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DTSTART;TZID=UTC:20250221T123000
DTEND;TZID=UTC:20250221T140000
DTSTAMP:20260403T164018
CREATED:20240829T170838Z
LAST-MODIFIED:20250220T170451Z
UID:14729-1740141000-1740146400@lancasterhouse.com
SUMMARY:Annual Labour Law Update: The latest cases and legislative developments
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nModerator\n\n \nKarine Pelletier\nChairperson\nManitoba Labour Board \n\n\nSpeakers\n\n \nGraham Christie\nEmployer counsel\nMLT Aikins \n\n\n \nAlison McEwen\nUnion Counsel\nRavenLaw LLP \n\n\nIn this webinar\, experts will explore recent noteworthy developments in labour law. Panelists will address questions including: \n\nWhat lessons can be learned from recent cases addressing freedom of association and government involvement in collective bargaining? When will legislation or other government actions which impact collective bargaining be found to be unconstitutional or otherwise invalid?\nAre employers entitled to discipline or demote employees for expressing unpopular or controversial views at work? When can employers discipline or discharge employees for off-duty conduct\, such as exchanging inappropriate text messages about a colleague in a private group chat?\nWhen will an employer’s search of an employee’s work or personal device be considered an unreasonable violation of privacy? When will the Charter apply?\nWhen will an employer’s remote work policy requiring employees to attend in-office certain days of the week be found to be unreasonable and/or in breach of the parties’ collective agreement?\nUnder what circumstances have arbitrators in recent cases found requests for substance use testing to be unreasonable or improper?\nWhat trends are discernible in recent discipline and discharge cases? When may an employer be held liable for damages for the manner in which an employee is dismissed?\nWhat noteworthy federal and provincial legislative initiatives have recently been introduced? For example:\n\nWhich jurisdictions have introduced legislation restricting the use of strike replacement workers and what are the implications of such legislation?\nWhat challenges have arisen in implementing new federal legislation requiring disclosure of measures to prevent forced labour and child labour in supply chains?\nWhat is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation?\nWhat changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?\nWhich jurisdictions have introduced legislation bringing “gig workers” within the scope of employment standards and workers’ compensation legislation?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy developments. \nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/annual-labour-law-update-the-latest-cases-and-legislative-developments-2025/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Annual-Labour-Law-Update-The-latest-cases-and-legislative-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250213T123000
DTEND;TZID=UTC:20250213T140000
DTSTAMP:20260403T164018
CREATED:20240829T172122Z
LAST-MODIFIED:20250212T175915Z
UID:14735-1739449800-1739455200@lancasterhouse.com
SUMMARY:Dealing with Discrimination in the Workplace
DESCRIPTION:Moderator\n\n \nGurleen S. Sahota\nVice-Chair\nBritish Columbia Labour Relations Board \n\n\nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nSpeakers\n\n \nAubrey Gonsalves\nDiversity Vice-President\nCanadian Union of Public Employees (CUPE) National \n\n\n \nSania Chaudhry\nLabour\, Employment and Human Rights Lawyer\, Workplace Investigator\nForte Workplace Law \n\n\n \nTana Turner\nPrincipal\nTurner Consulting Group Inc. \n\n\nDiscrimination can have a profound impact on the physical and mental health of employees\, as well as their motivation and engagement in the workplace. In this webinar\, a panel of experts will provide practical guidance on how employers and unions can foster a work environment that ensures the full and fair participation of employees. \n\nWhat is systemic racism and how does it differ from individual racism? How have systemic barriers to recruitment\, retention\, and promotion been remedied in recent caselaw?\nIs a culture of lax enforcement of respectful conduct a defense to an allegation of harassment? What impact does an organization’s culture have on the impact on people’s ability to raise complaints of harassment and discrimination?\nCan employees’ benefits be cut back upon retirement?\nTo what extent must the childcare or elder care needs of employees be taken into account by employers?\nAre employers entitled to ask employees details about their medical conditions rather than about restrictions on their ability to perform their duties? What length must employers go to in accommodating employees’ disabilities?\nWhat are the required features of an effective workplace policy on discrimination?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/dealing-with-discrimination-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Anti-Racism-at-Work-Strategies-for-proactively-addressing-discrimination-and-promoting-equity.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250130T123000
DTEND;TZID=UTC:20250130T140000
DTSTAMP:20260403T164018
CREATED:20240829T171738Z
LAST-MODIFIED:20250109T173708Z
UID:14733-1738240200-1738245600@lancasterhouse.com
SUMMARY:Annual Human Rights Update: The latest cases and legislative developments
DESCRIPTION:Moderator\n\n \nMichelle Farrell\nMediator\, human rights lawyer\, and workplace investigator \n\n\nSpeakers\n\n \nAmarkai Laryea\nUnion Counsel\nRavenLaw LLP \n\n\n \nStephanie Yang Morris\nEmployer Counsel\nMLT Aikins \n\n\nIn this webinar\, experts will examine recent noteworthy developments in workplace human rights law. Panelists will address questions including: \n\nWhat lessons can be learned from recent cases addressing the adequacy of workplace investigations into allegations of harassment and discrimination? What information relating to the outcome of the investigation must employers convey to affected employees?\nHow have arbitrators and human rights tribunals resolved evidentiary challenges relating to establishing subtle or systemic forms of discrimination? Does the caselaw reflect a growing recognition of certain pervasive stereotypes and biases such that expert evidence on these points is no longer required?\nWhat do recent cases suggest about when an employee’s beliefs\, such as ethical veganism or an opposition to vaccination\, constitute protected beliefs under human rights legislation? When will disciplining or dismissing employees due to their expression of unpopular\, controversial\, or allegedly discriminatory views violate their religion- and creed-based rights?\nWhen may refusing to allow an employee to work from home constitute discrimination on the basis of family status?\nWhat lessons can be learned from recent caselaw regarding best practices for promoting and respecting gender diversity and neurodiversity at work?\nHow have decision-makers in recent cases balanced an employee’s human rights against other workplace considerations\, such as health and safety requirements?\nIn what jurisdictions have human rights tribunals been found to have concurrent jurisdiction with labour arbitrators over human rights claims of unionized employees?\nIs a cap on damages under human rights legislation legally valid?\nWhat noteworthy legislative and policy initiatives have recently been introduced impacting human rights at work? For example:\n\nWhat amendments to the federal Employment Equity Act have been announced following the Report of the Employment Equity Act Review Task Force?\nWhat is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation? How do these duties intersect with parties’ obligations under human rights legislation?\nWhat are the implications of the Ontario Human Rights Commissions’ new policy statement on caste-based discrimination?\n\n\n\nFinal selection of cases and topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy developments. \nAccreditationCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/annual-human-rights-update-the-latest-cases-and-legislative-developments-2025/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Annual-Human-Rights-Update-The-latest-cases-and-legislative-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Los_Angeles:20250130T090000
DTEND;TZID=America/Los_Angeles:20250130T160000
DTSTAMP:20260403T164018
CREATED:20240829T152714Z
LAST-MODIFIED:20250120T195018Z
UID:14710-1738227600-1738252800@lancasterhouse.com
SUMMARY:Difficult Bargaining: Identifying and Overcoming Obstacles to Agreement (Pacific Time Zone)
DESCRIPTION:Program Leader\n\n \nTrevor Sones\n\n\nSpeakers\n\n \nJessica Fairbairn\n\n\n \nMaryna McTague\n\n\nProgram DetailsFinding the common ground that makes negotiation of a collective agreement possible can be a difficult process at the best of times. Is there a way to make the process easier\, or to prevent parties from becoming so entrenched in their own positions and views such that agreement is impossible? \nIn this interactive full-day workshop\, an experienced mediator along with two seasoned negotiators from both sides of the table will provide guidance on effectively using interest-based and other approaches to bargaining. Participants will learn to: \n\nUse more productive strategies when engaged in positional bargaining;\nIdentify situations in which interest-based bargaining can be used effectively;\nCommunicate effectively to identify needs and interests underlying demands;\nGenerate creative options to solve tough problems; and\nBuild and preserve productive union-management relationships through bargaining.\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/difficult-bargaining-identifying-and-overcoming-obstacles-to-agreement/
LOCATION:Virtual Event
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/difficult-bargaining-st-pt.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250128T123000
DTEND;TZID=UTC:20250128T133000
DTSTAMP:20260403T164018
CREATED:20240813T190814Z
LAST-MODIFIED:20250109T202042Z
UID:14546-1738067400-1738071000@lancasterhouse.com
SUMMARY:Lancaster Speaker Series: Dr. Charl Els - Introducing Best Practices for the Independent Medical Examination (IME) of Mental and Behavioural Disorders
DESCRIPTION:SpeakersDr. Charl Els\nPsychiatrist\, Addiction Specialist\, and Occupational Physician \nClinical Professor\nDepartment of Psychiatry and Department of Medicine\nUniversity of Alberta \nProgramOccupational mental health disability claims continue to increase. As the physical impact of COVID-19 has diminished\, the mental and behavioural impact continues. Given the pre-existing service gap in mental health service delivery in Canada\, the pandemic has exacerbated what was already clearly an issue. \nAlong with other pre-existing factors\, this resulted in an increased demand for mental and behavioural disorder independent medical examinations (M&BD IMEs\, or psychiatric/psychological IMEs). There exists a need for broad adoption of IME best practice guidelines and standards for M&BD IME service providers. Anecdotally\, despite the high cost of requesting an IME\, and the relatively invasive nature of the assessment\, IME report quality and validity varies widely\, with at times questionable ability of such reports to stand up to judicial scrutiny. \nThis presentation introduces a best practice IME standard aligned with Canadian jurisprudence. It reflects appropriate use of the current Diagnostic and Statistical Manual of Mental Disorders (DSM) nomenclature\, while incorporating updates from recent Guides to the Evaluation of Permanent Impairment. Most importantly\, it provides an empirical mechanism to remedy the most salient challenge encountered in the validity of IMEs today\, i.e. the absence of sufficient objectivity in an otherwise subjective psychiatric assessment process. Further work is underway for inclusion of a national standard in Canadian Occupational Medicine and Civil Forensic practice and program settings. \nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1 Continuing Professional Development hours.\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 1 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider counting this program for 1 Continuing Professional Development hour.\nMembers of the Law Society of Ontario may consider this program for 1 Substantive hour; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1 Continuing Professional Development hours.\n\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive webinar\, video\, and MP3 Bundle: $195\nLive webinar: $125\nVideo and MP3: $125 \n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nRegistration Information\nThe video recording and MP3 file are available for download and viewing one business day after the live event. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording and MP3 files. For purchases for upcoming events\, once the video recording and MP3 file are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/lancaster-speaker-series-dr-charl-els/
LOCATION:Virtual Event
CATEGORIES:Lancaster Speaker Series,Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/09/Lancaster-Speaker-Series-Dr-Charl-Els.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241211
DTEND;VALUE=DATE:20241214
DTSTAMP:20260403T164018
CREATED:20240318T191640Z
LAST-MODIFIED:20241212T191518Z
UID:12822-1733875200-1734134399@lancasterhouse.com
SUMMARY:Toronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference
DESCRIPTION:Bargaining In The Broader Public Sector Conference\n\n\n\n\nConference Co-Chairs\n\n \nAdrienne Lei\nUnion Counsel\nDewart Gleason \n\n\n \nCheryl Wiles Pooran\nEmployer Counsel\nPooranLaw \n\n\nConference Advisory Committee\n\n \nLiam McCarthy\nDirector of the Negotiations and Programs Branch\nPublic Service Alliance of Canada \n\n\n \nDymphna Walko-Channan\nHuman Resource Manager\, Employee & Labour Relations\nCity of Toronto \n\n\n \nCynthia Watt\nVice President\nAMAPCEO \n\n\n \nRyan Wood\nNegotiator and Economist\nBass Associates \n\n\nLabour Arbitration And Policy ConferenceConference Co-Chairs\n\n \nTim Gleason\nUnion Counsel\nDewart Gleason LLP \n\n\n \nDale Hewat\nArbitrator/Mediator \n\n\n \nErin Kuzz\nEmployer Counsel\nSherrard Kuzz LLP \n\n\nConference Advisory Committee\n\n \nAmandi Esonwanne\nSolicitor\nCity of Toronto \n\n\n \nAdrienne Liang\nLegal Counsel\nOntario Public Service Employees’ Union (OPSEU) \n\n\n \nPaul Meier\nSenior Counsel\nOntario’s Treasury Board Secretariat \n\n\n \nKate Shao\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\nWednesday\, December 11\, 2024Workshops*Workshops sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am ET\n\n\nWorkshop\n9:00 am – 10:25 am ET\n\n\nMorning Break\n10:25 am – 10:40 am ET\n\n\nWorkshop\n10:40 am – 12:00 pm ET\n\n\nLunch\n12:00 pm – 1:00 pm ET\n\n\nWorkshop\n1:00 pm – 2:20 pm ET\n\n\nAfternoon Break\n2:20 pm – 2:35 pm ET\n\n\nWorkshop\n2:35 pm – 4:00 pm ET\n\n\nWorkshop Ends\n4:00 pm ET\n\n\n\n\nBargaining In The Broader Public Sector Conference WorkshopAdvanced Skills in Bargaining: Overcoming roadblocks\, costing benefits\, crafting language\n\n\n \nDonna Walrond\nEmployment lawyer\nBass Associates \n\n\n \nRishi Bandhu\nArbitrator\nRishi Bandhu Dispute Resolutions\nVice-Chair\nOntario Labour Relations Board (OLRB) \n\n\n \nDavid Jacobs\nUnion Counsel\nWatson Jacobs Bosnick LLP \n\n\nIn this interactive\, full-day workshop\, experts will help participants hone their bargaining skills\, with a focus on overcoming negotiation challenges\, determining the cost of benefits\, and crafting collective agreement language. By examining both employer and union-side perspectives and delving into case scenarios\, attendees will gain expertise necessary to craft clear\, compelling\, and innovative collective agreement language. \nLabour Arbitration And Policy Conference WorkshopReading it Right: Essential and emerging principles of collective agreement interpretation\n\n\n \nEvan Daikov\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nYasmeena Mohamed\nArbitrator/Mediator\nYM Arbitration & Mediation Services \n\n\n \nDijana Simonovic\nSenior Legal Counsel\nUnifor \n\n\nAn understanding of the principles of contract interpretation is indispensable for anyone involved in the negotiation or administration of a collective agreement. In this workshop\, experienced practitioners will equip participants with the knowledge needed to deal effectively with the wide array of interpretation issues that may arise in a unionized setting. The workshop will address topics including: \n\nWhat are the most commonly applied rules of collective agreement interpretation?