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SUMMARY:Labour Relations Certificate - Fall 2025 (Virtual Program)
DESCRIPTION:In association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader \n\nDaphne Taras\nProfessor Emerita\nToronto Metropolitan University (TMU) \nProgram Faculty \nComing Soon. \n\nProgram\nThe Labour Relations Certificate Program\, presented by Toronto Metropolitan University and Lancaster House\, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces. \nTaught by Canada’s leading labour relations scholars and practitioners\, this program combines theory\, leading research\, and professional experience to provide an education that has immediate application in participants’ workplaces. \n\nAccess to leading Canadian experts in a small-group setting\nActive learning through group discussion\, case studies\, and simulations\nBalanced coverage of labour and management points of view\nManagement\, union\, and neutral attendees learn together\nExposure to diverse opinions and extensive knowledge of fellow participants\nVariety of speakers (academics\, lawyers\, practitioners\, subject-matter experts)\n\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n\n2025 Fall Schedule† \nThe Fall 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Thursdays from 12:30 p.m. to 4 p.m. ET beginning October 9\, 2025. \n\nSample Agenda\n\nVideo\n\nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada.
URL:https://lancasterhouse.com/event/labour-relations-certificate-fall-2025-virtual-program/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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DTSTART;VALUE=DATE:20251119
DTEND;VALUE=DATE:20251122
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UID:16027-1763510400-1763769599@lancasterhouse.com
SUMMARY:Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
DESCRIPTION:Thursday\, November 20\, 2025 \nBargaining in the Broader Public Sector Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - Scanning the Economic Horizon: Expert insights into B.C.'s financial outlook - 9:05 am – 10:05 am\n\n\n \nAlex Hemingway\nSenior Economist and Public Finance\nBC Society for Policy Solutions \n\n\n \nSusan Mowbray\nPartner\nEconomics and Research\nMNP \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in B.C. and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of tariffs on trade with the United States; and\nEconomic priorities in 2026 B.C and federal budgets.\n\nBreak: 10:05 am – 10:20 am \n\nPanel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:35 am\n\n\n \nNorah Miner\nDirector of Bargaining\nHealth Sciences Association of BC (HSABC) \n\n\n \nMike Vizsolyi\nExecutive Director\, Employee and Labour Relations\nUniversity of British Columbia (UBC) \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of British Columbia’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do recent communications from the Government of British Columbia tell us about the provincial government’s bargaining priorities for currently and for the year ahead?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to British Columbia’s current economic situation that negotiators need to pay particular attention to in bargaining?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?\nHow are the parties coping with freezes and layoffs as well as labour shortages in negotiations?\n\nBreak: 11:35 am – 11:50 am \n\nFireside Chat with Krista James - Meeting the Needs of our Intergenerational Workplaces - 11:50 am – 12:20 pm\n\n\n \nKrista James\nPolicy Director and Senior Legal Counsel\nVancouver Coastal Health \n\n\nNetworking Lunch: 12:20 pm – 1:20 pm \n\nPanel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in B.C. and nationwide - 1:20 pm – 2:30 pm\n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent federal government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, education\, airline\, and other sectors;\n\n\nrecent labour board decisions addressing issues such as secondary picketing\, unfair labour practices and the duty to bargain in good faith\, and the use of out-of-province workers to perform struck work;\nthe impact of recent interest arbitration decisions addressing inflation\, staffing and retention\, and changing social\, political\, and economic conditions;\nthe effect of recent grievance arbitration awards\, including cases addressing discriminatory collective agreement language\, the use of hiring incentives\, and the application of the Charter to B.C. employers in the broader public sector; and\nnavigating potential conflicts between collective agreement language and changing requirements in employment standards legislation; and\naftermath of the Quebec Casinos \n\nThe session will also address key legislative and policy updates\, including: \n\nthe latest developments in the ongoing review of the B.C. Labour Relations Code;\nmeasures introduced by the federal and B.C. government to avoid or cushion the impacts of ongoing trade conflict;\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape. \nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Bargaining Emerging Issues: Climate change\, disaster leaves\, gig and remote work\, new leaves and innovative benefits\, new technologies\, generational differences and more - 2:45 pm – 4:00 pm\n\n\n \nChris Beneteau\nExecutive Director\, Labour Relations\nBC Public School Employers’ Association \n\n\n \nErin Cutler\nSenior Legal Director and General Counsel\nHealth Employers Association of BC (HEABC) \n\n\n \nRichard Tones\nDirector of Negotiations\nBC General Employees Union (BCGEU) \n\n\n \nThom Yachnin\nUnion Counsel\nVictory Square Law Office \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, current events\, and evolving societal and workplace expectations are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management;\nNew technologies related to surveillance and monitoring of employees;\nRemote work\, flexible work arrangements\, and gig work;\nMental health\, staffing levels\, and workload;\nWorkplace violence;\nEmerging leave and benefit provisions;\nClimate change and disaster preparedness;\nEquity\, diversity\, and inclusion; and\nGenerational differences in workplace and bargaining priorities.\n\nTopics will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues. \nClosing Remarks: 4:00 pm \n\nRegisterFriday\, November 21\, 2025 \nLabour Arbitration and Policy Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am\n\n\n \nValerie Dixon\nLegal Counsel – Labour\, Employment and Human Rights\nCity of Vancouver \n\n\n \nJitesh Mistry\nLabour Arbitrator and Mediator\nMistry ADR \n\n\n \nErica Sandhu\nUnion Counsel\nHastings Labour Law Office \n\n\nIn this session\, panelists will examine recent significant developments in federal and provincial labour law\, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including: \nCaselaw: \n\nGovernment intervention in recent collective bargaining disputes including issues of freedom of association under the Charter\nRemedies for breach of employment standards\n\nclass actions\narbitration agreements\nSupreme Court hearing on Quebec’s secular dress code\nupcoming changes\n\n\nTermination\n\ndischarge and discipline\nsexual harassment\n\n\nLabour Board decisions\n\nunfair labour practices\ngood faith bargaining\nremedial certification\n\n\nWorkplace rights and responsibilities\n\nprivacy issues\ndrug and alcohol testing\nworkplace investigations\n\n\n\n\ndiscrimination and accommodation\nharassment and retaliation\n\n\nLegislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;\nlegislation dealing dealing with federal supply chain transparency;\nNew restrictions on the use of strike replacement workers in federally regulated industries; and\nQuebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit strikes.\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 in a shifting economic and political landscape. \nBreak: 10:20 am – 10:35 am \n\nKeynote by Stephen Kelleher - Perspectives of a Supreme Court Judge returning to Labour Arbitration and Mediation - 10:35 am – 11:05 am\n\n\n \nStephen Kelleher\, K.C.\nArbitrator and Mediator \n\n\nArbitrator Kelleher will discuss how labour arbitration has evolved from its original purpose and how it has continued to change with the times. He will compare and contrast litigation in court and labour arbitration. Finally\, he will ask whether some court procedures should be considered for the labour arbitration context.Break: 11:05 am – 11:20 am \n\nPanel 2 - Hidden Needs\, Hard Questions: Navigating complex workplace accommodations - 11:20 am – 12:30 pm\n\n\n \nBrad Cocke\nEmployer counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nJodie Gauthier\nUnion Counsel\nBlack Burke Mayor \n\n\n \nLesley Maisey\nOccupational Health Nurse\nSpecialist For Disability Case Management\nSharezen Group \n\n\nAs workplaces reopen\, accommodation requests are becoming more varied and complex. This panel will address health-related accommodations in the context of return-to-work mandates. Specifically\, the following questions will be addressed: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? How do the stereotypes and stigma associated with these conditions contribute to the challenge of providing accommodation?\nWhat are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional?\nHow should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhen will it be appropriate for an employer to request an Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy? What is the type and scope of medical information that is required to support these requests?\nDoes an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nHow should collective agreements and workplace policies be updated to comply with British Columbia’s new restrictions on sick notes for short-term absences? How do these restrictions affect other responsibilities\, such as the duty to accommodate?\n\n\nNetworking Lunch: 12:30 pm – 1:30 pm \n\nFireside chat - AI and the Labour Relations Problem-Solver: Building Towards Your Irreplaceable Edge - 1:30 pm – 2:15 pm\n\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJohn McConchie\nArbitrator and Mediator \n\n\n\nBreak: 2:15 pm – 2:30 pm \n\nPanel 3 - Pre-hearing Primer: Handling procedural delays\, preliminary objections\, requests for particulars\, and more - 2:30 pm – 3:45 pm\n\n\n \nJulia Bell\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nWill Clements\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nRyan Goldvine\nMediator and Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\nEffective pre-hearing procedures are critical to the smooth and timely resolution of labour arbitration cases. This panel will offer practical insights on minimizing delays\, leveraging emerging technologies\, managing preliminary objections\, and responding to requests for particulars and production. Panelists will share strategies for addressing common procedural challenges and ensuring hearings proceed efficiently. Specifically\, panelists will address: \nDelay: \n\nWhat are the most common pre-hearing bottlenecks and how can they be avoided?\nWhen does delay cross the line into abuse of process? What remedies (such as costs or adjournments) are available?\n\nNew Formats: \n\nHow do virtual and hybrid formats contribute to pre-hearing efficiency\, and what procedural or practical challenges might they create?\n\n\nDoes any guidance exist on permissible uses of Generative AI in pre-hearing stages (g. for document review\, timeline automation\, etcetera)?\n\nRequest for Particulars: \n\nWhat are best practices for responding to and drafting effective requests for particulars?\n\n\nWhat types of statements\, information\, or documents are protected by privilege\, confidentiality agreements\, or privacy laws?\n\nPreliminary Objections: \n\nWhat are the most common types of preliminary objections (e.g. jurisdiction\, timeliness\, standing)\, and when should they be raised?\n\n\nShould parties always raise preliminary objections early\, or are there risks in doing so prematurely?\n\nEvidence: \n\nHow do arbitrators deal with attempts to introduce evidence regarding exchanges during negotiations\, estoppel notices\, counterproposals in bargaining\, etcetera?\n\nGeneral: \n\nAs prehearing processes grow more complex with expanded preliminary issues and interim orders\, are they strengthening procedural fairness or complicating efficiency and proportionality?\n\n\nClosing remarks: 3:45 pm – 4:00 pm \n\nRegisterRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nWednesday\, November 19\, 2025Workshops \n(The schedule will run concurrently for all workshops) \n\nBargaining In The Broader Public Sector Conference Workshop \nBargaining for Change: Advancing Equity\, Diversity\, and Inclusion (EDI) at the table\n\n\n \nHasan Alam\nStaff LawyerBC Government and Service Employees’ Union(BCGEU) \n\n\n \nNatasha Aruliah\nConsultantJEDDI (Justice\, Equity\, Decolonising\, Diversity and Inclusion) Specialist \n\n\n \nCarolyn MacEachern\nEmployer CounselYoung Anderson \n\n\n \nShelina Neallani\nLawyer\, Mediator\,  and Workplace Assessor \n\n\n\n\nSpecial opening session led by: \n \nEmily Ohler\nChair British Columbia Human Rights Tribunal \n\n\nIn this interactive workshop\, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity\, diversity\, and inclusion (“EDI”). \nParticipants will hear from leading experts and work in small groups on skill-building exercises\, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to: \n\nPrepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;\nReview collective agreements for problematic language and update commonly-used but exclusionary terminology;\nApply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;\nCraft new collective agreement clauses to remove barriers and promote EDI\, incorporating emerging language addressing topics such as cultural and religious diversity\, anti-racism\, decolonization and Indigenization\, disability and mental health\, and gender equity and diversity; and\nNavigate potential conflicts between language aimed at promoting EDI and other collective agreement rights\, such as seniority provisions.\n\nAll participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nLabour Arbitration And Policy Conference Workshop \nHoning Your Grievance and Arbitration Skills: Tools and tactics for success\n\n\n \nSusanna Allevato Quail\nCounsel\nAllevato Quail & Associates \n\n\n \nMike Hamata\nEmployer Counsel\nRoper Greyell \n\n\n \nGabriel Somjen\nArbitrator and Mediator \n\n\nBuild your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution\, explore how to build a persuasive case\, and discuss what matters most in the hearing room. \nThrough a facilitated discussion and interactive exercises\, attendees will learn how to: \n\nAssess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;\nWork with grievors who may present as “difficult to work with\,” recognizing underlying disabilities\, trauma\, and other factors which may be impacting communication;\nIdentify when settlement or mediation is appropriate;\nRecognize when a matter is unlikely to settle\, assess the appropriate forum\, and determine when arbitration is necessary;\nPrepare for arbitration and make the most of pre-hearing processes\, laying the groundwork to succeed at the hearing;\nNavigate key rules of evidence\, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and\nAdvocate effectively in the hearing\, advancing the interests of your member\, organization\, or client.\n\nAttendees will be encouraged to ask questions and engage with other participants. All other participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop)$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nBargaining in the Broader Public Sector ConferenceConference Co-chairs\n\n \nLeanne Bowes\nChief Executive Officer\nPost-Secondary Employers’ Association \n\n\n \nElisabeth Finney\nUnion Counsel\nBlack Burke Mayor \n\n\n\nConference Advisory Committee \n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nAndrea Mears\nLabour Relations Officer Professional Employees Association \n\n\n \nAlissa Perry\nDirector\, Employee Relations\nBC Public School Employers’ Association \n\n\n \nPaul Reniers\nDivison Manager\, Collective Bargaining\nMetro Vancouver \n\n\n\nLabour Arbitration and Policy Conference \nConference Co-chairs\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJohn McConchie\nArbitrator/Mediator \n\n\n\nConference Advisory Committee \n\n\n \nGretchen Brown\nUnion Counsel\nBritish Columbia Teachers’ Federation (BCTF) \n\n\n \nStephanie Mayor\nUnion Counsel\nBlack Burke Mayor \n\n\n \nCarolynn Ryan\nSenior VP People & Chief Human Resources Officer\nBC Hydro \n\n\n \nMarino Sveinson\nEmployer Counsel\nPulver Crawford Munroe \n\n\n\nCPD \nBargaining in the Broader Public Sector Conference CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Labour Arbitration and Policy Conference CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 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 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Bargaining in the Broader Public Sector Pre-Conference Workshop CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon 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.\n\n\n\n\n\nVancouver Labour Arbitration And Policy Pre-Conference Workshop CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon 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.\n\n\n\n\n\nRegister
