Lancaster House

Can We Be Friends? Navigating workplace interactions in an increasingly conflicted world
2024-08-27 12:30 - 14:00 UTC | Virtual Event
Moderator

Judith Allen
Arbitrator, Mediator and Workplace Investigator
Arbitration Investigation Mediation (AIM)

Speakers

Terry Downey
Union Representative
SEIU Local 1 Canada

Eleni Kassaris
Employer Counsel
Dentons

Jen Magnus
Founder/President
Magnus Consulting

Workplaces 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.
The webinar will address questions including:

What 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?
Should 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?
What 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?
At 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?
Can employees be disciplined for statements made when interacting with other employees outside of the workplace?
What 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?
What is the responsibility of the employer to monitor and control gossip?

AccreditationCPD

This 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).

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Beyond the Open Door: Expert guidance on proactively recognizing and responding to employee mental health concerns
2024-09-10 12:30 - 14:00 UTC
Moderator

Doug Sanderson
Arbitrator and Mediator
Doug Sanderson Dispute Resolution

Speakers

Dr. Katy Kamkar
Dr. Katy Kamkar, PhD, CPsych.
Clinical Psychologist

Diane Laranja
Employer Counsel
Filion Wakely Thorup Angeletti LLP

Troy Winters
Senior Health and Safety Officer Canadian Union of Public Employees (CUPE)

It 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.
Questions to be addressed include:

What 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?
What are an employer’s legal obligations to protect workers’ psychological wellbeing under occupational health and safety legislation?
What are the key elements of a healthy work environment and how can employers effectively assess the health of their workplace?
What 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?
What are the potential implications for employers should they fail in their obligation to provide a safe and healthy work environment?
Can unions be held liable for failing to protect the psychological health and safety of their membership?
What resources are available? How useful/reliable are they?

Accreditation
CPD

This 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).

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Privacy Protection in a Wired Workplace: The Supreme Court of Canada sets new rules
2024-09-26 12:30 - 14:00 UTC
Moderator

Sara Slinn
Arbitrator/Mediator

Speakers

Elisabeth Finney
Union Counsel
Black Burke Mayor LLP

Justin P’ng
Employer Counsel
Osler, Hoskin & Harcourt LLP

In 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:

Which employers are subject to the Charter?
What categories of employees are protected from unreasonable search and seizure under section 8 of the Charter? How far does the protection go?
When will a search be reasonable? When will it go too far?
Are arbitrators obliged to apply the Charter of Rights?
What limits can employer policies impose?
Does employer tracking and surveillance need to be communicated in advance in policies and collective agreements?
What balance should be struck between an employer’s right to manage the workplace and employees’ privacy interests?

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Public-Facing Employment: Protecting workers from harassment by customers, patients, students, and other third parties
2024-10-01 12:30 - 14:00 UTC
Moderator

Jeff Palamar
Arbitrator and Lawyer
Taylor McCaffrey

Speakers

Natasha Savoline
Employer Counsel
Bernardi Human Resource Law LLP

Kas Pavanantharajah
Union Counsel
Black Gropper

An 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:

What type of conduct constitutes harassment by customers, patients, students or other members of the public?
Does 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?
What 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.)?
What 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?
What types of legal actions and remedies are appropriate where an employee has been harassed by a member of the public?

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

New Developments in Workers’ Compensation: Experts discuss legislative changes and the latest decisions, trends, and policies
2024-10-24 12:30 - 14:00 UTC
Moderator

Karen Nordlinger
Arbitrator, Mediator and Lawyer
Aaron Gordon Daykin Nordlinger LLP

Speakers

Tom McKenna
National Health and Safety Representative
Canadian Union of Public Employees (CUPE)

Julie Weller
Employer Counsel
Mathews Dinsdale

In 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:

When 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?
When 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?
What privacy protections apply to personal information about a worker received by an employer through a workers’ compensation claim?
What lessons can be learned from recent court and tribunal decisions addressing coverage for chronic or traumatic mental stress? What evidence is required?
What noteworthy legislative or policy changes have been implemented in the past year? For example:

What is required by the “duty to cooperate” and “duty to maintain employment”, recently introduced in British Columbia?
In which provinces are “gig workers” covered under workers’ compensation legislation?
What changes have recently been implemented relating to coverage for psychological injuries sustained in the workplace and related evidentiary requirements?

Topics will be finalized in the weeks prior to the webinar, ensuring coverage of the latest and most important developments.
AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Compliance and Compassion: Providing representation while accommodating disabilities and meeting professional obligations
2024-11-05 12:30 - 14:00 UTC
Moderator

Sarah Atkinson
Arbitrator/Mediator

Speakers

Shannon Carson
Union Counsel
Myers LLP

Michael Horvat
Employer Counsel
Aird & Berlis LLP

In this webinar, expert panelists will explore best practices for legal practitioners and labour relations professionals when representing employees who may present as “difficult to work with” (e.g. combative, non-responsive, or invested in their matter to an above-average degree) in internal complaints, grievance or arbitration procedures, or other proceedings, outlining practical guidance for providing compassionate representation while meeting legal and regulatory obligations. Topics to be addressed include:

What key rules of professional conduct establish legal practitioners’ obligations when representing grievors or complainants? When engaging with a grievor or complainant on behalf of an employer? What legal duties apply to union representatives?
How can parties distinguish a “vexatious” grievor or complainant from an individual who simply needs additional support? Is there any mechanism through which “vexatious” matters can be addressed on a preliminary basis?
How should legal practitioners and labour relations professionals respond when, in the course of representing a grievor or complainant, that individual:

Is combative or hostile toward the representative or others?
Is non-responsive?
Appears excessively invested in the matter, repeatedly contacting the representative, the employer, or others?
Appear to have a diminished capacity to make decisions?

How may an employee’s disability impact how they engage with their representative and others? What signs may indicate that an employee has a mental health condition or other disability impacting their conduct? How should legal practitioners and labour relations professionals respond and what legal duties are engaged in this context?
How might trauma, cultural factors, or previous experiences of discrimination impact the manner in which an individual acts throughout a complaint or grievance? How might trauma-informed and intersectional approaches assist?
How can legal practitioners and labour relations professionals ensure that their own biases do not impact the manner in which they represent or engage with employees?