\nWhat is the difference between the “plain meaning” approach and a “purposive” approach?\nWhat are “implied terms” of a collective agreement? How do they affect the interpretation of the express language of the contract?\nHow do arbitrators reconcile negotiated contract language and the contrary provisions of employment-related statutes\, e.g. human rights and employment standards legislation?\nWhen can evidence of collective bargaining history\, past practice\, or statements made during negotiations be used as an aid to interpretation?\nWhat is “contextual evidence\,” as set out by the Supreme Court of Canada in the Sattva case? In what circumstances can evidence of surrounding circumstances be admitted and relied upon to shed light on the meaning of a disputed clause?\nHow have arbitrators applied essential and emerging principles of interpretation in recent decisions and what lessons can be learned from these cases?\nHow has the doctrine of estoppel been applied in recent arbitration cases?\n\nThursday\, December 12\, 2024Bargaining In The Broader Public Sector ConferenceBreakfast: 8:00 am – 9:00 am ET \nIntroductory remarks: 9:00 am – 9:05 am ET \nPanel 1 - Checking the Financial Forecast: Bargaining in Ontario’s 2025 economy - 9:05 am – 10:20 am ET\n\n\n \nDoug Porter\nChief Economist and Managing Director\, Economics\nBMO \n\n\n \nElpis Law\nNegotiator\, Labour Relations Officer\, Equity Champion\, and Trainer\nPublic Service Alliance of Canada \n\n\n \nMichele White\nAssociate\nBass & Associates \n\n\n \nArmine Yalnizyan\nEconomist and Atkinson Fellow on the Future of Workers\nAtkinson Foundation \n\n\nIn this session\, expert panelists will explore 2025 economic and fiscal forecasts and their implications for bargaining\, focusing on settlements and awards. Specifically\, the panel will discuss: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in Ontario? Canada? The United States?\nAre inflation and cost-of-living projected to increase in 2025?\nWhat impact will raising Ontario’s minimum wage to $17.20 have on bargaining?\nWhat key non-monetary demands are emerging at the bargaining table in the current climate?\nWhat measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:20 am – 10:35 am ET \nPanel 2 - Rapid Refresher: Experts discuss key decisions and legislation affecting bargaining - 10:35 am – 11:50 am ET\n\n\n \nJorge Hurtado\nUnion Counsel\nMorrison Watts \n\n\n \nEdward W. Snetsinger\nEmployer Counsel\nSherrard Kuzz \n\n\n \nDeanna Webb\nArbitrator\, Mediator and Workplace Investigator\nDW Workplace Resolutions \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. However\, items currently under consideration include: \n\nRecent court\, labour arbitration\, and labour board decisions addressing:\n\nFreedom of association and government involvement in collective bargaining\nUnfair labour practices and violations of statutory freeze provisions\nKey issues at interest arbitration\, including inflation and staffing and recruitment issues\n\n\nRecent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers\nProvincial legislation amending the Employment Standards Act\, Occupational Health and Safety Act\, and the Workplace Safety and Insurance Act\n\n\nRecent noteworthy collective agreements and strike actions\nCurrent labour relations trends\, including artificial intelligence\, remote work\, and the right to disconnect\n\nLunch: 11:50 am – 1:00 pm ET \nPanel 3 - Tech Talks: Addressing technological change\, surveillance\, monitoring\, and AI at the bargaining table - 1:00 pm – 2:20 pm ET\n\n\n \nNicole Gauthier\nExecutive Officer and Chief Negotiator\nOSSTF Toronto \n\n\n \nDr. Peter Lewis\nCanada Research Chair in Trustworthy Artificial Intelligence \nAssociate Professor\nComputer Science\nOntario Tech University \n\n\n \nAlan McCallum\nEmployer Counsel\nPooranLaw \n\n\nIn this session\, expert panelists will provide guidance\, through collective bargaining\, on rapidly progressing technology and expanding monitoring and surveillance capabilities. Panelists will address questions including: \n\nAre concerns about the impact of artificial intelligence (AI) on work overblown? Is this technological advance different from previous technological revolutions that raised concerns about mass unemployment and dehumanization of work?\nWhat aspects of work in the broader public sector are most likely to be affected by AI?\nDoes existing federal or provincial legislation set any limits on the use of AI in the workplace? What legislative initiatives are currently undergoing debate and how may they impact workplace parties if passed?\nWhat key impacts resulting from the use of AI in workplaces should be addressed through collective bargaining? Are concerns about AI adequately addressed by standard “technological change” provisions?\nHow should employers and unions address the potential use of algorithmic management\, e.g. delegating to algorithms certain managerial tasks such as filtering through applications for employment\, assessing employee performance\, or even making decisions regarding termination of employment under collective agreements?\nHow have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity or performance\, such as biometric scanning\, wearables\, GPS tracking\, and keystroke monitoring software? What lessons can be learned from these decisions when negotiating collective agreement language?\nHow can parties address concerns about work intensification related to AI\, monitoring\, and surveillance through collective bargaining? Would standard “workload provisions” help? What about psychological health and safety provisions?\nAre employees entitled to information about how their employer is using AI and monitoring and surveillance technologies? Can this be addressed through collective bargaining?\n\nBreak: 2:20 pm – 2:35 pm ET \nPanel 4 - Breaking Barriers\, Achieving Balance: Addressing retention and EDI at the bargaining table - 2:35 pm – 3:55 pm ET\n\n\n \nMarilynn Dee\nManager Negotiations\nOntario Nurses’ Association (ONA) \n\n\n \nSundeep Gokhale\nEmployer Counsel\nSherrard Kuzz \n\n\n \nJesse Gutman\nLegal Counsel\nOntario Secondary School Teachers’ Federation (OSSTF) \n\n\n \nAnne Musacchio\nManager of Human Resources\nCity of Vaughan \n\n\nEmployees thrive in inclusive\, psychologically safe workplaces. Employers and unions can use the bargaining process to address equity\, diversity\, and inclusion (EDI) under a collective agreement to nurture a forward-thinking workplace that promotes employee wellness\, belonging\, and retention. In this panel\, experts will examine: \n\nHow can unions and employers best negotiate provisions under a collective agreement to create an inclusive workplace? What are specific examples of collective agreement provisions that prioritize EDI?\nWhat areas of EDI should employers and unions address in the bargaining process to help promote employee retention?\nWhat collective agreement language was found to be discriminatory? Not discriminatory?\nWhat measures are effective as a remedy for discrimination harassment\, or other forms of misconduct?\n\nClosing remarks: 3:55 pm – 4:00 pm ET \nFriday\, December 13\, 2024Labour Arbitration And Policy ConferenceIntroductory remarks by co-chairs: 9:00 am – 9:05 am ET \nPanel 1 - New and Noteworthy: Experts examine recent arbitration cases and policy developments - 9:05 am – 10:20 am ET\n\n\n \nAllyson Lee\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nLaura Johnson\nUnion counsel\nRyder Wright Holmes Bryden Nam LLP \n\n\n \nDaniel Randazzo\nArbitrator and Mediator\nRandazzo Arbitration Services \n\n\nIn this session\, expert panelists will examine recent arbitration decisions on key workplace issues\, exploring the practical takeaways for employers and unions. The panel will address topics such as: \n\nPrivacy;\nComputer access\, monitoring and surveillance\nSubstance use testing;\nDiscipline and discharge;\nWorkplace investigations;\nDiscrimination\, harassment\, and accommodation;\nDefamation and anti-strategic lawsuits against public participation (“anti-SLAPP”) legislation;\nIssues of jurisdiction as between labour arbitrators and statutory tribunals; and\nRemote work.\n\nThe panel will also examine recent legislative and other initiatives\, such as: \n\nFederal legislation banning the use of strike replacement workers;\nFederal legislation requiring companies to report on the risk of and measures taken regarding forced labour and child labour in international supply chains;\nThe report of the Employment Equity Act Review Task Force and related changes to the Act; and\nThe Ontario government’s Working for Workers legislative series.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments.Break: 10:20 am – 10:35 am ET \nPanel 2 - Drawing the Line: Reconciling employee free speech and legitimate employer concerns - 10:35 am – 11:40 am ET\n\n\n \nHeather Ann McConnell\nArbitrator/Mediator \n\n\n \nMegan Reid\nUnion Counsel\nDewart Gleason LLP \n\n\n \nAlex Treiber\nEmployer Counsel\nTreiber Workplace Law \n\n\nHow can employers balance freedom of expression under the Charter with the need to maintain a productive and respectful workplace? In this session\, panelists will address: \n\nDo employees have the right to express their views on potentially controversial and/or political matters at work?\nWhat criteria should employers and unions consider when determining whether an employee’s speech or actions pose a legitimate concern to the organization’s reputation or operations? What actions should employers or unions take when employees’ expressions may border on being disrespectful or offensive\, but are not overtly harmful?\nCan employers monitor employee expressions outside the workplace or on social media? Can employers discipline employees for such expressions?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for potentially polarizing beliefs or actions? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\nHow can employers and unions effectively communicate expectations regarding employee expression\, appropriate workplace conduct\, and appropriate off-work conduct?\n\nBreak: 11:40 am – 11:50 am ET \nFireside Chat with Jennifer Pernfuss: The Need to Reimagine How We Are Resolving Workplace Complaints – Harassment and More - 11:50 am – 12:30 pm ET\n\n\n \nJennifer Pernfuss\nCertified Restoration Practitioner\, Consultant & Coach\nRESPECT: Conciliation & Education \n\n\nNetworking Lunch: 12:30 pm – 1:20 pm ET \nPanel 3 - Invisible Illnesses: Accommodating poorly understood and episodic disabilities - 1:20 pm – 2:35 pm ET\n\n\n \nOdelia Bay\nPhD Candidate\nOsgoode Law\nYork University \n\n\n \nErin Porter\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\nDisabilities are diverse. Many employees may experience disabilities that are hidden\, fluid\, or poorly understood by medical professionals. Employers are required to provide reasonable accommodation to employees with disabilities — of all kinds — to enable their full participation in the workplace. In this panel\, experts will discuss the duties of employers and unions in accommodating employees with disabilities that may be hidden\, episodic\, or not widely understood. Panelists will explore: \n\nWhat are common medical conditions that are difficult to diagnose or understand? Why does “Long COVID-19” fall within this list?\nWhat are common challenges and best practices in accommodating employees who may experience disabilities that are hidden\, episodic\, or not fully understood by medical professionals? How should employers and unions respond when there is a lack of available medical practitioners with the requisite knowledge to provide information about a disability?\nWhat types of accommodations have generally been helpful for employees experiencing hidden\, episodic\, or poorly understood disabilities (e.g.\, flex time or working from home)?\nWhat are best practices for communicating during the accommodation process? For example\, how should employees and employers maintain communication about accommodation needs\, which may change frequently\, while respecting employee privacy? What role do unions play in such communications?\nWhen have adjudicators found that employers or unions have successfully accommodated or failed to accommodate employees with hidden or episodic disabilities?\nHow do disability-related stereotypes and stigmas play a role in complicating the accommodations process? What can employers and unions do to dismantle these stigmas and stereotypes and create an inclusive\, barrier-free workplace?\nWhat steps must unions take to assist in accommodation and satisfy their duty of fair representation of members with hidden or episodic disabilities?\n\nBreak: 2:35 pm – 2:50 pm ET \nPanel 4 - Is it Harassment? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:50 pm – 4:00 pm ET\n\n\n \nTyler Boggs\nUnion Counsel\nCavalluzzo LLP \n\n\n \nBonny Mak\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nNana Yanful\nLawyer/Workplace Investigator \n\n\nIn many instances conduct or comments will clearly meet the definition of harassment. However\, in other cases debate may arise as to whether the alleged harasser knew or ought reasonably to have known that their behaviour was unwelcome\, offensive\, or harmful. In this session\, panelists will examine the degree to which reasonable minds may disagree about whether comments or conduct constitute harassment\, probe the reasons behind such disagreements\, and address issues such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should reasonably be seen to be offensive?\nDoes workplace culture play any role in determining whether conduct or comments amount to harassment?\nIs the analysis of whether conduct constitutes harassment affected by the existence of a friendship or previous romantic relationship between the complainant and respondent? What about power imbalances or lack thereof?\nHow is the reasonableness of management’s response assessed by arbitrators?\n\nCPDBargaining in the Broader Public Sector Conference CPD\n\n\n \n\nThis program (CPD Code) has been approved for 5.2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\nMembers of the Law Society of Ontario may consider counting this program for 5.2 substantive hours; 0 professionalism hours.\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n\n \n\nThis program has been approved for 5.4 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\nMembers of the Law Society of Ontario may consider counting this program for 5.4 substantive hours; 0 professionalism hours.\n\n\n\n\nWorkshop CPD\n\n\n \n\nThis program (CPD Code) has been approved for 5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\nMembers of the Law Society of Ontario may consider counting this program for 5 substantive hours; 0 professionalism hours.\n\n\n\nNearby HotelsHilton145 Richmond Street WestToronto\, ON\nM5H 2L2 \nRead MoreOne King West Hotel1 King Street WestToronto\, ON\nM5H 1A1 \nRead MoreHyatt Regency Toronto370 King St W\nToronto\, ON\nM5V 1J9 \nRead More
URL:https://lancasterhouse.com/event/toronto-labour-arbitration-and-policy-conference-bargaining-in-the-broader-public-sector-conference/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241210T123000
DTEND;TZID=UTC:20241210T140000
DTSTAMP:20260403T164018
CREATED:20240709T195256Z
LAST-MODIFIED:20241126T205018Z
UID:14139-1733833800-1733839200@lancasterhouse.com
SUMMARY:Wrongful Dismissal Update: Recent court decisions you need to know about
