Lancaster House

Dealing with Discrimination in the Workplace
2025-02-13 12:30 - 14:00 UTC | Virtual Event
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.

2026 Annual Pensions Update: The latest cases and legislative updates, and policy developments
2026-02-12 12:30 - 14:00 UTC
$395.00Add to cart

Canadian pension and benefit plans are facing a pivotal moment, where shifting caselaw, evolving regulations, and new legislative developments are redefining what it means to manage risk, ensure compliance, and protect members. Specifically, the panel will address:

How are courts interpreting fiduciary duties in light of longevity risks and ESG considerations? How have adjudicators addressed whether terminating benefits at age 65 is discriminatory?
How are arbitrators and courts interpreting the treatment of leaves of absence, including short and long-term disability leaves, in relation to pension contributions and benefit accruals?
What new regulatory or legislative developments (CPP enhancements, CAPSA guidelines, etc.) should plan administrators be prepared for in 2026?
How are governments and regulators addressing pension plan resilience in the face of economic uncertainty, including solvency funding, annuity buyouts, and de-risking strategies?
What compliance challenges are arising around disclosure, member communications, and cybersecurity in pension administration?

Moderator

James Cameron
Arbitrator and Mediator
Cameron Mediation Arbitration

Speakers

Brittany Greenberg
Pensions Counsel
Koskie Minsky LLP

Kelleher Lynch
Pensions Counsel
McCarthy Tétrault LLP

Accreditation
CPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Lancaster’s Employment Essentials: Non-disciplinary discharge and terminations
2026-02-26 12:30 - 14:00 UTC
$395.00Add to cart

This program brings together leading practitioners to unpack the latest developments in employment and labour law. From the enforceability of termination clauses, to the boundaries of “just cause” in cases of innocent absenteeism, this webinar explores how courts across Canada are redefining fairness and good faith in the termination process. Attendees will gain practical insights into:

What are the implications since Dufault and Baker on the enforceability of termination provisions in employment contracts in Ontario?
How has language such as “sole discretion” and “at any time” been interpreted in provinces such as Alberta and British Columbia?
Employee, dependent contractor, or independent contractor? How have the legal principles recently been applied and what notice periods or damages have been awarded?
When will off-duty conduct warrant termination?
What do courts consider when it comes to an employee’s duty to mitigate damages?
What is “quiet firing”? Can employers be held liable for “quiet firing”?
Does recent case law suggest a trend towards granting awards of punitive or aggravated damages where employers do not act in good faith, or where employers fail to meet statutory obligations during termination?
What policies, procedures, or practices can employers adopt to ensure they are meeting the duty of good faith and fair dealing when it comes to terminations?
From the perspective of management, unions, and employees, what are the pros and cons of continuing work-from-home arrangements?
When can innocent absenteeism rise to the level of just cause for dismissal?
When will an employee’s disability rise to the level of undue hardship? What guidance does recent case law offer on the interpretation and application of this test?

Moderator

Nick E. Milanovic
Arbitrator and Mediator
Professor Carleton University

Speakers

Sotonye Godwin-Hart
Union Counsel
Koskie Glavin Gordon

Elisa Scali
Employer Counsel
Gowling WLG

Accreditation
CPD
Please see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Creating and Enforcing Effective AI Policies: Confidentiality & compliance
2026-03-19 12:30 - 14:00 UTC
$595.00Add to cart

Join leading experts as they explore how employers and unions can design and enforce effective AI policies that safeguard confidentiality, ensure compliance, and maintain trust and accountability in an evolving digital landscape.

How are AI tools (e.g. Chat GPT, Copilot, Gemini, DALL-E) being used by employees and employers?
Does existing federal or provincial legislation set any limits on the use of AI in the workplace?
What elements may go into an effective “AI policy” and how does it complement existing confidentiality, technology, and social media policies?
What is the current role of AI-driven tools in management decision-making, and how can AI make or support management decisions?
What PIPEDA and provincial privacy regimes may be affected when employee or client data is processed by AI? What are best practices for the consent and use of sensitive client data?
How are employers and unions addressing the use of algorithmic management in collective agreements?
What legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?
What progressive discipline policies may apply in AI-related misconduct?
Will human resources be taken over by ‘algorithmic management,’ e.g. filtering applications for employment, assessing employee performance, making decisions regarding termination of employment?
How can workplace parties use AI to render it an asset while avoiding the drawbacks that may render it an adversary?

