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DTSTART;TZID=America/Denver:20231117T090000
DTEND;TZID=America/Denver:20231117T160000
DTSTAMP:20260403T184743
CREATED:20230727T190822Z
LAST-MODIFIED:20231005T132336Z
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SUMMARY:Supporting Employees with Mental Health Disabilities at Work: Skills training for employers and unions\, Vancouver (In Person Event)
DESCRIPTION:Program Leader\n\n \nMargaret Tebbutt\nSenior Consultant and Trainer\nWorkplace Mental Health \n\n\nProgram Faculty\n\n \nGretchen Brown\nUnion Counsel\nBritish Columbia Teachers’ Federation \n\n\n \nStephanie Vellins\nEmployer Counsel\nHarris & Co. \n\n\n \nLucette Wesley\nConsultant and Trainer\nCanadian Mental Health Association \n\n\nProgram DetailsThe Supreme Court of Canada has recognized that being able to work is essential to one’s “sense of identity\, self-worth and emotional well-being”. Yet many of the 20% of Canadian adults who experience mental illness each year must absent themselves from work\, taking a significant personal toll on the workers as well as financial and productivity burdens on employers. \nThis session is designed to prepare managers\, supervisors\, union representatives\, and other labour relations professionals to work together\, with affected workers\, to develop and maintain appropriate workplace accommodations and support that result in better outcomes for employers\, workers\, and workplaces in general. \nAt the end of this program\, participants will be able to: \n\nAppreciate the differences between medical/psychological concepts of mental health and mental disorders\, and legal concepts of disability due to psychiatric disorders;\nIdentify attitudes\, language\, behaviours and practices that perpetuate stigma;\nRecognize signs someone in the workplace may be struggling\, perhaps due to health issues\, including their mental health;\nCommunicate with employees/members who are struggling\, possibly due to mental health problems\, in a helpful\, non-threatening way;\nProvide effective\, flexible and sustainable workplace accommodations; and\nPromote psychological safety and mental well-being in the workplace\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\nThis program has been approved by CPHR BC & Yukon  for 5.5 Continuing Professional Development hours.\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 5.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/supporting-employees-with-mental-health-disabilities-at-work-skills-training-for-employers-and-unions-vancouver-in-person-event/
LOCATION:Robson Square campus (C680 HSBC Hall)\, 800 Robson Street\, Vancouver\, British Columbia\, V7Z 3B7\, Canada
CATEGORIES:Skills Training
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END:VEVENT
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DTSTART;TZID=America/Denver:20231115T090000
DTEND;TZID=America/Denver:20231115T160000
DTSTAMP:20260403T184743
CREATED:20230710T215421Z
LAST-MODIFIED:20230919T163440Z
UID:9063-1700038800-1700064000@lancasterhouse.com
SUMMARY:From Conflict to Calm: Dealing with high-conflict behaviour in the workplace\, Victoria (In Person Event)
DESCRIPTION:Program Leader\n\n \nMichael Lomax\nMediator \n\n\nHigh-conflict behaviour is characterized by unmanaged emotions\, extreme reactions\, preoccupation with blaming others\, and prolonged\, unresolved conflict. Such behaviour not only seriously damages relationships in the workplace but also frequently results in complaints of bullying and harassment\, grievances and other legal headaches for both employers and unions. This in-depth training session will equip participants with the knowledge and skills necessary to prevent high-conflict behavior from disrupting both employer and union operations and giving rise to costly litigation. \nParticipants will learn: \n\nBrain science behind high-conflict behaviour\, including current knowledge about High-Conflict Personalities (HCPs)\nPrinciples of progressive discipline and accommodation that apply to dealing with high-conflict behaviour\nStrategies for managing your own anxiety when dealing with HCPs\nApproaches to coaching HCPs to take responsibility for resolving their own conflicts in the workplace\nPractical techniques ready to be used in the workplace\, including:\nConnecting skills – using empathy\, attention and respect (E.A.R.) to communicate and build effective working\nrelationships with HCPs\nAssertion skills – using brief\, informative\, friendly\, but firm (B.I.F.F.) responses to counter misinformation or\nhostility\n\nPlease contact customerservice@lancasterhouse.com for more details. \nCPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\nThis program has been approved by CPHR BC & Yukon  for 5.5 Continuing Professional Development hours.\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 5.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/from-conflict-to-calm-dealing-with-high-conflict-behaviour-in-the-workplace-british-columbia/
LOCATION:UVIC David Strong Building (C108)\, 3800 Finnerty Rd\, Victoria\, BC\, V8P 5C2\, Canada
CATEGORIES:Skills Training
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231107T123000
DTEND;TZID=UTC:20231107T140000
DTSTAMP:20260403T184743
CREATED:20230727T210739Z
LAST-MODIFIED:20231027T200234Z
UID:9316-1699360200-1699365600@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Employee absenteeism
DESCRIPTION:Moderator\n\n \nRonni Nordal\nArbitrator\nNordal Law \n\n\nSpeakers\n\n \nMatthew Certosimo\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nJessica Burke\nUnion Counsel\nBlack Gropper \n\n\nEmployee absences can disrupt workflows\, diminish productivity\, and impact team morale. However\, employers must provide accommodations and may have attendance management programs or policies (“AMPs”) where appropriate. In this instalment of Lancaster’s Workplace Essentials webinar series\, experts will examine recent caselaw and key principles relating to employee absenteeism. Specifically\, panelists will address: \n\nWhat are best practices for employers and unions in discussing absenteeism with employees?\nWhat duties do employers have to inquire\, and what duties do employees have to disclose\, whether employee absenteeism is related to a protected ground such as a disability or family status obligation?\nWhat type of medical information can employers request where an employee’s absenteeism is health-related? At what frequency can employers request this information?\nDo employers have a duty to accommodate where the employee identifies the reason for absenteeism as stress or burnout?\nWhat are key considerations when drafting an AMP?\nHow can unions best assist employees subject to monitoring under an AMP?\nWhat is “presenteeism”? How can unions and employers work to set appropriate attendance requirements that discourage presenteeism?\nAt what point can an employer demonstrate that undue hardship has resulted from accommodating an employee who is frequently absent? Are there any restrictions on dismissing employees for innocent absenteeism?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-employee-absenteeism/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20231101
DTEND;VALUE=DATE:20231104
DTSTAMP:20260403T184743
CREATED:20230323T025919Z
LAST-MODIFIED:20240723T182026Z
UID:6793-1698796800-1699055999@lancasterhouse.com
SUMMARY:Ottawa Labour Law Conference
DESCRIPTION:Conference Co-Chairs\n\n \nAnnie McKendy\nArbitrator\, Mediator\, and Investigator \n\n\n \nCaroline Richard\nEmployer Counsel\nBird Richard \n\n\n \nTroy Winters\nSenior Health and Safety Officer\nCanadian Union of Public Employees \n\n\nConference Advisory Committee\n\n \nChristopher Edwards\nEmployer Counsel\nSoloway Wright \n\n\n \nKelly O’Ferrall\nEmployer Counsel\nOsler\, Hoskin & Harcourt LLP \n\n\n \nTia Hazra \nEmployment Relations Officer\nProfessional Institute of the Public Service of Canada \n\n\n \nAlison Longmore\nUnion Counsel\nJewitt McLuckie & Associates LLP \n\n\nWednesday\, November 1\, 20239:00 am – 9:10 am ET – Introductory remarks by Co-Chairs \nPanel 1: Notable and Newsworthy: Major caselaw and legislative developments - 9:10 am – 10:25 am ET\nNotable and Newsworthy: Major caselaw and legislative developments\n\n\n \nChristopher Rootham\nBoard Member\nFederal Public Sector Labour Relations and Employment Board (FPSLREB) \n\n\n \nCraig Stehr\nEmployer Counsel\nGowling WLG \n\n\n \nAmy Kishek\nLegal Counsel\nCanadian Union of Public Employees (CUPE) \n\n\nIn this session\, experts will examine recent significant developments in labour law. Panelists will address the latest cases on government intervention in collective bargaining\, lessons to be learned from emerging jurisprudence on COVID-19 policies\, and perennial issues such as privacy\, discipline\, and discrimination\, harassment\, and accommodation. The panel will also examine legislative updates including Canada’s ratification of the ILO Violence and Harassment Convention\, 2019\, and legislation dealing with forced labour. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:25 am – 10:40 am ET \nPanel 2: Disabilities That Elude Diagnosis: Accommodating employees with undiagnosed or poorly understood conditions - 10:40 am – 11:50 am ET \nDisabilities That Elude Diagnosis: Accommodating employees with undiagnosed or poorly understood conditions\n\n\n \nWendy Laframboise\nNurse Practitioner\nCoordinator\, Post-Covid Rehab\nThe Ottawa Hospital Rehabilitation Centre \n\n\n \nMeg Steele\nActing Director\, Human Resources Services\nFinance and Corporate Services Department \n\n\n \nDina Mashayekhi\nUnion Counsel\nJewitt McLuckie \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, experts will address these challenges\, answering questions such as: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? Why does “long COVID” fall within that list?\nIs a definitive diagnosis\, or “objective evidence\,” necessary to establish disability? How should employers and unions respond where there is a lack of available medical practitioners with the requisite knowledge or experience to assess and attest to the condition?\nHow can employers and unions effectively formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test?\nWhen sick leave abuse is a concern\, how can an employer distinguish between employees who have genuine\, difficult-to-diagnose disabilities\, and employees who are feigning illness? May an employer discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability?\nHow do the stereotypes and stigmas associated with these medical conditions contribute to the challenge of providing accommodation?\n\nWhat types of accommodations may be of assistance to an employee suffering from persistent or chronic symptoms that may impact their ability to work? For example: What measures may assist an individual with long COVID?Lunch: 11:50 am – 1:00 pm ET \nKeynote - ReconciliACTION: Addressing TRC recommendations in legislation - 1:00 pm – 1:25 pm ET\nReconciliACTION: Addressing TRC recommendations in legislation\n\n\n \nStan Kutcher\nSenator\nSenate of Canada \n\n\nThe Criminal Code of Canada continues to provide legal protection for parents who use corporal punishment for purposes of correction against their children. Yet extensive research evidence shows that such violence has no positive effect but does result in short and long term harm. Bill S-251 seeks to remove section 43 of the Code to offer children the same protection from assault as all others living in Canada have. Senator Kutcher\, a child and adolescent psychiatrist\, will address this issue\, which has also been flagged by the Truth and Reconciliation Commission (TRC #6). Consideration of the responsibilities of parents and the rights of children in the context of today’s mental health realities will help frame this presentation. \nPanel 3: Breaking Barriers: Best practices in promoting equity\, diversity\, and inclusion in the workplace - 1:25 pm – 2:35 pm ET\nBreaking Barriers: Best practices in promoting equity\, diversity\, and inclusion in the workplace\n\n\n \nRichard Gaboton\nEDI Specialist\nThe Professional Institute of the Public Service of Canada (PIPSC) \n\n\n \nJena Montgomery\nCounsel\nTreasury Board Secretariat Legal Services\nDepartment of Justice \n\n\n \nKami Ramcharan\nPresident\nKVR Management Support \nMember\nEmployment Equity Act Review Task Force \n\n\nPromoting equity at work requires a commitment from workplace actors to remove barriers to participation and success\, to proactively support inclusion\, and to ensure that measures do not\, in fact\, perpetuate discriminatory practices. In this session\, experts will address the ongoing work of the Employment Equity Act Review Task Force and examine topics such as improving equity in promotion and retention\, the best means of effectively measuring equity efforts\, and the promise and peril of data in improving workplace equity. \nBreak: 2:35 pm – 2:50 pm ET \nPanel 4: Off-the-Clock Conduct: Reconciling employee free speech and employer reputational concerns - 2:50 pm – 3:55 pm ET\nOff-the-Clock Conduct: Reconciling employee free speech and employer reputational concerns\n\n\n \nDavid Jewitt\nArbitrator/Mediator\nJewitt Arbitration \n\n\n \nKyle Van Schie \nEmployer Counsel\nSoloway Wright \n\n\n \nChristine Johnson\nUnion Counsel\nChamp and Associates \n\n\nAn employee’s off-duty conduct can affect the reputation of a workplace\, impact the well-being of colleagues\, and lead to discipline or termination. In this session\, experts will examine employer and union rights and duties in promoting appropriate employee behaviour\, both within and beyond the workplace. Panelists will address questions including: \n\nCan employers limit employees’ off-duty conduct? Is the nature of the business relevant? When does an employee’s right to express personal opinions while off-duty become a legitimate concern for the employer?\nAre there any limits on an employer’s ability to monitor the physical or online activities of off-duty employees?\nWhat constitutes political speech or activity? Can an employer limit political speech or activity in the workplace? What about outside of the workplace?\nCan employers or unions offer or require training regarding what constitutes appropriate off-duty conduct?\nIn what circumstances have employees been disciplined or had their employment terminated for their off-duty conduct?\nWhat language should be incorporated into workplace policies and collective agreements to address off-duty conduct?\nWhat key terms should be included in employee social media policies?\nWhat are best practices for employers and unions seeking to balance employees’ freedom of expression and the need to ensure a workplace free of discrimination and harassment?\n\nDay 1 Closing Remarks: 3:55 pm – 4:00 pm ET \nNetworking reception: 4:00 pm – 5:00 pm ET \nThursday\, November 2\, 2023Introductory remarks by Co-chairs: 9:00 am – 9:10 am ET \nPanel 5: Asset or Adversary? Examining the implications of artificial intelligence for the world of work - 9:10 am – 10:25 am ET\nAsset or Adversary? Examining the implications of artificial intelligence for the world of work\n\n\n \nDr. Valerio De Stefano\nCanada Research Chair in Innovation Law and Society\, Osgoode Hall Law School\nYork University \n\n\n \nAndrew Vey\nEmployer Counsel\nWillets Vey \n\n\n \nLaura Ross\nBilingual Senior Officer\nLegal Branch CUPE \n\n\nWhen ChatGPT was launched less than a year ago\, the promises and dangers of advanced artificial intelligence moved from the annals of science fiction to the front page of newspapers. While fears about automation killing jobs are not unique to this latest technological revolution\, the concerns this time have shifted from work involving repetitive tasks and physical effort to white collar\, creative\, and intellectual work. The Writers’ Guild and SAG AFTRA strikes bear witness to the encroachment of machines into types of work that had long been thought to require uniquely human faculties. In this session a panel of experts will explore AI’s impact on the world of work and discuss the implications for labour relations: \n\nHow\, if at all\, are ChatGPT and similar AI applications different from previous AI programs? Do they “think”? Are they conscious? Are they creative?\nAre concerns about AI’s impact on work overblown? Is this technological advancement really different from previous technological revolutions that fomented their own concerns about mass unemployment and the dehumanization of work?\nWhat jobs and sectors will be most affected by AI? How should unions and employers use collective bargaining to address the potential impact of AI on those jobs and sectors?\nShould both employers and unions lobby government for increased regulation of AI and its effects on work and workers? If so\, what should they be asking for? Is there any common ground?\nWill human resources be taken over by “algorithmic management\,” which is defined as delegating to algorithms certain managerial tasks such as filtering through applications for employment\, assessing employee performance\, or even making decisions regarding termination of employment?\nHow should employers and unions address the potential use of algorithmic management in collective agreements? Do all collective agreements need to address this issue?\nCould AI take over some labour relations tasks like writing policies\, interpreting contract language\, drafting grievances\, researching law\, formulating arguments based on precedent\, or even deciding the outcome of grievances?