DESCRIPTION:Moderator\n\n \nSheilagh Murphy\nArbitrator\, Mediator\, and Independent Workplace Investigator\nMacNab Fagan & Murphy \n\n\nSpeakers\n\n \nKimberly Boara Alexander\nEmployee Counsel\nKBA Partners LLP \n\n\n \nDianne Rideout\nEmployer Counsel\nCassels Brock & Blackwell LLP \n\n\nIn this webinar\, panelists will examine noteworthy wrongful dismissal decisions from the past year\, providing a comprehensive update on key cases and cross-country trends. The webinar will address topics such as: \n\nWhat types of conduct have been found to amount to “just cause” in recent cases? In what circumstances have employers successfully relied on “after-acquired cause”?\nWhat words or phrasing have courts found may invalidate a termination clause in an employment contract? How do courts differ between provinces in terms of their approach to interpreting such clauses and their willingness to uphold or declare them void?\nAre terms added to an employment offer after it is signed enforceable? Is the existence or the adequacy of a quid pro quo (consideration) determinative of whether an employment contract is binding?\nWill an invalid termination clause in an employment contract render the fixed-term provisions of the contract void?\nCan an employer claim that an employment contract has been frustrated due to economic hardship alone?\nCan an employer be found to have repudiated a contract as a result of its conduct when terminating an individual’s employment?\nWhat factors have courts considered in recent cases when determining whether an employee has satisfied the duty to mitigate? Are employees working under a fixed-term contract subject to the duty to mitigate?\nWhat types of conduct have prompted courts to award aggravated/moral or punitive damages in recent cases?\nWhat lessons can be learned from recent unjust dismissal cases? Can employees who have been unjustly dismissed be awarded both statutory severance pay and damages for lost wages?\n\nTopics will be finalized in the weeks prior to the webinar\, ensuring coverage of the latest and most important developments. \nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/wrongful-dismissal-update-recent-court-decisions-you-need-to-know-about/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/St_Johns:20241126T090000
DTEND;TZID=America/St_Johns:20241127T160000
DTSTAMP:20260403T164019
CREATED:20240620T174835Z
LAST-MODIFIED:20241126T191514Z
UID:13689-1732611600-1732723200@lancasterhouse.com
SUMMARY:Effective Grievance Handling and Arbitration Advocacy: Intensive Training for Employers and Unions
DESCRIPTION:Facilitator\n\n \nChantelle MacDonald Newhook K.C.\, Q.Arb\nArbitrator\, Mediator\, Workplace Investigator\nDispute Winners\nVice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\nThis virtual program is taking place in partnership with the Gardiner Centre at Memorial University.Fittingly\, it will have an Atlantic focus and will be taking place on Newfoundland time. \nSpeakers\n\n \nSteve Penney\nEmployer Counsel\nStewart McKelvey \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nProgram DetailsEmployer and union representatives should cultivate the skills and knowledge necessary to resolve grievances early\, before expensive and unpredictable arbitration is necessary. But\, not every grievance can be settled without arbitration. When arbitration is necessary\, both employer and union representatives need to be able to effectively mount a successful grievance arbitration case or to give maximum assistance to counsel. \nOver the course of this workshop\, experienced employer and union advocates\, joined by an arbitrator on day two\, will lead participants in discussion of strategies for settling grievances before arbitration and explain how to win cases at arbitration when necessary. \nWorking through a realistic grievance with the guidance of experts\, participants will learn to: \n\nPrepare effectively for formal grievance meetings;\nDetermine which grievances should go to arbitration;\nIdentify key issues\, strengths\, and weaknesses of a grievance;\nAddress preliminary issues\, such as timeliness;\nObtain and provide appropriate disclosure;\nPrepare\, examine\, and cross-examine witnesses;\nMake persuasive opening and closing statements.\n\nCPD\n\n\nThis program has been approved by CPHR Nova Scotia for 11 Continuing Professional Development hours.\n\n\n \n\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 11 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 11 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/effective-grievance-handling-and-arbitration-advocacy/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20241125T090000
DTEND;TZID=America/New_York:20241125T170000
DTSTAMP:20260403T164019
CREATED:20240514T132931Z
LAST-MODIFIED:20240913T165632Z
UID:13349-1732525200-1732554000@lancasterhouse.com
SUMMARY:Intensive Mediation Workshop
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a digital credential from Toronto Metropolitan University. \n\n\n \nDaphne Taras\nProfessor and DirectorCentre for Labour-Management RelationsToronto Metropolitan University \n\n\nProgram Leader\n\n \nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \n\n\nProgram Faculty\n\n \nPaula Knopf\nArbitrator \n\n\nThis intensive professional learning program is designed to develop the advanced dispute resolution skills that labour relations professionals need in order to be successful in their roles. \nParticipants will have the opportunity to observe dispute resolution techniques used by experienced professional mediators — and to use those techniques as they attempt to resolve a workplace dispute. To make the simulation as realistic as possible\, actors will play the role of the aggrieved party. \nAimed at labour relations professionals with basic to intermediate knowledge of mediation and workplace dispute resolution techniques\, this session aims not to create professional mediators but to equip participants with the knowledge and skills necessary to: \n\nDefuse tensions and manage workplace conflict\nResolve grievances without resorting to lengthy and expensive arbitration processes\nMake effective use of informal and formal mediation as a management or union representative\n\nWho is this program designed for? \n\nGraduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program\nLabour relations professionals with 3 or more years of experience working full-time for an employer or a union\, including:\n\nHuman resources professionals\nLabour relations officers\nLocal union leadership\nManagers\nUnion staff\n\n\nLabour and employment lawyers in their first 5 years of practice\n\nTo ensure interactivity as well as opportunities for skill-building and personalized feedback\, spaces in this program are extremely limited. We hope you’ll join us. \nCPD\n\n\nThis program has been approved for Continuing Professional Development 6.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 6.5 Continuing Professional Development hours.\n\n\n\nThis program has been approved by CPHR Alberta for 6.5 Continuing Professional Development hours.\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 6.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 6.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 6.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/intensive-mediation-workshop-summer-2024/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241121T123000
DTEND;TZID=UTC:20241121T140000
DTSTAMP:20260403T164019
CREATED:20240709T195219Z
LAST-MODIFIED:20241018T163015Z
UID:14137-1732192200-1732197600@lancasterhouse.com
SUMMARY:Attendance Management: Addressing issues raised by disabilities\, remote work\, childcare and elder care\, and absences due to illness and emergencies
DESCRIPTION:Moderator\n\n \nJames Cameron\nArbitrator/Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n\n \nChris Bryden\nUnion Counsel\nRyder Wright Blair & Holmes \n\n\n \nRoxana Jangi\nEmployer Counsel\nDentons Canada LLP \n\n\nEmployers often utilize attendance management programs (“AMPs”) to address employee absenteeism. How can AMPs be developed\, implemented\, and communicated to employees properly to ensure compliance with human rights laws\, privacy laws\, and employees’ rights under a collective agreement? In this webinar\, experts will explore: \n\nWhat is an AMP?\nHow can employers strike a balance between the need to ensure attendance at work and the duty to accommodate employees with disabilities? Should an AMP have special provisions for absences related to addiction\, alcoholism\, and other disabilities? How should AMPs be designed to address absences related to emergencies and family status\, including childcare and eldercare?\nWhat kind of medical information can employers require employees to provide under an AMP? Are consistent rules about required medical documentation appropriate or should the need for an employee’s medical information be considered on a case-by-case basis?\nHow should AMPs be implemented in hybrid or remote workplaces? What surveillance practices\, if any\, have arbitrators found objectionable?\nWhat elements should an AMP contain for it to withstand arbitral scrutiny for reasonableness? When can AMPS be deemed discriminatory or encroaching upon employees’ privacy rights? How should threshold levels of attendance at each stage of the program be set so that they are not arbitrary or unreasonable?\nWhat are best practices in communicating AMPs to employees? What role can workplace policies play in effectively communicating AMPs to employees?\nIs it a best practice to negotiate collective agreement provisions that address attendance management? Why or why not? What are some examples of attendance management clauses that unions and employers have included in collective agreements?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/attendance-management-addressing-issues-raised-by-disabilities-remote-work-childcare-and-elder-care-and-absences-due-to-illness-and-emergencies/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20241119
DTEND;VALUE=DATE:20241122
DTSTAMP:20260403T164019
CREATED:20240304T160642Z
LAST-MODIFIED:20241120T181121Z
UID:12506-1731974400-1732233599@lancasterhouse.com
SUMMARY:Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceCo-chairs\n\n \nAnthony (Tony) Glavin\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nAdriana Wills\nEmployer Counsel\nHarris & Company LLP \n\n\nConference Advisory Committee\n\n \nAshkon Hashemi\nSenior Member Services Officer\, Labour Relations\nUBC Association of Administrative and Professional Staff \n\n\n \nJeanne Meyers\nExecutive Director and General Counsel\nHealth Sciences Association of British Columbia (HSABC) \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJay Sharun\nChief Executive Officer\nNational Collective Bargaining Institute \n\n\nLabour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nJennifer Glougie\nChair\nBC Labour Relations Board (BCLRB) \n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nConference Advisory Committee\n\n \nKaity Cooper\nGeneral Counsel\nHospital Employees’ Union (HEU) \n\n\n \nHeather Hettiarachchi\nEmployer Counsel\nIntegritas Workplace Law \n\n\n \nKevin Jeske\nAssociate Vice-President\, Human Resources\nUniversity of the Fraser Valley \n\n\nTuesday\, November 19\, 2024Workshop*Workshop sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am PT\n\n\nWorkshop\n9:00 am – 10:25 am PT\n\n\nMorning Break\n10:25 am – 10:40 am PT\n\n\nWorkshop\n10:40 am – 12:00 pm PT\n\n\nLunch\n12:00 pm – 1:00 pm PT\n\n\nWorkshop\n1:00 pm – 2:20 pm PT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm PT\n\n\nWorkshop\n2:35 pm – 4:00 pm PT\n\n\nWorkshop Ends\n4:00 pm PT\n\n\n\n\nBargaining In The Broader Public Sector Conference WorkshopAdvanced Skills in Bargaining: Overcoming roadblocks\, costing benefits\, crafting language\n\n\n \nMichael Conlon\nExecutive Director\nFederation for Post-Secondary Educators of BC (FPSE) \n\n\n \nRyan Goldvine\nMediator/Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\n \nJohn Rogers\nUnion Counsel\nVictory Square Law Office \n\n\nIn this interactive\, full-day workshop\, experts will help participants hone their bargaining skills\, with a focus on overcoming negotiation challenges\, determining the cost of benefits\, and crafting collective agreement language. By examining both employer and union-side perspectives and delving into case scenarios\, attendees will gain expertise necessary to determine the cost of benefits\, including intangible benefits such as wellness programs\, and craft clear\, compelling\, and innovative collective agreement language. \nWednesday\, November 20\, 2024Bargaining in the Broader Public Sector ConferenceBreakfast: 8:00 am – 9:00 am PT \nOpening Remarks: 9:00 am – 9:05 am PT \nPanel 1 - Checking the Fiscal Forecast: Bargaining in B.C.’s current economic environment - 9:05 am – 10:20 am PT\n\n\n \nJames Johnson\nAssociate Professor\, Economics\nUniversity of British Columbia (UBC) \nMember and Chief Negotiator\,\nUBC Faculty Association Bargaining Team \n\n\n \nJeff Marwick\nDirector\, Regional Employers Services\nMetro Vancouver \n\n\n \nKevin Milligan\nProfessor and Director\, Vancouver School of Economics\nUniversity of British Columbia (UBC) \n\n\n \nJim Stanford\nEconomist and Director\nCentre for Future Work \n\n\nIn this session\, expert panelists will explore 2025 economic and fiscal forecasts and their implications for bargaining\, focusing on settlements and awards\, and addressing questions such as: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in British Columbia? Canada? The United States?\nAre inflation and cost-of-living projected to increase in 2025?\n How has the increase of the British Columbia minimum wage to $17.40 impacted bargaining? How will it impact future bargaining?\n What key non-monetary demands are emerging at the bargaining table in the current climate?\n What measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:20 am – 10:35 am PT \nPanel 2 - Breaking Barriers\, Achieving Balance: Addressing retention and EDI at the bargaining table - 10:35 am – 11:45 am PT\n\n\n \nLeanne Anderson\nMember Services Officer\, Advocacy\nUBC Association of Administrative and Professional Staff \n\n\n \nTheo Arsenault\nUnion Counsel\nArsenault Aaron Lawyers \n\n\n \nRyan Copeland\n\n\n \nMaynard A. Witvoet\nAssociate Director\, People Relations\nVancouver Community College (VCC) \n\n\nAddressing Equity\, Diversity\, and Inclusion (EDI) at the bargaining table is critical for complying with legal requirements\, cultivating workplaces that nurture diverse talents\, and enhancing organizational culture. In this panel\, experts will provide guidance on building a more equitable workplace through collective bargaining\, addressing the following: \n\nWhat steps should unions and employers take to identify equity issues in the workplace? What information should be gathered in preparation for bargaining on these issues?\nWhat questions should guide unions and employers in reviewing collective agreements and bargaining proposals through an equity lens?\nHow might existing collective agreement language and definitions be written or revised to ensure that they are equitable and inclusive?\nHow can unions and employers measure the effectiveness of negotiated programs or provisions on equity issues?\n\nBreak: 11:45 am – 12:00 pm PT \nFireside Chat with Vincent Ready - 12:00 pm – 12:30 pm PT\n\n\n \nVince Ready\nArbitrator/Mediator \n\n\nLunch: 12:30 pm – 1:25 pm PT \nPanel 3 - Rapid Refresher: Key cases\, legislative changes\, and their impact on negotiations - 1:25 pm – 2:35 pm PT\n\n\n \nJessica Gregory\nArbitrator/Mediator/Investigator \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nMichael Shapiro\nUnion Counsel\nHastings Labour Law Office LLP \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. Topics currently include: \n\nThe impact of recent court decisions concerning freedom of association and the legality of legislation restricting collective bargaining;\nThe impact of recent arbitral awards\, including grievance arbitration decisions addressing key principles of collective agreement interpretation;\nThe impact of recent labour board decisions addressing issues such as unfair labour practices\, illegal strikes\, good faith bargaining\, and statutory freeze violations;\nRecent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers; and\nC.’s ongoing review of the Labour Relations Code;\n\n\nRecent noteworthy settlements and strike actions; and\nCurrent workplace trends\, including privatization\, remote work\, and the right to disconnect.