President\nMagnus Consulting \n\n\nWorkplaces bring together employees with diverse beliefs and opinions. In this webinar\, expert panelists will examine legal principles and best practices for navigating workplace interactions in an increasingly polarized world and building respectful\, cohesive workplaces. \nThe webinar will address questions including: \n\nWhat does research suggest about the importance of cultivating workplace friendships? What impact does this have on job satisfaction\, productivity\, and mental health? What are the potential downsides?\nShould employers encourage employees to restrict their interactions to work-related exchanges? Does allowing or encouraging interaction on subjects beyond work-related topics increase the risk for conflict or potential litigation?\nWhat do recent cases suggest about the line between safeguarding free speech at work and an employer’s duty to ensure a safe work environment? Can employees express political or controversial opinions in the workplace? When will an employee be subject to discipline for such statements?\nAt what point must an employer intervene where employees are in conflict due to differing beliefs or opinions? What is the role of the union in responding to these conflicts?\nCan employees be disciplined for statements made when interacting with other employees outside of the workplace?\nWhat steps can employers and unions take to encourage a positive\, cohesive work environment while minimizing the risk of harmful conflict or inappropriate comments by employees regarding their beliefs or opinions?\nWhat is the responsibility of the employer to monitor and control gossip?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/can-we-be-friends-navigating-workplace-interactions-in-an-increasingly-conflicted-world/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/can-we-be-friends.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240910T123000
DTEND;TZID=UTC:20240910T140000
DTSTAMP:20260504T030953
CREATED:20240322T153529Z
LAST-MODIFIED:20251106T184315Z
UID:12900-1725971400-1725976800@lancasterhouse.com
SUMMARY:Beyond the Open Door: Expert guidance on proactively recognizing and responding to employee mental health concerns
DESCRIPTION:Moderator \n\n\n \nDoug Sanderson\nArbitrator and Mediator\nDoug Sanderson Dispute Resolution \n\n\n\nSpeakers \n\n\n \nDr. Katy Kamkar\nDr. Katy Kamkar\, PhD\, CPsych.\nClinical Psychologist \n\n\n \nDiane Laranja\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nTroy Winters\nSenior Health and Safety Officer Canadian Union of Public Employees (CUPE) \n\n\n\nIt is now common knowledge that employers\, unions and employees all benefit from a safe and healthy work environment that protects workers’ mental health. However\, workplace parties continue to grapple with the best way to proactively guard against poor mental health in the workplace beyond simply reacting and responding to concerns once they arise. In this panel\, experts will discuss tools and practices that employers and unions can use to maximize employees’ psychological health and safety. \nQuestions to be addressed include: \n\nWhat is the difference between mental illness and mental health in a broader sense? Why is it important for workplaces to implement proactive measures that address both mental illness and mental health?\nWhat are an employer’s legal obligations to protect workers’ psychological wellbeing under occupational health and safety legislation?\nWhat are the key elements of a healthy work environment and how can employers effectively assess the health of their workplace?\nWhat are best practices for proactively addressing mental health in the workplace and what are the respective roles of the employer and union in this regard?\nWhat are the potential implications for employers should they fail in their obligation to provide a safe and healthy work environment?\nCan unions be held liable for failing to protect the psychological health and safety of their membership?\nWhat resources are available? How useful/reliable are they?\n\n\nAccreditation \nCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/beyond-the-open-door-expert-guidance-on-proactively-recognizing-and-responding-to-employee-mental-health-concerns/
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:20240926T123000
DTEND;TZID=UTC:20240926T140000
DTSTAMP:20260504T030953
CREATED:20240709T194828Z
LAST-MODIFIED:20240923T173201Z
UID:14131-1727353800-1727359200@lancasterhouse.com
SUMMARY:Privacy Protection in a Wired Workplace: The Supreme Court of Canada sets new rules
DESCRIPTION:Moderator\n\n \nSara Slinn\nArbitrator/Mediator \n\n\nSpeakers\n\n \nElisabeth Finney\nUnion Counsel\nBlack Burke Mayor LLP \n\n\n \nJustin P’ng\nEmployer Counsel\nOsler\, Hoskin & Harcourt LLP \n\n\nIn a recent ruling\, the Supreme Court of Canada affirmed that teachers employed by Ontario public school boards have a right to be protected from unreasonable search and seizure under section 8 of the Canadian Charter of Rights and Freedoms. The Supreme Court’s decision limits the surveillance of electronic devices used by employees at work In this webinar\, panelists will explore: \n\nWhich employers are subject to the Charter? \nWhat categories of employees are protected from unreasonable search and seizure under section 8 of the Charter? How far does the protection go?\nWhen will a search be reasonable? When will it go too far?\nAre arbitrators obliged to apply the Charter of Rights?\nWhat limits can employer policies impose?\nDoes employer tracking and surveillance need to be communicated in advance in policies and collective agreements?\nWhat balance should be struck between an employer’s right to manage the workplace and employees’ privacy interests?\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/privacy-protection-in-a-wired-workplace-the-supreme-court-of-canada-sets-new-rules/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2024/07/privacy-protection-2024.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241001T123000
DTEND;TZID=UTC:20241001T140000
DTSTAMP:20260504T030953
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:20260504T030953
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
END:VCALENDAR