URL:https://lancasterhouse.com/event/vancouver-bargaining-in-the-broader-public-sector-and-labour-arbitration-and-policy-conference-2025/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/02/Vancouver-Bargaining-in-the-Broader-Public-Sector-and-Labour-Arbitration-and-Policy-Conference-2025-banner-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251127T123000
DTEND;TZID=UTC:20251127T140000
DTSTAMP:20260824T160538
CREATED:20250505T184203Z
LAST-MODIFIED:20251118T172759Z
UID:16584-1764246600-1764252000@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Outsourcing\, layoff\, recall\, severance and other key issues in restructuring
DESCRIPTION:In today’s turbulent sociopolitical and economic climate\, it is critical for employers and unions to have a firm grasp of foundational principles regarding workplace reorganizations. In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will address key issues regarding restructuring\, including: \n$595.00Add to cart	\n			\n  \n\n\nWhat is meant by the terms “contracting out” and “contracting in”? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine\, “contracting out”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring? Can they reassign duties formerly performed by full-time employees to part-time employees?\nWill a unilateral reduction in working hours or changes to an employee’s shift times\, position\, job classification\, or job location constitute a lay-off? Can management unilaterally schedule vacation to achieve a temporary shut-down without engaging lay-off provisions?\nHow does collective agreement language impact the order in which employees must be laid off and their recall rights? What is “bumping up” and “bumping down” and when will either be permissible?\nWhen will a “lay-off” in fact amount to termination of employment?\nHow will employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? How do employer obligations\, and union rights\, differ when a restructuring is due to technological change as opposed to economic reasons?\nWhen will a merger\, amalgamation\, sale\, or transfer of all or part of a business result in the new or acquiring entity being considered a successor or related employer?\nMust employers disclose plans to restructure during collective bargaining?\nWhat measures do parties seek to negotiate in collective agreements when restructuring occurs?\nWhat remedies can unions or employees seek when employers fail to adhere to their collective agreement or statutory obligations with respect to restructuring? How does insolvency or a declaration of bankruptcy impact employers’ liability and union and employee rights?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impacts of large-scale downsizing or loss of employment through restructuring?\n\n\nModerator \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n\nSpeakers \n\n\n \nJeffrey Stewart\nEmployer counsel\nSherrard Kuzz \n\n\n \nJulia Williams\nLawyer\nRavenlaw LLP \n\n\nAccreditation \nCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-outsourcing-layoff-recall-severance-and-other-key-issues-in-restructuring/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251202T123000
DTEND;TZID=UTC:20251202T140000
DTSTAMP:20260824T160538
CREATED:20250505T184939Z
LAST-MODIFIED:20251114T180141Z
UID:16586-1764678600-1764684000@lancasterhouse.com
SUMMARY:EDI Policies: Assessing the impact of U.S. developments on Canadian law and practice
DESCRIPTION:The panel will examine how Canadian firms can handle changing practices in the U.S. assess legal and reputational risks of altering EDI commitments\, and identify strategies to advance equity amid shifting legal and political climates. Specifically\, the panel will discuss: \n$595.00Add to cart	\n			\n \n\nHow are U.S. political and legal developments around EDI influencing Canadian law firm approaches to EDI? What should workplace leaders be paying attention to as they monitor developments?\nTo what extent could offering EDI initiatives conflict with provincial law society mandates on EDI education\, human rights\, and rules of professional responsibility?\nAre rollbacks of EDI permissible under Canadian human rights and employment equity legislation? How might legislative and Charter provisions permitting “special programs” impact that analysis?\nIf a firm discontinues a specific EDI initiative\, what steps should it take to ensure continued alignment with its values\, avoid reputational harm\, and protect the well-being of employees?\nWhat practical strategies can Canadian firms adopt to maintain EDI integrity while navigating cross-border business pressures and polarized public discourse?\nIn a shifting regulatory environment\, what steps can workplaces take to uphold EDI values in hiring\, client relationships\, and firm culture?\n\nModerator\n\n \nLaila Said Alam\nTribunal MemberBritish Columbia Human Rights Tribunal \n\n\nSpeakers\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nLSO EDI Professionalism: 1 hour(s) and 30 minutes(s)\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/edi-policies-assessing-the-impact-of-u-s-developments-on-canadian-law-and-practice/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/EDI-Policies-Assessing-the-Impact-of-U.S.-Developments-on-Canadian-Law-and-Practice.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20251204T090000
DTEND;TZID=America/New_York:20251204T170000
DTSTAMP:20260824T160538
CREATED:20250129T185640Z
LAST-MODIFIED:20250617T151236Z
UID:15681-1764838800-1764867600@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 \nPaula Knopf\nArbitration/Mediator \n\n\nProgram Faculty\n\n \nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \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 by CPHR Alberta for 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 6.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development 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 6.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 6.5 substantive hours; 0 professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 6.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 6.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/intensive-mediation-workshop-2025/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251208
DTEND;VALUE=DATE:20251211
DTSTAMP:20260824T160538
CREATED:20250319T191035Z
LAST-MODIFIED:20251204T191322Z
UID:16289-1765152000-1765411199@lancasterhouse.com
SUMMARY:Toronto Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
DESCRIPTION:Tuesday\, December 9\, 2025 \nBargaining in the Broader Public Sector Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory Remarks: 9:00 am – 9:05 am \n\nPanel 1 - Scanning the Economic Horizon: Expert insights into Ontario’s financial outlook - 9:05 am – 10:05 am\n\n\n \nRafael Gomez\nProfessor\nDirector of the Centre for Industrial Relations and Human Resources \n\n\n \nDoug Porter\nChief Economist and Managing Director\, Economics\nBMO \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in Ontario and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of tariffs on trade with the United States; and\nEconomic priorities in 2026 Ontario and federal budgets.\n\nBreak: 10:05 am – 10:20 am \n\nPanel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:25 am\n\n\n \nRobert Bass\nPrincipal\nBass Associates \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Ontario’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do recent communications from the Government of Ontario tell us about the provincial government’s bargaining priorities for currently and for the year ahead?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Ontario’s current economic situation that negotiators need to pay particular attention to in bargaining?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?\nHow are the parties coping with freezes and layoffs as well as labour shortages in negotiations?\n\nBreak: 11:25 am – 11:40 am \n\nFireside Chat - Using AI in Bargaining - 11:40 am – 12:20 pm\n\n\n \nNicole Gauthier\nExecutive Officer and Chief Negotiator\nOSSTF Toronto \n\n\n \nAl Hounsell\nNational Director of AI\, Innovation & Knowledge\nGowling WLG \n\n\n \nAlison Warrian\nSenior Manager\, Labour Relations\, Ontario Public School Boards’ Association \n\n\nComing Soon. \nNetworking Lunch: 12:20 pm – 1:20 pm \n\nPanel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in Ontario - 1:20 pm – 2:30 pm\n\n\n \nCarla Black\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nMichael McFadden\nArbitrator and Mediator\nVice-chair\nOntario Labour Relations Board \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, education\, airline\, and other sectors;\ntrends in recent labour board and court decisions addressing issues such as secondary picketing\, unfair labour practices\, and the duty to bargain in good faith;\nthe impact of recent interest arbitration decisions addressing inflation\, staffing and retention\, and changing social\, political\, and economic conditions; and\nthe effect of recent grievance arbitration awards\, including cases addressing collective agreement interpretation\, discriminatory contract language\, and contracting in/out.\n\nThe session will also address key legislative and policy developments\, including: \n\nthe latest changes introduced through the Working for Workers series of legislation\, including new and amended leave provisions\, restrictions on requesting medical notes from employees in support of sick leave\, the incorporation of remote work into legislative harassment provisions\, and new extended layoff provisions;\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape. \nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Bargaining Emerging Issues: AI\, gig and remote work\, new leaves and innovative benefits\, modern technologies\, aging workforces\, and more - 2:45 pm – 4:00 pm\n\n\n \nMatt Hopkins\nExecutive Director PeopleToronto Transit Commission \n\n\n \nKirsty Niglas-Collins\nUnion counselCollins & Metcalfe LLP \n\n\n \nJeffrey Stewart\nEmployer CounselSherrard Kuzz \n\n\n \nCynthia Watt\nVice President \nAMAPCEO \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, current events\, and evolving societal\, political\, and workplace expectations are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management;\nNew technologies related to surveillance and monitoring of employees;\nRemote\, hybrid\, and flexible work arrangements and back-to-work mandates;\nMental health\, staffing levels\, and workload;\nWorkplace violence;\nEmerging leave and benefit provisions;\nEquity\, diversity\, and inclusion;\nJob security and workplace restructuring\, contracting in/out\, and assignment of bargaining unit work; and\nGenerational differences in workplace and bargaining priorities.\n\nTopics will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues. \n  \nClosing Remarks: 4:00 pm \n\nRegisterWednesday\, December 10\, 2025 \nLabour Arbitration and Policy Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory Remarks: 9:00 am – 9:05 am \n\nPanel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am\n\n\n \nTyler Boggs\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMort Mitchnick\nArbitrator/Mediator \n\n\n \nErin Porter\nEmployer Counsel\nFasken \n\n\nIn this session\, panelists will examine recent significant developments in federal and provincial labour law\, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including: \nCaselaw: \n\nGovernment intervention in recent collective bargaining disputes including issues of freedom of association under the Charter\nRemedies for breach of employment standards\n\nclass actions\nSupreme Court hearing on Quebec’s secular dress code\nupcoming changes\n\n\nTermination\n\ndischarge and discipline\nsexual harassment\n\n\nWorkplace rights and responsibilities\n\nprivacy issues\ndrug and alcohol testing\nworkplace investigations\n\n\ndiscrimination and accommodation\nharassment and retaliation\nLegislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;\nlegislation dealing with federal supply chain transparency;\nNew restrictions on the use of strike replacement workers in federally regulated industries; and\nQuebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit strikes.\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 in a shifting economic and political landscape. \nBreak: 10:20 am – 10:35 am \n\nPanel 2 - Mental Health and Medical Privacy at Arbitration: Disclosure obligations\, WSIB claims\, reasonable and customary limits\, and more - 10:35 am – 11:45 am\n\n\n \nShiran Brener\nCounsel\nOntario Treasury Board Secretariat \n\n\n \nBrendan McCutchen\nUnion Counsel\nWright Henry LLP \n\n\n \nDr. Michael Schweigert\nOccupational Medicine Specialist \n\n\nBalancing an employer’s duty to accommodate and the privacy rights of employees is a growing challenge. This panel will explore the complex intersection of mental health disabilities\, medical information\, and limits on disclosure. Experts will examine recent decisions and offer practical guidance on preparing and presenting cases while protecting an employee’s sensitive personal health information. Specifically\, the panel will address: \n\nWhat are the unique privacy concerns associated with employers requesting medical information related to mental health disabilities? How can employers and unions safeguard an employee’s medical information to ensure only the relevant individuals have access? Can an employee’s medical information received for the purpose of one proceeding be used in another (e.g. an employer using medical information from the WSIB claim file at arbitration)?\nWhat are best practices for drafting initial and follow-up letters to medical professionals regarding an employee’s mental health disability? Are employers or unions entitled to communicate directly with an employee’s medical professional?\nIs an employer ever entitled to an employee’s diagnosis? What about at the arbitration stage?\nWhat are some examples of requests for medical information that arbitrators or adjudicators have found to be discriminatory? Can an employer be held liable for the unlawful actions of a benefits provider?\nIn what circumstances have arbitrators determined that expenses being limited to reasonable and customary limits violates a collective agreement? Is the analysis different for psychological benefits claims?\nHow should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhat is the difference between inquiring about health conditions and restrictions on job duties?\nWhen will it be appropriate for an employer to request a psychiatric or psychological Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?\nHow should employers and unions approach an employee that has difficulty providing medical information due to a possible or confirmed mental health disability? What if an employee has difficulty accessing a medical professional due to\, for example\, long wait lists?\n\nNetworking Lunch: 11:45 am – 12:45 pm \n\nKeynote - Beyond the Evidence: Trauma-Informed Approaches to Arbitration and Grievances - 12:45 pm – 1:15 pm\n\n\n \nBrian Knowler\nFounder and Principal Coach\, Leadership and Resilience Strategies\nKnowler Consulting – The Change Co \n\n\nArbitration and grievance processes are designed to resolve disputes\, but too often they overlook the human impact of trauma on those involved. Drawing on lived experience as both a lawyer and a police officer\, Brian Knowler will explore how trauma can shape testimony\, credibility\, and workplace dynamics in ways that the traditional process may miss. This keynote will highlight how trauma-informed approaches help arbitrators\, counsel\, and workplace parties move beyond procedural outcomes to foster fairness\, dignity\, and resilience. Attendees will learn practical ways to recognize signs of trauma\, adapt questioning and process design\, and reduce re-traumatization in hearings. By connecting trauma awareness to pressing issues like mental health disclosure\, return-to-work accommodations\, and technology-driven surveillance\, Brian will show how integrating a trauma-informed lens strengthens both justice and workplace relationships.Break: 1:15 pm – 1:30 pm \n\nPanel 3 - Emerging Accommodation Issues: Return-to-work mandates and alternate work arrangements\, family status and religious accommodations\, and more - 1:30 pm – 2:30 pm\n\n\n \nNatasha Zervoudakis\nEmployer counsel\nSherrard Kuzz \n\n\n \nDavid Wright\nUnion Counsel\nRyder Wright Blair & Holmes \n\n\nOver five years after the onset of the COVID-19 pandemic\, employers and unions continue to grapple with issues related to remote\, hybrid\, and in-person work. In this session\, experts will provide insight into issues currently facing an employee’s return to the office. Specifically\, the following questions will be addressed: \n\nAs a matter of law\, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right\, what are they? How do workplace policies and collective agreement language affect the matter?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy?\nDoes an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nIn what circumstances have decision-makers found that employees should be permitted to work from home\, on a full-time or part-time basis\, in order to accommodate obligations related to family status\, such as childcare or eldercare responsibilities?