\n\nBreak: 2:35 pm – 2:50 pm PT \nPanel 4 - Tech Talks: Addressing technological change\, surveillance\, monitoring\, and AI at the bargaining table - 2:50 pm – 4:00 pm PT\n\n\n \nGraeme Johnston\nSenior Labour Relations Officer\nHealth Sciences Association of BC (HSABC) \n\n\n \nSuzanne Kennedy\nEmployer Counsel\nHarris & Company LLP \n\n\n \nOludolapo Makinde\nPhD Candidate\nUniversity of British Columbia (UBC) \n\n\n \nTina-Marie Bradford\nStaff Representative\, Advocacy Department\nBC General Employees’ Union (BCGEU) \n\n\n \nJordan Michaux\nEmployer Counsel\nRoper Greyell LLP \n\n\nWorkplaces must ensure that their use of technology complies with existing laws relating to employee privacy and human rights\, while also grappling with new areas where the law has not yet been extensively developed – such as the use of artificial intelligence (AI). In this panel\, experts will examine how collective bargaining can be used to address the complex and wide-ranging issues emerging from using technology in the workplace. Panelists will explore: \n\nWhat current issues related to using technology in the workplace should employers and unions address at the bargaining table?\nWhat issues resulting from the use of AI in the workplace should be addressed through collective bargaining? What lessons can be learned from collective agreement language that has addressed past technological changes?\nWhat information is available to employers using AI\, monitoring\, and surveillance technologies? Are employees entitled to information about how their employer is using AI\, monitoring\, and surveillance technologies? How much say do unions and their members currently have in what employee information employers collect and how it is used?\nWhat specific risks do emerging technologies such as “algorithmic management” present for employees’ right to privacy and non-discrimination? How can collective bargaining be used to protect against these risks and address concerns of both employers and unions?\nHow have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity? What lessons can be learned from these decisions when negotiating collective agreement language?\nDo employers have a right to conduct off-duty surveillance of employees? What limits exist on off-duty surveillance? How should these concerns be addressed through collective agreement language?\nWhat are some examples of collective agreement provisions addressing AI\, technology\, and employee privacy?\n\nClosing Remarks: 4:00 pm PT \nThursday\, November 21\, 2024Labour Arbitration and Policy ConferenceBreakfast: 8:00 am – 9:00 am PT \nOpening Remarks: 9:00 am – 9:05 am PT \nPanel 1 - Current and Critical: Experts examine recent cases and legislative developments - 9:05 am – 10:35 am PT\n\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n \nLindsie Thomson\nEmployer Counsel\nHarris & Company LLP \n\n\nIn this panel\, experts will address recent cases and legislative developments impacting federally and provincially regulated workplaces. \nPanelists will discuss the latest cases on the following topics: \n\nDiscipline and dismissal;\nDiscrimination\, harassment\, and accommodation;\nWorkplace investigations;\nPrivacy and computer access;\nRefusal to vaccinate;\nRemote work; and\nCollective bargaining and the right to strike.\n\nPanelists will also examine recent legislative initiatives: \n\nAn increase in B.C.’s minimum wage;\nAmendments to workers’ rights to strike under B.C.’s Labour Relations Code;\nEmployers’ and workers’ duties under B.C.’s Workers Compensation Act;\nGig workers’ rights in B.C.;\nEmployers’ obligations under the federal Accessible Canada Act; and\nChanges to the Canada Labour Code regarding termination and the “right to disconnect.”\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest developments. \nBreak: 10:35 am – 10:50 am PT \nPanel 2 - New Rules for Return to Work: The duty to cooperate and maintain employment under the Workers Compensation Act - 10:50 am – 11:45 am PT\n\n\n \nAmanda Alberti\nEmployer Counsel\nHarris \n\n\n \nJackie Christofferson\nCounsel\nWorksafeBC \n\n\n \nPeter Eastwood\nUnion Counsel\nHHBG Lawyers \n\n\n \nElise Kobylanski\nManager Client Services\nReturn to Work Services\nWorksafeBC \n\n\nIn this session\, panelists will examine recent amendments to B.C.’s Workers Compensation Act which introduce a new “duty to cooperate” and “duty to maintain employment.” Speakers will address questions including: \n\nWhat new obligations are imposed on workplace parties under the “duty to cooperate” and “duty to maintain employment”? When and to whom do these duties apply?\nWhat changes should employers consider making to workplace policies in order to ensure compliance with these duties? What unique challenges may arise in fulfilling these duties in a unionized workplace? What role exists for unions in the implementation and enforcement of these duties?\nMust an employer or worker file a complaint with WorkSafeBC in order to trigger an investigation into the parties’ compliance with these duties? Or can WorkSafeBC initiate an investigation into parties’ compliance on its own initiative?\nWhere a breach of the duties has been alleged or is being investigated\, what rights do parties have to provide and receive information\, make submissions\, and challenge any determination reached?\nWhat consequences may follow if WorkSafeBC determines that a party has failed to comply with its obligations under these provisions?\nShould claims relating to an employee’s return to work be advanced through labour arbitration\, a human rights tribunal proceeding\, or through WorkSafeBC? Can parties expect to face procedural arguments that WorkSafeBC has exclusive jurisdiction over aspects of their claim?\n\nBreak: 11:45 am – 11:55 am PT \nKeynote by Dr. Chris Stewart-Patterson - Invisible Disability in the Workplace - 11:55 am – 12:30 pm PT\n\n\n \nDr. Chris Stewart-Patterson\nCME Program Director\nHarvard Medical School \n\n\nFibromyalgia\, chronic fatigue syndrome\, and increasingly long COVID (Post COVID-19 Condition) are medical conditions that can have significant impairment that is not obviously visible in the workplace. There are no definitive objective tests that can demonstrate the severity of these conditions\, so the question remains: how is impairment assessed in these conditions? If impairment is reliably established\, then\, if appropriate\, what are some reasonable accommodations that can result in greater workplace satisfaction\, attendance\, and productivity for individuals with these conditions? The presentation aims to discuss current evidence and approaches to both issues. \nLunch: 12:30 pm – 1:25 pm PT \nPanel 3 - Different Roads to Resolution: Conducting effective investigations or making the most of ADR - 1:25 pm – 2:30 pm PT\n\n\n \nHeather Hettiarachchi\nEmployer Counsel\nIntegritas Workplace Law \n\n\n \nDavid Louie\nLawyer and Workplace Investigator\nSouthern Butler Price LLP \n\n\n \nSonya Sabet-Rasekh\nStaff Representative\, Advocacy Department\,\nB.C. General Employees’ Union \n\n\nWhen an employee files a complaint alleging workplace discrimination\, harassment\, violence\, or other misconduct\, an employer may take multiple pathways — short of arbitration — to resolve the complaint and restore workplace health and safety. Employers should be aware of the pros and cons of each option. In this panel\, experts will explore: \n\nWhat is the difference between alternative dispute resolution (ADR)\, arbitration\, mediation\, and investigation?\nWhat makes an investigation effective?\nWhen is an employer’s duty to investigate triggered? What are the pros and cons of using ADR to resolve a complaint?\nWhat is the role of the union in these processes? What criteria should employers focus on when selecting an appropriate mediator\, ADR expert\, or investigator? When is it appropriate to use an internal versus an external investigator?\nWhat does it mean to ensure that investigations\, mediations\, and other forms of ADR are conducted through a trauma-informed lens? Does it help to promote employee health\, wellness\, and safety?\n\nBreak: 2:30 pm – 2:45 pm PT \nPanel 4 - Beliefs and Boundaries: Reconciling employee freedom of speech and legitimate employer concerns - 2:45 pm – 4:00 pm PT\n\n\n \nE. Murphy Fries\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nNajeeb Hassan\nAssociate Chair\, Adjudication and Mediation Division at the BCLRB \n\n\n \nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP \n\n\nHow can employers balance freedom of expression under the Charter with the need to maintain a productive and respectful workplace? In this session\, panelists will address: \n\nDo employees have the right to express their views on potentially controversial and/or political matters at work?\n What criteria should employers and unions consider when determining whether an employee’s speech or actions pose a legitimate concern to the organization’s reputation or operations? What actions should employers or unions take when employees’ expressions may border on being disrespectful or offensive\, but are not overtly harmful?\n Can employers monitor employee expressions outside the workplace or on social media? Can employers discipline employees for such expressions?\n What is the extent of a union’s duty to represent members who face work-related consequences for potentially polarizing beliefs or actions? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n How can employers and unions effectively communicate expectations regarding employee expression\, appropriate workplace conduct\, and appropriate off-work conduct?\n\nClosing Remarks: 4:00 pm PT \nCPDBargaining in the Broader Public Sector Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nMembers of the Law Society of British Colombia may count this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nMembers of the Law Society of British Colombia may count this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nWorkshop CPD\n\n\nThe Post-Conference Workshops have been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\nThe Post-Conference Workshops have been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThe Post-Conference Workshops have been approved by the Law Society of British Colombia may count this program for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/vancouver-labour-arbitration-and-policy-conference-bargaining-in-the-broader-public-sector-conference/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241107
DTEND;VALUE=DATE:20241109
DTSTAMP:20260403T164019
CREATED:20240405T142415Z
LAST-MODIFIED:20241108T154828Z
UID:13007-1730937600-1731110399@lancasterhouse.com
SUMMARY:Edmonton Bargaining in the Broader Public Sector Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceConference Co-Chairs\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nPatrick Nugent\nUnion Counsel\nNugent Law Office \n\n\nWestin Edmonton - Discounted Room\n$229/night\nDeadline: Tuesday\, October 8\, 2024 \nCall 1 (800) 937-8461 to book your reservation \nMore InformationConference Advisory Committee\n\n \nKim Leblanc\nChief Negotiator\nAlberta Health Services (AHS) \n\n\n \nJim Petrie\nDirector of Labour Relations\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nDeborah Schaan\nGeneral VP North\nLocal 417\nCanadian Union of Public Employees (CUPE) Alberta Division \n\n\n \nKent Sorochuk\nSenior Negotiator\nCity of Edmonton \n\n\nThursday\, November 7\, 2024Workshop sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am PT\n\n\nWorkshop\n9:00 am – 10:25 am PT\n\n\nMorning Break\n10:25 am – 10:40 am PT\n\n\nWorkshop\n10:40 am – 12:00 pm PT\n\n\nLunch\n12:00 pm – 1:00 pm PT\n\n\nWorkshop\n1:00 pm – 2:20 pm PT\n\n\nAfternoon Break\n2:10 pm – 2:25 pm PT\n\n\nWorkshop\n2:25 pm – 4:00 pm PT\n\n\nWorkshop Ends\n4:00 pm PT\n\n\n\n\nWorkshop - Rethinking Bargaining Basics: Costing benefits\, crafting language\, creating innovative clauses\n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nKate Robinson\nNegotiator\nAlberta Union of Provincial Employees (AUPE) \n\n\nIn this workshop\, experts will guide participants through bargaining processes\, with a focus on the importance of costing and collective agreement language. Attendees will hear panel discussions and work through realistic scenarios\, gaining the skills necessary to: \n\nApply current approaches in costing a collective agreement;\nUnderstand the application of the concept of total compensation;\nFormulate clear and compelling contract language; and\nDevelop innovative clauses to address current workplace challenges.\n\nFriday\, November 8\, 2024Breakfast: 8:00 am – 9:00 am MT \nIntroduction: 9:00 am – 9:05 am MT \nPanel 1 - Reading the Vital Signs: Economic checkup for Alberta 2024-2025 - 9:05 am – 10:00 am MT\n\n\n \nRichard Hyndman\nResearch Officer\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nCatherine Rothrock\nChief Economist\nAlberta Treasury Board and Finance \n\n\nWhat are economists forecasting for 2025? In this session\, expert economists will examine 2025 economic and fiscal forecasts in Alberta and federally. Specifically\, the panel will address: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in Alberta and in Canada generally?\nHow does the Alberta economic outlook compare to other provinces and the United States?\nAre inflation and cost-of-living projected to increase in 2025?\nWhat is the status of the Alberta labour market and how does it compare with the labour market federally? Were more jobs gained or lost in 2024? What is the outlook for employment status in 2025?\nWhat measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:00 am – 10:15 am MT \nPanel 2 - From Economic Realities to Bargaining Strategies: Experts provide guidance - 10:15 am – 11:30 am MT\n\n\n \nJames Casey\nArbitrator/Mediator\nLabour Arbitration + Mediation \n\n\n \nTricia Gibbs\nLabour Relations Officer\nUnited Nurses of Alberta (UNA) \n\n\n \nCraig Neuman\nEmployer Counsel\nNeuman Thompson \n\n\nIn this session\, expert panelists will explore the implications of the economic and fiscal climate for bargaining\, focusing on settlements and awards\, and addressing questions such as: \n\nHow has the rise in the rate of inflation seen throughout the pandemic been addressed at the bargaining table? Beyond general wage increases\, what wage adjustment measures are being negotiated?\nIs inflation’s deleterious effect on workers’ purchasing power the main driver behind recent rejections of tentative agreements\, or is something else at play?\nHas there been a rise in employer-sought “rollbacks” at the bargaining table?\nHow is the recent reported decline in inflation expected to impact wage demands? Will demands moderate or remain high due to low consumer confidence and high household costs relating to essentials\, mortgages\, and/or rent?\nHow are concerns about productivity and the standard of living likely to be reflected at the bargaining table?\nWhat key non-monetary demands are emerging at the bargaining table in the current climate?\n\nBreak: 11:30 am – 11:45 am MT \nFireside Chat - What’s New at the Board? - 11:45 am – 12:30 pm MT\n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board (ALRB) \n\n\nNetworking Lunch: 12:30 pm – 1:15 pm MT \nPanel 3 - Recent Developments and Their Impact on Negotiations: Freedom of association; unfair labour practices; ban on strike replacements; remote work; and more - 1:15 pm – 2:30 pm MT\n\n\n \nPaulette DeKelver\nMediation/Arbitration \n\n\n \nBill Rigutto\nUnion Rep\nAlberta Union of Provincial Employees \n\n\n \nRebecca Silverberg\nEmployer Counsel\nMcLennan Ross LLP \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. Topics currently include: \n\nThe impact of recent court decisions concerning freedom of association and the legality of legislation restricting collective bargaining processes and outcomes;\nThe impact of recent arbitral awards\, including interest arbitration decisions addressing inflation and staffing/recruitment issues;\nThe impact of recent labour board decisions addressing issues such as unfair labour practices\, statutory freeze violations\, and picketing in a remote work context;\nThe impact of recent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers; and\nProvincial legislation regarding government oversight and coordination of non-union public sector compensation;\n\n\nRecent noteworthy settlements and strike actions; and\nCurrent workplace trends\, including artificial intelligence\, remote work\, the right to disconnect\, etc.\n\nBreak: 2:30 pm – 2:45 pm MT \nPanel 4 - Tackling Turnover: Addressing recruitment and retention at the bargaining table - 2:45 pm – 4:00 pm MT\n\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law Office \n\n\n \nJodi Edmunds\nDirector Employee & Labour Relations\nNorthern Alberta Institute of Technology (NAIT) \n\n\n \nLisa Mason\nNational Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nAdam Norget\nDirector\, HR Legal Services & Legal Counsel\nHuman Resources Division\nEdmonton Police Service \n\n\nWorkplace conditions can affect organizational health\, employee satisfaction\, employee performance\, and turnover.  This panel will examine important considerations for addressing recruitment and retention at the bargaining table. Experts will discuss: \n\nEmerging collective agreement language regarding benefits and leaves;\nParticular work arrangements that enhance work-life balance;\nWork from home or hybrid work arrangements;\nMeans for improving employee mental health and minimizing burnout or undue stress; and\nThe potential for unions to act as hiring halls to supply staff to nursing homes and retirement homes\n\nClosing remarks: 4:00 pm MT \nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\nThis program qualifies for 5.5 CPD hours under the Law Society of Saskatchewan Continuing Professional Development Policy\n\n\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\nThis program qualifies for 5.5 CPD hours under the Law Society of Saskatchewan Continuing Professional Development Policy