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program contains 0 hour(s) and 45 minutes of Professionalism Content.

This program contains 0 hour(s) and 45 minutes of EDI Professionalism Content.

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Attendance Management: Addressing issues raised by disabilities, remote work, childcare and elder care, and absences due to illness and emergencies
2024-11-21 12:30 - 14:00 UTC
Moderator

James Cameron
Arbitrator/Mediator
Cameron Mediation Arbitration

Speakers

Chris Bryden
Union Counsel
Ryder Wright Blair & Holmes

Roxana Jangi
Employer Counsel
Dentons Canada LLP

Employers often utilize attendance management programs (“AMPs”) to address employee absenteeism. How can AMPs be developed, implemented, and communicated to employees properly to ensure compliance with human rights laws, privacy laws, and employees’ rights under a collective agreement? In this webinar, experts will explore:

What is an AMP?
How can employers strike a balance between the need to ensure attendance at work and the duty to accommodate employees with disabilities? Should an AMP have special provisions for absences related to addiction, alcoholism, and other disabilities? How should AMPs be designed to address absences related to emergencies and family status, including childcare and eldercare?
What kind of medical information can employers require employees to provide under an AMP? Are consistent rules about required medical documentation appropriate or should the need for an employee’s medical information be considered on a case-by-case basis?
How should AMPs be implemented in hybrid or remote workplaces? What surveillance practices, if any, have arbitrators found objectionable?
What elements should an AMP contain for it to withstand arbitral scrutiny for reasonableness? When can AMPS be deemed discriminatory or encroaching upon employees’ privacy rights? How should threshold levels of attendance at each stage of the program be set so that they are not arbitrary or unreasonable?
What are best practices in communicating AMPs to employees? What role can workplace policies play in effectively communicating AMPs to employees?
Is it a best practice to negotiate collective agreement provisions that address attendance management? Why or why not? What are some examples of attendance management clauses that unions and employers have included in collective agreements?

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Wrongful Dismissal Update: Recent court decisions you need to know about
2024-12-10 12:30 - 14:00 UTC
Moderator

Sheilagh Murphy
Arbitrator, Mediator, and Independent Workplace Investigator
MacNab Fagan & Murphy

Speakers

Kimberly Boara Alexander
Employee Counsel
KBA Partners LLP

Dianne Rideout
Employer Counsel
Cassels Brock & Blackwell LLP

In this webinar, panelists will examine noteworthy wrongful dismissal decisions from the past year, providing a comprehensive update on key cases and cross-country trends. The webinar will address topics such as:

What types of conduct have been found to amount to “just cause” in recent cases? In what circumstances have employers successfully relied on “after-acquired cause”?
What words or phrasing have courts found may invalidate a termination clause in an employment contract? How do courts differ between provinces in terms of their approach to interpreting such clauses and their willingness to uphold or declare them void?
Are terms added to an employment offer after it is signed enforceable? Is the existence or the adequacy of a quid pro quo (consideration) determinative of whether an employment contract is binding?
Will an invalid termination clause in an employment contract render the fixed-term provisions of the contract void?
Can an employer claim that an employment contract has been frustrated due to economic hardship alone?
Can an employer be found to have repudiated a contract as a result of its conduct when terminating an individual’s employment?
What factors have courts considered in recent cases when determining whether an employee has satisfied the duty to mitigate? Are employees working under a fixed-term contract subject to the duty to mitigate?
What types of conduct have prompted courts to award aggravated/moral or punitive damages in recent cases?
What lessons can be learned from recent unjust dismissal cases? Can employees who have been unjustly dismissed be awarded both statutory severance pay and damages for lost wages?

Topics will be finalized in the weeks prior to the webinar, ensuring coverage of the latest and most important developments.
AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Lancaster Speaker Series: Dr. Charl Els - Introducing Best Practices for the Independent Medical Examination (IME) of Mental and Behavioural Disorders
2025-01-28 12:30 - 13:30 UTC
SpeakersDr. Charl Els
Psychiatrist, Addiction Specialist, and Occupational Physician
Clinical Professor
Department of Psychiatry and Department of Medicine
University of Alberta
ProgramOccupational mental health disability claims continue to increase. As the physical impact of COVID-19 has diminished, the mental and behavioural impact continues. Given the pre-existing service gap in mental health service delivery in Canada, the pandemic has exacerbated what was already clearly an issue.
Along with other pre-existing factors, this resulted in an increased demand for mental and behavioural disorder independent medical examinations (M&BD IMEs, or psychiatric/psychological IMEs). There exists a need for broad adoption of IME best practice guidelines and standards for M&BD IME service providers. Anecdotally, despite the high cost of requesting an IME, and the relatively invasive nature of the assessment, IME report quality and validity varies widely, with at times questionable ability of such reports to stand up to judicial scrutiny.
This presentation introduces a best practice IME standard aligned with Canadian jurisprudence. It reflects appropriate use of the current Diagnostic and Statistical Manual of Mental Disorders (DSM) nomenclature, while incorporating updates from recent Guides to the Evaluation of Permanent Impairment. Most importantly, it provides an empirical mechanism to remedy the most salient challenge encountered in the validity of IMEs today, i.e. the absence of sufficient objectivity in an otherwise subjective psychiatric assessment process. Further work is underway for inclusion of a national standard in Canadian Occupational Medicine and Civil Forensic practice and program settings.
AccreditationCPD

This program has been approved by CPHR Alberta for 1 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hours.

This program has been approved for 1 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider counting this program for 1 Continuing Professional Development hour.
Members of the Law Society of Ontario may consider this program for 1 Substantive hour; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1 Continuing Professional Development hours.

Additional InformationRegistration Fee – Single Attendee
Live webinar, video, and MP3 Bundle: $195
Live webinar: $125
Video and MP3: $125
(Registrations must be paid in advance of the webinar)
Please contact us by email, or by phone at (416) 977-6618, for discount pricing for additional participants and group orders.
Registration Information
The 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.