\nWhat kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nHow have decision-makers determined whether employers have accommodated employees to the point of undue hardship in recent COVID-19 vaccination refusal decisions? More broadly\, what lessons can employers and unions learn from these decisions as it relates to discrimination on the basis of religion or creed and the duty to accommodate?\nWhat aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions? What best practices should employers and unions implement to ensure they meet the duty to accommodate?\n\n\nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Social Media\, Surveillance\, and AI-Driven Management Decisions: An interactive\, scenario-based session on uses and abuses of modern technology - 2:45 pm – 4:00 pm\n\n\n \nMichael McCreary\nArbitrator and Mediator\nMichael McCreary Arbitration Mediation \n\n\n \nMelissa Mustafa\nEmployer Counsel\nLakhani Campea LLP \n\n\n \nKatie Rowen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson \n\n\nThis interactive session will provide employers and unions with the best available insights into AI-driven management decisions\, monitoring and surveillance tools\, and employee social media use. Experienced management and union counsel will join an arbitrator to examine three hypothetical scenarios\, exploring legal principles and best practices when addressing the use of modern technologies both at work and off-duty. \nSpecific issues to be addressed include: \n\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line drawn between free speech and offensive speech justifying discipline?\nWhat arguments have arbitrators accepted or rejected regarding the use of employee surveillance and monitoring tools? How have arbitrators resolved conflicts between an employer’s interest in ensuring productivity through such tools and employees’ right to privacy?\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\n\nClosing Remarks: 4:00 pm \n\nRegister \nToronto Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference \n$2\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Bargaining in the Broader Public Sector Conference Workshop) \n\n$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nMonday\, December 8\, 2025 \nWorkshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET (The schedule will run concurrently for both workshops until 4:00 pm.) \nAdditional Details: Breakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. Our Networking Lunch is from 12:00 to 1:00 p.m. Between sessions\, during refreshment breaks and lunch\, you’ll have the chance to connect with peers\, share strategies\, and engage directly with speakers and fellow attendees. \n\nBargaining In The Broader Public Sector Conference Workshop \nBargaining for Change: Advancing Equity\, Diversity\, and Inclusion (EDI) at the table\n\n\n \nNatasha Abraham\nUnion counsel\nCavalluzzo LLP \n\n\n \nMaureen Doyle\nArbitrator and Mediator\nMaureen Doyle Dispute Resolution Services \n\n\n \nNora Hindy\nDirector\nCentre for Global Citizenship Education\nCentennial College\nMember Board of Directors\nUrban Alliance on Race Relations \n\n\n \nLennie Lejasisaks\nEmployer counsel\nFasken \n\n\nIn this interactive workshop\, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity\, diversity\, and inclusion (“EDI”). \nParticipants will hear from leading experts and work in small groups on skill-building exercises\, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to: \n\nPrepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;\nReview collective agreements for problematic language and update commonly-used but exclusionary terminology;\nApply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;\nCraft new collective agreement clauses to remove barriers and promote EDI\, incorporating emerging language addressing topics such as cultural and religious diversity\, anti-racism\, decolonization and Indigenization\, disability and mental health\, and gender equity and diversity; and\nNavigate potential conflicts between language aimed at promoting EDI and other collective agreement rights\, such as seniority provisions.\n\nAll participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nRegister \nToronto Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference \n$2\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop) \n$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nBargaining in the Broader Public Sector ConferenceConference Co-chairs\n  \n\n \nJorge Hurtado\nLawyer\nMorrison Watts Hurtado Labour & Employment Lawyers \n\n\n \nDonna Walrond\nLawyer\nBass Associates \n\n\n\nAdvisory Committee \n\n\n \nSamara Barak\nSenior Advisor\nEmployee Relations\nYork University \n\n\n \nDavid Brook\nVice President\, Labour Relations & Chief Negotiations Officer\nOntario Hospital Association \n\n\n \nKevin Giddings\nDistrict Director\, GTA North\nAMAPCEO \n\n\n \nColeen Houlder\nRegional Vice-President (Toronto)\nOPSEU \n\n\n\nLabour Arbitration and Policy Conference \nConference Co-chairs\n\n \nBlaine Donais\nArbitrator/Mediator \nPresident\nWorkplace Fairness International \n\n\n \nKatherine Ferreira\nUnion Counsel\nKoskie Minsky LLP \n\n\n \nMichael Horvat\nEmployer Counsel\nAird & Berlis LLP \n\n\n\nConference Advisory Committee \n\n\n \nBrett Christen\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nKaren Ensslen\nPartner\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nJawara Gairey\nDirector – Regional Offices Branch\nPublic Service Alliance of Canada \n\n\n \nNick E. Milanovic\nArbitrator/Mediator\nProfessor Carleton University \n\n\n \nJennifer Richards\nDeputy Legal Director\nOntario Treasury Board Secretariat \n\n\n\nCPD \nBargaining in the Broader Public Sector Conference CPD\n\n\n• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development 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 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\nBargaining in the Broader Public Sector Workshop CPD\n\n\n• This program has been approved for 5.17 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development 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 5.17 Substantive hours; 0 Professionalism hours.\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n  \n\n• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development 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 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\n\nRegister
URL:https://lancasterhouse.com/event/toronto-bargaining-in-the-broader-public-sector-and-labour-arbitration-and-policy-conference-2025/
LOCATION:Hilton Toronto\, 145 Richmond Street West\, Toronto\, Ontario\, M5H 2L2\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/iStock-1903061976-scaled-e1755282613919.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251216T123000
DTEND;TZID=UTC:20251216T140000
DTSTAMP:20260824T160539
CREATED:20250505T185216Z
LAST-MODIFIED:20251215T154533Z
UID:16587-1765888200-1765893600@lancasterhouse.com
SUMMARY:2025 Annual Employment Law Update: Key cases\, legislative changes & compliance trends in Canadian workplaces
DESCRIPTION:Stay current on the latest cases\, legislative developments\, and compliance trends in employment law through this comprehensive annual cross-country update. The webinar and materials will address key issues relevant to unionized and non-unionized workplaces\, such as: \n$395.00Add to cart	\n			\n \n\nAre employees entitled to work remotely and for how much of the work week? Who has the last word in determining whether employees must attend the workplace or work remotely? The employee or the employer?\nWhat restrictions apply to an employer’s ability to lay off employees? How are employees’ entitlements on termination impacted if they are let go due to large-scale downsizing or restructuring\, whether for economic reasons or as a result of technological change such as adoption of artificial intelligence?\nWhat words or phrasing invalidate a termination clause in an employment contract? Will stating that an employer can terminate an employee without cause “at any time” render a termination clause unenforceable? What trends are emerging in terms of how courts in different provinces approach such clauses?\nWhat types of conduct have recently been found to constitute “just cause”? When can employers successfully rely on “after-acquired cause”?\nWhen terms of termination are not set out in a contract\, how much notice or pay in lieu thereof will be considered reasonable? What factors do courts now take into account?\nHow do courts determine whether employees have met the duty to mitigate their damages by seeking other employment?\nWhat factors have prompted courts to award aggravated/moral or punitive damages for an employer’s conduct when terminating an individual’s employment? When may a party’s conduct during litigation warrant an award of damages?\n\nThe webinar and materials will also address the latest legislative and regulatory changes\, such as: \n\nNew and amended leave entitlements;\nIncreasing restrictions on employers’ entitlements to medical notes in support of certain short-term statutory leave requests; and\nRecent employment standards changes introduced through Ontario’s Working for Workers legislative series.\n\nTopics will be finalized in the weeks prior to the webinar\, ensuring coverage of the latest and most important developments in a changing legal landscape. \nModerator\n\n \nAnne Wallace\nArbitrator\, Mediator and Investigator \n\n\nSpeakers\n\n \nMargaret Bramhill\nEmployee Counsel\nKBA Partners LLP \n\n\n \nJoel Fairbrother\nEmployer Counsel\nBow River Law LLP \n\n\nAccreditationCPD\n\n  \n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/2025-annual-employment-law-update-key-cases-legislative-changes-compliance-trends-in-canadian-workplaces/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/2025-Annual-Employment-Law-Update-Key-Cases-Legislative-Changes-Compliance-Trends-in-Canadian-Workplaces.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260115T123000
DTEND;TZID=UTC:20260115T140000
DTSTAMP:20260824T160539
CREATED:20250825T161206Z
LAST-MODIFIED:20260730T155315Z
UID:17433-1768480200-1768485600@lancasterhouse.com
SUMMARY:2026 Annual Labour Law Update: The latest cases and legislative developments
DESCRIPTION:$395.00Add to cart	\n			\n \nStay up to date on the latest developments in labour law through this comprehensive webinar addressing noteworthy cases and legislative updates from the past year. Panelists will examine key updates from across the country\, addressing questions such as: \n\nWhat is the status of ongoing legal challenges to the federal government’s recent use of s. 107 of the Canada Labour Code to intervene in strike actions? How might courts balance the competing interests and legal rights at stake\, and how does the Charter of Rights (the “Charter“) impact this analysis? In light of the response of labour relations parties and the public to the use of s. 107\, is future use of the provision likely?\nWhat aspects of an electronic monitoring policy will render the policy reasonable or unenforceable?\nWhat is the dividing line between workplace harassment and workplace violence?\nWhat do recent cases suggest about the point in time when an employer’s duty to investigate a harassment complaint is triggered? Will creating a solicitor-client relationship with a lawyer hired to conduct a workplace investigation render that investigation unfair?\nWhat trends are emerging in recent discipline and discharge cases? What factors have arbitrators considered in recent cases when determining whether to uphold discipline imposed for inappropriate off-duty use of social media by employees?\nCan employers discipline employees who refuse to undergo a medical examination? How should employers and unions respond when an employee objects to an independent medical examination report?\nCan an employer ban off-duty cannabis use for employees who work in safety-sensitive positions? Under what circumstances can employers require employees to undergo testing for substance use?\nWhen will the Charter apply to organizations in the broader public sector (for example\, a school board or regional health authority)?\nWhat noteworthy federal and provincial legislative initiatives have recently been introduced? For example:\n\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhat federal guidance has been provided regarding Canada’s supply chain transparency legislation? How does the multi-jurisdictional “International Reporting on Modern Slavery\, Forced Labour and Child Labour” template and guidance\, created in cooperation between Canada\, Australia\, and the United Kingdom\, fit with obligations under the federal supply chain legislation?\nWhich jurisdiction provides the most paid days’ for sick leave or emergency family leave?\nWhat changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?\nWhich provinces have recently introduced or passed legislation restricting employers’ right to ask for doctor’s notes in support of short-term sick leave?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lock-outs and refer labour disputes to interest arbitration? What is the status of the legal challenge commenced in response to this legislation?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nModerator\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\nSpeakers\n\n \nPreston Parsons\nEmployer counsel\nOverholt LLP \n\n\n \nRuthie Wellen\nUnion counsel\nKastner Ko LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/2026-annual-labour-law-update-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-Annual-Labour-Law-Update-The-latest-cases-and-legislative-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260129T123000
DTEND;TZID=UTC:20260129T140000
DTSTAMP:20260824T160539
CREATED:20250825T163748Z
LAST-MODIFIED:20260730T155314Z
UID:17441-1769689800-1769695200@lancasterhouse.com
SUMMARY:2026 Annual Human Rights Update: The latest cases and legislative developments
DESCRIPTION:$395.00Add to cart	\n			\n \nLancaster’s Annual Human Rights Update returns to bring you the latest cases and updates on Canadian human rights law. Our dynamic speakers\, who include experts in labour\, employment\, and human rights law\, will share their insights and practical tips for you to bring back to your practice\, your union\, or your HR team! Topics include: \n\nWhat kinds of accommodations have courts recognized as reasonable accommodations for disabilities? What qualifies as “undue hardship” for an employer when it comes to disability accommodation?\nWhen might an employer’s ‘unconscious bias’ constitute discrimination in hiring?\nWhen will an employee’s discriminatory or controversial views expressed online or in the workplace lead to discharge?\nWhat are the latest trends and updates in the area of family status discrimination?\nHow might AI-driven management impact an employee’s privacy and corresponding human rights? What are the limits of employer surveillance and monitoring?\nWhat has changed in the decisions relating to substance use cases and policies?\nWhat trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal claims? How high has the bar been raised?\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nModerator\n\n \nEdith Bramwell\nChairperson\nFederal Public Sector Labour Relations and Employment Board \n\n\nSpeakers\n\n \nDaniel McBain\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nKhiam Nong\nEmployer Counsel\nGowling WLG \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved for EDI Professionalism hours by the Law Society of Ontario for 0 hours and 25 minutes.\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/2026-annual-human-rights-update-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-Annual-Human-Rights-Update-The-latest-cases-and-legislative-developments-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20260205T123000
DTEND;TZID=America/Toronto:20260326T160000
DTSTAMP:20260824T160539
CREATED:20250708T165706Z
LAST-MODIFIED:20260317T165134Z
UID:17138-1770294600-1774540800@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Winter 2026 (Virtual Program)
DESCRIPTION:In association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader \n\nDaphne Taras\nProfessor Emerita\nToronto Metropolitan University (TMU) \nProgram Faculty \nComing Soon. \n\nProgram\nThe Labour Relations Certificate Program\, presented by Toronto Metropolitan University and Lancaster House\, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces. \nTaught by Canada’s leading labour relations scholars and practitioners\, this program combines theory\, leading research\, and professional experience to provide an education that has immediate application in participants’ workplaces. \n\nAccess to leading Canadian experts in a small-group setting\nActive learning through group discussion\, case studies\, and simulations\nBalanced coverage of labour and management points of view\nManagement\, union\, and neutral attendees learn together\nExposure to diverse opinions and extensive knowledge of fellow participants\nVariety of speakers (academics\, lawyers\, practitioners\, subject-matter experts)\n\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n\n2026 Winter Schedule† \nThe Winter 2026 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Thursdays from 12:30 p.m. to 4 p.m. ET beginning February 5\, 2026. \n\nSample Agenda\n\nVideo\n\nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada.