URL:https://lancasterhouse.com/event/edmonton-bargaining-in-the-broader-public-sector-conference-2024/
LOCATION:Westin Edmonton\, 10135 100th Street\, Edmonton\, Alberta\, T5J 0N7\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241105T123000
DTEND;TZID=UTC:20241105T140000
DTSTAMP:20260403T164019
CREATED:20240709T195137Z
LAST-MODIFIED:20250213T170627Z
UID:14135-1730809800-1730815200@lancasterhouse.com
SUMMARY:Compliance and Compassion: Providing representation while accommodating disabilities and meeting professional obligations
DESCRIPTION:Moderator\n\n \nSarah Atkinson\nArbitrator/Mediator \n\n\nSpeakers\n\n \nShannon Carson\nUnion Counsel\nMyers LLP \n\n\n \nMichael Horvat\nEmployer Counsel\nAird & Berlis LLP \n\n\nIn this webinar\, expert panelists will explore best practices for legal practitioners and labour relations professionals when representing employees who may present as “difficult to work with” (e.g. combative\, non-responsive\, or invested in their matter to an above-average degree) in internal complaints\, grievance or arbitration procedures\, or other proceedings\, outlining practical guidance for providing compassionate representation while meeting legal and regulatory obligations. Topics to be addressed include: \n\nWhat key rules of professional conduct establish legal practitioners’ obligations when representing grievors or complainants? When engaging with a grievor or complainant on behalf of an employer? What legal duties apply to union representatives?\nHow can parties distinguish a “vexatious” grievor or complainant from an individual who simply needs additional support? Is there any mechanism through which “vexatious” matters can be addressed on a preliminary basis?\nHow should legal practitioners and labour relations professionals respond when\, in the course of representing a grievor or complainant\, that individual:\n\nIs combative or hostile toward the representative or others?\nIs non-responsive?\nAppears excessively invested in the matter\, repeatedly contacting the representative\, the employer\, or others?\nAppear to have a diminished capacity to make decisions?\n\n\nHow may an employee’s disability impact how they engage with their representative and others? What signs may indicate that an employee has a mental health condition or other disability impacting their conduct? How should legal practitioners and labour relations professionals respond and what legal duties are engaged in this context?\nHow might trauma\, cultural factors\, or previous experiences of discrimination impact the manner in which an individual acts throughout a complaint or grievance? How might trauma-informed and intersectional approaches assist?\nHow can legal practitioners and labour relations professionals ensure that their own biases do not impact the manner in which they represent or engage with employees?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program contains 0 hour(s) and 45 minutes of Professionalism Content.\n\n\n\n\nThis program contains 0 hour(s) and 45 minutes of EDI Professionalism Content.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/compliance-and-compassion-providing-representation-while-accommodating-disabilities-and-meeting-professional-obligations/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20241028T123000
DTEND;TZID=America/Halifax:20241028T160000
DTSTAMP:20260403T164019
CREATED:20240111T173330Z
LAST-MODIFIED:20240730T163441Z
UID:11819-1730118600-1730131200@lancasterhouse.com
SUMMARY:Grievance Arbitration Police Services Workshop: Current trends\, contested issues
DESCRIPTION:Speakers\n\n \nChris Albertyn\nArbitrator \n\n\n \nTom Roper K.C.\nLabour Relations Counsel \n\n\n \nNini Jones\nLabour Relations Counsel \n\n\nMonday\, October 28\, 2024This session on grievance arbitration in the police services sector across Canada will be conducted by an experienced arbitrator together with leading union and management counsel. \nPanelists will explore recent decisions relating to current issues including the following: \n\nDischarge and discipline\nBenefits and benefit-related issues\nHuman rights and discrimination\nWorkplace harassment\nDisability and accommodation\nPrivacy and privacy-related issues / medical information\nSick leave and other leaves of absence\nMinimum staffing\, etc.\nTransfer and promotion\nAlcohol and drug addiction\nOff-duty conduct\nMandatory vaccination\nIndemnity for legal costs\nJurisdiction of arbitrators vs. human rights and police service appeal tribunals\n\nAttendees can expect to be updated on cases involving the principles of collective agreement interpretation\, including the following: \n\n“Plain meaning” rule / ambiguity\nContextual evidence of negotiating history\nEstoppel\nStatutory freeze issues\nThe requirements of good faith\nFairness and management rights\nRelevance of statute law\nReasons and judicial review\n\nThe emphasis will be on practical advice. Up-to-date materials will be provided with case summaries\, overviews and analyses prepared by Lancaster’s legal staff. \nWho should attend? The program is designed for: \n\nHR directors\, professionals and executives\nPolice chiefs\nUnion officers\, representatives and advocates\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\nDeputy police chiefs\n\nCPDWorkshop CPD\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved for Continuing Professional Development 3.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n \n\n\n \n\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours.\nThis program has been approved by the Law Society of British Colombia for 3.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/grievance-arbitration-police-services-workshop-current-trends-contested-issues/
LOCATION:Virtual Event
CATEGORIES:Conference,Workshop
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241024T123000
DTEND;TZID=UTC:20241024T140000
DTSTAMP:20260403T164019
CREATED:20240709T195031Z
LAST-MODIFIED:20241016T141715Z
UID:14133-1729773000-1729778400@lancasterhouse.com
SUMMARY:New Developments in Workers’ Compensation: Experts discuss legislative changes and the latest decisions\, trends\, and policies
DESCRIPTION:Moderator\n\n \nKaren Nordlinger\nArbitrator\, Mediator and Lawyer\nAaron Gordon Daykin Nordlinger LLP \n\n\nSpeakers\n\n \nTom McKenna\nNational Health and Safety Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nJulie Weller\nEmployer Counsel\nMathews Dinsdale \n\n\nIn this webinar\, expert panelists will address noteworthy cases\, cross-country trends\, and legislative and policy developments of the past year relating to workers’ compensation. The webinar will address questions such as: \n\nWhen will misconduct by a worker\, such as drinking and driving in the course of work\, cause the worker to be ineligible for compensation for related injuries?\nWhen will a contractor or subcontractor be considered a “worker” of the contracting company such that they are eligible for benefits and barred from pursuing civil claims relating to workplace injuries? What factors and policy considerations may the court or adjudicator take into account?\nWhat privacy protections apply to personal information about a worker received by an employer through a workers’ compensation claim?\nWhat lessons can be learned from recent court and tribunal decisions addressing coverage for chronic or traumatic mental stress? What evidence is required?\nWhat noteworthy legislative or policy changes have been implemented in the past year? For example:\n\nWhat is required by the “duty to cooperate” and “duty to maintain employment”\, recently introduced in British Columbia?\nIn which provinces are “gig workers” covered under workers’ compensation legislation?\nWhat changes have recently been implemented relating to coverage for psychological injuries sustained in the workplace and related evidentiary requirements?\n\n\n\nTopics will be finalized in the weeks prior to the webinar\, ensuring coverage of the latest and most important developments. \nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/new-developments-in-workers-compensation-experts-discuss-legislative-changes-and-the-latest-decisions-trends-and-policies/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/07/new-developments-in-workers-comp-6.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20241016
DTEND;VALUE=DATE:20241019
DTSTAMP:20260403T164019
CREATED:20240214T201811Z
LAST-MODIFIED:20241009T155744Z
UID:12304-1729036800-1729295999@lancasterhouse.com
SUMMARY:Ottawa Labour Law Conference
DESCRIPTION:OverviewThe Ottawa Labour Law Conference is an annual event that serves as a vital forum for professionals\, academics\, and policymakers in the field of labor law. This conference gathers together experts and practitioners from across Canada and beyond to engage in meaningful discussions\, share insights\, and explore the latest developments in labor law and employment relations. With a focus on fostering dialogue and collaboration\, the conference provides a platform for attendees to gain a deeper understanding of the ever-evolving legal landscape that shapes labor relations and worker rights. It plays a pivotal role in shaping the future of labor law in Canada by facilitating the exchange of knowledge\, best practices\, and innovative ideas among those dedicated to advancing workers’ rights and the broader field of labor law. \nConference Co-Chairs\n\n \nWassim Garzouzi\nUnion Counsel\nRavenLaw LLP \n\n\n \nJudith Parisien\nEmployer Counsel\nFasken Martineau DuMoulin LLP\n\n\n \nChris Rootham\nBoard Member\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\nConference Advisory Committee\n\n \nJena Montgomery\nCounsel\nTreasury Board Secretariat Legal Services\nDepartment of Justice \n\n\n \nOdessa O’Dell\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nJennifer Duff\nUnion Counsel\nShields Hunt Duff Strachan \n\n\n \nAaron Lemkow\nLegal Counsel\nOntario Nurses’ Association (ONA) \n\n\nWednesday\, October 16\, 2024Workshop*Workshop sold separately from stand-alone conference.After the Investigation: Defusing conflicts and restoring workplace relationships - 9:00 a.m. – 4:00 p.m.\n\n\n \nRoger Beaudry\nArbitrator/Mediator and Dispute Prevention/Resolution Consultant\nAptus Conflict Solutions \n\n\n \nMadeline Hall\nLawyer & Investigator\nMortimer Khoraych Workplace Investigations and Restorations \n\n\n \nChristopher Edwards\nEmployer Counsel\nSoloway Wright \n\n\n \nLaura Ross\nBilingual Senior Officer\, Legal Branch\nCanadian Union of Public Employees (CUPE) \n\n\nAllegations of bullying or harassment\, breaches of respectful workplace policies\, or other inappropriate behaviour often result in a formal investigation\, culminating in a report with findings and recommendations. However\, the investigation (and the imposition of discipline where misconduct is found to have occurred) may be only the first step in addressing conflicts that have emerged between co-workers. Indeed\, the investigation process itself may have the unintended result of further fracturing the workplace\, by pitting one group of employees against another\, or employees against supervisors. In this workshop\, experienced facilitators will share their expertise with participants in order to provide them with the knowledge and skills needed to restore productive relationships after the investigation\, and to ensure that genuine closure is achieved. \n\nWhat are the most effective approaches to communicating with employees about the investigation while it is ongoing and after it has been completed? How can the employer assure employees that the investigation process is fair and objective\, and that it properly balances the rights and expectations of different groups within the workplace?\nWho is entitled to be apprised of allegations? And of statements by other parties to the investigation?\nWho is entitled to be advised of the conclusions in an investigation report? When might it be advisable to disclose the report’s findings with others in the workplace?\nWhat role does solicitor-client privilege play in the investigation process? Litigation privilege? Common law rules relating to confidentiality?\nIs it beneficial to hold a post-investigation meeting with the affected employees\, or the staff as a whole\, to discuss the outcome and to explain what changes will be implemented going forward?\nIn what circumstances should the employer consider hiring a professional mediator to deal with ongoing conflicts? When is one-on-one counselling appropriate?\nWhen does legislation require that a neutral investigator be appointed? When should this be done\, regardless of legislative requirements?\nDoes an apology by the offending parties play a useful role in defusing lingering tensions? What if an employee who behaved inappropriately is unremorseful and unwilling to accept responsibility?\nWhen should consideration be given to reassigning an employee (or employees) to a different work area?\nAfter an investigation\, what steps should be taken to reinforce expectations regarding applicable policies and acceptable behaviour at work?\n\nThursday\, October 17\, 2024Opening Remarks: 9:00 a.m. – 9:05 a.m. \nPanel 1 - Current and Critical: Major developments in legislation and caselaw - 9:05 a.m. – 10:35 a.m.\n\n\n \nDavid Olsen\nBoard Member\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\n \nSophie Arseneault\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nAndrew Montague-Reinholdt\nUnion Counsel\nNelligan O’Brien Payne LLP \n\n\nIn this session\, expert panelists will examine recent significant developments in federal and provincial labour law. Panelists will address the latest cases on topics such as: \n\nDiscrimination\, harassment\, and accommodation;\nFreedom of association;\nWorkplace investigations;\nDiscipline;\nPrivacy; and\nRemote work.\n\nThe panel will also examine recent legislative and other initiatives\, such as: \n\nFederal legislation to ban the use of strike replacement workers;\nThe report of the Employment Equity Act Review Task Force and related changes to the Act;\nRequiring companies to report the use of forced labour and child labour in the international supply chains; and\nThe Ontario government’s Working for Workers legislative series.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:35 a.m. – 10:50 a.m. \nPanel 2 - Thinking Outside the Bots: Arbitrators weigh the pros and cons of artificial intelligence in labour relations - 10:50 a.m. – 12:05 p.m.