Annual Human Rights Update: The latest cases and legislative developments
2025-01-30 12:30 - 14:00 UTC
Moderator

Michelle Farrell
Mediator, human rights lawyer, and workplace investigator

Speakers

Amarkai Laryea
Union Counsel
RavenLaw LLP

Stephanie Yang Morris
Employer Counsel
MLT Aikins

In this webinar, experts will examine recent noteworthy developments in workplace human rights law. Panelists will address questions including:

What lessons can be learned from recent cases addressing the adequacy of workplace investigations into allegations of harassment and discrimination? What information relating to the outcome of the investigation must employers convey to affected employees?
How have arbitrators and human rights tribunals resolved evidentiary challenges relating to establishing subtle or systemic forms of discrimination? Does the caselaw reflect a growing recognition of certain pervasive stereotypes and biases such that expert evidence on these points is no longer required?
What do recent cases suggest about when an employee’s beliefs, such as ethical veganism or an opposition to vaccination, constitute protected beliefs under human rights legislation? When will disciplining or dismissing employees due to their expression of unpopular, controversial, or allegedly discriminatory views violate their religion- and creed-based rights?
When may refusing to allow an employee to work from home constitute discrimination on the basis of family status?
What lessons can be learned from recent caselaw regarding best practices for promoting and respecting gender diversity and neurodiversity at work?
How have decision-makers in recent cases balanced an employee’s human rights against other workplace considerations, such as health and safety requirements?
In what jurisdictions have human rights tribunals been found to have concurrent jurisdiction with labour arbitrators over human rights claims of unionized employees?
Is a cap on damages under human rights legislation legally valid?
What noteworthy legislative and policy initiatives have recently been introduced impacting human rights at work? For example:

What amendments to the federal Employment Equity Act have been announced following the Report of the Employment Equity Act Review Task Force?
What is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation? How do these duties intersect with parties’ obligations under human rights legislation?
What are the implications of the Ontario Human Rights Commissions’ new policy statement on caste-based discrimination?

Final selection of cases and topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy developments.
AccreditationCPD

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Dealing with Discrimination in the Workplace
2025-02-13 12:30 - 14:00 UTC
Moderator

Gurleen S. Sahota
Vice-Chair
British Columbia Labour Relations Board

Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

Speakers

Aubrey Gonsalves
Diversity Vice-President
Canadian Union of Public Employees (CUPE) National

Sania Chaudhry
Labour, Employment and Human Rights Lawyer, Workplace Investigator
Forte Workplace Law

Tana Turner
Principal
Turner Consulting Group Inc.

Discrimination can have a profound impact on the physical and mental health of employees, as well as their motivation and engagement in the workplace. In this webinar, a panel of experts will provide practical guidance on how employers and unions can foster a work environment that ensures the full and fair participation of employees.

What is systemic racism and how does it differ from individual racism? How have systemic barriers to recruitment, retention, and promotion been remedied in recent caselaw?
Is a culture of lax enforcement of respectful conduct a defense to an allegation of harassment? What impact does an organization’s culture have on the impact on people’s ability to raise complaints of harassment and discrimination?
Can employees’ benefits be cut back upon retirement?
To what extent must the childcare or elder care needs of employees be taken into account by employers?
Are employers entitled to ask employees details about their medical conditions rather than about restrictions on their ability to perform their duties? What length must employers go to in accommodating employees’ disabilities?
What are the required features of an effective workplace policy on discrimination?

AccreditationCPD

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Annual Labour Law Update: The latest cases and legislative developments
2025-02-21 12:30 - 14:00 UTC
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

Moderator

Karine Pelletier
Chairperson
Manitoba Labour Board

Speakers

Graham Christie
Employer counsel
MLT Aikins

Alison McEwen
Union Counsel
RavenLaw LLP

In this webinar, experts will explore recent noteworthy developments in labour law. Panelists will address questions including:

What lessons can be learned from recent cases addressing freedom of association and government involvement in collective bargaining? When will legislation or other government actions which impact collective bargaining be found to be unconstitutional or otherwise invalid?
Are employers entitled to discipline or demote employees for expressing unpopular or controversial views at work? When can employers discipline or discharge employees for off-duty conduct, such as exchanging inappropriate text messages about a colleague in a private group chat?
When will an employer’s search of an employee’s work or personal device be considered an unreasonable violation of privacy? When will the Charter apply?
When will an employer’s remote work policy requiring employees to attend in-office certain days of the week be found to be unreasonable and/or in breach of the parties’ collective agreement?
Under what circumstances have arbitrators in recent cases found requests for substance use testing to be unreasonable or improper?
What trends are discernible in recent discipline and discharge cases? When may an employer be held liable for damages for the manner in which an employee is dismissed?
What noteworthy federal and provincial legislative initiatives have recently been introduced? For example:

Which jurisdictions have introduced legislation restricting the use of strike replacement workers and what are the implications of such legislation?
What challenges have arisen in implementing new federal legislation requiring disclosure of measures to prevent forced labour and child labour in supply chains?
What is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation?
What changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?
Which jurisdictions have introduced legislation bringing “gig workers” within the scope of employment standards and workers’ compensation legislation?

Final selection of topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy developments.
AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Faith at the Fore: Key principles and recent decisions relating to religious accommodation at work
2025-02-27 12:30 - 14:00 UTC
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

Moderator

Patricia Harewood
Member
Federal Public Sector Labour Relations and Employment Board (FPSLREB)

Speakers

Connie Cheung
Employer Counsel
Sherrard Kuzz LLP

Sandy Donaldson
Labour Relations Officer
Ontario Nurses’ Association (ONA)

Roberta Vriesema
Mediator
RJ Mediation Services

In this webinar, experts will examine recent cases and provide guidance on key issues regarding the accommodation of religious beliefs in the workplace. Topics to be addressed include:

How have “religion” and “creed” been defined by courts and human rights bodies? What types of non-religious belief systems have been considered to fall under the protected ground of “creed”?
What types of information or “proof” may employers or unions request to substantiate an employee’s religious belief or practice?
What lessons can be learned from recent COVID-19 vaccination cases in which employees alleged discrimination on the basis of religion or creed? How have decisions-makers distinguished between protected beliefs and political views or personal preferences? In what circumstances have employees’ beliefs about vaccination been found to be sufficiently connected to their religion or creed?
How should employers and unions respond when an employee espouses religious or creed-based beliefs in the workplace which may infringe the human rights of other employees?
In what ways have human rights bodies recognized the potential intersection between discrimination on the basis of religion or creed and discrimination on the basis of other protected grounds, such as ancestry, colour, race, ethnic origin, place of origin, or family status?
What are some examples of collective agreement language that have recently been negotiated to promote religious diversity at work? What policy changes and other workplace practices can employers and unions implement to this effect?
What obligations do unions bear in ensuring employees’ religious beliefs are respected and upheld? What lessons may be learned from recent cases in which employees alleged that the failure to advance grievances relating to alleged religious- or creed-based discrimination constituted a breach of the duty of fair representation?