URL:https://lancasterhouse.com/event/labour-relations-certificate-winter-2026-virtual-program/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/TMU-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260212T123000
DTEND;TZID=UTC:20260212T140000
DTSTAMP:20260824T160539
CREATED:20250825T175936Z
LAST-MODIFIED:20260730T155313Z
UID:17445-1770899400-1770904800@lancasterhouse.com
SUMMARY:2026 Annual Pensions Update: The latest cases and legislative updates\, and policy developments
DESCRIPTION:$395.00Add to cart	\n			\n \nCanadian pension and benefit plans are facing a pivotal moment\, where shifting caselaw\, evolving regulations\, and new legislative developments are redefining what it means to manage risk\, ensure compliance\, and protect members. Specifically\, the panel will address: \n\nHow are courts interpreting fiduciary duties in light of longevity risks and ESG considerations? How have adjudicators addressed whether terminating benefits at age 65 is discriminatory?\nHow are arbitrators and courts interpreting the treatment of leaves of absence\, including short and long-term disability leaves\, in relation to pension contributions and benefit accruals?\nWhat new regulatory or legislative developments (CPP enhancements\, CAPSA guidelines\, etc.) should plan administrators be prepared for in 2026?\nHow are governments and regulators addressing pension plan resilience in the face of economic uncertainty\, including solvency funding\, annuity buyouts\, and de-risking strategies?\nWhat compliance challenges are arising around disclosure\, member communications\, and cybersecurity in pension administration?\n\nModerator\n\n \nJames Cameron\nArbitrator and Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n\n \nBrittany Greenberg\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nKelleher Lynch\nPensions Counsel\nMcCarthy Tétrault LLP \n\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/2026-annual-pensions-update-the-latest-cases-and-legislative-updates-and-policy-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-annual-pensions-update-the-latest-cases-and-legislative-updates-and-policy-developments.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260226T123000
DTEND;TZID=UTC:20260226T140000
DTSTAMP:20260824T160539
CREATED:20250825T180423Z
LAST-MODIFIED:20260730T155313Z
UID:17449-1772109000-1772114400@lancasterhouse.com
SUMMARY:Lancaster’s Employment Essentials: Non-disciplinary discharge and terminations
DESCRIPTION:$395.00Add to cart	\n			\n \nThis program brings together leading practitioners to unpack the latest developments in employment and labour law. From the enforceability of termination clauses\, to the boundaries of “just cause” in cases of innocent absenteeism\, this webinar explores how courts across Canada are redefining fairness and good faith in the termination process. Attendees will gain practical insights into: \n\nWhat are the implications since Dufault and Baker on the enforceability of termination provisions in employment contracts in Ontario?\nHow has language such as “sole discretion” and “at any time” been interpreted in provinces such as Alberta and British Columbia?\nEmployee\, dependent contractor\, or independent contractor? How have the legal principles recently been applied and what notice periods or damages have been awarded?\nWhen will off-duty conduct warrant termination?\nWhat do courts consider when it comes to an employee’s duty to mitigate damages?\nWhat is “quiet firing”? Can employers be held liable for “quiet firing”?\nDoes recent case law suggest a trend towards granting awards of punitive or aggravated damages where employers do not act in good faith\, or where employers fail to meet statutory obligations during termination?\nWhat policies\, procedures\, or practices can employers adopt to ensure they are meeting the duty of good faith and fair dealing when it comes to terminations?\nFrom the perspective of management\, unions\, and employees\, what are the pros and cons of continuing work-from-home arrangements?\nWhen can innocent absenteeism rise to the level of just cause for dismissal?\nWhen will an employee’s disability rise to the level of undue hardship? What guidance does recent case law offer on the interpretation and application of this test?\n\nModerator\n\n \nNick E. Milanovic\nArbitrator and Mediator\nProfessor Carleton University \n\n\nSpeakers\n\n \nSotonye Godwin-Hart\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nElisa Scali\nEmployer Counsel\nGowling WLG \n\n\n\nAccreditationCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n \n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/lancasters-employment-essentials-non-disciplinary-discharge-and-terminations/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/lancasters-employment-essentials-non-disciplinary-discharge-and-terminations.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260319T123000
DTEND;TZID=UTC:20260319T140000
DTSTAMP:20260824T160539
CREATED:20250825T180954Z
LAST-MODIFIED:20260730T155312Z
UID:17453-1773923400-1773928800@lancasterhouse.com
SUMMARY:Creating and Enforcing Effective AI Policies: Confidentiality & compliance
DESCRIPTION:$395.00Add to cart	\n			\n \nJoin leading experts as they explore how employers and unions can design and enforce effective AI policies that safeguard confidentiality\, ensure compliance\, and maintain trust and accountability in an evolving digital landscape. \n\nHow are AI tools (e.g. Chat GPT\, Copilot\, Gemini\, DALL-E) being used by employees and employers?\nDoes existing federal or provincial legislation set any limits on the use of AI in the workplace?\nWhat elements may go into an effective “AI policy” and how does it complement existing confidentiality\, technology\, and social media policies?\nWhat is the current role of AI-driven tools in management decision-making\, and how can AI make or support management decisions?\nWhat PIPEDA and provincial privacy regimes may be affected when employee or client data is processed by AI? What are best practices for the consent and use of sensitive client data?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat progressive discipline policies may apply in AI-related misconduct?\nWill human resources be taken over by ‘algorithmic management\,’ e.g. filtering applications for employment\, assessing employee performance\, making decisions regarding termination of employment?\nHow can workplace parties use AI to render it an asset while avoiding the drawbacks that may render it an adversary?\n\nModerator\n\n \nKaren Scott\nArbitrator and Mediator \n\n\nSpeakers\n\n \nJames Craig\nUnion Counsel\nMorrison Watts LLP \n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/creating-and-enforcing-effective-ai-policies-confidentiality-compliance-discipline-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/creating-and-enforcing-effective-ai-policies-confidentiality-compliance-discipline-at-work.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260409T123000
DTEND;TZID=UTC:20260409T140000
DTSTAMP:20260824T160539
CREATED:20250825T182600Z
LAST-MODIFIED:20260730T155311Z
UID:17457-1775737800-1775743200@lancasterhouse.com
SUMMARY:Responding to Sexual Harassment and Sexual Violence at Work: Union and employer duties
DESCRIPTION:$395.00Add to cart	\n			\n \nSexual harassment and sexual violence allegations raise complex legal\, human rights\, and workplace challenges for both employers and unions. This webinar provides a practical examination of the duties that arise when concerns are raised\, from receiving a complaint through investigation\, resolution\, and workplace restoration. Specifically\, the panel will address: \n\nWhat duties do employers have when sexual harassment or sexual violence is alleged?\nWhat is the role of a union in a sexual harassment investigation? What should unions do when both the complainant and the respondent are bargaining unit members?\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nIs a formal investigation always required when an employee raises sexual harassment concerns? What guidance do courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhat must be done to ensure that workplace violence and harassment policies are effectively drafted\, implemented\, reviewed\, and improved?\nHow can employers and union representatives ensure that they are responding to a sexual harassment complaint in a ‘trauma informed’ way and process?\nWhat are the most common mistakes made when responding to sexual harassment complaints\, and how can these missteps be prevented or corrected those missteps?\nHow do such matters as seniority\, job security\, or immigration status\, affect reporting and outcomes\, and what concrete steps can workplaces take to address these realities?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following allegations and investigations?\n\nLooking ahead\, what legal\, cultural\, or workplace trends will shape how sexual harassment and sexual violence are addressed in Canadian workplaces? \nModerator\n\n \nEdith Bramwell\nChairperson\nFederal Public Sector Labour Relations and Employment Board \n\n\nSpeakers\n\n \nChristine Johnson\nUnion Counsel\nChamp and Associates \n\n\n \nKatie Roebothan\nLabour and Employment Lawyer\nNova Scotia Department of Justice \n\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20270402
DTEND;VALUE=DATE:20270403
DTSTAMP:20260824T160539
CREATED:20251002T153424Z
LAST-MODIFIED:20260818T161824Z
UID:17928-1806624000-1806710399@lancasterhouse.com
SUMMARY:BC Human Rights and Accommodation Skills Training Workshop
DESCRIPTION:Program OverviewThe BC Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in BC and Western Canada. Designed with both legal rigour and practical application in mind\, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes. \nWhat You’ll Learn: \n\nStrategies for proactive problem solving\nScenario-based exercises and expert feedback\nLegislative updates and case study analysis\nTools to improve communication and resolution at the front lines\n\nWho Should Attend \n\nHuman Resources Professionals\nLabour Relations Officers\nUnion Stewards & Counsel\nLegal Advisors and Advocates\n\nDelivery Format \n\nIn-Person session led by leading labour law experts\nInteractive case studies and guided discussion\n\nBC Human Rights and Accommodation Skills Training WorkshopComing Soon. \nFood and BeveragesBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \nPricingB.C. Human Rights and Accommodation Conference – Workshop$1\,095.00Add to cart	\n			\n  \nAttendees also have the option to attend the B.C. Human Rights and Accommodation Conference\, taking place the days before the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \nB.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) \n$2\,690.00Add to cart	\n			\n \nFaciliatatorComing Soon. \nSpeakersComing Soon. \nCPDCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada.