\n\n\n \nClaire Kane Boychuk\nUnion Counsel \n\n\n \nJohn McLuckie\nUnion Counsel\nJewitt McLuckie & Associates \n\n\n \nAndrew Tremayne\nArbitrator/Mediator \n\n\n\n \nAndrew Vey\nEmployer Counsel\nVey WIllets LLP \n\n\n\nGiven the lack of Canadian arbitration decisions on the use of artificial intelligence (AI) to recruit and manage employees\, this session will provide employers and unions with the best available insight into how grievances against such uses of AI would be mounted\, defended\, and decided. Experienced management and union counsel will join an arbitrator to discuss a hypothetical union challenge to algorithmic management and to a program designed to vet job candidates. \nSpecific issues to be addressed include: \n\nWhat principles in existing federal or provincial arbitral jurisprudence or legislative provisions could be invoked to challenge an employer’s use of algorithmic management (i.e. use of AI and data to manage employees)?\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management would arbitrators likely find most compelling?\nWhat legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions?\nWhat privacy concerns are raised by using AI to evaluate job applicants based on their internet activity?\n\nNetworking Lunch: 12:05 p.m. – 1:05 p.m. \nPanel 3 - Justice Delayed is Justice Denied: Addressing arbitrator selection\, scheduling issues\, and other obstacles to effective arbitration - 1:05 p.m. – 2:20 p.m.\n\n\n \nArchana Mathew\nArbitrator/Mediator \n\n\n \nMorgan Rowe\nUnion Counsel\nRavenLaw LLP \n\n\n \nGrace Skowronski\nSenior Legal Counsel\nCanada Post \n\n\nArbitration\, once heralded for its efficiency\, is grappling with hurdles that may erode confidence in the process. Parties and practitioners have raised concerns regarding judicialization\, timeliness\, and arbitrator selection. In this panel\, experts will address the following: \n\nIs there a shortage of neutrals? If so\, what is the effect on the arbitration process? On scheduling? On confidence in the process? How can the shortage of arbitrators\, if it exists\, be remedied?\nWhat common bottlenecks do parties encounter in the arbitral process? How can labour practitioners eliminate unnecessary delays? Does the growing legalism of arbitration undermine its unique advantages\, or is it necessary to ensure procedural protections for parties?\nWhat options exist outside of the conventional arbitration process? .g. Med-arb\, arb-med? Final offer selection? In what circumstances should parties consider these alternatives?\nCan parties reduce arbitration timelines by participating in a virtual or hybrid format? Is there room to automate arbitration processes?\nWhat criteria should parties consider when selecting an arbitrator?\nWhat factors should labour ministries take into account in appointing arbitrators? If expertise and acceptability to the labour relations community are relevant factors\, how should they be measured? How can the Labour ministry’s appointment process be made more transparent? More accountable in terms of ensuring the fair and equitable assignment of cases?\n\nBreak: 2:20 p.m. – 2:35 p.m. \nPanel 4 - Is it Harassment or Isn’t It? An interactive panel based on actual case studies - 2:35 p.m. – 3:50 p.m.\n\n\n \nChris Davidson\nWorkplace Investigator\nTurnpenney Milne LLP \n\n\n \nTia Hazra\nConsultation Team Lead\nProfessional Institute of the Public Service of Canada (PIPSC) \n\n\n \nLarissa Volinets Schieven \nCounsel\nTreasury Board Secretariat Legal Services\nDepartment of Justice Canada \n\n\nIn many instances conduct or comments will clearly meet the definition of harassment. However\, in other cases\, debate may arise as to whether the alleged harasser knew or ought reasonably to have known that their behaviour was unwelcome\, offensive\, or harmful. In this session\, panelists will highlight the degree to which reasonable minds may disagree about whether comments or conduct constitute harassment\, probe the reasons behind such disagreement\, and address issues such as: \n\nShould a complainant’s subjective feelings of humiliation or offence be determinative of whether certain conduct constitutes harassment? If not\, why not?\nWhat role do a complainant’s personal characteristics – gender and race\, for example – play in determining whether certain conduct should reasonably be seen to be offensive? How might a decision-maker’s unconscious bias interfere in the analysis of whether conduct could reasonably be seen to be unwelcome?\nDoes workplace culture play any role in determining whether conduct or comments amount to harassment?\nIs the analysis of whether conduct constitutes harassment affected by a friendship or previous romantic relationship between the complainant and respondent? What about power imbalances or lack thereof?\nHow is the reasonableness of management’s response assessed by arbitrators?\n\nClosing remarks: 3:50 p.m. – 4:00 p.m. \nFriday\, October 18\, 2024Opening Remarks: 9:00 a.m. – 9:05 a.m. \nPanel 5 - Beliefs and Boundaries: Reconciling employee free speech and legitimate employer concerns - 9:05 a.m. – 10:35 a.m.\n\n\n \nDavid Jewitt\nArbitrator\, Mediator\, Workplace Investigator \n\n\n \nLauren Brecher\nEmployer Counsel\nEmond Harnden LLP \n\n\n \nDavid Yazbeck\nDirector\, National Labour Relations\nProfessional Institute of the Public Service of Canada (PIPSC) \n\n\nHow can employers balance freedom of expression under the Charter with the need to maintain a productive and respectful workplace? In this session\, panelists will address: \n\nDo employees have the right to express their views on potentially controversial and/or political matters at work?\nWhat criteria should employers and unions consider when determining whether an employee’s speech or actions pose a legitimate concern to the organization’s reputation or operations? What actions should employers or unions take when employees’ expressions border on being disrespectful or offensive\, but are not overtly harmful?\nCan employers or unions set policies governing conduct for off work or social media expression? If so\, what are best practices for ensuring these policies respect individual freedoms and the reputation and operations of the workplace?\nCan employers monitor employee expressions outside the workplace or on social media? Can employers discipline employees for such expressions?\nWhat is the extent of a union’s duty to represent members who face work-related consequences for potentially polarizing beliefs or actions? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\nHow can employers and unions effectively communicate expectations regarding employee expression\, appropriate workplace conduct\, and appropriate off-work conduct?\n\nBreak: 10:35 a.m. – 10:50 a.m. \nPanel 6 - Bar None: Achieving gender inclusivity in the workplace - 10:50 a.m. – 12:20 p.m.\n\n\n \nTyler Boyce\nExecutive Director\nThe Enchante Network \n\n\n \nLori Harreman\nLegal Coordinator\nOntario Nurses’ Association \n\n\n \nDan Irving\, PhD\nAssociate Professor\nInstitute of Interdisciplinary Studies\nCarleton University \n\n\n \nGrace McDonell\nEmployer Counsel\nMcCarthy Tétrault \n\n\nEnsuring genuine inclusion of transgender and gender-diverse individuals in the workplace contributes to providing a healthy\, safe\, and equitable work environment. In this session\, expert panelists will examine ways in which employers\, unions\, and employees can collaborate to create an inclusive workplace for all\, including through collective agreement language\, policies\, and other working arrangements. Final topics will be selected in consultation with panelists in the weeks preceding the conference. \nNetworking Lunch: 12:20 p.m. – 1:20 p.m. \nFireside Chat - 1:20 p.m. – 2:05 p.m.\n\n\n \nMadame Justice Karen Jensen\nJudge\nOntario Superior Court of Justice \n\n\n \nMeg Steele\nChief Human Resources Officer\nOttawa Police Service \n\n\nBreak: 2:05 p.m. – 2:20 p.m. \nPanel 7 - Using Non-Disclosure Agreements to Settle Harassment and Other Workplace Disputes: Is the case for abolition compelling? - 2:20 p.m. – 3:50 p.m.\n\n\n \nDavid Bennett\nMediator\, Arbitrator\, Investigator \n\n\n \nStephanie Lewis\nEmployer Counsel\nDentons \n\n\n \nMiriam Martin\nBarrister & Solicitor\nCanadian Union of Public Employees (CUPE) \n\n\nNon-disclosure agreements (NDAs) are contractual agreements designed to maintain confidentiality among involved parties. While NDAs are frequently used in workplace settlements\, there is increasing apprehension about the potential of NDAs to silence victims of discrimination and harassment while shielding employers from reputational damage and other liabilities. In this session\, a panel of experts will address the following: \n\nWhat legislative/regulatory changes have been adopted respecting the use of NDAs in workplace disputes?\nHow are NDAs currently being used in workplace disputes?\nWhat information can be covered by an NDA?\nWhat are the negative ramifications of using NDAs in workplace disputes? What are the potential benefits? How might NDAs impact the victims of harassment and/or violence?\nWhat circumstances may render an NDA unenforceable?\nWhat happens if an employee\, former employee\, or the employer violates an NDA? How have courts and/or arbitrators treated breaches of NDAs?\n\nClosing remarks: 3:50 p.m. – 4:00 p.m. \nWorkshop - CPD\n\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nCPD for Members of the Law Society of Ontario: 5.5 Substantive Hours; 0 Professionalism Hours.\n\n\n\n\nConference - CPD\n\n\nThis program has been approved for 10.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 10.5 substantive hours; 0 professionalism hours.
URL:https://lancasterhouse.com/event/ottawa-labour-law-conference-2024/
LOCATION:Rogers Centre Ottawa\, 55 Colonel By Drive\, Ottawa\, Ontario\, K1N 9J2\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/02/oll-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20241011T123000
DTEND;TZID=America/Halifax:20241011T160000
DTSTAMP:20260403T164019
CREATED:20240111T161714Z
LAST-MODIFIED:20240913T165509Z
UID:11298-1728649800-1728662400@lancasterhouse.com
SUMMARY:Interest Arbitration Police Services Workshop: Current issues\, proven practices
DESCRIPTION:Speakers\n\n \nChris Albertyn\nArbitrator \n\n\n \nTom Roper K.C.\nLabour Relations Counsel \n\n\n \nNini Jones\nLabour Relations Counsel \n\n\nFriday\, October 11\, 2024In the police services sector\, if negotiations result in an impasse\, wages and working conditions are determined by labour arbitrators rather than by strike or lockout. In this virtual workshop\, seasoned experts will address key issues and trends in interest arbitration in the police services sector\, as reflected in the decisions of leading arbitrators across Canada. \nAttendees can expect to learn principles and practices relating to the following: \n\nSelecting an arbitrator\nPreparing for mediation and arbitration\nPresenting briefs and documents at arbitration\nExamining alternative formats including conventional arbitration\, med-arb\, arb-med\, final offer selection\, and first contract arbitration\nThe criteria that arbitrators apply including replication/comparability\, demonstrated need and total compensation\nThe treatment of substantive issues\, such as wage determination\, impact of inflation\, staffing standards\, contracting out\, appropriate benefit levels\, etc.\nThe treatment of process issues\, including ground rules\, package bargaining\, effect of pattern-setting settlements and awards\, status of unratified settlements\, etc.\nEffective remedies\, including interim awards\, final orders\, enforcement and judicial review\n\nThe emphasis will be on practical advice. Up-to-date materials will be provided with case summaries\, overviews and analyses prepared by Lancaster’s legal staff. \nWho should attend? The program is designed for: \n\nHR directors\, professionals and executives\nPolice chiefs\nUnion officers\, representatives\, advocates\nUnion and management negotiators and negotiating committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\nDeputy police chiefs\n\nCPDWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\n \n\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours.\nThis program has been approved by the Law Society of British Colombia for 3.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/interest-arbitration-police-services-workshop-current-issues-proven-practices/
LOCATION:Virtual Event
CATEGORIES:Conference,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/01/interest-arbitration-police-services-2024-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20241008T123000
DTEND;TZID=America/Halifax:20241008T160000
DTSTAMP:20260403T164019
CREATED:20240424T141221Z
LAST-MODIFIED:20240918T195842Z
UID:12993-1728390600-1728403200@lancasterhouse.com
SUMMARY:Tackling Workplace Impairment: Identifying causes\, addressing risks\, providing accommodation
DESCRIPTION:Speakers\n\n \nNorm Keith\nPartner\, Employment & Labour Law\, KPMG Law LLP\nKPMG in Canada \n\n\n \nKelly VanBuskirk\nPartner\nLawson Creamer Lawyers \n\n\n \nDan Demers\nDirector of Business Development\nCannAmm Occupational Testing Services \n\n\nTuesday\, October 8\, 2024Half-Day Virtual WorkshopUse of alcohol\, cannabis\, and illicit substances has increased significantly as Canadians cope with mental health challenges and social isolation. In this virtual workshop\, experts will discuss recent cases on drug and alcohol testing\, fitness-for-duty assessments\, suitable accommodations\, and disciplinary sanctions\, addressing: \n\nWhat constitutes reasonable cause to justify alcohol and drug testing? Can the mere fact that a worker smells of cannabis or alcohol justify administering a reasonable cause test?\nWhat are some recent examples of treatment or monitoring mechanisms that have been found to be violations of privacy rights or excessively intrusive?\nWhat do recent decisions tell us about the circumstances required to justify post-incident testing? What qualifies as a “significant” incident that would be sufficiently serious to warrant an invasive drug or alcohol test? How does this analysis apply in the case of a near-miss incident?\nWhat must an employer demonstrate aside from the risk of residual impairment in order to establish that accommodation in a safety-sensitive position or workplace would constitute undue hardship?\nDo recent cases provide guidance on how to conduct an individualized assessment to determine whether an employee is fit for duty?\nTo what extent will an employer be required to accommodate an employee who fails to disclose or denies having an issue with substance use?\nWhere do recent cases draw the line on accommodating relapses\, ruling that any further obligation to tolerate relapses would amount to undue hardship?\nOn what grounds have arbitrators recently overturned last-chance agreements\, ruling that a violation of their terms is not sufficient to establish undue hardship?\nWhat factors do adjudicators consider when determining appropriate disciplinary penalties for violations of workplace drug and alcohol policies?\n\nCPDCPD\n\n\nThis program has been approved by CPHR Alberta for 3.1 Continuing Professional Development hours per session.\n\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.16 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3.1 hours per session under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR Nova Scotia for 3.1 Continuing Professional Development hours per session.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.1 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3.1 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 3.1 Substantive Hours; 0 Professionalism Hours\, per session.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.1 Continuing Professional Development hours\, per session.\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive workshop\, video\, and MP3 bundle – $920Live workshop – $575Video and MP3 – $575 \n(Please note\, bundles are designed for a single attendee\, please contact Customer Service for multi-user pricing. Registrations must be paid in advance of the webinar) \nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nRegistration Information\nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live workshop. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials.