AccreditationCPD

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Supporting Complainants, Addressing Root Causes: Trauma-informed approaches to workplace violence, harassment, and bullying
2025-03-13 12:30 - 14:00 UTC
Understand Trauma-Informed Approaches in the Workplace
Across all sectors, organizations are recognizing how much they can gain from applying trauma-informed principles when addressing workplace violence, harassment, and bullying. In this webinar, experts will explore the benefits to employers, unions, and employees of adopting trauma-informed principles. Specifically, panelists will discuss:

What does it mean to be trauma-informed? What does it mean to implement trauma-informed approaches in labour relations processes?
What legal obligations do employers and unions have to protect and promote employee mental health in the workplace and to address workplace violence, harassment, and bullying? How may adopting trauma-informed approaches help ensure that employers and unions meet these obligations?
What are some trauma-informed best practices that employers and unions can employ throughout internal complaint, alternative dispute resolution, performance management, disciplinary, or accommodation processes?
Why are trauma-informed approaches important when conducting investigations into allegations of workplace violence, harassment, or bullying? What does recent caselaw suggest regarding what constitutes an appropriate investigative process and how may trauma-informed approaches assist in ensuring a fair, adequate, and effective process?
Can employers and unions be held liable for failing to employ trauma-informed approaches?
What does evidence suggest regarding how trauma-informed approaches can help to improve employee retention, reduce workplace violence, harassment, and bullying, and create psychologically safe workplaces?

Additional InformationMaterials
Valuable, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed.
Registration Fee – Single Attendee
Live webinar, video, and MP3 bundle – $995
Live webinar – $395
Video and MP3 – $695
(Registrations must be paid in advance of the webinar)
Please contact us by email, or by phone at (416) 977-6618, for discount pricing for additional participants and group orders.
Registration Information
The video recording, MP3 file, and materials are available for download and viewing one business day after the live webinar. After purchasing, you will receive an e-mail with instructions on how to access and download the video recording, MP3 file, and materials. For purchases for upcoming webinars, once the video recording and MP3 file and materials are available, registrants will receive an update e-mail informing them that the links are now ready.
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

AccreditationCPD

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Moderator

Sharon Naipaul
Mediator/Investigator
Strategic Workplace Equity and Conflict Resolution Solutions

Speakers

Ashton Butler
Employer Counsel
MLT Aikins

Nadja Rence
Lawyer, Workplace Investigator
Southern Butler Price

Shyama Talukdar
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

One Strike and You’re Out: When will misconduct warrant immediate dismissal? When is progressive discipline required?
2025-04-24 12:30 - 14:00 UTC
In this webinar, seasoned labour counsel will examine recent caselaw regarding when an employee’s misconduct may warrant immediate dismissal and when the application of progressive discipline may first be required. Panelists will address questions including:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

What types of conduct may warrant immediate dismissal without application of progressive discipline? How does the analysis differ as between unionized and non-unionized environments?
What mitigating or aggravating factors in recent cases have impacted the determination as to whether immediate dismissal was warranted? How will an organization’s workplace culture affect the analysis?
Will an employee’s immediate dismissal be found to be inappropriate if the employer imposed a different penalty on other employees engaging in similar misconduct?
What is “condonation,” and how will it impact the determination of whether immediate dismissal is warranted?

How will the determination be affected, where:

a “penalty provision” stipulates a severe consequence for a specific type of workplace misconduct?
the employer has a “zero tolerance” policy in place?
there is a “last chance agreement” in place?

When may an employer rely on earlier misconduct by an employee in support of more serious disciplinary consequences for subsequent misdeeds?
What consequences flow from a court’s or arbitrator’s finding that an employer improperly failed to apply a progressive approach to discipline?

Moderator

Gordon Nekolaichuk
Vice-Chair
Alberta Labour Relations Board

Speakers

Marjorie Savoie
National Representative
Canadian Union of Public Employees

Justina Sebastiampillai
Employer Counsel
Stikeman Elliott LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Relative Accommodations: An update on family status discrimination (childcare, eldercare, spousal responsibilities, etc.)
2025-05-08 12:30 - 14:00 UTC
The applicable test for prima facie discrimination on the basis of family status varies across jurisdictions, creating uncertainty in the absence of definitive guidance from the Supreme Court of Canada. This panel will critically examine how decision-makers address the growing range of family status claims and explore emerging trends in this area of law. Specifically, panelists will address:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

What are the various tests for establishing prima facie discrimination based on family status in Canada — including the Moore, Johnstone, Misetech, and Campbell River tests — and in which jurisdictions are they applied?
What approach do decision-makers take to family status discrimination cases in Ontario? What is the Johnstone test and is it still good law? What is the impact of the Ontario Human Rights Tribunal’s Misetech v. Value Village Stores Inc. decision? What approach have decision-makers taken post Misetech?
What is the current legal approach to family status discrimination in British Columbia? What impact has the B.C. Court of Appeal’s Gibraltar Mines decision had on family status discrimination claims in the province?