URL:https://lancasterhouse.com/event/b-c-human-rights-and-accommodation-skills-training-workshop/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Skills Training,Workshop
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260429
DTEND;VALUE=DATE:20260430
DTSTAMP:20260824T160539
CREATED:20251002T190601Z
LAST-MODIFIED:20260730T155249Z
UID:17947-1777420800-1777507199@lancasterhouse.com
SUMMARY:A Trauma-informed Approach: Making grievance and complaint procedures a safe place
DESCRIPTION:Program OverviewThe Ontario Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in Ontario and Eastern Canada. Designed with both legal rigour and practical application in mind\, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes. \nWhat You’ll Learn: \n\nStrategies for proactive problem solving\nScenario-based exercises and expert feedback\nLegislative updates and case study analysis\nTools to improve communication and resolution at the front lines\n\nWho Should Attend \n\nHuman Resources Professionals\nLabour Relations Officers\nUnion Stewards & Counsel\nLegal Advisors and Advocates\n\nDelivery Format \n\nIn-Person session led by leading labour law experts\nInteractive case studies and guided discussion\n\nA Trauma-informed Approach: Making grievance and complaint procedures a safe place In this full-day workshop\, participants will hear from leading experts about how to apply a trauma-informed approach to complaint and grievance procedures in the human rights context. Participants will develop an understanding of: key concepts related to a trauma-informed approach\, best practices when first responding to a complaint or grievance\, meeting the needs of participants\, and utilizing early resolution options. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. All participants receive a comprehensive set of digital materials\, including case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. Questions to be addressed include: \nKey Concepts \n\nWhat is trauma and how does it show up in the workplace?\nWhat is a trauma-informed workplace? Why is it particularly important that workplaces adopt a trauma-informed approach to complaint and grievance procedures during human rights disputes?\nHow does intersectionality and intercultural competence relate to a trauma-informed approach? What does this involve in practice?\nCan a trauma-informed approach conflict with the rights of a respondent?\n\nFirst Steps \n\nWhat barriers do complainants face when filing complaints or grievances\, especially in cases of discrimination or harassment? What steps can employers and unions take to address these barriers?\nWhat resources should employers and unions provide to complainants\, respondents\, witnesses\, and others in the workplace to support mental well-being in response to an incident\, complaint\, or grievance?\nHow should employers and unions handle anonymous complaints alleging discrimination or harassment by another employee? Why might a complainant feel more comfortable remaining anonymous?\nWhat interim measures should employers implement to protect complainants? For example\, when will it be appropriate for a respondent to be placed on leave?\n\nMeeting the Needs of Participants \n\nHow should employers and unions eliminate accessibility barriers\, and ensure appropriate accommodations are in place\, throughout the complaint and grievance processes? What if an individual’s trauma impacts their ability to fully participate?\nWhat aspects of complaint and grievance procedures can re-traumatize individuals? How can employers and unions reduce the likelihood of re-traumatization?\nWhat does trauma-informed interviewing and writing entail? How should one respond if an employee’s behaviour during a discussion is influenced by trauma?\nHow can the parties assess a complainant’s credibility and the merits of a case\, more generally\, without penalizing trauma-related responses?\nWhat strategies help reduce the risk of compassion fatigue for management and union representatives?\n\nEarly Resolution Options \n\nWhat early resolution options are available to the parties? Is early resolution appropriate for human rights disputes?\nWhat safeguards should the parties implement to ensure that early resolution is an informed and voluntary choice?\n\nGoing Forward \n\nWhat are the negative consequences of failing to adopt a trauma-informed approach to complaint and grievance procedures?\nHow can employers and unions develop a workplace culture where employees feel safe disclosing problems in the workplace\, reporting incidents\, or filing complaints and grievances?\n\nFood and BeveragesBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \nPricingOntario Human Rights and Accommodation Conference – Workshop$1\,095.00Add to cart	\n			\n  \nAttendees also have the option to attend the Ontario Human Rights and Accommodation Conference\, taking place the days after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop)  \n$2\,690.00Add to cart	\n			\n \n\nSpeakers\n\n \nNicole Biros-Bolton\nFounder and Lawyer\nBird Bolt Law \n\n\n \nTenniel Brown\, BA\, MSW\, RSW\nSpeaker\, Trauma Therapist\, Facilitator\nCentre for Anti-Oppressive Communication \n\n\n \nCatherine Fan\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nCPDCPD\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.
URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-skills-training-workshop/
LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada
CATEGORIES:Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/ontario-human-rights-and-accommodation-skills-training-workshop.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260430
DTEND;VALUE=DATE:20260502
DTSTAMP:20260824T160539
CREATED:20251002T162612Z
LAST-MODIFIED:20260730T155251Z
UID:17933-1777507200-1777679999@lancasterhouse.com
SUMMARY:Human Rights and Accommodation Conference
DESCRIPTION:OverviewLancaster House’s Ontario Human Rights and Accommodation Conference brings together top legal experts\, labour relations professionals\, and union representatives to examine the latest developments and emerging trends in workplace human rights and accommodation. Attendees will gain valuable insights on key topics\, including recent legislative and policy changes and practical strategies for addressing workplace human rights matters. \nAttendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \nWhat to ExpectIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in Ontario and federally. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \nWho Should Attend?This conference is essential for:  \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions.\n\n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies.\n\n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace.\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.\n\nLearning OutcomesAt the Toronto Human Rights and Accommodation Conference 2026\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers.\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies.\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. Real-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions.\n\nClick here to learn more about the associated Skills Training Workshop\nThursday\, April 30\, 2026Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:35 am\n\n\n \nKim Bernhardt\nArbitrator/Mediator\, Retired \n\n\n \nJames Craig\nUnion CounselMorrison Watts LLP \n\n\n \nShreya Patel\nEmployer CounselTorkin Manes \n\n\nThis session provides a focused review of significant recent and emerging developments in Ontario labour\, employment\, and human rights law. Specifically\, panelists will address: \nCaselaw: \n\nIn what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?\nHow do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment? What trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\nWhen will an employee’s controversial views\, whether expressed online or in the workplace\, justify discipline\, discharge\, or damages?\nWhat forms of disability accommodation do courts and tribunals expect employers to implement? When do requested accommodations cross the line from what is reasonable to undue hardship?\nWhat limits are courts and arbitrators placing on employer surveillance and monitoring of employees?\nWhen does the Charter apply to decisions by employers or quasi-governmental bodies\, particularly those involving vaccination policies\, political expression\, return-to-work\, or collective bargaining?\n\nLegislation: \nThis session will also cover recent and upcoming changes to Ontario and federal legislation\, including: \n\nBill 30\, Working for Workers Seven Act\, 2025 amendments:\n\nprocedures for fraudulent job postings;\nunpaid leaves for job searches;\nextended layoffs;\nhealth and safety systems under the Occupational Health and Safety Act; and\nprohibitions on false or misleading statements to the Workplace Safety and Insurance Board.\n\n\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nnon-compete agreements.\n\n\nAlberta legislation prohibiting regulatory bodies from disciplining professionals for off-duty conduct\nAlberta legislation prohibiting unions from making contributions to non-collective bargaining clauses without membership approval\nQuebec legislation expanding government power to end lawful strikes\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 – 10:55 am \nPanel 2 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 10:55 – 12:15 pm\n\n\n \nDr. Elizabeth Aram\nClinical Psychologist \n\n\n \nNathaniel Marshall\nEmployer Counsel and\nWorkplace Investigator\nMarshall Workplace Law \n\n\n \nShibil Siddiqi\nEmployer Counsel\nProgressive Barristers \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nInvestigating allegations of human rights violations in the workplace requires a commitment to understanding best practices\, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices\, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions: \n\nWhat is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?\nWhat measures should employers and investigators implement to safeguard the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role?\nHow should employers\, unions\, and investigators proactively identify and remove accessibility barriers\, as well as provide accommodations\, during workplace investigations?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?\nWhat obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?\nMust an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nNetworking lunch: 12:15 – 1:15 pm \nFireside Chat - The EDI Challenge - Meeting Human Rights Obligation in the Workplace - 1:15 – 2:00 pm\n\n\n \nPatricia DeGuire\nChief Commissioner\nOntario Human Rights Commission \n\n\nAcross Ontario\, organizations are grappling with equity\, diversity and inclusion\, and how it fits into their human rights obligations under the Code\, while also facing growing skepticism and\, at times\, backlash. This conversation with Patricia DeGuire\, the Chief Commissioner of the Ontario Human Rights Commission\, seeks to explore how workplaces can navigate oppositions while still upholding their duty under the Code.Break: 2:00 – 2:20 pm \nPanel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:50 pm\n\n\n \nJames Kosa\nEmployer Counsel\nWeirFoulds LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\n \nJagtaran Singh\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nIn this session\, panelists will examine the complex human rights challenges – and potential opportunities – arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use\, employee monitoring\, and artificial intelligence (“AI”)\, addressing questions such as: \n\nWhen can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced an employee’s freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?\nHow can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example\, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory\, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?\nWhat limits do federal and provincial privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?\nWhat potential human rights issues are raised by the use of AI in hiring\, promoting\, and managing employees? Can AI be used to reduce discrimination and promote equitable\, diverse\, and inclusive workplaces?\nCan employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on a bias testing be sufficient to shield an organization from liability? What information are unions and employees entitled to when they suspect that use of an AI system is resulting in discrimination at work?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.Friday\, May 1\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 4 - Complex Accommodations: Neurodiversity\, chronic absenteeism\, and more - 9:05 – 10:20 am\n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nLiz Horvath\nPresident and Management Consultant\nHale Health and Safety Solutions \n\n\n \nJames Jennings\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSharon Naipaul\nMediator\, Trainer\, Coach and Consultant\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nEmployers are required to balance evolving accommodation obligations with operational demands\, performance expectations\, and workplace standards. \nThis panel will explore how employers can identify and respond to accommodation needs in complex situations\, manage attendance and performance concerns fairly and consistently\, and determine the scope and limits of accommodation over time. Panelists will address key questions\, including: \nNeurodivergence: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, e.g. a neuropsychological or psychoeducational evaluation?\n\nMental Health: \n\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nWhat signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen is a ‘duty to inquire’ about a potential mental health condition or disability triggered?\n\nSubstance Use: \n\nWhat guidance does recent case law provide on accommodating substance use disorders in the workplace?\n\nAbsenteeism: \n\nWhat are the components of a successful Attendance Management Program related to the accommodation of an employee’s disability-related absenteeism?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nWhen will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?\nHow should employers and unions address increased absenteeism due to RTO? Are there options that help improve attendance?\nWhat guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?\nHow does the test for ‘undue hardship’ vary in different safety sensitive industries where substance addiction or other issues that pose safety risks in the workplace?\n\nBreak: 10:20 – 10:40 am \nPanel 5 - The Hidden Toll: Preventing and managing burnout of human rights and labour relations practitioners - 10:40 – 11:50 am\n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nNaomi Midanik\nRegistered Psychotherapist & Founder\nBright Balance Psychotherapy \n\n\n \nJenny Neiman\nDirector\, Human Rights Office\nPeople & Equity Division\nCity of Toronto \n\n\nIn this session\, panelists will examine the hidden realities of burnout and compassion fatigue for human rights and labour relations practitioners\, addressing questions such as: \n\nWhat is burnout? How does it differ from stress\, fatigue\, or anxiety? What factors have been shown to contribute to burnout?\nWhat is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?\nWhat are the signs and symptoms of burnout and compassion fatigue? How can employers\, managers\, and employees recognize these conditions? What are the early warning signs?\nHave legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?\nWhat tools are available to assist employers and unions to identify organizational issues which may be contributing to burnout or compassion fatigue? What policies and practices should be implemented to address these factors?\nHow can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out\, overwhelmed\, or emotionally exhausted?\nHow long does it typically take to recover from burnout and compassion fatigue? How can employers and unions rebuild trust\, engagement\, and capacity in workplaces where these conditions have been prevalent?\nAre overall systemic changes in the field of labour relations necessary to prevent or ameliorate stress\, burnout\, and compassion fatigue? If so\, what changes need to be made?\nWhat realistic\, sustainable practices can employees and union representatives adopt to maintain their individual health and wellbeing? How can individuals effectively set boundaries\, foster self-care\, and navigate challenging and emotional files? What is “compassion satisfaction”\, and how can employees best sustain healthy and fulfilling careers in human rights and labour relations?\n\nNetworking lunch: 11:50 – 12:50 pm \nPanel 6 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes- 12:50 – 2:05 pm\n\n\n \nMark Hart\nArbitrator & Mediator \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. With mediation now mandatory at the Human Rights Tribunal of Ontario (“HRTO”) for applications received on or after June 1\, 2025\, developing a strong understanding of the mediation process is crucial. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically\, the panel will answer the following questions: \n\nWhat are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?\nHow should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?\nHow should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for voluntary mediation?\nHow can the parties efficiently prepare for mediation? What information must be gathered?\nHow can the parties determine if power imbalances\, accessibility barriers\, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?\nIs a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?\nWhat information should be included in a settlement agreement?\nWhat factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes? Are they prohibited by law?\n\nBreak: 2:05 – 2:25 pm \nPanel 7 - Sexual Harassment\, From Annoyance to Assault: A scenario-based panel on identifying and addressing the spectrum of unlawful behaviours in the workplace- 2:25 – 3:50 pm\n\n\n \nDanielle Bisnar\nUnion CounselCavalluzzo LLP \n\n\n \nMarcus McCann\nEmployer CounselMarcus McCann Law \n\n\n \nSheilagh Turkington\nArbitrator & MediatorTurkington Dispute Resolution \n\n\nIn this session\, panelists will provide expert insight into identifying and responding to sexual harassment in the workplace\, using real cases to shed light on the application of these principles in practice. The panel will address questions such as: \n\nHow is sexual harassment defined under human rights and occupational health and safety legislation in Ontario and federally? What legal test have adjudicators and arbitrators typically applied when determining whether sexual harassment has occurred? How will collective agreements and workplace policies impact the determination?\nWhen will off-duty sexual harassment be sufficiently connected to the workplace to bring it under the purview of human rights and occupational health and safety legislation\, the collective agreement\, and/or the employer’s authority to impose discipline?\nWhat myths and stereotypes about sexual harassment\, in particular with respect to witness credibility\, have adjudicators and arbitrators recognized in recent years?\nWhen does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?\nHow have arbitral attitudes changed in terms of appropriate disciplinary responses to sexual harassment? What factors will arbitrators consider? For example\, how are factors such as power imbalances\, workplace culture\, and the impact on the employee who has been harassed taken into account? When will a single instance of sexual harassment be serious enough to warrant dismissal?\nWhat trends in damage awards are evident in recent sexual harassment cases?\nIs a formal complaint required to trigger an employer’s duty to investigate allegations of sexual harassment? When can an employer be held liable for the actions of an employee? When will sexual harassment be found to have created a poisoned work environment?\nHow should employers and unions respond when they receive a sexual harassment complaint? With more employees in remote and hybrid work arrangements\, how can employers and unions ensure that sexual harassment does not go unnoticed?\n\nClosing remarks: 3:50 – 4:00 pm \nFood and BeveragesBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \nPricingOntario Human Rights and Accommodation Conference – Both Days $1\,995.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 1 $1\,195.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 2 $1\,195.00Add to cart	\n			\n  \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the ON Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) \n$2\,690.00Add to cart	\n			\n \nConference Co-Chairs\n\n \nEsi Codjoe\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nArchana Mathew\nArbitrator and Mediator \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\nAdvisory Committee\n\n \nRoger Love\nLegal Counsel\nOntario Human Rights Commission \n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nKimalee Phillip\nDirector of Human Rights\nCUPE National \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nWinslow Taylor\nDirector of Human Rights and Investigations\nToronto Transit Commission (TTC) \n\n\nCPDDay 1\n\n\nThis program has been approved for Continuing Professional Development 5.17 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 5.17 Substantive hours; 0 Professionalism hours.\n\n\n\n\nDay 2\n\n\nThis program has been approved for Continuing Professional Development 5.33 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 5.33 Substantive hours; 0 Professionalism hours.
URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-conference/
LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/Ontario-Human-Rights-and-Accommodation-Conference.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260430T123000
DTEND;TZID=UTC:20260430T140000
DTSTAMP:20260824T160539
CREATED:20250825T183317Z
LAST-MODIFIED:20260730T155311Z
UID:17461-1777552200-1777557600@lancasterhouse.com
SUMMARY:Bargaining Emerging Issues: AI\, remote work\, new leaves\, and the changing workplace
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nAdvances in technology and evolving workplace operations will require the modernization of collective agreements. This webinar will prepare attendees to address emerging issues in the workplace\, such as artificial intelligence (“AI”) and remote work\, during bargaining. Specifically\, the panel will answer the following questions: \n\nWhat aspects of the use of AI\, such as algorithmic management\, should be addressed through bargaining and collective agreement language? Do standard “technological change” provisions effectively address concerns about the impact of AI on the workforce?\nHow can parties\, through bargaining\, tackle the privacy issues arising from the use of emerging technologies (e.g. GPS tracking\, video surveillance\, biometric scanning) in the workplace? What lessons can be learned from recent decisions regarding the monitoring and surveillance of employees?\nWhen will an employer’s return-to-office mandate or limitations on remote work violate a collective agreement? What features of remote or hybrid work arrangements have been specifically addressed in collective agreement provisions? What options\, other than remote or hybrid work\, should employers and unions consider during bargaining to address presenteeism and/or absenteeism?\nHow are employers and unions responding to hiring freezes\, layoffs\, or labour shortages? What steps can the parties take during bargaining to ensure that staffing and workloads are appropriate and the workplace is physically and psychologically safe?\nWhat are some examples of emerging leaves-benefits provisions? How should parties approach the bargaining of leaves and benefits?\n\nWhat steps are employers and unions taking to draft or review bargaining proposals and collective agreement language relating to equity\, diversity\, and inclusion (“EDI”)? \nModerator\n\n \nNajeeb Hassan\nMediator and Arbitrator\nNHLC Consulting Ltd \n\n\nSpeakers\n\n \nErin Delaney\nSolicitor\nGovernment of Newfoundland & Labrador \n\n\n \nEmily Home\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nLive Webinar:Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\n\nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\n\nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/bargaining-emerging-issues-ai-remote-work-new-leaves-and-the-changing-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20260505T123000
DTEND;TZID=America/Toronto:20260521T160000
DTSTAMP:20260824T160539
CREATED:20251127T164956Z
LAST-MODIFIED:20260730T155239Z
UID:18599-1777984200-1779379200@lancasterhouse.com
SUMMARY:Managing in a Unionized Environment Certificate
DESCRIPTION:6-Half Days | Tuesdays and Thursdays\, 12:30 p.m. – 4:00 p.m. ET \nIn association with:Upon completion of this program\, participants will receive a certificate of completion and a digital credential. \nManaging in a Unionized Environment | New Certificate ProgramManaging unionized workplaces requires a different skill set\, a different attitude\, and an appreciation that the labour law regime is utterly unlike the legal framework in the non-union setting. Unionized employees cannot be fired by giving notice and writing a cheque. Just cause must be established and thoroughly documented. Managers cannot make abrupt changes to company policies without considering the labour relations implications. Every decision made by a manager is scrutinized. Does the decision respect the collective agreement? Has it been applied consistently? Is it reasonable? \nThis course will guide those who manage or supervise unionized employees\, helping to avoid costly mistakes. Topics will include employee selection\, use of the probationary period\, discussion of performance problems and the discipline process\, dealing with privacy rights\, human rights concerns\, and the duty to accommodate. Session leaders will discuss how to read and negotiate collective agreement provisions\, comply with legislated employment standards\, promote mental health\, avert unfair labour practices\, and achieve better relationships and more effective solutions. Hear the union perspective on workplace issues\, and their expectations of managers\, and learn about best practices to emulate and proven strategies to build trust and respect. \nThe objective of the course is to significantly improve participants’ professional skills and improve the practice of labour relations. \nKey Learning OutcomesThe program is designed to be practical\, not theoretical. Participants will therefore leave with tools they can use immediately in the workplace to reduce conflict\, address issues effectively\, and manage labour relations successfully. \nBy the end of this program\, participants will be able to: \n\nUnderstand management rights and the union’s representation role\, and how these shape day-to-day decision-making.\nApply collective agreement provisions effectively in areas such as recruitment\, probation\, performance management\, and promotions.\nDeal with seniority issues and their impact on staffing decisions and morale.\nDevelop and implement workplace policies (e.g.\, attendance management\, remote work\, vaccination\, contracting out\, and technological change) consistent with legal tests requiring that rules be reasonable.\nComply with human rights obligations\, including the duty to accommodate.\nManage off-duty conduct and social media–related concerns appropriately.\nConduct fair and thorough workplace investigations that stand up to scrutiny.\nNavigate grievance and arbitration processes strategically and avoid common pitfalls.\nMaintain effective labour–management relationships and avoid unfair labour practices.\nFoster a culture of trust that supports long-term workplace stability.\n\nProgram Curriculum\nDay 1: Foundations of Management in Unionized Workplaces\nDay 2: Recruitment\, Probation\, Promotions and Seniority\nDay 3: Policy Implementation\nDay 4: Human Rights and Complex Employee Issues\nDay 5: Investigations\, Grievances\, and Arbitration\nDay 6: Maintaining Stability and Preventing Disputes\n\nCourse Instructors\n\n \nLeanne Anderson\nMember Services Officer\, AdvocacyUBC Association of Administrative and Professional Staff \n\n\n \nTrish Appleyard\nLabour RelationsCollege Employer Counsel \n\n\n \nJasmine Billing-Smit\nEmployer CounselNeuman Thompson \n\n\n \nAlex Brat\nSenior Executive Director\, Labour RelationsUniversity of Toronto \n\n\n \nChris Davidson\nLawyer & Workplace InvestigatorTurnpenneyMilne LLP \n\n\n \nBlaine Donais\nArbitrator/Mediator \n\n\n \nRyan Goldvine\nMediator/ArbitratorGoldvine Dispute Resolution Services \nPart-Time MemberBC Employment Standards Tribunal \n\n\n \nRafael Gomez\nProfessor; DirectorCentre for Industrial Relations and Human Resources (CIRHR)University of Toronto \n\n\n \nErin Kuzz\nPartnerSherrard Kuzz LLP \n\n\n \nDavid Lardner\nUnion Representative\, Disputes and ArbitrationAlberta Union of Provincial Employees (AUPE) \n\n\n \nKat Leonard\nNational RepresentativeUnifor \n\n\n \nSonya Sabet-Rasekh\nStaff RepresentativeBC General Employees’ Union (BCGEU) \n\n\n \nDaphne Taras\nFormer Dean and Professor EmeritaTed Rogers School of Management (TRSM)Toronto Metropolitan University \n\n\n \nAnil Verma\nProfessor EmeritusRotman School of BusinessUniversity of Toronto \n\n\n \nMalini Vijaykumar\nUnion CounselNelligan O’Brien Payne LLP \n\n\nPricing$3\,495.00Add to cart	\n			\n \nCPD\n\n\nThis program has been approved by CPHR Alberta for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 18 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 18 Continuing Professional Development hours.\n\n\nMembers of the Law Society of New Brunswick may consider this program for 18 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 18 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 18 Continuing Professional Development hours.\n\n\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}  \n  \n\n\nSuggested Learning Programs
URL:https://lancasterhouse.com/event/managing-in-a-unionized-environment-certificate/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260514T123000
DTEND;TZID=UTC:20260514T140000
DTSTAMP:20260824T160539
CREATED:20250825T184008Z
LAST-MODIFIED:20260730T155310Z
UID:17465-1778761800-1778767200@lancasterhouse.com
SUMMARY:Winning Pre-Hearing Strategies: Navigating delays\, settlements\, and disclosure requirements
DESCRIPTION:$595.00Add to cart	\n			\n \nIn this webinar\, attendees will examine guiding legal principles and best practices during the pre-hearing stage. Specifically\, speakers will address the following questions: \n\nHow should parties assess the merits of a case and determine whether arbitration is appropriate or a settlement is feasible? When will mediation be indicated?\nWhat procedural and fundamental objections are commonly raised at arbitration (e.g. failing to follow the grievance procedure\, disclosure of documents\, arbitrator bias\, etc.)? When should these objections be raised?\nWhat types of documents are protected by solicitor-client privilege\, labour relations privilege\, or privacy laws?\nWhat mistakes should be avoided when drafting particulars? What information is the other side entitled to?\nWhat factors should parties take into account when choosing between virtual and in-person hearing formats if a choice is available?\nHow early should parties begin preparing for hearings? When will using generative artificial intelligence (“AI”) be of assistance during the pre-hearing stage?\nWhat are frequent reasons for delays during the pre-hearing stage and how can parties avoid them? What types of behaviour leading to delay would be considered an abuse of process? What remedies are possible?\n\n\nModerator\n\n \nKaren Scott\nArbitrator/Mediator \n\n\nSpeakers\n\n \nRiley Kearns\nUnion Counsel\nTeamsters Local 31 \n\n\n \nAlex Ognibene\nOgnibene Law\nEmployer Counsel \n\n\nLive Webinar:Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\n\nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\n\nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditationCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/winning-pre-hearing-strategies-navigating-delays-settlements-and-disclosure-requirements/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20260521T123000
DTEND;TZID=America/Toronto:20260521T133000
DTSTAMP:20260824T160539
CREATED:20260109T204145Z
LAST-MODIFIED:20260730T155234Z
UID:18701-1779366600-1779370200@lancasterhouse.com
SUMMARY:Lancaster Speaker Series: Dr. Tanya De Mello - Unconscious Biases
DESCRIPTION:ProgramThis session will explore how inclusion\, belonging\, and equity operate in workplaces through a labour\, employment\, and human rights lens. Drawing on research and practice\, Dr. De Mello will highlight how organizations\, including universities\, often fall short of reflecting the diversity of the communities they serve\, despite widespread use of equity and diversity language. The session will emphasize that a genuine sense of belonging is a key driver of job satisfaction\, employee well-being\, and retention\, and is shaped by everyday decisions about inclusion\, recognition\, and opportunity. Participants are invited to examine how conscious and unconscious biases influence the ways in which they engage and work. Rather than offering prescriptive solutions\, the session intentionally centres introspection and discomfort as necessary components of meaningful change. The discussion connects individual decision making to broader structural patterns\, reinforcing that inclusive workplaces are not created through intention alone but through sustained\, reflective practice and accountability. \n    \n        \n            Select an option\n                                            \n                    Live Webinar                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n    \nSpeakers Dr. Tanya (Toni) De Mello \n\nVice President\, Equity and Community Inclusion \nToronto Metropolitan University (TMU) \n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive webinar: $49 \n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/lancaster-speaker-series-dr-tanya-de-mello-unconscious-biases/
LOCATION:Virtual Event
CATEGORIES:Lancaster Speaker Series,Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20260609T123000
DTEND;TZID=America/Toronto:20260625T160000
DTSTAMP:20260824T160539
CREATED:20251126T205200Z
LAST-MODIFIED:20260730T155240Z
UID:18575-1781008200-1782403200@lancasterhouse.com
SUMMARY:Intensive Collective Bargaining Certificate