URL:https://lancasterhouse.com/event/tackling-workplace-impairment/
LOCATION:Virtual Event
CATEGORIES:Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/04/workplace-impairment.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241001T123000
DTEND;TZID=UTC:20241001T140000
DTSTAMP:20260403T164019
CREATED:20240709T194924Z
LAST-MODIFIED:20240917T181737Z
UID:14129-1727785800-1727791200@lancasterhouse.com
SUMMARY:Public-Facing Employment: Protecting workers from harassment by customers\, patients\, students\, and other third parties
DESCRIPTION:Moderator\n\n \nJeff Palamar\nArbitrator and Lawyer\nTaylor McCaffrey \n\n\nSpeakers\n\n \nNatasha Savoline\nEmployer Counsel\nBernardi Human Resource Law LLP \n\n\n \nKas Pavanantharajah\nUnion Counsel\nBlack Gropper \n\n\nAn employer’s obligation to protect workers from harassment is not limited to harassment by other employees and managers; it also may extend to harassment perpetrated by members of the public. Such situations present special challenges In this panel\, Lancaster’s expert speakers will address issues relating to third-party harassment in the workplace\, such as: \n\nWhat type of conduct constitutes harassment by customers\, patients\, students or other members of the public?\nDoes an employer have an obligation to protect employees from harassment by the public on the company’s social media sites? How does this interact with rights that members of the public may have to express themselves freely?\nWhat policies or practices can employers put into place to proactively guard against harassment by clients and other members of the public? How is this affected by the nature of the worksite (e.g. educational institution\, health care setting\, etc.)?\nWhat steps should an employer take to conduct an appropriate investigation into harassment by a member of the public? What challenges exist when the alleged third-party harasser will not comply with the investigation?\nWhat types of legal actions and remedies are appropriate where an employee has been harassed by a member of the public?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/public-facing-employment-protecting-workers-from-harassment-by-customers-patients-students-and-other-third-parties/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/07/public-facing-employment.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240926T123000
DTEND;TZID=UTC:20240926T140000
DTSTAMP:20260403T164019
CREATED:20240709T194828Z
LAST-MODIFIED:20240923T173201Z
UID:14131-1727353800-1727359200@lancasterhouse.com
SUMMARY:Privacy Protection in a Wired Workplace: The Supreme Court of Canada sets new rules
DESCRIPTION:Moderator\n\n \nSara Slinn\nArbitrator/Mediator \n\n\nSpeakers\n\n \nElisabeth Finney\nUnion Counsel\nBlack Burke Mayor LLP \n\n\n \nJustin P’ng\nEmployer Counsel\nOsler\, Hoskin & Harcourt LLP \n\n\nIn a recent ruling\, the Supreme Court of Canada affirmed that teachers employed by Ontario public school boards have a right to be protected from unreasonable search and seizure under section 8 of the Canadian Charter of Rights and Freedoms. The Supreme Court’s decision limits the surveillance of electronic devices used by employees at work In this webinar\, panelists will explore: \n\nWhich employers are subject to the Charter? \nWhat categories of employees are protected from unreasonable search and seizure under section 8 of the Charter? How far does the protection go?\nWhen will a search be reasonable? When will it go too far?\nAre arbitrators obliged to apply the Charter of Rights?\nWhat limits can employer policies impose?\nDoes employer tracking and surveillance need to be communicated in advance in policies and collective agreements?\nWhat balance should be struck between an employer’s right to manage the workplace and employees’ privacy interests?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/privacy-protection-in-a-wired-workplace-the-supreme-court-of-canada-sets-new-rules/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2024/07/privacy-protection-2024.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20240912T123000
DTEND;TZID=America/New_York:20240912T170000
DTSTAMP:20260403T164019
CREATED:20240214T185026Z
LAST-MODIFIED:20240904T184437Z
UID:12292-1726144200-1726160400@lancasterhouse.com
SUMMARY:National Health & Safety Conference
DESCRIPTION:The Virtual Health & Safety Conference is a meticulously crafted event tailored to meet the needs of human resources\, industrial relations professionals\, executives\, union officers\, and representatives\, as well as health and safety/workers’ compensation specialists\, and labor and employment lawyers/consultants. \nThis premier gathering serves as a dynamic platform for industry thought leaders and practitioners to engage in insightful discussions and collaborative exchanges. The conference features illuminating panels that delve into crucial topics\, including the “Annual Check-Up\,” where experts meticulously dissect key cases and legislative developments\, offering participants a comprehensive understanding of the evolving legal landscape. \nConference Co-Chairs\n\n \nJamie Alyce Jurczak\nEmployer Counsel\nTaylor McCaffrey LLP \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\nConference Advisory Committee\n\n \nAlissa Demerse\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\n \nPeter Smith\nPresident and Senior Scientist\nInstitute for Work and Health \n\n\nThursday\, September 12\, 2024Introduction: 12:30 p.m. – 12:35 p.m. \nPanel 1 - Precedents and Prosecutions: Examining key caselaw\, enforcement action\, and legislative developments - 12:35 p.m. – 1:50 p.m.\n\n\n \nMichael Fisher\nUnion CounselRavenLaw LLP \n\n\n \nAminah Hanif\nUnion CounselCavalluzzo LLP \n\n\n \nMichelle Jones\nEmployer CounselLawson Lundell LLP \n\n\n \nJeremy Warning\nEmployer CounselMathews\, Dinsdale & Clark LLP \n\n\nIn this session\, expert panelists will address recent cases and legislative developments impacting workplace health and safety. Topics to be addressed include: \n\nWhat are notable trends in recent prosecutions for workplace health and safety violations? What key legislative developments impacting occupational health and safety have been implemented cross-country in the past year?\nWhen will an employer be held liable under occupational health and safety legislation for injuries or deaths that occur in the course of work that is not performed under the employer’s direct supervision or control? How does the recent Supreme Court of Canada decision in  v. Greater Sudbury (City)\, which interprets Ontario’s occupational health and safety legislation\, apply to other jurisdictions?\nHow have arbitrators and adjudicators assessed the reasonableness of employer-ordered drug and alcohol testing in recent decisions?\nWhat key principles have emerged in recent caselaw regarding workplace harassment investigations conducted pursuant to occupational health and safety legislation? For example\, how much information regarding the investigation must an employer disclose to the union and/or the complainant? What consequences may flow from a failure to conduct an investigation?\nHow should workplace parties respond when employee’s human rights conflict with an employer’s occupational health and safety obligations?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nBreak: 1:50 p.m. – 2:00 p.m. \nPanel 2 - Investigations through a Health and Safety Lens: Conducting compliant and effective incident and harassment investigations - 2:00 p.m. – 3:10 p.m.\n\n\n \nMadeleine Loewenberg\nEmployer Counsel\nLoewenberg Psarris Workplace Law LLP \n\n\n \nCarissa Tanzola\nUnion Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nEmployers have an obligation to ensure that workplace investigations are conducted effectively and comply with legislation\, workplace policies\, and collective agreements. These obligations extend to both investigations into allegations of harassment and investigations following workplace injuries or accidents. In this panel\, experts will address: \n\nWhat lessons can be drawn from recent caselaw about an employer’s duty to investigate claims of harassment? What about the essential elements of a fair\, adequate\, and effective investigation? Under what circumstances have investigations raised procedural fairness concerns?\nDo options besides an investigation\, such as alternative dispute resolution\, satisfy the duty to investigate under the Occupational Health and Safety Act?\nWhen will an employer’s request for post incident drug and alcohol testing be found unreasonable by an arbitrator?\nHow much should independence factor into who should investigate workplace incidents and harassment? How can employers determine whether an external investigator is necessary?\nWhat are best practices for ensuring that systemic inequities and unconscious biases do not impact the investigatory process?\nHow can investigators protect employee’s privacy rights during a workplace investigation?\nWhat considerations are particularly relevant to workplace investigations pertaining to off-duty conduct? Can employers justify access to employees’ personal devices for the purposes of an investigation?\n\nBreak: 3:10 p.m. – 3:20 p.m. \nKeynote - Dr. Jennifer Quaid: The illusion and the reality of corporate accountability for workplace health and safety offences: reflections on the Westray amendments 20 years later - 3:20 p.m. – 3:50 p.m.\n\n\n \nJennifer Quaid\nAssociate Professor\, Faculty of Law\nQueen’s University \n\n\nComing Soon. \nBreak: 3:50 p.m. – 4:00 p.m. \nPanel 3 - Culture Shifts: Expert guidance on transforming organizational approaches to health and safety - 4:00 p.m. – 5:00 p.m.\n\n\n \nRobin Angel\nStrategic Advisor Occupational Health & Safety Correctional Services\nDepartment of Justice Nova Scotia \n\n\n \nKatherine Ferreira\nUnion Counsel\nKoskie Minsky LLP \n\n\n \nJoanne Hay\nDirector\, Health and Safety\nUnifor \n\n\n \nEleni Kassaris\nEmployer Counsel\nDentons \n\n\n \nDr. Lynda Robson\nScientist\nInstitute for Work and Health \n\n\nIn this session\, expert panelists will explore best practices in building organizational cultures which prioritize health and safety. Speakers will address questions such as: \n\nHow does creating a strong organizational health and safety culture differ from an employer’s requirement to provide a safe workplace under occupational health and safety legislation?\nHow can employers and unions promote an organization-wide commitment to health and safety and achieve employee “buy-in” to health and safety initiatives? Should workplace parties seek to shift organizational culture through incentives\, consequences for non-compliance\, or some combination of the two?\nHow can organizations ensure a robust workplace health and safety culture in remote work settings? Will obligations imposed under occupational health and safety legislation apply in such cases?\nWill new technologies\, such as artificial intelligence (AI)\, assist or hinder the creation of a strong health and safety culture?\nHow have organizations achieved positive shifts in their health and safety cultures?\n\nClosing Remarks: 5:00 p.m. \nCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 4 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 4 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR Alberta for 4 Continuing Professional Development hours per session.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 4 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 4 Substantive Hours; 0 Professionalism Hours.\nThis event contains 3.5 technical hours and would be eligible for BCRSP CEU points. See the BCRSP website at www.bcrsp.ca for CEU point criteria.