What forms of caregiving fall under the scope of family status protection? Which relationships are protected? What types of activities, responsibilities, and obligations flowing from these relationships give rise to legal protection?
What constitutes a serious interference with a family obligation such that it will amount to family status discrimination? How can employers and unions distinguish between protected family responsibilities and personal preferences?
What kinds of accommodations have courts recognized as reasonable accommodations? What qualifies as “undue hardship” for an employer when it comes to family status accommodation?
What are the emerging trends in damage awards for discrimination, failure to accommodate, and reprisals relating to family status claims?

Moderator

Krista Smith
Founder, Root & Branch – Workplace Conflict Resolutions Inc.

Speakers

Dayna Steinfeld
Union Counsel
Ravenlaw LLP

Melanie Vipond
Employer Counsel
Gall Legg Grant Zwack

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

The Consequences of Dishonesty: At what point does dishonesty become a fireable offence or preclude reinstatement? Does it depend on the context?
2025-05-22 12:30 - 14:00 UTC
Dishonesty and breaches of trust are among the most serious types of workplace misconduct, often justifying disciplinary action. But when does dishonesty rise to the level of justifying termination? In this session, practitioners will examine the factors that arbitrators and courts consider when deciding whether dishonest behaviour warrants termination. Specifically, panelists will address:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

What approach do Canadian courts and labour arbitrators take when considering whether or not to uphold a discharge for dishonest conduct? When is “automatic discharge” warranted?
What guidance do labour arbitrators provide about the relevance of mitigating and aggravating factors in cases of dishonesty and breach of trust? What is the impact of the Supreme Court’s McKinley decision in which the Court held that discipline must be proportional to the particular form of dishonesty involved?
What evidence is required to establish that an employee has engaged in dishonest behaviour? What responsibility does the grievor have to provide an exculpatory explanation? What is the “duty to explain” and how does it interact with the burden of proof in dishonesty cases?

How will arbitrators view the dishonest recording of attendance or the dishonest use of sick time?
How do arbitrators view misuse of worktime? When does it rise to the level of time theft? Are some kinds of misuse of worktime more serious than others?
Will off-duty dishonest conduct that is criminal in nature justify discharge? If it is unrelated to the employee’s job?
Where dishonesty is causally related to an employee’s disability, must the employer accommodate the employee rather than dismissing the employee?

Moderator

James Cameron
Arbitrator/Mediator
Cameron Mediation Arbitration

Speakers

Greg Bartel
Union Counsel
Myers LLP

Daniel Weber
Employer Counsel
McLennan Ross LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Annual Update on Gender Equity: The latest cases and legislative developments
2025-06-05 12:30 - 14:00 UTC
In this webinar, practitioners will examine recent noteworthy cases and legislative developments relating to gender equity in the workplace. Speakers will address questions such as:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

When can an employer discipline, an employee for expressing controversial or discriminatory views regarding gender equity at work? What rights and restrictions exist with respect to employees expressing views regarding gender equity in the workplace? When will free speech rights prevail?
What factors relating to gender equity have been found to render hiring processes discriminatory in recent cases? How can employers and unions ensure that hiring and promotion processes are equitable and do not reinforce systemic barriers to advancement?
What trends in discipline and damages are emerging in recent cases dealing with sexual harassment and discrimination on the basis of sex, gender, sexual orientation, and/or family status?
What lessons can be learned from recent cases addressing the procedure for investigating discrimination and harassment claims related to gender equity concerns?
How have arbitrators, courts, and human rights tribunals resolved evidentiary challenges relating to establishing sexual harassment and discrimination on the basis of sex, gender, sexual orientation, and/or family status? Is direct evidence of discrimination required? When may expert evidence be necessary?

When will an employer’s refusal to allow an employee to work from home be considered discriminatory on the basis of the employee’s pregnancy and/or family status?
What lessons can be learned from recent cases addressing legislative pay equity requirements? For example:

Are employers required to disclose information on an ongoing basis relating to the maintenance of legislative pay equity?
When are disputes regarding legislative pay equity requirements grievable/arbitrable?

What federal and provincial legislative initiatives have recently been enacted addressing issues of gender equity? For example, which provinces have recently passed pay transparency legislation and how do these legislative enactments differ in their requirements? What changes have been implemented through Ontario’s Working for Workers legislation? What is the status of the federal government’s proposed amendments to the federal Employment Equity Act?

Final selection of topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy developments.
Moderator

Heather Hoiness
Staff Lawyer
BC Office of the Human Rights Commissioner

Speakers

Kristine Barr
Legal Representative,
Canadian Union of Public Employees (Manitoba Regional Office)

Lauren Jamieson
Partner
Emond Harnden LLP

Natasha Savoline
Partner and Investigations Practice Lead
Bernardi Law

Accreditation
CPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Lancaster’s Workplace Essentials: Employee medical information for sick leave, accommodation, and return-to-work – When and what medical information can employers request?
2025-06-19 12:30 - 14:00 UTC
In this installment of Lancaster’s Workplace Essentials webinar series, panelists will review key principles governing the collection of employee medical information in unionized workplaces.
The webinar will address questions including:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$395.00Add to cart

Does the type and scope of information that employers can request differ depending on the purpose for which the information is being collected (e.g. in relation to benefits administration, sick leaves, accommodation, attendance management, or certification of fitness and return to work)?
Is an employer entitled to information regarding an employee’s condition? Or only about any restrictions on job duties?
What can employers or unions do when medical information is based largely on self-reporting? Must employees provide “objective evidence” of their conditions, such as the results of a medical test or standardized clinical measure?
Can workplace parties request more specific information where the information provided is vague, deficient, or contradictory?

When is it permissible to request that an employee provide a specialist report or undergo an independent medical examination? What is the union’s role when this has been requested?
Are employers or unions entitled to communicate directly with an employee’s physician or require the employee be authorized to do so or provide a “blanket release” of employee medical information?
In what circumstances have arbitrators found standardized medical forms to be overbroad or otherwise inappropriate?
How should employers and unions respond where an employee fails to provide medical information that has legitimately been requested?