\n\nBreak: 10:25 am – 10:40 am ET \nPanel 6: Fostering Diversity: Removing barriers to recruitment\, retention\, and promotion of neurodivergent employees - 10:40 am – 11:55 am ET\nFostering Diversity: Removing barriers to recruitment\, retention\, and promotion of neurodivergent employees\n\n\n \nVirginie Cobigo\nExecutive Director\, Open Collaboration for Cognitive Accessibility \nAssociate professor\nFaculty of Social Sciences\, School of Psychology\nUniversity of Ottawa \n\n\n \nDavid Patacairk\nLegal Counsel\nCity of Ottawa \n\n\n \nMorgan Rowe\nUnion Counsel\nRaven\, Cameron\, Ballantyne & Yazbeck LLP \n\n\nNeurodivergent Canadians\, i.e. those who have lifelong neurological or developmental conditions such as Autism Spectrum Disorder (ASD) or Attention Deficit Hyperactivity Disorder (ADHD)\, continue to face significant employment barriers despite growing recognition of the benefits of neurodiversity in the workplace. For example\, only about a third of working-age Autistic Canadians are employed\, and those who are employed are substantially more likely to be underemployed than the general population. In this session\, experts will explore why these barriers persist and offer guidance on providing accommodation to neurodivergent employees and jobseekers. \n\nWhy is the term “neurodivergent” used to describe people with learning disabilities\, ADHD\, and ASD? What do these conditions have in common? How are they different?\nHow do common stereotypes affect the inclusion and accommodation of neurodivergent employees in the workplace? What can be done to combat these stereotypes?\nShould workplace neurodiversity be actively promoted in the same way as other forms of organizational diversity? If so\, should jobseekers be required to provide medical documentation during the hiring process or should self-identification be accepted?\nWhat can employers and unions do to eliminate or reduce the barriers faced by neurodivergent jobseekers?\nWhy do many neurodivergent employees find it difficult to retain employment or advance at work?\nWhat accommodations are likely to help neurodivergent employees not only stay at work but thrive?\nWhat type of medical information can employers require from neurodivergent employees seeking accommodation? Should a detailed neuropsychological evaluation report be required?\nHow often\, if ever\, should updated medical information be requested from a neurodivergent employee\, who\, by definition\, has a lifelong condition?\nWhat accommodation should unions provide to neurodivergent members accessing union services and using union processes?\n\nLunch: 11:55 am – 1:00 pm ET \nPanel 7: Navigating the New World of Work: Addressing privacy\, accommodation\, conflict\, and collaboration in hybrid and remote work arrangements - 1:00 pm – 2:15 pm ET\nNavigating the New World of Work: Addressing privacy\, accommodation\, conflict\, and collaboration in hybrid and remote work arrangements\n\n\n \nIan Mackenzie\nArbitrator/Mediator \n\n\n \nHeather Cameron\nEmployer Counsel\nNorton Rose Fulbright \n\n\n \nNatasha Udell\nIn-House Legal Counsel\nOntario Provincial Police Association \n\n\nAs some employers renew calls to return to in-person work\, parties have remained deeply divided over the promise and drawbacks that work-from-home arrangements pose for productivity and teamwork. In this session\, panelists will provide expert guidance on navigating these concerns\, addressing questions including: \n\nAre employers entitled to monitor the productivity of employees working from home through surveillance measures such as monitoring software? What lessons can be learned from how arbitrators have balanced employers’ interest in ensuring productivity with employees’ right to privacy in other contexts?\nWhen will misuse of working time rise to the level of “time theft”? How should employers address employees who use working time for other purposes while at home — such as napping\, doing laundry\, or looking after family members?\nWhat are emerging best practices for ensuring that a remote or hybrid working arrangement does not negatively impact creativity and collaboration? With many employees reporting increased loneliness arising from their work-from-home arrangements\, what proactive steps can be taken to foster well-being and connection among remote team members?\nIn what ways has shifting to a remote or hybrid work arrangement ameliorated or exacerbated workplace conflict\, harassment\, and discrimination? How can parties ensure that inappropriate workplace behaviours do not simply shift to forums that may be harder to monitor (e.g. online chats)?\nWhen will a decision to require employees to return to in-person work constitute an improper exercise of management rights? Is there a business case to be made for allowing remote or hybrid work\, even where an employer may otherwise legitimately require employees to return?\nWhen must an employee’s request for accommodation through a remote working arrangement be granted?\nDo employees returning to in-person work have a right to return to their former office space? How can workplace parties ensure “co-working” arrangements (such as desk “hoteling” or “hot-desking”) do not lead to increased conflict or health and safety hazards?\n\nBreak: 2:15 pm – 2:30 pm ET \nPanel 8: Investigating Investigations: An examination of current best practices and recent developments - 2:30 pm – 3:45 pm ET\nInvestigating Investigations: An examination of current best practices and recent developments\n\n\n \nKatherine Cotton\nLawyer and Workplace Investigator \n\n\n \nChristopher Edwards\nEmployer Counsel\nSoloway Wright \n\n\n \nJennifer Duff\nUnion Counsel\nShields Hunt Duff Strachan \n\n\nWorkplace investigations have evolved in recent years\, including an increased use of remote interviews and a focus on the impact of biases on the investigation process. In this session\, experts will discuss important developments in this area\, in addition to practices and policies that safeguard fair and effective investigations. The following questions will be discussed: \n\nWhat lessons can be learned from recent cases addressing the appropriate scope of an investigation\, considering the need to preserve a fair\, adequate\, and effective investigation process?\nWhat strategies can workplace parties implement to address the challenges of conducting investigations in a remote work environment? Is there any proven or perceived benefit to conducting workplace investigations in-person?\nHow can workplace investigators ensure that they are mindful of unconscious and implicit biases during the investigation process? What impact do these biases have on workplace investigations?\nWhat are best practices when it comes to incorporating a trauma-informed approach to conducting witness interviews during an investigation?\nHow can investigators effectively identify and address pervasive systemic discrimination in the workplace through the fact-finding and report-writing process? How can employers and unions support investigators in this endeavor?\nWhat measures should an employer take when an allegation is not substantiated? What role does the union have in restoring a safe and healthy workplace for all parties involved in these circumstances?\n\nDay 2 Closing Remarks: 3:45 pm – 3:55 pm ET \nFriday\, November 3\, 2023Workshop*Workshop sold separately from stand-alone conference. \nBreakfast: 8:00 am – 9:00 am ET \nMedical Information in Accommodation and Adjudication: Practical guidance for employers and unions - 9:00 am – 4:00 pm\n\n\n \nGoretti Fukamusenge\nBoard MemberFederal Public Sector Labour Relations and Employment Board \n\n\n \nDr. Darcy A Santor\nPsychologistProfessorFaculty of Social SciencesUniversity of Ottawa \n\n\n \nSophie Arsenault\nEmployer CounselFasken \n\n\n \nNicole Butt\nManager of Litigation and Legal CounselOntario Nurses Association \n\n\n \nJudith Parisien\nEmployer Counsel\nFasken\n\n\nWorkplace parties may have a legitimate need to access and assess employee medical information throughout grievance and arbitration processes\, but it is crucial that they do so in a reasonable and appropriate manner. In this interactive workshop\, attendees will learn the legal framework governing the appropriate collection\, use\, and storage of employee health information; strategies for requesting\, obtaining\, and assessing information from healthcare professionals; and key principles relating to the use of medical information at arbitration. Guided by expert panelists\, attendees will leave ready to: \n\nAssess the reasonableness of requests for employees’ personal health information;\nEvaluate the adequacy of information provided;\nRespond appropriately to vague or deficient information;\nApproach employees/union members about needed information with sensitivity;\nDetermine what type of information should be obtained from different health care professionals and assess when specialist reports or independent medical examinations are necessary;\nRecognize when a health care professional is acting as an advocate or assuming an inappropriate role;\nSafeguard personal health information in compliance with legislation and in accordance with best practices; and\nUse medical evidence effectively in the grievance and arbitration process.\n\nConference CPD\n\n\nThis program has been approved for 9.75 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\n\n\nMembers of the Law Society of Ontario may consider counting this program for 9.75 substantive hours.\n\n\nWorkshop CPD\n\n\nThe Ottawa Labour Law Post-Conference Workshops have been approved for 5.5 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association\, each.\n\n\nMembers of the Law Society of Ontario may consider counting The Ottawa Labour Law Post-Conference Workshops for 5.5 substantive hours\, each.