URL:https://lancasterhouse.com/event/national-health-safety-conference-2024/
LOCATION:Virtual Event
CATEGORIES:Conference,Health & Safety
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/02/national-HandS-header-1.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240910T123000
DTEND;TZID=UTC:20240910T140000
DTSTAMP:20260403T164019
CREATED:20240322T153529Z
LAST-MODIFIED:20251106T184315Z
UID:12900-1725971400-1725976800@lancasterhouse.com
SUMMARY:Beyond the Open Door: Expert guidance on proactively recognizing and responding to employee mental health concerns
DESCRIPTION:Moderator \n\n\n \nDoug Sanderson\nArbitrator and Mediator\nDoug Sanderson Dispute Resolution \n\n\n\nSpeakers \n\n\n \nDr. Katy Kamkar\nDr. Katy Kamkar\, PhD\, CPsych.\nClinical Psychologist \n\n\n \nDiane Laranja\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nTroy Winters\nSenior Health and Safety Officer Canadian Union of Public Employees (CUPE) \n\n\n\nIt is now common knowledge that employers\, unions and employees all benefit from a safe and healthy work environment that protects workers’ mental health. However\, workplace parties continue to grapple with the best way to proactively guard against poor mental health in the workplace beyond simply reacting and responding to concerns once they arise. In this panel\, experts will discuss tools and practices that employers and unions can use to maximize employees’ psychological health and safety. \nQuestions to be addressed include: \n\nWhat is the difference between mental illness and mental health in a broader sense? Why is it important for workplaces to implement proactive measures that address both mental illness and mental health?\nWhat are an employer’s legal obligations to protect workers’ psychological wellbeing under occupational health and safety legislation?\nWhat are the key elements of a healthy work environment and how can employers effectively assess the health of their workplace?\nWhat are best practices for proactively addressing mental health in the workplace and what are the respective roles of the employer and union in this regard?\nWhat are the potential implications for employers should they fail in their obligation to provide a safe and healthy work environment?\nCan unions be held liable for failing to protect the psychological health and safety of their membership?\nWhat resources are available? How useful/reliable are they?\n\n\nAccreditation \nCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/beyond-the-open-door-expert-guidance-on-proactively-recognizing-and-responding-to-employee-mental-health-concerns/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240827T123000
DTEND;TZID=UTC:20240827T140000
DTSTAMP:20260403T164019
CREATED:20240322T153448Z
LAST-MODIFIED:20240730T174248Z
UID:12901-1724761800-1724767200@lancasterhouse.com
SUMMARY:Can We Be Friends? Navigating workplace interactions in an increasingly conflicted world
DESCRIPTION:Moderator\n\n \nJudith Allen\nArbitrator\, Mediator and Workplace Investigator\nArbitration Investigation Mediation (AIM) \n\n\nSpeakers\n\n \nTerry Downey\nUnion Representative\nSEIU Local 1 Canada \n\n\n \nEleni Kassaris\nEmployer Counsel\nDentons \n\n\n \nJen Magnus\nFounder/President\nMagnus Consulting \n\n\nWorkplaces bring together employees with diverse beliefs and opinions. In this webinar\, expert panelists will examine legal principles and best practices for navigating workplace interactions in an increasingly polarized world and building respectful\, cohesive workplaces. \nThe webinar will address questions including: \n\nWhat does research suggest about the importance of cultivating workplace friendships? What impact does this have on job satisfaction\, productivity\, and mental health? What are the potential downsides?\nShould employers encourage employees to restrict their interactions to work-related exchanges? Does allowing or encouraging interaction on subjects beyond work-related topics increase the risk for conflict or potential litigation?\nWhat do recent cases suggest about the line between safeguarding free speech at work and an employer’s duty to ensure a safe work environment? Can employees express political or controversial opinions in the workplace? When will an employee be subject to discipline for such statements?\nAt what point must an employer intervene where employees are in conflict due to differing beliefs or opinions? What is the role of the union in responding to these conflicts?\nCan employees be disciplined for statements made when interacting with other employees outside of the workplace?\nWhat steps can employers and unions take to encourage a positive\, cohesive work environment while minimizing the risk of harmful conflict or inappropriate comments by employees regarding their beliefs or opinions?\nWhat is the responsibility of the employer to monitor and control gossip?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/can-we-be-friends-navigating-workplace-interactions-in-an-increasingly-conflicted-world/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/can-we-be-friends.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240815T123000
DTEND;TZID=UTC:20240815T140000
DTSTAMP:20260403T164020
CREATED:20240322T153401Z
LAST-MODIFIED:20240923T144013Z
UID:12902-1723725000-1723730400@lancasterhouse.com
SUMMARY:Recovering the Balance: Practical guidance on flexible work\, the right to disconnect\, and avoiding burnout
DESCRIPTION:Moderator\n\n \nMireille Giroux\nVice-Chair\nOntario Labour Relations Board (OLRB) \n\n\nSpeakers\n\n \nMeghan Burton\nOrganization Development Advisor\nMental Health Commission of Canada \n\n\n \nTahir Khorasanee\nEmployer counsel\nSteinbergs LLP \n\n\n \nSogol Naserian\nUnion Counsel\nShields Hunt Duff Stratchan \n\n\nIn this webinar\, expert panelists will provide practical guidance on how employers and unions can identify and prevent burnout and related mental health harms through proactive changes to working arrangements and workplace culture. \nSpeakers will address questions such as: \n\nWhat is “burnout”? How does it differ from stress or anxiety? What does evidence suggest causes burnout? What signs may indicate that an employee is experiencing burnout or harmful levels of stress?\nWhat are employers’ legal responsibilities when it comes to burnout and workplace stress? How should employers and unions respond when employees suggest or exhibit signs that they are overly stressed or burnt out?\nHow can employers and unions identify organizational factors that contribute to or cause burnout and undue stress? What tools\, guidelines\, or other resources may be of assistance in identifying organizational risk factors?\nWhat does initial evidence suggest about the impact of remote work on employee mental health? How can employers develop remote work policies that maximize mental health benefits and minimize potential harms?\nDo employees have a “right to disconnect” from work outside of business hours? Is such a right practicable for employees who do not work traditional “9 to 5” hours? In jurisdictions where such a right has been implemented through legislation\, has it proven to be effective?\nWhat types of flexible work arrangements can workplace parties implement to address problems of overwork and burnout? What challenges may arise in implementing such arrangements in unionized and non-unionized workplaces?\nWhat organizational or policy changes may be made to promote mental health and minimize burnout and undue stress? What types of provisions to this effect can or should be negotiated through collective bargaining?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/recovering-the-balance-practical-guidance-on-flexible-work-the-right-to-disconnect-and-avoiding-burnout/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/recovering-the-balance-4.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20240807T123000
DTEND;TZID=America/Toronto:20240807T133000
DTSTAMP:20260403T164020
CREATED:20240619T152747Z
LAST-MODIFIED:20240807T145035Z
UID:13618-1723033800-1723037400@lancasterhouse.com
SUMMARY:Lancaster Speaker Series: Dr. Dayna Lee-Baggley – The Burnout Burger: The role of psychological safety in preventing burnout in the workplace
DESCRIPTION:Speakers\n\n \nDr. Dayna Lee-Baggley\n\n\nRates of burnout have never been higher. However\, the conventional focus on self-care falls short. In this innovative presentation\, Dr. Dayna will present a more comprehensive strategy to address burnout known as “the Burnout Burger”. The Burnout Burger highlights that burnout is not just the responsibility of the individual. Instead\, the individual is squeezed between organizational and cultural factors that also influence burnout. Dr. Dayna will present the science of burnout and actionable strategies to address the Burnout Burger\, including the role of psychological safety in targeting burnout. Attendees will gain insight into cutting-edge\, evidence-based tips and techniques\, empowering individuals\, leaders\, and workplaces to effectively address burnout and foster the well-being of both employees and organizations. \nAccreditationCPD\n\n\nThis program has been approved for 1 Continuing Professional Development (CPD) hour under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR Alberta for 1 Continuing Professional Development hour.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hour.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive webinar\, video\, and MP3 Bundle: $195\nLive webinar: $125\nVideo and MP3: $125 \n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nRegistration Information\nThe video recording and MP3 file are available for download and viewing one business day after the live event. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording and MP3 files. For purchases for upcoming events\, once the video recording and MP3 file are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/the-burnout-burger-the-role-of-psychological-safety-in-preventing-burnout-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Lancaster Speaker Series,Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/burnout-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240801T123000
DTEND;TZID=UTC:20240801T140000
DTSTAMP:20260403T164020
CREATED:20240322T153321Z
LAST-MODIFIED:20240513T191124Z
UID:12903-1722515400-1722520800@lancasterhouse.com
SUMMARY:Adapting to an Older Workforce: Accommodation\, benefits\, retirement options
DESCRIPTION:Moderator\n\n \nColin Johnston\nMediator Arbitrator\nColin Johnston Mediation Arbitration Services Inc. \n\n\nSpeakers\n\n \nRandy Slepchik\nUnion Counsel\nJewitt McLuckie & Associates LLP \n\n\n \nCristina Wendel\nEmplyer Counsel\nDentons \n\n\nHow can workplaces effectively cultivate an environment that is inclusive and equitable for employees of all ages? This webinar will examine questions surrounding mature employees in the workplace\, covering topics such as accommodation and discrimination\, the duty to inquire\, retirement\, and benefit plans. \nIn particular\, speakers will address: \n\nWhen and how should employers approach employees whose performance may be impacted by age-related disabilities\, such as early-stage dementia\, hearing loss\, or mobility issues? Are employers required to modify duties or reduce work performance standards in these cases?\nWhat types of alternative work arrangements can be offered to employees nearing retirement?\nIs it discriminatory to:\n\nDeny promotions to older workers based on the assumption that they may retire soon;\nProvide flexible work arrangements to older workers without offering the same options to younger workers;\nSuggest retirement to employees;\nTerminate employee benefits at age sixty-five;\nSpecify a retirement age in collective agreements; or\nImplement age-based reductions in benefits associated with retirement?\n\n\nMust retiree resource pools be negotiated in a collective agreement in order to be offered to retiring employees?\nWhat kinds of programs best facilitate mentorship and knowledge transfer?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/adapting-to-an-older-workforce-accommodation-benefits-retirement-options/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/adapting-to-older-workforce-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240718T123000
DTEND;TZID=UTC:20240718T140000
DTSTAMP:20260403T164020
CREATED:20240322T153240Z
LAST-MODIFIED:20240708T185541Z
UID:12904-1721305800-1721311200@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: A primer on remedies for breach of the collective agreement
DESCRIPTION:Moderator\n\n \nMaheen Merchant\n\n\nSpeakers\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nHeather L. Robertson\nUnion Counsel\nGerrand Rath Johnson \n\n\nIn this installment of Lancaster’s Workplace Essentials webinar series\, expert panelists will provide attendees with a comprehensive introduction to the types of remedies parties can seek for breach of the collective agreement and the appropriate circumstances under which to seek such remedies. \nThe webinar will address such questions as: \n\nWhat is the difference between a “declaration” and a “quia timet” or compliance order?\nHow will an arbitrator quantify damages for losses suffered due to breach of the collective agreement? What is the “make-whole” principle?\nWhen can an employer award pay damages in lieu of reinstatement?\nWhat are “non-monetary losses”? When will an arbitrator award damages for such losses?\nWhere a breach of the collective agreement may also amount to a tort or a breach of employment-related legislation\, do arbitrators have jurisdiction to address these additional causes of action?\nWhat are “general”\, “aggravated”\, and “punitive” damages? What are “damages for mental distress”? Are these types of damages available for breach of the collective agreement and\, if so\, in what circumstances will they be awarded?\nWhen may damages “to the union at large” be awarded?\nWhat is the “duty to mitigate” and when does it apply? When does it not apply? How might a party’s failure to mitigate impact the award of damages?\nWhat test will an arbitrator apply when determining if and when to award interim relief\, i.e. relief that is granted prior to a hearing on the merits?\nCan arbitrators award additional items such as interest\, compensation for tax consequences\, or costs? If so\, when?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-a-primer-on-remedies-for-breach-of-the-collective-agreement/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/workplace-essentials-breach-agreement.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240704T123000
DTEND;TZID=UTC:20240704T140000
DTSTAMP:20260403T164020
CREATED:20240322T152851Z
LAST-MODIFIED:20240513T192247Z
UID:12895-1720096200-1720101600@lancasterhouse.com
SUMMARY:Returns that Work: Expert guidance on navigating the return of injured or ill employees to work
DESCRIPTION:Moderator\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\nSpeakers\n\n \nJ.D. Gilmour\nManager of Employee Abilities and Return to Work for Health PEI \n\n\n \nDana F. Hooker\nEmployer counsel\nDLA Piper \n\n\n \nBrendan McCutchen\nUnion Counsel\nWright Henry LLP \n\n\nIn this session\, expert panelists will provide guidance on ways that employers\, unions and employees can collaborate to ensure a successful and enduring return to work and address accommodation considerations\, workplace disability management systems\, and the legal landscape. \nSpecifically\, panelists will address: \n\nWhat benefits will employers\, unions\, and employees experience from implementing a successful disability management program and return-to-work process?\nWhat are the employer’s human rights obligations in returning a disabled employee to work? Does the employee have to return to the pre-leave position? What amounts to “undue hardship” for the employer in accommodating the returning employee?\nWhat role do the union and employee play in the return-to-work and accommodation process? How can these parties facilitate a successful and lasting return to work?\nWhat medical information\, if any\, is the employer entitled to when assessing an employee’s return to work and accommodations needs? How do functional abilities forms differ? When are independent medical examinations justified? Can the employment relationship be legally frustrated as a result of an employee’s refusal to provide medical information?\nWhat are other legal considerations in returning an employee to work? How does occupational health and safety factor in? What additional considerations apply to returning employees to work whose condition was a result of a workplace injury or illness? What privacy laws apply?\nHow can workplace parties ensure strong organizational support for employees returning to work after a leave of absence? How can employee benefits be structured to promote return to work? What measures can be taken to increase the chances of an enduring return to work?\n\nAccreditationCPD\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/returns-that-work-expert-guidance-on-navigating-the-return-of-injured-or-ill-employees-to-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20240625T120000
DTEND;TZID=America/New_York:20240625T160000
DTSTAMP:20260403T164020
CREATED:20240405T153139Z
LAST-MODIFIED:20240405T153459Z
UID:13035-1719316800-1719331200@lancasterhouse.com
SUMMARY:From Conflict to Calm: Dealing with high-conflict behaviour in the workplace (Virtual Event)
DESCRIPTION:Program Leader\n\n \nMichael Lomax\nMediator \n\n\nHigh-conflict behaviour is characterized by unmanaged emotions\, extreme reactions\, preoccupation with blaming others\, and prolonged\, unresolved conflict. Such behaviour not only seriously damages relationships in the workplace but also frequently results in complaints of bullying and harassment\, grievances and other legal headaches for both employers and unions. This in-depth training session will equip participants with the knowledge and skills necessary to prevent high-conflict behavior from disrupting both employer and union operations and giving rise to costly litigation. \nParticipants will learn: \n\nBrain science behind high-conflict behaviour\, including current knowledge about High-Conflict Personalities (HCPs)\nPrinciples of progressive discipline and accommodation that apply to dealing with high-conflict behaviour\nStrategies for managing your own anxiety when dealing with HCPs\nApproaches to coaching HCPs to take responsibility for resolving their own conflicts in the workplace\nPractical techniques ready to be used in the workplace\, including:\nConnecting skills – using empathy\, attention and respect (E.A.R.) to communicate and build effective working\nrelationships with HCPs\nAssertion skills – using brief\, informative\, friendly\, but firm (B.I.F.F.) responses to counter misinformation or\nhostility\n\nPlease contact customerservice@lancasterhouse.com for more details. \nCPD\n\n\nThis program has been approved for Continuing Professional Development 4 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 4 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 4 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 4 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 4 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/from-conflict-to-calm-dealing-with-high-conflict-behaviour-in-the-workplace-virtual-event/
LOCATION:Virtual Event
CATEGORIES:Skills Training
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BEGIN:VEVENT
DTSTART;TZID=UTC:20240620T123000
DTEND;TZID=UTC:20240620T140000
DTSTAMP:20260403T164020
CREATED:20240118T172138Z
LAST-MODIFIED:20240711T133547Z
UID:11983-1718886600-1718892000@lancasterhouse.com
SUMMARY:Extraordinary Harms\, Extraordinary Remedies: Learning from exceptional damage awards in human rights and arbitration cases
DESCRIPTION:Moderator\n\n \nJeff Palamar\nArbitrator and Lawyer\nTaylor McCaffrey \n\n\nSpeakers\n\n \nThelma Zindoga\nEmployer Counsel\nBlake\, Cassels & Graydon LLP \n\n\n \nBalraj Dosanjh\nPensions Counsel\nCavalluzzo LLP \n\n\nIn recent years\, we have seen an upward trend in damages awards\, with employers paying a steep price for failing to meet their legal obligations in the workplace. In this webinar\, a panel of experts will examine recent caselaw where exceptional damages have been made\, and will address the following questions: \n\nWhat are the different kinds of damages an employee may seek? General? Moral? Harm to dignity? Aggravated? Punitive?\nDo arbitrators and tribunals have the authority to award the same kinds of damages as the courts?\nIn what circumstances will a decision maker order damages for the failure to investigate? Can a decision-maker order damages for the failure to investigate where it has determined that no human rights violation occurred?\nWhen are employers at risk of aggravated damage awards?\nWhat evidentiary threshold does an employee have to meet to support an award of aggravated damages?\nWhat kind of conduct will justify an award of punitive damages? For example\, when will this kind of award be made in a case involving bullying and harassment or termination? What can employers do to guard against punitive damages?\nWhen will a damages award amount to double recovery?\nWhat considerations will courts take into account in assessing an employee’s duty to mitigate their losses?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/extraordinary-harms-extraordinary-remedies-learning-from-exceptional-damage-awards-in-human-rights-and-arbitration-cases/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/extraordinary-harms-remedies-3.jpg
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END:VCALENDAR