Moderator

Arvin Asadi
Lawyer and Workplace Investigator
Southern Butler Price

Speakers

Philip Abbink
Union Counsel
Cavalluzzo LLP

Marc Rodrigue
Partner, Fasken Martineau DuMoulin LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This 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).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Testing, Testing, One-Two-Three: The latest word on workplace drug and alcohol tests
2025-07-17 12:30 - 14:00 (America/New_York)
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$395.00Add to cart

ProgramDrug and alcohol testing can be key to workplace safety, but raises challenges of balancing safety and privacy rights. This webinar will explore justification for drug and alcohol testing, accommodation processes, reasonable cause testing, and post-incident testing. Specifically, the following questions will be addressed:

When can employers request that an employee submit to reasonable cause or post-incident testing?
When is pre-placement, pre-access, and random testing justified? Does this analysis differ for safety-sensitive positions?
What are recent examples of alcohol and drug testing or monitoring mechanisms that are deemed a) minimally intrusive and justified or b) excessively intrusive and in violation of privacy rights?
What privacy rules must employers adhere to when requesting drug and alcohol tests or utilizing monitoring mechanisms?

Can an employer require that employees undertake treatment for alcohol or substance use disorder as part of an accommodation process? Can an employer designate a specific treatment program even if an employee provides an alternative treatment option? Can an employer enforce monitoring mechanisms?
Can employers impose discipline for alcohol or substance use without inquiring about an employee’s disability? What if an employee does not disclose a disability requiring accommodation? What is the role of the union in this process?

Moderator

David Jewitt
Principal
Jewitt Arbitration & Mediation Services Inc.

Speakers

James Green
Employer Counsel
Cox and Palmer

Rebecca Kantwerg
Union Counsel
Victory Square Law LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Clothes Encounters: Balancing safety, accommodation, and management rights in workplace dress code policy
2025-07-31 12:30 - 14:00 (America/New_York)
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$395.00Add to cart

ProgramHow can workplaces effectively develop and enforce dress code policies that meet business needs while complying with human rights and safety obligations. Specifically, the panel will discuss:

What is the purpose of workplace dress codes, and how can organizations ensure that they are reasonable,effective, and enforceable?
Will courts or tribunals find that requiring an employee to remove religious attire to comply with a dress code was discriminatory?
To what extent can employers regulate or restrict employees from wearing clothing or accessories indicating personal beliefs or affiliations (e.g., wearing union insignia or attire with political slogans)?
Can employers regulate the grooming habits of employees? In what circumstances, if any, can an employer restrict the use of make-up or jewelry, or the visibility of tattoos and body modifications in the workplace?

Are dress code policies enforceable for remote workers? Can employers enforce dress code policies for positions that don’t involve client or public interaction?
Can dress code policies regulate how employees dress outside of work hours?
Must employees comply with the “work now, grieve later” principle when asked to alter their appearance (e.g. remove false nails, shave a beard, remove piercings, etc.)?
What are best practices for employers and unions when addressing an employee’s non-compliance with dress code policies? Will past inconsistent enforcement of dress code policies affect discipline and/or enforcement?

Moderator

Lisa Gallivan
Arbitrator, Mediator and Workplace Investigator

Speakers

Jaime Hoopes
Employer Counsel
Roper Greyell LLP

Chetan Muram
Dewart Gleason LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Responding to Employees in Distress: Recognizing and responding to mental health crises at work
2025-08-14 12:30 - 14:00 (America/New_York)
$595.00Add to cart

ProgramIf a mental health emergency occurred at work today, would you and your organization know how to respond? In this webinar, expert panelists will examine key legal obligations and provide essential guidance in proactively addressing mental health crises in the workplace. The webinar will examine questions including:

What signs may indicate that an employee is struggling with a mental health issue? How can these concerns be identified for employees working remotely? When may the “duty to inquire” arise and what steps must employers and unions take to fulfill this duty?
How, where, and when should employers or union representatives ask someone if support and/or accommodation is needed for a mental health issue? How should managers and union representatives engage with someone who is reluctant to discuss a possible mental illness or disability?
Does an employer’s duty to provide a safe work environment extend to ensuring psychological safety at work? What steps can organizations take to create workplaces where employees feel able to come forward before reaching a crisis point?

What signs may indicate that an employee is in crisis and what steps should be taken in response? For example, how should employers and union representatives respond when an employee:

Experiences a panic attack?
Engages in or expresses thoughts of self-harm or suicide?
Appears out of touch with reality or intoxicated?
Utters threats or appears on the verge of violence?

What steps should be taken following a mental health crisis at work? How can organizations balance the need to communicate with other employees regarding the situation while respecting employee privacy? What additional steps should be taken where the crisis involves or impacts multiple employees (for example, in the event of a traumatic incident in the workplace)?
Is it ever permissible or appropriate to discipline an employee who engages in misconduct as a result of a mental health crisis? May an employer require medical proof that an employee is fit to return to work following a crisis?
Can employers and unions be held liable for failing to appropriately respond to a mental health crisis?
What steps should organizations take now to prepare for potential future mental health emergencies?

Moderator

Geneviève Debané
Mediator and Arbitrator
Vice-Chair, Ontario Labour Relations Board

Speakers

Jenna Brookfield
National Health and Safety Representative
Canadian Union of Public Employees (CUPE)

Liz Horvath
Founder and President
Hale Health and Safety Solutions Ltd.

Veronica Ukrainetz
Associate Counsel and Mediator
Ascent Employment Law

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

It’s a Matter of Time: The latest on monitoring, time theft, and productivity in a digital world
2025-09-09 12:30 - 14:00 (America/New_York)
$595.00Add to cart

ProgramEmerging technologies have equipped employers with novel methods of monitoring employees and tracking productivity. The panel will explore the permissibility of monitoring and surveillance in relation to employees’ privacy concerns and discuss recent cases addressing “time theft”. Specifically, the speakers will address the following questions:

What constitutes employee “time theft”? How does “time theft” differ from a lack of productivity? Do employees’ intentions matter when determining if they committed “time theft”?
What types of evidence can employers rely on to demonstrate “time theft” or productivity issues? Will circumstantial evidence suffice?
How should an employer approach “time theft” and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?