URL:https://lancasterhouse.com/event/ottawa-labour-law-conference/
LOCATION:Rogers Centre Ottawa\, 55 Colonel By Drive\, Ottawa\, Ontario\, K1N 9J2\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231027T090000
DTEND;TZID=America/Chicago:20231027T160000
DTSTAMP:20260403T184743
CREATED:20230815T184152Z
LAST-MODIFIED:20231017T153543Z
UID:9558-1698397200-1698422400@lancasterhouse.com
SUMMARY:Promoting Mental Health: Assessing and protecting workplace psychological health and safety\, Calgary (In Person Event)
DESCRIPTION:Program Leader\n\n \nMichelle Phaneuf\nMediator & Psychological Health and Safety Advisor\nWorkplace Fairness West \n\n\nProgram Faculty\n\n \nHolly McEwan\nUnion Counsel\nNugent Law \n\n\n \nLaura Mensch\nEmployer Counsel\nBLG \n\n\nProgram DetailsEmployers and unions are accustomed to dealing with mental health in a reactive way. They participate in processes to accommodate workers with mental health conditions or to compensate workers who have experienced traumatic events. This approach is now widely recognized as inadequate. This program is designed provide participants with the tools and knowledge necessary to adopt a proactive approach to mental health and to implement or improve their workplace psychological health and safety system. \nParticipants will leave this workshop ready to \n\nIdentify the 13 factors can affect mental health at work\nAssess psychosocial hazards in the workplace\nImplement control measures to minimize workplace threats to mental health\nPromote a workplace culture that is supportive of worker psychological health and safety\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\nThis program has been approved by CPHR BC & Yukon  for 5.5 Continuing Professional Development hours.\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 5.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/promoting-mental-health-assessing-and-protecting-workplace-psychological-health-and-safety/
LOCATION:The Westin Calgary\, 320 4 Avenue Southwest\, Calgary\, Alberta\, T2P 2S6\, Canada
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/08/calgary-header.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231026T123000
DTEND;TZID=UTC:20231026T140000
DTSTAMP:20260403T184743
CREATED:20230727T205521Z
LAST-MODIFIED:20231019T135421Z
UID:9306-1698323400-1698328800@lancasterhouse.com
SUMMARY:The Latest in Workers’ Compensation: Experts examine recent trends and legal developments
DESCRIPTION:Moderator\n\n \nAmy Bradbury\nEmployer Counsel\nWickwire Holm \n\n\n \nJohn McLuckie\nUnion Counsel\nJewitt McLuckie & Associates LLP \n\n\nSpeakers\n\n \nHossein Moghtaderi\nEmployer Counsel\nFilion Wakely Thorup Angeletti \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\nIn this webinar\, experts will examine key trends and developments in workers’ compensation. Panelists will address topics including: \n\nAre employees injured during a work break or while working at home entitled to workers’ compensation?\nWhen do time limits in legislation or collective agreements bar claims by retired employees of harms caused by mid-career exposure to workplace hazards?\nAre sick leave benefits under collective agreements payable if workers’ compensation is available?\nWhen will post-traumatic stress disorder (PTSD) claims for workers’ compensation arising from workplace harassment succeed? What criteria must be established?\nIn light of the COVID-19 pandemic\, what guidance have workers’ compensation agencies provided on how they will adjudicate claims relating to communicable illnesses?\nHow have workers’ compensation boards resolved issues of jurisdiction in recent cases?\nWhat noteworthy cross-country trends are observable in recent changes to workers’ compensation legislation?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/the-latest-in-workers-compensation-experts-examine-recent-trends-and-legal-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/workers-comp-header-3.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20231019T123000
DTEND;TZID=America/Halifax:20231019T140000
DTSTAMP:20260403T184743
CREATED:20230801T171011Z
LAST-MODIFIED:20230929T153439Z
UID:9336-1697718600-1697724000@lancasterhouse.com
SUMMARY:Balancing Employee Privacy and Employer Access to Personal Information: Who gets to know what and when?
DESCRIPTION:Moderator\n\n \nDevyn Cousineau\nVice-Chair\, Case Management and Assignments\nBCHRT \n\n\nSpeakers\n\n \nSharan Basran\nSenior Executive of Legal and Counsel\nOntario Nurses Association\n \n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper\n \n\n\nFocus on Ontario\nand the Maritimes How can employers and unions best maintain employee privacy while ensuring employer access to relevant information? In this Ontario- and Atlantic-focused webinar\, experts will review legislation\, caselaw\, and key principles concerning the accessibility and permissible uses of employee personal information. Specifically\, panelists will address the following questions: \n\nWhat laws govern employee privacy and employer access to information in Ontario and in the Atlantic provinces?\nWhat types of employee personal information can employers request access to? Can employers request updates\, and if so\, at what frequency?\nAre there any restrictions on an employer’s right to access\, analyze\, or use information not actively shared by employees\, such as information obtained through surveillance measures?\nAre there any restrictions on an employee’s right to access information in their employer’s possession?\nIn what circumstances have adjudicators held that employee information was accessed\, used\, or shared improperly?\nWhat key issues should employers and unions address in policies or collective agreements regarding privacy and access to information?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/balancing-employee-privacy-and-employer-access-to-personal-information-who-gets-to-know-what-and-when/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/balancing-employee-privacy-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20231017T123000
DTEND;TZID=America/New_York:20231205T160000
DTSTAMP:20260403T184743
CREATED:20230502T203908Z
LAST-MODIFIED:20231013T144735Z
UID:8053-1697545800-1701792000@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Fall (Virtual Program)
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader\nDaphne Taras\nDirector\, Centre for Labour Management Relations\nToronto Metropolitan University \nProgram Faculty\n\n \nBruce Curran\nAssociate Professor\, Faculty of LawUniversity of Manitoba \n\n\n \nChris Davidson\nSenior Program Lawyer and Researcher \n\n\n \nJillian Houlihan\nUnion CounselPink Larkin \n\n\n \nColin Johnston\nMediator/Arbitrator \n\n\n \nAvner Levin\nProfessor\, Lincoln Alexander School of Law\,Toronto Metropolitan University \n\n\n \nArchana Mathew\nIntern\, Arbitrator Development Program \nFormerly Grievance Officer\, OPSEU \n\n\n \nFrank Miller\nInstructor (Sessional) Lecturer\,Faculty Advisor – HR/OB Co-Op Program \n\n\n \nDionne Pohler\nAssociate Professor\, University of Saskatchewan \n\n\n \nBob Thompson\nProfessor\, Human ResourcesSeneca College of Applied Arts and Technology \n\n\n \nJennifer Wootton\nLawyer & Workplace Investigator \n\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. \nProgram features \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\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n2023 Fall Schedule†The fall 2023 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Tuesdays from 12:30 p.m. to 4 p.m. ET. \n†More detailed information coming soon. \nSample Agenda \nThe agenda below is for a previous offering of the program\, however\, content of the upcoming session will be substantially the same. \nLabour Relations Certificate CPD\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\n\nThis program has been approved for 3.5 Continuing Professional Development hours per session under Section A3 of the Recertification Log of the Human Resources Professionals Association.\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours\, per session.\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours\, per session.\nThis program has been approved by the Law Society of British Columbia for 3.5 Continuing Professional Development hours\, per session.\nThis program has been approved by the Law Society of Saskatchewan for 26 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours\, per session.