Moderator

Karen Scott
Arbitrator and Mediator

Speakers

James Craig
Union Counsel
Morrison Watts LLP

Teresa Haykowsky
Employer Counsel
McLennan Ross LLP

Accreditation
CPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Responding to Sexual Harassment and Sexual Violence at Work: Union and employer duties
2026-04-09 12:30 - 14:00 UTC
$595.00Add to cart

Sexual harassment and sexual violence allegations raise complex legal, human rights, and workplace challenges for both employers and unions. This webinar provides a practical examination of the duties that arise when concerns are raised, from receiving a complaint through investigation, resolution, and workplace restoration. Specifically, the panel will address:

What duties do employers have when sexual harassment or sexual violence is alleged?
What is the role of a union in a sexual harassment investigation? What should unions do when both the complainant and the respondent are bargaining unit members?
What lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?
Is a formal investigation always required when an employee raises sexual harassment concerns? What guidance do courts and human rights tribunals provide? When might other options, such as alternative dispute resolution, be permissible or preferable?
What must be done to ensure that workplace violence and harassment policies are effectively drafted, implemented, reviewed, and improved?
How can employers and union representatives ensure that they are responding to a sexual harassment complaint in a ‘trauma informed’ way and process?
What are the most common mistakes made when responding to sexual harassment complaints, and how can these missteps be prevented or corrected those missteps?
How do such matters as seniority, job security, or immigration status, affect reporting and outcomes, and what concrete steps can workplaces take to address these realities?
What can the union and employer do to restore a safe and healthy workplace for all parties following allegations and investigations?

Looking ahead, what legal, cultural, or workplace trends will shape how sexual harassment and sexual violence are addressed in Canadian workplaces?

Moderator

Edith Bramwell
Chairperson
Federal Public Sector Labour Relations and Employment Board

Speakers

Christine Johnson
Union Counsel
Champ and Associates

Katie Roebothan
Labour and Employment Lawyer
Nova Scotia Department of Justice

Accreditation
CPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Bargaining Emerging Issues: AI, remote work, new leaves, and the changing workplace
2026-04-30 12:30 - 14:00 UTC
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart

Advances in technology and evolving workplace operations will require the modernization of collective agreements. This webinar will prepare attendees to address emerging issues in the workplace, such as artificial intelligence (“AI”) and remote work, during bargaining. Specifically, the panel will answer the following questions:

What aspects of the use of AI, such as algorithmic management, should be addressed through bargaining and collective agreement language? Do standard “technological change” provisions effectively address concerns about the impact of AI on the workforce?
How can parties, through bargaining, tackle the privacy issues arising from the use of emerging technologies (e.g. GPS tracking, video surveillance, biometric scanning) in the workplace? What lessons can be learned from recent decisions regarding the monitoring and surveillance of employees?
When will an employer’s return-to-office mandate or limitations on remote work violate a collective agreement? What features of remote or hybrid work arrangements have been specifically addressed in collective agreement provisions? What options, other than remote or hybrid work, should employers and unions consider during bargaining to address presenteeism and/or absenteeism?
How are employers and unions responding to hiring freezes, layoffs, or labour shortages? What steps can the parties take during bargaining to ensure that staffing and workloads are appropriate and the workplace is physically and psychologically safe?
What are some examples of emerging leaves-benefits provisions? How should parties approach the bargaining of leaves and benefits?

What steps are employers and unions taking to draft or review bargaining proposals and collective agreement language relating to equity, diversity, and inclusion (“EDI”)?

Moderator

Najeeb Hassan
Mediator and Arbitrator
NHLC Consulting Ltd

Speakers

Erin Delaney
Solicitor
Government of Newfoundland & Labrador

Emily Home
Union Counsel
Ursel Phillips Fellows Hopkinson LLP

Live Webinar:
Attend the session in real time and engage directly with the speakers.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers

Bundle (Video, MP3, & Audio)
Get the full live experience plus post-event resources for continued learning.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers
Video recording of the session
MP3 audio recording
Full transcript

Webinar On Demand
Access the session anytime, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand, click here.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Video recording of the session
MP3 audio recording
Full transcript

Accreditation
CPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Winning Pre-Hearing Strategies: Navigating delays, settlements, and disclosure requirements
2026-05-14 12:30 - 14:00 UTC
$595.00Add to cart

In this webinar, attendees will examine guiding legal principles and best practices during the pre-hearing stage. Specifically, speakers will address the following questions:

How should parties assess the merits of a case and determine whether arbitration is appropriate or a settlement is feasible? When will mediation be indicated?
What procedural and fundamental objections are commonly raised at arbitration (e.g. failing to follow the grievance procedure, disclosure of documents, arbitrator bias, etc.)? When should these objections be raised?
What types of documents are protected by solicitor-client privilege, labour relations privilege, or privacy laws?
What mistakes should be avoided when drafting particulars? What information is the other side entitled to?
What factors should parties take into account when choosing between virtual and in-person hearing formats if a choice is available?
How early should parties begin preparing for hearings? When will using generative artificial intelligence (“AI”) be of assistance during the pre-hearing stage?
What are frequent reasons for delays during the pre-hearing stage and how can parties avoid them? What types of behaviour leading to delay would be considered an abuse of process? What remedies are possible?