What are consequences for employers that impose discipline due to “time theft” without properly considering or inquiring into an employee’s disability? How should unions support members with disabilities accused of “time theft”?
What disciplinary measures have adjudicators and arbitrators deemed appropriate for “time theft”?
How are adjudicators balancing an employer’s right to enforce productivity and an employee’s right to privacy? Does the scope of surveillance differ for remote workers?
Are there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use previously collected data in a future dispute?
How should workplace policies and collective agreements effectively address “time theft”?

Moderator

David Orfald
Board Member
Federal Public Sector Labour Relations Employment Board

Speakers

Andrew Astritis
Union Counsel
RavenLaw LLP

Jena Montgomery
Senior Counsel, Department of Justice Canada

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Employee Privacy: Biometrics, employee monitoring and emerging technologies in the modern workplace – where are we now?
2025-10-16 12:30 - 14:00 UTC
As the use of emerging technologies to monitor both in-office and remote employees continues to increase, so too does the need for workplaces to implement proper privacy and security policies. In this webinar, leading practitioners will discuss the following questions:
$595.00Add to cart

How have attitudes of arbitrators evolved in assessing surveillance measures and evaluating privacy rights of workers?
What does the increased use of artificial intelligence (AI) mean for privacy in the workplace? How can organizations effectively create guardrails to ensure privacy is maintained when integrating AI into their workplace?
In what circumstances can employers collect biometric data from their employees? What measures should employers put in place to ensure the protection of both employee privacy and the biometric data collected?
What takeaways can public and private employers glean from the Supreme Court of Canada’s decision in the York Region case regarding an employee’s reasonable expectation of privacy in the workplace? How can these takeaways be applied to workplace policies?
What changes to federal and provincial legislation are currently under consideration that will address gaps in the regulation of workplace surveillance?
What key issues should employers and unions address in policies or collective agreements governing privacy and access to information?

Moderator

Sheilagh Murphy
Arbitrator, Mediator, and Independent Workplace Investigator
MacNab Fagan & Murphy

Speakers

Olalekan (Wole) Akinremi
Partner
WeirFoulds LLP

Sam Schonhoffer
Union Counsel
Gerrand Rath Johnson LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Arbitrating AI in the Workplace: Real-world scenarios and legal strategies
2025-11-13 12:30 - 14:00 UTC
This session will provide employers and unions with the best available insight into grievances concerning AI and algorithmic management. Specific issues to be addressed include:
$595.00Add to cart

Can employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?
What arguments for and against the use of algorithmic management would arbitrators find most compelling?
What legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions or to evaluate job applicants based on their internet activity?

Moderator

Kelly Williams-Witt
Arbitrator/Mediator
Dean, Faculty of Business, Communication Studies and Aviation
Professor of Labour Relations and Human Resources Management
Mount Royal University

Speakers

Megan Kheong
Partner
MLT Aikins

Riley Palmer
Partner
Watson Palmer Labour Lawyers

Accreditation
CPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Lancaster’s Workplace Essentials: Outsourcing, layoff, recall, severance and other key issues in restructuring
2025-11-27 12:30 - 14:00 UTC
In today’s turbulent sociopolitical and economic climate, it is critical for employers and unions to have a firm grasp of foundational principles regarding workplace reorganizations. In this installment of Lancaster’s Workplace Essentials webinar series, panelists will address key issues regarding restructuring, including:
$595.00Add to cart

What is meant by the terms “contracting out” and “contracting in”? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine, “contracting out”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring? Can they reassign duties formerly performed by full-time employees to part-time employees?
Will a unilateral reduction in working hours or changes to an employee’s shift times, position, job classification, or job location constitute a lay-off? Can management unilaterally schedule vacation to achieve a temporary shut-down without engaging lay-off provisions?
How does collective agreement language impact the order in which employees must be laid off and their recall rights? What is “bumping up” and “bumping down” and when will either be permissible?
When will a “lay-off” in fact amount to termination of employment?
How will employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? How do employer obligations, and union rights, differ when a restructuring is due to technological change as opposed to economic reasons?
When will a merger, amalgamation, sale, or transfer of all or part of a business result in the new or acquiring entity being considered a successor or related employer?
Must employers disclose plans to restructure during collective bargaining?
What measures do parties seek to negotiate in collective agreements when restructuring occurs?
What remedies can unions or employees seek when employers fail to adhere to their collective agreement or statutory obligations with respect to restructuring? How does insolvency or a declaration of bankruptcy impact employers’ liability and union and employee rights?
What legislative changes and government programs have recently been introduced to avoid or cushion the impacts of large-scale downsizing or loss of employment through restructuring?

Moderator

Jitesh Mistry
Labour Arbitrator/Mediator
Mistry ADR

Speakers

Jeffrey Stewart
Employer counsel
Sherrard Kuzz

Julia Williams
Lawyer
Ravenlaw LLP

Accreditation
CPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

EDI Policies: Assessing the impact of U.S. developments on Canadian law and practice
2025-12-02 12:30 - 14:00 UTC
The panel will examine how Canadian firms can handle changing practices in the U.S. assess legal and reputational risks of altering EDI commitments, and identify strategies to advance equity amid shifting legal and political climates. Specifically, the panel will discuss:
$595.00Add to cart

How are U.S. political and legal developments around EDI influencing Canadian law firm approaches to EDI? What should workplace leaders be paying attention to as they monitor developments?
To what extent could offering EDI initiatives conflict with provincial law society mandates on EDI education, human rights, and rules of professional responsibility?
Are rollbacks of EDI permissible under Canadian human rights and employment equity legislation? How might legislative and Charter provisions permitting “special programs” impact that analysis?
If a firm discontinues a specific EDI initiative, what steps should it take to ensure continued alignment with its values, avoid reputational harm, and protect the well-being of employees?
What practical strategies can Canadian firms adopt to maintain EDI integrity while navigating cross-border business pressures and polarized public discourse?
In a shifting regulatory environment, what steps can workplaces take to uphold EDI values in hiring, client relationships, and firm culture?

Moderator

Laila Said Alam
Tribunal MemberBritish Columbia Human Rights Tribunal

Speakers

Connie Cheung
Employer Counsel
Sherrard Kuzz LLP

Mary Rolf
Union Counsel
Pink Larkin

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
LSO EDI Professionalism: 1 hour(s) and 30 minutes(s)
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.