URL:https://lancasterhouse.com/event/labour-relations-certificate-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:20231012T123000
DTEND;TZID=UTC:20231012T140000
DTSTAMP:20260403T184743
CREATED:20230727T201610Z
LAST-MODIFIED:20231006T153346Z
UID:9301-1697113800-1697119200@lancasterhouse.com
SUMMARY:Protecting Mental Health in Remote and Hybrid Workplaces: New challenges\, innovative approaches
DESCRIPTION:Moderator\n\n \nCathy Knapp\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMeghan Burton\nOrganization Development Advisor\nMental Health Commission of Canada \n\n\n \nJack Brathwaite\nEmployer Counsel\nWeaver Simmons \n\n\n \nSandy Donaldson\nLegal Counsel\nOntario Nurses’ Association \n\n\nEmployers and unions continue to grapple with the question of the best means of addressing and preventing mental health harms in remote and hybrid workplaces. In this webinar\, leading experts will discuss proactive tools and practices to promote psychological wellbeing. The following questions will be discussed: \n\nFollowing Canada’s ratification of International Labour Organization Convention 190\, how can employers and unions implement the convention’s framework\, particularly when it comes to protecting remote and hybrid employees?\nHow can employers\, employees\, and unions work together to develop practices to proactively address the relationship between remote work and psychological issues such as depression\, anxiety\, and loneliness?\nHas remote work blurred the line between overtime and overwork? How can employers\, employees\, and unions actively reduce the mental health risks associated with overwork?\nHow do remote or hybrid work arrangements impact an employer’s ability to identify whether an employee may have a mental health disability? How do these arrangements impact an employer’s duty to inquire? What steps can an employer take to address these questions when they arise in practice?\nIn the accommodation process\, how are the legal obligations of employers\, employees\, and unions impacted by remote or hybrid workplace arrangements? What measures or practices can an organization implement to ensure successful accommodation and implementation in these circumstances? What role does the union have in this process?\nHow has the role of unions in promoting psychological wellbeing in the workplace evolved in recent years? What preventative tools and practices can unions utilize to protect members from psychological harms in the workplace\, including those caused by bullying and harassment?\n\nA portion of proceeds from this webinar will be donated to Canadian Mental Health Association. \nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/protecting-mental-health-in-remote-and-hybrid-workplaces-new-challenges-innovative-approaches/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/mental-health-remote-hybrid-workplaces-2.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20230928T123000
DTEND;TZID=America/New_York:20230928T161500
DTSTAMP:20260403T184743
CREATED:20230626T202957Z
LAST-MODIFIED:20240723T184859Z
UID:8924-1695904200-1695917700@lancasterhouse.com
SUMMARY:Virtual Health & Safety Conference
DESCRIPTION:Conference Co-Chairs\n\n \nLoretta Bouwmeester\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride \n\n\nConference Advisory Committee\n\n \nKevin Kelloway\nCanada Research Chair in Occupational Health Psychology\nSaint Mary’s University \n\n\n \nKelly Kwon\nAssociate Director\, Employee Health and Wellness\nSheridan College \n\n\nThursday\, September 28\, 2023Opening remarks: 12:30 p.m. – 12:35 p.m. ET \nPanel 1: Annual Check-Up: Experts examine key cases and legislative developments - 12:35 p.m. – 1:35 p.m. ET \nAnnual Check-Up: Experts examine key cases and legislative developments\n\n\n \nJamie Jurczak\nEmployer Counsel\nTaylor McCaffrey LLP \n\n\n \nDavid Law\nEmployer Counsel\nLaw at Work \n\n\n \nMalini Vijaykumar\nUnion Counsel\nNelligan Law \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nDaniel Randazzo\nMediator and Arbitrator \n\n\nIn this session\, experts will address recent cases and legislative developments impacting workplace health and safety. Topics to be addressed include: \n\nWhat lessons can be learned from recent COVID-19 decisions? What broader principles may be discerned for implementing health and safety policies likely to withstand scrutiny on judicial or arbitral review? For example: When are disciplinary consequences for failing to follow health and safety policies appropriate or enforceable? Where a given measure is intended to protect an individual from personal harm at work\, where is the line to be drawn between legitimate rules and paternalistic or overreaching policies?\nHow should workplace parties respond where an employee’s rights conflict with workplace health and safety requirements? For example: Where the employee has a disability which may impact their ability to perform work that is safety-sensitive? Where the employee argues that their religious beliefs prevent them from complying with a policy?\nWhen can employers require employees in safety-sensitive positions to undergo an independent medical examination or post-incident testing where substance abuse is suspected?\nWhat constitutes an adequate investigation into workplace harassment under occupational health and safety legislation? Can an employee dispute the choice of investigator? What steps must be taken upon completion of the investigation?\nWhat are notable trends in recent sentencing decisions for workplace health and safety violations? What key legislative developments have been implemented cross-country in the past year of note for occupational health and safety practitioners?\n\nTopics will be finalized in the weeks prior to the conference\, ensuring up-to-date coverage of the latest developments. \nKeynote: Walking the Talk in Employee Health and Wellness - 1:35 p.m. – 1:55 p.m. ET\nWalking the Talk in Employee Health and Wellness\n\n\n \nJane Storrie\nClinical Neuropsychologist\nSVA \n\n\nEmployers have been paying increasing attention to mental health and wellness across many sectors. While this interest often leads to changes in policy and even the establishment of specialized units\, departments\, or designated staffing\, it remains the case that resource allotment\, program planning\, implementation\, and measures of efficacy are sorely lacking. In this presentation\, we will explore issues underlying the successful provision of wellness services and supports\, and how they can be remedied. \nBreak: 1:55 p.m. – 2:05 p.m. ET \nPanel 2: Substance Use in the Workplace: Responding to the expanding spectrum of risks - 2:05 p.m. – 3:05 p.m. ET \n\n\n \nShelly Bischoff\nFounder and Director\nPtolemy & Associates Inc. \n\n\n \nRyan Conlin\nEmployer Counsel\nStringer LLP \n\n\n \nMatt Hiltz\nExecutive Director and Chief Negotiator\nNew Brunswick Nurses Union \n\n\nSubstance use in the workplace can pose health and safety risks that can be managed through collaboration between employers\, employees\, and unions. In this panel\, experts will explore emerging trends and best practices to assess substance use in the workplace. The following questions will be discussed: \n\nWhat steps can an employer take to proactively monitor substance use in the workplace\, particularly during breaks? What does recent caselaw suggest about an employer’s limits on ordering drug and alcohol testing\, and independent medical examinations?\n\n\nHow can an employer identify whether substance use is occurring in its workplace? What are methods of addressing substance use dependence for employees who will not actively seek help through standard workplace policies?\nWhat are best practices in reviewing and evaluating the effectiveness of workplace substance use policies? How can an employer assess whether its current policies are effective in reducing substance abuse\, identifying employees with substance use issues\, and addressing associated risks?\nIn recent years\, has there been an increased frequency of workplace harassment or violence resulting from substance use? How can workplace parties mitigate the risk of trauma for employees who respond to a substance use-related crisis in the workplace?\nFor workplaces that must now have naloxone kits on-site\, what strategies can employers use to incorporate naloxone kits into their emergency response planning? What training and support should be in place for employees who may have to use these kits? How are workplaces in other jurisdictions managing the impact of the nationwide opioid crisis?\nTo what extent should the decriminalization of certain drugs impact an employer’s policies when it comes to managing substance abuse and substance use disorders in the workplace? Will access to previously illicit drugs significantly affect the safety of the workplace?\n\nBreak: 3:05 p.m. – 3:15 p.m. ET \nPanel 3 and Closing Remarks: Caution\, Tech Ahead: The impact of technology and AI on workplace safety - 3:15 p.m. – 4:15 p.m. ET \nCaution\, Tech Ahead: The impact of technology and AI on workplace safety\n\n\n \nDr. Arif Jetha\nScientist\nInstitute for Work & Health \n\n\n \nAlanna Mihalj\nLegal Counsel\nAmalgamated Transit Union\, Local 113 \n\n\n \nAlissa Demerse\nEmployer Counsel\nRoper Greyell \n\n\nIn this session\, experts will explore potential risks of emerging technologies on employee health and safety and discuss how workplaces can best address these risks. Specifically\, panelists will consider: \n\nWhat provisions should be included in policies or collective agreements to address the impact of emerging technologies on employee health and safety?\nIn what ways can electronic monitoring affect employee well-being? What limitations have been implemented or imposed on workplace electronic monitoring?\nHow has employee health and safety been impacted by the following:\nRemote and hybrid workplaces?\nLocation tracking?\nAutomation?\nGenerative AI?\nHow have arbitrators tailored the award of damages to the impacts of technology on employee health and safety?\nHow can workplaces balance employee privacy with safety and productivity concerns while leveraging the benefits of new and efficient technologies?\n\n\n\n\nConference CPD\n\n\nThis program has been approved for 3.2 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resources Professionals Association.\n\nThis program has been approved by CPHR BC & Yukon for 3.2 Continuing Professional Development hours.\n\nThis program has been approved by CPHR Alberta for 3.2 Continuing Professional Development hours.\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.2 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 3.25 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.2 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3.2 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/virtual-health-safety-conference/
LOCATION:Virtual Event
CATEGORIES:Conference,Health & Safety
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230928T123000
DTEND;TZID=UTC:20230928T140000
DTSTAMP:20260403T184743
CREATED:20230727T195858Z
LAST-MODIFIED:20230928T152924Z
UID:9295-1695904200-1695909600@lancasterhouse.com
SUMMARY:Truth and Reconciliation at Work: Affirming Indigenous identity and promoting cultural safety in the workplace
DESCRIPTION:Moderator\n\nKaren Snowshoe\nArbitratorSnowshoe Law \n\n\nSpeakers\n\nDorothy Christian\nAssociate Director\, Indigenous Policy & Pedagogy \nSimon Fraser University \n\n\nVeronica Rossos\nEmployer Counsel\nMiller Thompson \n\n\nShelley Saje Ricci\nIndigenous Educator\nConsultant\nSocial Activist\nBA (Sociology)\nMBA Candidate 2024 \n\n\nDeveloping a safe and healthy workplace for all includes taking active steps towards reconciliation. During this webinar\, leading experts will discuss issues at the core of reconciliation in the workplace. Questions to be discussed include: \n\nHow can workplaces best approach the confirmation of an employee’s Indigeneity to ensure equity-related benefits\, programs\, and provisions to which Indigenous employees have access are not misused by non-Indigenous employees\, especially when there is no official verification such as a status card?\nHow can bereavement leave better encompass notions of family as understood in Indigenous family structures? What language can be incorporated into collective agreements to provide for leaves that reflect Indigenous cultures?\nWhy is the duty to inquire of particular importance when it comes to responding to workplace incidents or concerns that relate to Indigenous employees? How can workplaces incorporate Indigenous practices and teachings in responding to workplace incidents\, and what value does this bring?\nHow can employers incorporate Indigenous cultural training into their health and safety programs? What is the importance of learning about Indigenous worldview practices and governing systems? Why is this training essential for the psychological wellbeing of Indigenous peoples?\nWhat are examples of language used in collective agreements and employer policies that alienate Indigenous employees? How can employers and unions ensure they are not utilizing such language?\nIn what instances should provision be made for an Indigenous support person be included in meetings with an Indigenous employee? What is the value of having an Indigenous support person?\nHow can workplaces develop Indigenized hiring and retention practices?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationNOTICE: This webinar is LIVE only – no recordings will be available to download following the session. \nREGISTRATION FEE\nLive webinar – $100\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders.