DESCRIPTION:Tuesdays and Thursdays\, 12:30 p.m. – 4:00 p.m. ET each day \nIn association with:Upon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgramEffective collective bargaining requires far more than negotiating skills. It demands a sophisticated understanding of contract language\, costing\, communication strategy\, and the organizational and legal frameworks that underpin the bargaining process. This intensive certificate program brings together the strengths of Toronto Metropolitan University\, Lancaster House\, and the Centre for Labour Relations Training & Development (CLRTD) to deliver a rigorous\, practice-focused learning experience. \nGrounded in a balanced and evidence-based approach\, this program prepares participants to navigate complex negotiations\, interpret and draft collective agreement language with precision\, manage costing with confidence\, and communicate strategically with stakeholders and the public. Designed for experienced HR professionals\, union representatives\, labour relations specialists\, and managers involved in negotiations\, the program blends asynchronous learning with interactive virtual sessions to support deep skill development. \nLearning OutcomesBy the end of this program\, participants will be able to: \n\nDemonstrate an advanced understanding of the legal and practical foundations of collective bargaining.\nInterpret collective agreement language accurately and apply core principles of contract interpretation.\nDraft clear and enforceable collective agreement clauses that reduce ambiguity and prevent disputes.\nAnalyze a complete collective agreement to identify risks\, gaps\, and areas for improvement.\nUse Excel effectively to organize bargaining data\, build templates\, and support evidence-based decision-making.\nCalculate the financial impact of bargaining proposals using appropriate costing models.\nEvaluate the sustainability and organizational implications of contract changes.\nIntegrate costing results into overall bargaining preparation and strategy.\nDevelop a coherent bargaining strategy that aligns goals\, communications\, and negotiation priorities.\nCommunicate strategically with members\, media\, leadership\, and bargaining counterparts.\nNavigate difficult bargaining scenarios using principled\, consistent messaging.\n\nProgram Topics\nDay 1: Bargaining Foundations\nDay 2: Drafting and Interpreting Collective Agreements\nDay 3: Excel Bootcamp\nDay 4: Costing\nDay 5: Bargaining Strategy\nDay 6: Advanced Bargaining Simulation\n\nSpeakers\n\n \nLeanne Bowes\nChief Executive Officer\nPost-Secondary Employers’ Association (PSEA) \n\n\n \nAlex Brat\nAVP\, Labour Relations\nYork University \n\n\n \nSundeep Gokhale\nEmployer Counsel\nSherrard Kuzz \n\n\n \nCraig Lawrence\nEmployer Counsel\nDentons \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\n \nFrank Miller\nDirector\, Executive and Corporate Education\nToronto Metropolitan University (TMU) \n\n\n \nKate Robinson\nNegotiator\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nAmanda Rogers\nArbitrator/Mediator/Lawyer \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\n \nBob Thompson\nProfessor\, Human Resources\nSeneca Polytechnic \n\n\n \nGeorgina Watts\n\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 18 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 18 Continuing Professional Development hours.\n\n\nMembers of the Law Society of New Brunswick may consider this program for 18 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 18 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 18 Continuing Professional Development hours.\n\n\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/intensive-collective-bargaining-certificate/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260611T123000
DTEND;TZID=UTC:20260611T140000
DTSTAMP:20260824T160539
CREATED:20250825T184924Z
LAST-MODIFIED:20260730T155308Z
UID:17473-1781181000-1781186400@lancasterhouse.com
SUMMARY:AI at Work: Human rights\, privacy\, and equity considerations for employers and unions
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nPanelists will explore the potential benefits and pitfalls of the use of artificial intelligence (“AI”) in the workplace from a human rights perspective\, providing expert guidance on using AI in ways that promote equity and preserve privacy. Panelists will address questions such as: \n\nWhat federal and provincial laws currently regulate the use of AI? What other human rights and privacy laws or legal principles govern or restrict the use of AI at work?\nWhat key human rights and privacy concerns are raised by the use of AI by employers? In particular\, what concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nAre employers required to inform unions and employees about whether and how the employer is using AI in managing the workplace? Are employers required to secure employees’ consent before introducing AI technologies which may collect or use their personal information?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow might the introduction of AI into a workplace impact psychological safety and worker well-being? How can employers and unions ensure that the use of AI at work does not negatively impact employees’ mental health? What is “AI psychosis”\, and are employers required to accommodate employees who claim to be experiencing this?\nIf an employer uses an AI system that ultimately discriminates against employees or breaches employee privacy rights\, can the employer be held liable for the system’s flaws? Can the employer be held liable when a flawed AI system is used by a third party engaged by the employer\, such as a benefits administrator?\nHow can employers and unions address the use of AI through collective bargaining and workplace policies to promote equity and protect privacy? What other best practices should the parties implement to safeguard employee rights? What guidance has been released by the government and human rights bodies to this effect?\nFinally\, how can AI be applied in the workplace in a manner that reduces systemic discrimination and improves working conditions?\n\nModerator\n\n \nJennifer Hawkins\nLawyer and Workplace Investigator\nHawkins Lang & Price LLP \n\n\nSpeakers\n\n \nRyan Fritsch\nLegal Counsel\nLaw Commission of Ontario \n\n\n \nAnne K. Gallop\nPartner\nNorton Rose Fulbright Canada LLP \n\n\n \nKieran Meehan\nLegal Counsel\nBC Teachers’ Federation \n\n\nLive Webinar:Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\n\nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\n\nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditationCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260716T123000
DTEND;TZID=UTC:20260716T140000
DTSTAMP:20260824T160539
CREATED:20250825T185242Z
LAST-MODIFIED:20260730T155307Z
UID:17477-1784205000-1784210400@lancasterhouse.com
SUMMARY:Lancaster's Workplace Essentials: Off-duty Conduct
DESCRIPTION:Select an option\n                                            \n                    Live Webinar                \n                                            \n                    Live Webinar\, video\, and MP3 Bundle                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n    \nAs social media usage has grown\, the off-duty conduct of employees is more conspicuous than ever. In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will provide attendees with a guideline to key principles pertaining to off-duty conduct and associated discipline. Questions to be discussed include: \n\nWhat is encompassed by off-duty conduct? What factors do decision-makers consider in determining if the off-duty conduct in question is work-related?\nWhat lessons can be learned from recent decisions in which decision-makers have addressed whether an employer was correct to discipline or dismiss an employee due to off-duty conduct?\nIn what circumstances have arbitrators found an employer’s decision to discipline or dismiss an employee due to inappropriate social media posts justified? Not justified?\nWhen will employers be required to investigate violence or harassment that occurred off duty? Could employers face liability for failing to investigate in these circumstances?\nHow should employers and unions handle incidents where employees or members have been charged with a criminal offence? Can an employer suspend an employee without pay pending the outcome of the charges?\nWhen can an employer dismiss an employee who has been convicted of a criminal offence? Is a connection between the offence and the employee’s duties required for the dismissal to be justified?\nWhat aspects of off-duty conduct have been specifically addressed in workplace policies or collective agreement provisions?\n\nModerator\n\n \nRobert Basque\nArbitrator/Mediator\nGirard Bell \n\n\n\nSpeakers\n\n \nSabrina Anis\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJason Edwards\nUnion Counsel\nPink Larkin \n\n\nLive Webinar:Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\nOption: Live Webinar$295.00Add to cart	\n			\n \nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nOption: Live Webinar\, video\, and MP3 Bundle$595.00Add to cart	\n			\n \nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-off-duty-conduct/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/lancasters-workplace-essentials-off-duty-conduct.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260806T123000
DTEND;TZID=UTC:20260806T140000
DTSTAMP:20260824T160540
CREATED:20250825T185620Z
LAST-MODIFIED:20260730T155306Z
UID:17481-1786019400-1786024800@lancasterhouse.com
SUMMARY:Addressing Gambling\, Technology\, & Pornography Addictions at Work: Legal and Human Rights Obligations
DESCRIPTION:Select an option\n                                            \n                    Live Webinar                \n                                            \n                    Live Webinar\, video\, and MP3 Bundle                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n    \nBehavioural and technology-related addictions\, from online gambling to excessive pornography use\, are pushing the limits of traditional policies and unsettled laws. As caselaw develops\, employers and unions are facing tough questions about evolving human rights obligations and workplace accountability. Panelists will explore: \n\nDo employees with gambling\, technology\, or pornography addictions have legal protection in the workplace? Must the addiction be formally diagnosed?\nHow should employers assess credibility and evidence when addiction by an employee as a defence is raised only after misconduct has occurred?\nWhat steps must employers take if they merely suspect an employee has an addiction?\nWhat are employer accommodation obligations when an addiction is behavioural or technology-related?\nWhich monitoring mechanisms for technology or inappropriate online activity have been found to violate privacy rights?\nWhat disciplinary measures have been applied when addictions lead to misconduct such as time theft\, misuse of employer equipment\, or financial improprieties? Are there differences in how courts and arbitrators treat behavioural versus substance-related addictions in the workplace?\nHow have employers and unions address addiction in workplace policies and collective agreements?\n\nModerator\n\n \nNick E. Milanovic\nArbitrator/Mediator\nProfessor Carleton University \n\n\nSpeakers\n\n \nRita De Fazio\nUnion counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott \n\n\nLive Webinar:Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\nOption: Live Webinar$295.00Add to cart	\n			\n \nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nOption: Live Webinar\, video\, and MP3 Bundle$595.00Add to cart	\n			\n \nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/addressing-gambling-technology-pornography-addictions-at-work-legal-and-human-rights-obligations/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/addressing-gambling-technology-pornography-addictions-at-work-legal-and-human-rights-obligations.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260820T123000
DTEND;TZID=UTC:20260820T140000
DTSTAMP:20260824T160540
CREATED:20250825T190008Z
LAST-MODIFIED:20260819T154748Z
UID:17486-1787229000-1787234400@lancasterhouse.com
SUMMARY:Effective and Privacy-Compliant Medical Inquiries: Getting the right info from medical practitioners for accommodation\, leaves\, and return to work
DESCRIPTION:Select an option\n                                            \n                    Live Webinar                \n                                            \n                    Live Webinar\, video\, and MP3 Bundle                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n    \nNavigating an employer’s duty to accommodate while respecting employees’ privacy rights presents an ongoing challenge. This webinar will explore how to effectively request medical information and determine when a request for medical information is inappropriate. Specifically\, the panel will address: \n\nWhat are the privacy concerns associated with an employer requesting an employee’s medical information\, especially information related to mental health disabilities? What measures should employers and unions implement to safeguard an employee’s medical information and limit access to authorized individuals?\nDoes the extent of the medical information that an employer is entitled to request vary depending on the underlying purpose of the request (e.g. for accommodation\, leave\, or return to work) or the length of the absence? Do employers ever have a right to obtain an employee’s diagnosis rather than simply restrictions on work?\nWhat are best practices for drafting letters to medical practitioners regarding an employee’s accommodation\, leave\, or return to work? Can employers or unions communicate directly with an employee’s medical practitioner?\nWhen can an employer request an Independent Medical Examination (“IME”)? What is the union’s role in this process?\nHow should employers and unions assess medical information that relies exclusively or primarily on an employee’s subjective self-reporting of symptoms? Does the assessment differ in the context of mental health disabilities where diagnoses are predominantly based on self-reported information?\nHow should employers and unions approach an employee who is reluctant to provide medical information or fails to provide the requested information?\nHow should employers and unions update collective agreements and workplace policies to ensure that they are compliant with recent changes to legislation in various jurisdictions (e.g. restrictions on sick notes for short-term absences\, long-term illness leave)?\n\nModerator\n\n \nWayne Thistle\, K.C.\nArbitrator\, Mediator\nCentre for Dispute Resolution \n\n\nSpeakers\n\n \nEvon Gayle\nEmployer Counsel\nMiller Thomson \n\n\n \nDr. Marina Afanasyeva\, MD\, MPH\, PhD\, FRCPC\nOccupational Medicine\, Public Health & Preventive Medicine Specialist \n\n\n \nShelley Solomon\nLabour Relations Professional\nCUPE \n\n\nLive Webinar:Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\nOption: Live Webinar$295.00Add to cart	\n			\n \nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nOption: Live Webinar\, video\, and MP3 Bundle$595.00Add to cart	\n			\n \nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/effective-and-privacy-compliant-medical-inquiries-getting-the-right-info-from-medical-practitioners-for-accommodation-leaves-and-return-to-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/effective-and-privacy-compliant-medical-inquiries-getting-the-right-info-from-medical-practitioners-for-accommodation-leaves-and-return-to-work.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20260910T110000
DTEND;TZID=America/Toronto:20260910T170000
DTSTAMP:20260824T160540
CREATED:20240618T185328Z
LAST-MODIFIED:20260716T161602Z
UID:13659-1789038000-1789059600@lancasterhouse.com
SUMMARY:Winning Workers' Compensation Appeals (Virtual Event)