2025 Annual Employment Law Update: Key cases, legislative changes & compliance trends in Canadian workplaces
2025-12-16 12:30 - 14:00 UTC
Stay current on the latest cases, legislative developments, and compliance trends in employment law through this comprehensive annual cross-country update. The webinar and materials will address key issues relevant to unionized and non-unionized workplaces, such as:
$595.00Add to cart

Are employees entitled to work remotely and for how much of the work week? Who has the last word in determining whether employees must attend the workplace or work remotely? The employee or the employer?
What restrictions apply to an employer’s ability to lay off employees? How are employees’ entitlements on termination impacted if they are let go due to large-scale downsizing or restructuring, whether for economic reasons or as a result of technological change such as adoption of artificial intelligence?
What words or phrasing invalidate a termination clause in an employment contract? Will stating that an employer can terminate an employee without cause “at any time” render a termination clause unenforceable? What trends are emerging in terms of how courts in different provinces approach such clauses?
What types of conduct have recently been found to constitute “just cause”? When can employers successfully rely on “after-acquired cause”?
When terms of termination are not set out in a contract, how much notice or pay in lieu thereof will be considered reasonable? What factors do courts now take into account?
How do courts determine whether employees have met the duty to mitigate their damages by seeking other employment?
What factors have prompted courts to award aggravated/moral or punitive damages for an employer’s conduct when terminating an individual’s employment? When may a party’s conduct during litigation warrant an award of damages?

The webinar and materials will also address the latest legislative and regulatory changes, such as:

New and amended leave entitlements;
Increasing restrictions on employers’ entitlements to medical notes in support of certain short-term statutory leave requests; and
Recent employment standards changes introduced through Ontario’s Working for Workers legislative series.

Topics will be finalized in the weeks prior to the webinar, ensuring coverage of the latest and most important developments in a changing legal landscape.
Moderator

Anne Wallace
Arbitrator, Mediator and Investigator

Speakers

Margaret Bramhill
Employee Counsel
KBA Partners LLP

Joel Fairbrother
Employer Counsel
Bow River Law LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

2026 Annual Labour Law Update: The latest cases and legislative developments
2026-01-15 12:30 - 14:00 UTC
$395.00Add to cart

Stay up to date on the latest developments in labour law through this comprehensive webinar addressing noteworthy cases and legislative updates from the past year. Panelists will examine key updates from across the country, addressing questions such as:

What is the status of ongoing legal challenges to the federal government’s recent use of s. 107 of the Canada Labour Code to intervene in strike actions? How might courts balance the competing interests and legal rights at stake, and how does the Charter of Rights (the “Charter“) impact this analysis? In light of the response of labour relations parties and the public to the use of s. 107, is future use of the provision likely?
What aspects of an electronic monitoring policy will render the policy reasonable or unenforceable?
What is the dividing line between workplace harassment and workplace violence?
What do recent cases suggest about the point in time when an employer’s duty to investigate a harassment complaint is triggered? Will creating a solicitor-client relationship with a lawyer hired to conduct a workplace investigation render that investigation unfair?
What trends are emerging in recent discipline and discharge cases? What factors have arbitrators considered in recent cases when determining whether to uphold discipline imposed for inappropriate off-duty use of social media by employees?
Can employers discipline employees who refuse to undergo a medical examination? How should employers and unions respond when an employee objects to an independent medical examination report?
Can an employer ban off-duty cannabis use for employees who work in safety-sensitive positions? Under what circumstances can employers require employees to undergo testing for substance use?
When will the Charter apply to organizations in the broader public sector (for example, a school board or regional health authority)?
What noteworthy federal and provincial legislative initiatives have recently been introduced? For example:

What measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?
What federal guidance has been provided regarding Canada’s supply chain transparency legislation? How does the multi-jurisdictional “International Reporting on Modern Slavery, Forced Labour and Child Labour” template and guidance, created in cooperation between Canada, Australia, and the United Kingdom, fit with obligations under the federal supply chain legislation?
Which jurisdiction provides the most paid days’ for sick leave or emergency family leave?
What changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?
Which provinces have recently introduced or passed legislation restricting employers’ right to ask for doctor’s notes in support of short-term sick leave?
How far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lock-outs and refer labour disputes to interest arbitration? What is the status of the legal challenge commenced in response to this legislation?

Final selection of topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape.
Moderator

David Mombourquette
Chairperson
New Brunswick Labour and Employment Board

Speakers

Preston Parsons
Employer counsel
Overholt LLP

Ruthie Wellen
Union counsel
Kastner Ko LLP

Accreditation
CPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.

2026 Annual Human Rights Update: The latest cases and legislative developments
2026-01-29 12:30 - 14:00 UTC
$395.00Add to cart

Lancaster’s Annual Human Rights Update returns to bring you the latest cases and updates on Canadian human rights law. Our dynamic speakers, who include experts in labour, employment, and human rights law, will share their insights and practical tips for you to bring back to your practice, your union, or your HR team! Topics include:

What kinds of accommodations have courts recognized as reasonable accommodations for disabilities? What qualifies as “undue hardship” for an employer when it comes to disability accommodation?
When might an employer’s ‘unconscious bias’ constitute discrimination in hiring?
When will an employee’s discriminatory or controversial views expressed online or in the workplace lead to discharge?
What are the latest trends and updates in the area of family status discrimination?
How might AI-driven management impact an employee’s privacy and corresponding human rights? What are the limits of employer surveillance and monitoring?
What has changed in the decisions relating to substance use cases and policies?
What trends are emerging in damage awards for discrimination, failure to accommodate, and reprisal claims? How high has the bar been raised?

Final selection of topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape.

Moderator

Edith Bramwell
Chairperson
Federal Public Sector Labour Relations and Employment Board

Speakers

Daniel McBain
Union Counsel
Moore Edgar Lyster LLP

Khiam Nong
Employer Counsel
Gowling WLG

Accreditation
CPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved for EDI Professionalism hours by the Law Society of Ontario for 0 hours and 25 minutes.
This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