URL:https://lancasterhouse.com/event/truth-and-reconciliation-at-work-affirming-indigenous-identity-and-promoting-cultural-safety-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/truth-and-reconciliation-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230926T123000
DTEND;TZID=UTC:20230926T140000
DTSTAMP:20260403T184743
CREATED:20230518T200543Z
LAST-MODIFIED:20230919T201101Z
UID:8253-1695731400-1695736800@lancasterhouse.com
SUMMARY:Hot Topics in University and College Labour Law: Academic freedom\, privacy\, discipline\, harassment\, contract terms and Charter challenges
DESCRIPTION:Moderator\n\n \nKen Stuebing\nUnion Counsel\nCaley Wray \n\n\n \nShana French\nEmployer Counsel\nSherrard Kuzz \n\n\nSpeakers\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nCarolyn Janusz\nUnion Counsel\nVictory Square \n\n\nIn this webinar\, seasoned experts will address the latest developments in university and college labour law. Panelists will examine key recent cases and legislative updates\, and address topics including: \n\nHow have courts and arbitrators balanced issues of free speech and academic freedom against the need for colleges and universities to ensure integrity in academia and protect their reputations and student wellbeing?\nTo what degree do professors and instructors have a reasonable expectation of privacy in the contents of their work-related devices?\nWhat aspects of COVID-19 policies have been found to render the policies reasonable or unreasonable in the college and/or university context? How have arbitrators approached the exercise of management rights by academic employers during the pandemic? What lessons may be learned for future viral threats or similarly disruptive events?\nWhat trends in discipline and damages are discernible in cases of discrimination and harassment perpetrated by employees of colleges and universities? To what degree have changing societal norms and the academic context impacted outcomes in these decisions?\nWhat guiding principles have arbitrators drawn upon in interpreting collective agreement terms in the post-secondary context? How has a “plain language” approach guided the analysis? To what degree will “extrinsic” evidence be considered?\nWhat do recent decisions from Manitoba\, Nova Scotia\, and Ontario suggest regarding the government’s ability to intervene in collective bargaining in the educational sector?\nWith several provinces enacting legislation restricting the use of non-disclosure agreements (including legislation in Ontario targeting post-secondary institutions)\, should colleges and universities consider ceasing use of non-disclosure agreements?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/hot-topics-in-university-and-college-labour-law-academic-freedom-privacy-discipline-harassment-contract-terms-and-charter-challenges/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/college-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230912T123000
DTEND;TZID=UTC:20230912T140000
DTSTAMP:20260403T184743
CREATED:20230518T200348Z
LAST-MODIFIED:20230808T160936Z
UID:8250-1694521800-1694527200@lancasterhouse.com
SUMMARY:The Sobering Realities of Workplace Impairment: Identifying causes\, addressing risks\, providing accommodation
DESCRIPTION:Moderator\n\n \nAnne Wallace\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMichael Fisher\nUnion CounselRaven Law \n\n\n \nApril Kosten\nEmployer CounselDentons \n\n\n \nShawna Meister\nAssociate Director\, Innovation and Evidence in Practice \nCanadian Centre on Substance use and Addiction \n\n\nImpairment in the workplace can create serious health and safety risks for employees. This webinar will provide employers\, unions\, and employees with the tools and resources necessary to ensure that the workplace is safe from the consequences of impairment. Panelists will examine the causes of impairment\, best practices around identifying impairment in employees\, the roles of employers and unions in mitigating the risks of impairment\, and appropriate accommodations. The following questions will be discussed: \n\nWhat are common causes of impairment? Should impairment related to substance use be treated differently from impairment caused by other factors\, such as sleep deprivation or personal circumstances?\nWhat obligations do union representatives have if they have knowledge that a member may have substance use issues that can cause impairment? What if the potential for impairment is caused by issues unrelated to substance use\, e.g.\, sleep deprivation?\nWhen are employees required to disclose factors stemming from their personal lives which may cause impairment on the job? To what information are employers entitled? Does the union have a role in this disclosure process?\nWhat are best practices for employers and union representatives in approaching an employee who exhibits signs of impairment? What are effective strategies to combat stigma and encourage affected employees to seek help?\nIn general\, what is the scope of the duty to accommodate an employee with a disorder which could potentially cause impairment? To what extent will an employer be required to accommodate an employee who fails to disclose or denies having an impairment issue? What is the role of the union in the accommodation process?\nWhat are some examples of measures that can be put in place to accommodate employees in these circumstances? Are there objective measures that can be considered when assessing whether individual employees are able to safely perform their respective jobs?\nCan an employer require an employee to engage in treatment for a disorder as part of the accommodation process? Can an employer enforce monitoring mechanisms? What are some examples of treatment or monitoring mechanisms that have been found to be excessively intrusive or in violation of privacy rights?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/the-sobering-realities-of-workplace-impairment-identifying-causes-addressing-risks-providing-accommodation/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/Impairment-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20230828
DTEND;VALUE=DATE:20230830
DTSTAMP:20260403T184743
CREATED:20230627T003651Z
LAST-MODIFIED:20230814T200937Z
UID:8934-1693180800-1693353599@lancasterhouse.com
SUMMARY:Collective Bargaining Skills: Intensive training for employers and unions
DESCRIPTION:In association with:Program Leader\nBob Thompson\nAdjunct Professor\nUniversity of Toronto\nCentre for Industrial Relations and Human Resources \nProgram Faculty\n\n \nReg Pearson\nMediator \n\n\nProgramNegotiation is taught in business schools and law schools the world over\, but collective bargaining is a unique species of negotiation that requires specialized knowledge and experience. The Centre for Industrial Relations and Human Resources at the University of Toronto is one of the few academic institutions to incorporate specialized education in collective bargaining into a professional degree program. Now\, in partnership with Lancaster House\, the CIRHR is extending the opportunity to benefit from this training to all labour relations professionals\, lawyers\, bargaining committee members\, and union executives and staff. \nThrough interactive skill-building exercises\, participants will learn to: \n\nParticipate effectively as a member of a union or management bargaining committee\n Use interest-based bargaining techniques to create win-win outcomes\nMeet the legal obligation to bargain in good faith\nLearn techniques to draw out the interests underlying the other side’s bargaining position\nHandle conflict in negotiations with professionalism\nMake the best use of a mediator\n\nWho will benefit most from this program? \n\nProfessionals working in unionized workplaces familiar with collective bargaining (e.g.\, from previous training or observation) but who have not taken a leading role in negotiating collective agreements.\nExamples include: Bargaining committee members who are relatively new to their role; Junior labour lawyers; Graduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 11 Continuing Professional Development hours.\n\n\n\n\n\nThis program has been approved for 11 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\nThis program has been approved by CPHR Alberta for 11 Continuing Professional Development hours.\nThis program has been approved by the Law Society of British Colombia for 11 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 11 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 11 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 11 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/collective-bargaining-skills-intensive-training-for-employers-and-unions/
LOCATION:U of T Bahen Centre\, 40 St. George Street\, Toronto\, Canada\, M5S 2E4\, Canada
CATEGORIES:Professional Learning Program