Moderator

Karen Scott
Arbitrator/Mediator

Speakers

Riley Kearns
Union Counsel
Teamsters Local 31

Alex Ognibene
Ognibene Law
Employer Counsel

Live Webinar:
Attend the session in real time and engage directly with the speakers.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers

Bundle (Video, MP3, & Audio)
Get the full live experience plus post-event resources for continued learning.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers
Video recording of the session
MP3 audio recording
Full transcript

Webinar On Demand
Access the session anytime, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand, click here.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Video recording of the session
MP3 audio recording
Full transcript

Accreditation
CPD
Please see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Lancaster Speaker Series: Dr. Tanya De Mello - Unconscious Biases
2026-05-21 12:30 - 13:30 (America/Toronto)
Program
This session will explore how inclusion, belonging, and equity operate in workplaces through a labour, employment, and human rights lens. Drawing on research and practice, Dr. De Mello will highlight how organizations, including universities, often fall short of reflecting the diversity of the communities they serve, despite widespread use of equity and diversity language. The session will emphasize that a genuine sense of belonging is a key driver of job satisfaction, employee well-being, and retention, and is shaped by everyday decisions about inclusion, recognition, and opportunity. Participants are invited to examine how conscious and unconscious biases influence the ways in which they engage and work. Rather than offering prescriptive solutions, the session intentionally centres introspection and discomfort as necessary components of meaningful change. The discussion connects individual decision making to broader structural patterns, reinforcing that inclusive workplaces are not created through intention alone but through sustained, reflective practice and accountability.

Select an option

Live Webinar

Add to Cart

Speakers
Dr. Tanya (Toni) De Mello

Vice President, Equity and Community Inclusion
Toronto Metropolitan University (TMU)

Accreditation
CPD

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 Continuing Professional Development 1 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 this program for 1 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1 Continuing Professional Development hours.

Additional InformationRegistration Fee – Single Attendee
Live webinar: $49
(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.

AI at Work: Human rights, privacy, and equity considerations for employers and unions
2026-06-11 12:30 - 14:00 UTC
Select an option

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

Panelists will explore the potential benefits and pitfalls of the use of artificial intelligence (“AI”) in the workplace from a human rights perspective, providing expert guidance on using AI in ways that promote equity and preserve privacy. Panelists will address questions such as:

What federal and provincial laws currently regulate the use of AI? What other human rights and privacy laws or legal principles govern or restrict the use of AI at work?
What key human rights and privacy concerns are raised by the use of AI by employers? In particular, what concerns are raised by the prospect of algorithmic management, defined as delegating to algorithms certain managerial tasks such as screening applications for employment, assessing employee performance, or even making decisions regarding the termination of employment?
Are employers required to inform unions and employees about whether and how the employer is using AI in managing the workplace? Are employers required to secure employees’ consent before introducing AI technologies which may collect or use their personal information?
What lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other technologies in the workplace, such as biometric monitoring, audio and video surveillance, and GPS tracking?
How might the introduction of AI into a workplace impact psychological safety and worker well-being? How can employers and unions ensure that the use of AI at work does not negatively impact employees’ mental health? What is “AI psychosis”, and are employers required to accommodate employees who claim to be experiencing this?
If an employer uses an AI system that ultimately discriminates against employees or breaches employee privacy rights, can the employer be held liable for the system’s flaws? Can the employer be held liable when a flawed AI system is used by a third party engaged by the employer, such as a benefits administrator?
How can employers and unions address the use of AI through collective bargaining and workplace policies to promote equity and protect privacy? What other best practices should the parties implement to safeguard employee rights? What guidance has been released by the government and human rights bodies to this effect?
Finally, how can AI be applied in the workplace in a manner that reduces systemic discrimination and improves working conditions?