DESCRIPTION:Program Overview \n\nSuccessfully advancing a workers’ compensation appeal—from an adverse Workplace Safety and Insurance Board (WSIB) decision to a hearing before the Workplace Safety and Insurance Appeals Tribunal (WSIAT)—requires more than familiarity with workers’ compensation legislation and policy. It requires strategic thinking\, careful preparation\, persuasive evidence\, and effective advocacy. \nIn this practical\, skills-based workshop\, experienced worker and employer advocates will guide participants through the key stages of preparing and presenting a successful workers’ compensation appeal. Through faculty insights\, practical discussion\, and an interactive case study\, participants will explore the procedural requirements\, strategic considerations\, and advocacy techniques that contribute to successful outcomes before the WSIAT. \nTopics will include \n\nInitiating an appeal following an adverse WSIB decision\nMeeting applicable appeal timelines and procedural requirements\nIdentifying\, organizing\, and prioritizing the issues in dispute\nDeveloping a persuasive theory of the case\nMeeting disclosure obligations and preparing hearing materials\nObtaining\, organizing\, and presenting persuasive evidence\nEffectively using and challenging medical evidence\nAnticipating and responding to opposing arguments\nPreparing clients and witnesses for hearings\nDelivering persuasive opening statements and closing submissions\nConducting effective witness examination and cross-examination\n\n\nWhat to Expect: \nDesigned for professionals involved in workers’ compensation appeals\, this virtual workshop focuses on the practical knowledge and advocacy skills required throughout the appeal process—from challenging an adverse WSIB decision through to presenting a persuasive case before the WSIAT. \nThroughout the day\, participants will work through a realistic case study that follows a workers’ compensation appeal from the initial WSIB decision to the Tribunal hearing. Working in small groups\, participants will analyze the facts\, identify key issues\, develop a theory of the case\, assess the strengths and weaknesses of the evidence\, and prepare their advocacy strategy before receiving practical feedback and guidance from experienced practitioners. \nParticipants will also receive comprehensive digital program materials developed by Lancaster House’s legal editors and program lawyers\, including textbook chapters\, case summaries\, WSIAT practice directions\, and curated reference materials to support continued learning and future advocacy work. \n\nWho Should Attend? \nThis workshop is designed for professionals involved in workers’ compensation appeals\, including: \n\nWorker advocates and representatives seeking to strengthen their advocacy and hearing preparation skills\nEmployer advocates\, labour relations consultants\, and workplace advisors representing employers before the WSIB and WSIAT\nLabour relations and human resources professionals responsible for workplace injury and return-to-work matters\nLawyers and paralegals practising in labour\, employment\, or workers’ compensation law\nUnion representatives involved in workers’ compensation and return-to-work advocacy\n\n\nLearning Outcomes: \nBy the end of this workshop\, participants will be able to:  \n\nNavigate the workers’ compensation appeal process from an adverse WSIB decision through to a WSIAT hearing\nIdentify\, organize\, and prioritize the legal and factual issues in a workers’ compensation appeal\nDevelop and present a clear\, persuasive theory of the case\nAssess\, organize\, and effectively present documentary\, medical\, and witness evidence\nPrepare clients and witnesses for hearings with greater confidence\nApply practical advocacy strategies to improve hearing preparation and presentation before the WSIAT\n\n\n\nPricing \n\n$995.00Add to cart	\n			\n  \nSpeakers \n\n\n \nGarth Dee\nVice-Chair\nWorkplace Safety and Insurance Appeals Tribunal (WSIAT) \n\n\n \nCézanne Charlebois\nEmployer Counsel\nCharlebois Associates \n\n\n \nAlanna Mihalj\nLegal Counsel\nAmalgamated Transit Union Local 113 \n\n\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 4.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 4.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 4.5 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 4.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 4.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4.5 Continuing Professional Development hours.\n\n\n\n\nSupported by the Institute for Work & Health:
URL:https://lancasterhouse.com/event/winning-cases-at-wsib-and-wsiat-virtual-event/
LOCATION:Virtual Event
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/winning-cases-1.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260910T123000
DTEND;TZID=UTC:20260910T140000
DTSTAMP:20260824T160540
CREATED:20250825T190233Z
LAST-MODIFIED:20260805T181411Z
UID:17490-1789043400-1789048800@lancasterhouse.com
SUMMARY:Lancaster's Workplace Essentials: Investigations
DESCRIPTION:Select an option\n                                            \n                    Live Webinar                \n                                            \n                    Live Webinar\, video\, and MP3 Bundle                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n    \nIn this installment of Lancaster’s Workplace Essentials webinar series\, panelists will examine key principles\, recent caselaw\, and best practices relating to workplace investigations. Specifically\, the panel will discuss: \n\nWhat does a fair and effective workplace investigation process entail? What procedural flaws should be avoided during the investigation process?\nWhat is the union’s role in an investigation? Does a member have a right to union representation during an investigation?\nWhen should an employer hire an external investigator instead of conducting an internal investigation? Does the union have a role in ensuring the impartiality of the investigator?\nCan employers commence investigations without a formal complaint? How should employers and unions approach the investigation of anonymous complaints?\nWhen will an employer be required to investigate the off-duty conduct of employees? What if the off-duty conduct involves violence and harassment?\nWhat information can/should/must be disclosed to a complainant or respondent at the conclusion of an investigation (e.g. findings\, actions taken)? Are unions entitled to a copy of the final investigation report or the investigator’s notes? Are they entitled to a response?\nIn what situations have damages been awarded for an employer’s inadequate investigation or failure to investigate?\n\nModerator\n\n \nJeff Palamar\nArbitrator and Lawyer\nTaylor McCaffrey \n\n\nSpeakers\n\n \nDana J. Campbell-Stevens\nPartner and Investigator \nRubin & Co. LLP \n \n\n\n \nBrett Hughes\nAssociate\nDewart Gleason LLP \n\n\n \nMeaghan MacMaster\nEmployer Counsel\nStewart McKelvey \n\n\nLive Webinar:Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\nOption: Live Webinar$295.00Add to cart	\n			\n \nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nOption: Live Webinar\, video\, and MP3 Bundle$595.00Add to cart	\n			\n \nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditationCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n\n\n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-investigations/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/lancasters-workplace-essentials-investigations.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20260917T123000
DTEND;TZID=America/New_York:20260917T160000
DTSTAMP:20260824T160540
CREATED:20241212T190408Z
LAST-MODIFIED:20260727T155911Z
UID:15450-1789648200-1789660800@lancasterhouse.com
SUMMARY:Tackling Workplace Impairment: Identifying causes\, addressing risks\, providing accommodation (Virtual Event)
DESCRIPTION:Thursday\, September 17\, 2026 Use 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\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?\n\n\nWhat factors do adjudicators consider when determining appropriate disciplinary penalties for violations of workplace drug and alcohol policies?\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?\n\nPricing $695.00Add to cart	\n			\n  \n\nSpeakers \n\n\n \nDan Demers\nDirector of Business Development\nCannAmm Occupational Testing Services \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \n\n\n \nNorm Keith\nPartner\nEmployment & Labour Law\, KPMG Law LLP \n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR Alberta for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3 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 3 Continuing Professional Development hours.\n\n\nMembers of the Law Society of New Brunswick may consider this program for 3 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 3 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/tackling-workplace-impairment-identifying-causes-addressing-risks-providing-accommodation/
LOCATION:Virtual Event
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/12/Tackling-Workplace-Impairment-2025-banner-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20260924T110000
DTEND;TZID=America/Toronto:20260924T170000
DTSTAMP:20260824T160540
CREATED:20260116T183235Z
LAST-MODIFIED:20260820T182522Z
UID:18867-1790247600-1790269200@lancasterhouse.com
SUMMARY:Post-Incident Investigations (Virtual Event)
DESCRIPTION:Program Overview \n\nWorkplace investigations are a critical step in responding to incidents of violence\, harassment\, and other serious workplace concerns. When handled effectively\, they can help restore trust\, support affected employees\, and reinforce a safe and respectful work environment. However\, poorly conducted investigations may expose organizations to legal risk\, undermine confidence in the process\, and exacerbate harm to those involved. \nThis full-day virtual workshop will provide participants with practical tools and strategies to conduct fair\, thorough\, and trauma-informed investigations\, examining obligations arising under occupational health and safety legislation and human rights statutes\, collective agreements\, and workplace policies when responding to workplace violence\, harassment\, and other health-and-safety-related incidents. Through expert instruction and applied learning\, participants will explore the following questions: \n•	What legal frameworks govern workplace investigations into violence\, harassment\, and other health and safety incidents? \n•	When is a formal investigation required\, and how should employers determine the appropriate scope? \n•	What steps should investigators take to ensure procedural fairness throughout the investigation process? \n•	How can investigators assess credibility and make defensible findings in complex\, high-stakes situations? \n•	What are the key differences between investigating harassment or violence complaints as opposed to other OHSA-related incidents? \n•	How can investigators conduct interviews in a manner that is both effective and sensitive to trauma? \n•	What common pitfalls can compromise an investigation\, and how can they be avoided? \n•	What obligations do employers have to take interim measures to protect employees during an investigation? \n•	How should findings be documented and communicated\, and what makes an investigation report effective? \n•	What steps should organizations take following an investigation to address findings and prevent future incidents? \n\n\nWhat to Expect?\nThis practical\, interactive workshop will examine the key legal and practical considerations involved in post-incident workplace investigations\, including harassment\, violence\, injuries\, and near-misses. Through expert-led discussion\, practical examples\, and two interactive exercises\, participants will explore when the duty to investigate is triggered\, the key steps and responsibilities involved\, and how to ensure investigations are fair\, effective\, thorough\, and trauma-informed. The workshop will also address common procedural pitfalls\, credibility and bias\, confidentiality and privilege\, and important steps to take after an investigation is completed. Participants will receive comprehensive digital program materials developed by Lancaster House’s legal editors and program lawyers to support continued reference and learning. \nWho Should Attend?\nThis workshop is designed for professionals responsible for responding to workplace incidents\, conducting investigations\, or ensuring compliance with workplace violence\, harassment\, and occupational health and safety obligations\, including: \n•	Human Resources and Labour Relations Professionals – HR managers\, labour relations specialists\, and employee relations professionals responsible for managing workplace complaints\, conducting investigations\, and ensuring legally compliant responses. \n•	Managers and Supervisors – Leaders responsible for receiving complaints\, determining when investigations are required\, implementing interim measures\, and responding appropriately to workplace incidents. \n•	Workplace Investigators – Internal investigators\, external consultants\, and professionals seeking practical guidance on conducting fair\, thorough\, and trauma-informed investigations and preparing defensible reports. \n•	Health and Safety Professionals – Occupational health and safety practitioners responsible for responding to workplace violence\, harassment\, and other health and safety incidents while meeting legislative obligations. \n•	Union Representatives – Union officers\, stewards\, and labour advocates involved in supporting members through workplace investigations and promoting fair and effective workplace processes. \n\n \nLearning Outcomes:\nBy the end of this program\, participants will be able to: \n•	Determine when a formal workplace investigation is required and define its appropriate scope in cases involving violence\, harassment\, and health and safety concerns; \n•	Apply principles of procedural fairness and trauma-informed practice throughout the investigation process; \n•	Conduct effective interviews\, including assessing credibility and managing sensitive or high-conflict situations; \n•	Identify common investigative pitfalls and implement strategies to ensure thorough\, defensible findings; and \n•	Develop clear\, well-reasoned investigation reports and recommend appropriate post-investigation actions. \n\n\nPricing \n$995.00Add to cart	\n			\n \nSpeakers\n\n \nJames Farrell\nSolicitor and Staff Representative\nFish\, Food and Allied Workers–Unifor (FFAW–Unifor) \n\n\n \nJohn Illingworth\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nNana Yanful\nLawyer/Workplace Investigator\nYanful Law \n\n\nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come. \n\n.tribe-event-time::after {\n  content: ” E.T.”;\n}\n.tribe-events-start-time::after {\n  content: ” E.T.”;\n}Supported by the Institute for Work & Health:
URL:https://lancasterhouse.com/event/post-incident-investigations-virtual-event/
LOCATION:Virtual Event
CATEGORIES:Skills Training
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