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/06/uoft-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230815T123000
DTEND;TZID=UTC:20230815T140000
DTSTAMP:20260403T184743
CREATED:20230518T200026Z
LAST-MODIFIED:20230808T132937Z
UID:8247-1692102600-1692108000@lancasterhouse.com
SUMMARY:Lancaster's Workplace Essentials: Tackling progressive discipline issues
DESCRIPTION:Moderators\n\n \nKeith Burkhardt\nEmployer Counsel\nSherrard Kuzz \n\n\n \nJessica Greenwood\nUnion Counsel\nRavenlaw \n\n\nSpeakers\n\n \nOdessa O’Dell\nEmployer Counsel\nBorden Ladner Gervais \n\n\n \nWally Fiander\nExecutive Staff Officer – Member Services\nNova Scotia Teachers Union \n\n\nIn this instalment of Lancaster’s Workplace Essentials webinar series\, expert panelists will examine recent caselaw and key principles relating to progressive discipline. Topics to be addressed include: \n\nWhat is the distinction between job coaching and training\, performance management\, and discipline? When may non-disciplinary approaches be appropriate to improve employee behaviour?\nIs it necessary to apply a “progressive” approach to discipline in all cases? When are employers justified in imposing more serious consequences at first instance?\nCan the progressive discipline process be “bypassed” by relying on language to that effect in a contract\, collective agreement\, or policy? For example:\n\nWhere a “penalty provision” stipulates a severe consequence for a specific type of workplace misconduct?\nWhere the employer has a “zero tolerance” policy in place?\nWhere there is a “last chance” agreement in place?\n\n\nWhat is the doctrine of “culminating incident”? When may an employer rely on earlier misconduct by an employee in support of more serious disciplinary consequences for subsequent misdeeds? How may a “sunset clause” impact this analysis?\nWhat consequences can flow from a court’s or arbitrator’s finding that an employer improperly failed to apply a progressive approach to discipline?\nHow can employers and unions collaborate to develop progressive discipline processes that are both fair and effective in deterring employee misconduct?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-tackling-progressive-discipline-issues/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/stock/tackling-progressive-discipline.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230801T123000
DTEND;TZID=UTC:20230801T140000
DTSTAMP:20260403T184743
CREATED:20230518T195516Z
LAST-MODIFIED:20230803T135900Z
UID:8244-1690893000-1690898400@lancasterhouse.com
SUMMARY:Treating Toxic Workplaces: Recognizing and repairing poisoned work environments
DESCRIPTION:Moderator\n\n \nMadeleine Loewenberg\nLawyer\, Investigator and Mediator \n\n\nSpeakers\n\n \nMichael MacLellan\nEmployer Counsel\nCCPartners \n\n\n \nJamie Burnet\nUnion Counsel\nPink Larkin \n\n\nPoisoned work environments can harm employee wellbeing\, decimate productivity\, drive valuable employees to seek alternative employment\, and expose employers to potential liabilities. In this panel\, experts will examine employer and union responsibilities in identifying and repairing poisoned workplaces. Specifically\, panelists will address: \n\nWhat constitutes a poisoned work environment? How does workplace culture shape a poisonous work environment?\nWhat steps should unions and employers take in response to employee allegations of a poisoned workplace?\nWhat restorative actions can employers and unions take in response to allegations of a poisoned work environment in a virtual or hybrid setting?\nWhen have adjudicators awarded damages to employees of a poisoned workplace?\nWhat key terms should be included in workplace harassment policies?\n\n\nWhat measures can employers and unions implement to ensure a safe and respectful workplace?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/treating-toxic-workplaces-recognizing-and-repairing-poisoned-work-environments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/toxic-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230718T123000
DTEND;TZID=UTC:20230718T140000
DTSTAMP:20260403T184743
CREATED:20230518T195237Z
LAST-MODIFIED:20230712T220728Z
UID:8241-1689683400-1689688800@lancasterhouse.com
SUMMARY:Working with Episodic Disabilities: Using the latest tools
DESCRIPTION:Moderator\n\n \nJonathan Chapnick\nLawyer\, Adjudicator\, and Investigator \nPortage Legal Services \n\n\nSpeakers\n\n \nSarah Coderre\nEmployer Counsel\nBow River Law \n\n\n \nRandy Slepchik\nUnion Counsel\nJewitt McLuckie \n\n\n \nMonique Gignac\nScientific Director & Senior Scientist; Privacy Officer\nInstitute for Work & Health \nProject Director Accommodating and Communicating about Episodic Disabilities (ACED) \n\n\nEmployees with episodic disabilities may face challenges in maintaining consistent attendance and productivity\, even when they are otherwise model employees. Unions and employers must support employees in overcoming challenges\, gaining access to equal opportunities\, and performing effectively. In this panel\, experts will discuss the duties of employers and unions in accommodating episodic disabilities. Specifically\, panelists will discuss: \n\nHow might an employee’s episodic disability affect workplace behaviour and productivity?\nCan an employer or union inquire into whether an employee’s atypical behaviour is related to an episodic disability?\nWhen can an employer or union request access to an employee’s medical information? Can this access be requested on an ongoing basis? Do these requests raise concerns regarding employees’ privacy rights?\nWhat are best practices in accommodating employees who require modified work?\nWhat steps must unions take to satisfy their duty of fair representation of members with episodic disabilities?\nWhen have adjudicators found that employers or unions have failed to properly accommodate employees with episodic disabilities?\nWhat key terms should employers and unions include in workplace accommodation policies and agreements?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/working-with-episodic-disabilities-using-the-latest-tools/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/meeting-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230704T123000
DTEND;TZID=UTC:20230704T140000
DTSTAMP:20260403T184743
CREATED:20230518T194801Z
LAST-MODIFIED:20230622T212000Z
UID:8238-1688473800-1688479200@lancasterhouse.com
SUMMARY:Breaking the Silence: Addressing the men's mental health crisis at work
DESCRIPTION:Moderators\n\n \nJana Linner\nEmployer Counsel\nMLT Aikins \n\n\n \nDavid Yazbeck\nDirector\, National Labour Relations \nThe Professional Institute of the Public Service of Canada (PIPSC) \n\n\nSpeakers\n\n \nChristina Kennedy\nLegal Counsel\nNewfoundland & Labrador Association of Public and Private Employees \n\n\n \nDr. John Oliffe\nCanada Research Chair\nMen’s Health Promotion \nProfessor\nMen’s Health Research Program \nUniversity of British Columbia \n\n\n \nLisa Goodfellow\nEmployer Counsel\nMiller Thomson” \n\n\nMen’s mental health in the workplace is increasingly being recognized as a concern that is exacerbated by factors such as job pressures and stigmas surrounding mental health. In this panel\, experts will examine the men’s mental health crisis in the workplace\, discuss the employer’s and union’s duty to accommodate\, and explore strategies to support employee wellbeing. Specifically\, experts will discuss the following: \n\nWhat do studies reveal about the decline of men’s mental health in the workplace? What are contributing factors to this decline?\nWhat workplace threats affecting men’s mental health are within an employer’s or union’s control?\n\n\nWhen can employers or unions inquire about an employee’s mental health? What do studies about men’s mental health suggest regarding the appropriate scope and manner of making requests for information?\nWhat steps should employers or unions take where an employee fails to acknowledge a mental health condition or declines to provide the requested information? What reasons have studies suggested for men’s reluctance to disclose such information?\nWhat key mental health and employee wellbeing provisions should be included in policies and collective agreements?\nWhat proactive steps can unions and employers take to reduce men’s mental health stigmas and provide an environment where employees feel they can seek support?\n\nAccreditationCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. \nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/breaking-the-silence-addressing-the-mens-mental-health-crisis-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/MensMH-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230629T123000
DTEND;TZID=UTC:20230629T140000
DTSTAMP:20260403T184743
CREATED:20230518T194056Z
LAST-MODIFIED:20230615T230612Z