Moderator

Jennifer Hawkins
Lawyer and Workplace Investigator
Hawkins Lang & Price LLP

Speakers

Ryan Fritsch
Legal Counsel
Law Commission of Ontario

Anne K. Gallop
Partner
Norton Rose Fulbright Canada LLP

Kieran Meehan
Legal Counsel
BC Teachers’ Federation

Live Webinar: Attend the session in real time and engage directly with the speakers.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers

Option: Live Webinar$295.00Add to cart

Bundle (Video, MP3, & Audio)Get the full live experience plus post-event resources for continued learning.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers
Video recording of the session
MP3 audio recording
Full transcript

Option: Live Webinar, video, and MP3 Bundle$595.00Add to cart

Webinar On DemandAccess the session anytime, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand, click here.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Video recording of the session
MP3 audio recording
Full transcript

Accreditation
CPD
Please see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Lancaster's Workplace Essentials: Off-duty Conduct
2026-07-16 12:30 - 14:00 UTC
Select an option

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

As social media usage has grown, the off-duty conduct of employees is more conspicuous than ever. In this installment of Lancaster’s Workplace Essentials webinar series, panelists will provide attendees with a guideline to key principles pertaining to off-duty conduct and associated discipline. Questions to be discussed include:

What is encompassed by off-duty conduct? What factors do decision-makers consider in determining if the off-duty conduct in question is work-related?
What lessons can be learned from recent decisions in which decision-makers have addressed whether an employer was correct to discipline or dismiss an employee due to off-duty conduct?
In what circumstances have arbitrators found an employer’s decision to discipline or dismiss an employee due to inappropriate social media posts justified? Not justified?
When will employers be required to investigate violence or harassment that occurred off duty? Could employers face liability for failing to investigate in these circumstances?
How should employers and unions handle incidents where employees or members have been charged with a criminal offence? Can an employer suspend an employee without pay pending the outcome of the charges?
When can an employer dismiss an employee who has been convicted of a criminal offence? Is a connection between the offence and the employee’s duties required for the dismissal to be justified?
What aspects of off-duty conduct have been specifically addressed in workplace policies or collective agreement provisions?

Moderator

Robert Basque
Arbitrator/Mediator
Girard Bell

Speakers

Sabrina Anis
Employer Counsel
Roper Greyell LLP

Jason Edwards
Union Counsel
Pink Larkin

Live Webinar:
Attend the session in real time and engage directly with the speakers.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers

Option: Live Webinar$295.00Add to cart

Bundle (Video, MP3, & Audio)
Get the full live experience plus post-event resources for continued learning.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers
Video recording of the session
MP3 audio recording
Full transcript

Option: Live Webinar, video, and MP3 Bundle$595.00Add to cart

Webinar On Demand
Access the session anytime, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand, click here.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Video recording of the session
MP3 audio recording
Full transcript

Accreditation
CPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.

Addressing Gambling, Technology, & Pornography Addictions at Work: Legal and Human Rights Obligations
2026-08-06 12:30 - 14:00 UTC
Select an option

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

Behavioural and technology-related addictions, from online gambling to excessive pornography use, are pushing the limits of traditional policies and unsettled laws. As caselaw develops, employers and unions are facing tough questions about evolving human rights obligations and workplace accountability. Panelists will explore:

Do employees with gambling, technology, or pornography addictions have legal protection in the workplace? Must the addiction be formally diagnosed?
How should employers assess credibility and evidence when addiction by an employee as a defence is raised only after misconduct has occurred?
What steps must employers take if they merely suspect an employee has an addiction?
What are employer accommodation obligations when an addiction is behavioural or technology-related?
Which monitoring mechanisms for technology or inappropriate online activity have been found to violate privacy rights?
What disciplinary measures have been applied when addictions lead to misconduct such as time theft, misuse of employer equipment, or financial improprieties? Are there differences in how courts and arbitrators treat behavioural versus substance-related addictions in the workplace?
How have employers and unions address addiction in workplace policies and collective agreements?

Moderator

Nick E. Milanovic
Arbitrator/Mediator
Professor Carleton University

Speakers

Rita De Fazio
Union counsel
Ursel Phillips Fellows Hopkinson LLP

Justina Sebastiampillai
Employer Counsel
Stikeman Elliott

Live Webinar: Attend the session in real time and engage directly with the speakers.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers

Option: Live Webinar$295.00Add to cart

Bundle (Video, MP3, & Audio)Get the full live experience plus post-event resources for continued learning.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Access to the live session
Opportunity to ask the experts direct questions and participate in the chat with your peers
Video recording of the session
MP3 audio recording
Full transcript

Option: Live Webinar, video, and MP3 Bundle$595.00Add to cart

Webinar On DemandAccess the session anytime, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand, click here.
Includes:

Downloadable comprehensive reference materials researched by Lancaster House lawyers
Video recording of the session
MP3 audio recording
Full transcript

Accreditation
CPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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.