UID:8236-1688041800-1688047200@lancasterhouse.com
SUMMARY:Safe Spaces: Accommodating transgender and gender-diverse employees
DESCRIPTION:Moderators\n\n \nAnne Gregory\nLegal Counsel\nManitoba Nurses Union \n\n \nFae Johnstone\nExecutive Director\nWisdom2Action \n\n\nSpeakers\n\n \nTyler Boggs\nUnion Counsel\nCavalluzzo \n\n\n \nBonny Mak\nEmployer Counsel\nFasken \n\n\n \nMarni Panas\nSenior Manager\, Diversity\, Equity and Inclusion\nATCO \n\n\nCreating a safe and healthy work environment for all employees is a vital employer obligation. For transgender and gender-diverse employees\, a safe and healthy workplace is one that fosters inclusive policies\, protects employee privacy\, and provides appropriate accommodations. In this webinar\, experts will explain the ways in which employers\, unions\, and employees can collaborate to create an inclusive workplace for all. The following questions will be discussed: \n\nWhat is gender identity and gender expression? What does it mean to be transgender? What does it mean to be gender-non-conforming? What are common workplace issues that transgender and gender-diverse employees may experience?\nWhen may a transgender or gender-diverse employee require an accommodation? When do employers have a duty to accommodate? What role\, if any\, does the employee have in the accommodation process? What is the union’s role in the accommodation process?\nWhat strategies can employers use to incorporate inclusive policies and hiring practices for transgender and gender-diverse employees? What role does the union have in developing or monitoring inclusive workplace policies? What unique provisions should employers and unions consider when determining benefits policies and administration of benefits?\nHow can employers and unions support transitioning employees who request special assistance or accommodations? What are best practices when creating a workplace support plan for an employee who is transitioning?\nWhat privacy concerns are triggered when it comes to an employee’s gender-diverse status information? How can employers and unions ensure that information about gender identity and transition is private and protected? Under what circumstances can gender identity status information\, or information pertaining to an employee’s transition\, be disclosed and to whom? What are best practices if disclosure is necessary?\nWhat steps should employers and unions take to protect gender-diverse employees from harassment in the workplace?\nWhat role does diversity training on gender identity and gender expression have in creating a trans-inclusive workplace? What are relevant national and international examples of diversity training of this nature?\n\nAccreditationCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. \nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/safe-spaces-accommodating-transgender-and-gender-diverse-employees/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/MHM-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20230626
DTEND;VALUE=DATE:20230628
DTSTAMP:20260403T184743
CREATED:20230322T225410Z
LAST-MODIFIED:20240723T155532Z
UID:6746-1687737600-1687910399@lancasterhouse.com
SUMMARY:Calgary Labour Arbitration and Policy Conference
DESCRIPTION:Sponsored by:Conference Co-Chairs\n\n \nKelly Williams-Whitt\nArbitrator/Mediator and Dean\nFaculty of Business and Communication Studies Mount Royal University \n\n\n \nWilson Chan\nEmployer Counsel\nMathews Dinsdale \n\n\n \nBill Rigutto\nUnion Rep\nAUPE \n\n\nConference Advisory Committee\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\,\nAlberta Labour Relations Board \n\n\n \nDaniel Shapiro\nArbitrator and Mediator \n\n\n \nKristan McLeod\nUnion Counsel\, Chivers Carpenter \n\n\n \nKaren Scott\nSeveny Scott\, Partner \n\n\n \nLaura Mensch\nPartner\, BLG \n\n\n \nWes Scheuerman\nSenior Labour Relations Advisor\, Alberta Health Services \n\n\nMonday\, June 26\, 2023Pre-Conference Workshop Schedule\nBreakfast and Registration\n8:00 a.m. – 9:00 a.m. MT \n\nIntroductory Remarks\n9:00 a.m. – 9:10 a.m. MT \nSession 1\n9:10 a.m. – 10:25 a.m. MT \nBreak\n10:25 a.m. – 10:40 a.m. MT \nSession 2\n10:40 a.m. – 11:55 a.m. MT \nLunch\n11:55 a.m. – 1:05 p.m. MT \nSession 3\n1:05 p.m. – 2:20 p.m. MT \nBreak\n2:20 p.m. – 2:35 p.m. MT \nSession 4 and closing remarks\n2:35 p.m. – 4:00 p.m. MT \n\n\n\n\n\n\n*Workshops sold separately from stand-alone conference. \nPre-Conference Workshops (Choice Of 1 Of 3)\nDifficult Accommodations: Responding to denial\, defensiveness\, and personality disorders - 9:00 a.m. – 4:00 p.m. MT\nDifficult Accommodations: Responding to denial\, defensiveness\, and personality disorders\n\n\n \nMelissa Luhtanen\nSenior Legal Counsel\nAlberta Human Rights Commission \n\n\n \nDotun Ogunfowora\nRegistered Psychologist\nInsight Psychological & Renew Psychology \n\n\n \nTom Duke\nEmployer Counsel\nMiller Thomson LLP \n\n\n \nDavid Lardner\nUnion Representative\, Disputes and Arbitration\nAlberta Union of Provincial Employees (AUPE) \n\n\nAccommodating employees with disabilities that impair their judgment\, perception\, and ability to cooperate can be challenging. Unfortunately\, mental health disabilities\, such as mood disorders\, can often impact the very abilities necessary for an individual to engage in the accommodation process. \nWorking through interactive exercises and realistic scenarios with the guidance of experts\, participants will develop the knowledge and skills necessary to: \n\nDevelop an understanding of how common disabilities may impede a worker’s ability to participate in the accommodation process\nDemonstrate effective communication skills when interacting with resistant or uncooperative employees\nUnderstand responsibilities surrounding the duty to inquire\, obtaining medical records\, and related privacy legislation\nComply with union and management legal obligations when workers are unwilling or unable to participate in the accommodation process\nIdentify when the threshold of undue hardship is reached\n\nBefore and After the Investigation: Preventing conflict\, restoring relationships - 9:00 a.m. – 4:00 p.m. MT\nBefore and After the Investigation: Preventing conflict\, restoring relationships\n\n\n \nBruce Graham\nEmployer Counsel\nFasken \n\n\n \nPaulette DeKelver\nMediator\nDeKelver Dispute Resolution \n\n\n \nElla Henry\nLegal & Legislative Representative\nCanadian Union of Public Employees \n\n\nWhen it comes to workplace investigations\, prevention is often better than cure. Developing workplace policies and procedures that promote informal resolution methods may minimize an employer’s need to launch a formal investigation. Where circumstances demand a formal investigation\, however\, workplace parties play a critical role in subsequent restoration efforts. \nIn this skills-based session\, participants will develop a comprehensive understanding of the following: \n\nDocumenting workplace incidents and engaging in progressive discipline to manage interpersonal conflict\nImplementing trauma-informed strategies for addressing allegations of discrimination or harassment in the workplace\nDeveloping respectful workplace policies\, anti-harassment policies\, and anti-discrimination policies\, and adequately monitoring these policies for effectiveness\nResolving workplace conflict through informal resolution methods such as mediation\, coaching\, or management intervention\, before launching a formal investigation\nRestorative processes that repair workplace culture after a formal investigation occurs\nProviding sensitivity training to workplace parties to improve working relationships\n\nImpairment at Work: Identifying causes\, addressing risks\, providing accommodation - 9:00 a.m. – 4:00 p.m. MT\nImpairment at Work: Identifying causes\, addressing risks\, providing accommodation\n\n\n \nLeanne Young\nArbitrator\nResolve ADR \n\n\n \nDr. Charl Els\nAddiction Psychiatrist\, Occupational Physician and Clinical Professor\nDepartment of Psychiatry/Department of Medicine\nUniversity of Alberta \n\n\n \nWill Cascadden\nEmployer Counsel\nGowling WLG \n\n\n \nKarlan Modeste\nLegal Counsel\nBritish Columbia Teachers’ Federation \n\n\nEmployers\, employees\, and unions are responsible for addressing impairment in the workplace. Navigating what constitutes impairment\, recognizing substance abuse\, and developing effective workplace policies and procedures for addressing impairment can present numerous complexities. This session is designed as a step-by-step guide to help parties collaborate in developing policies\, procedures\, and substance use accommodations that ensure a safe and healthy workplace. \nLegal and technical experts will guide participants through an interactive\, engaging session. Participants will leave this session with an understanding of key issues\, including the following: \n\nWhat constitutes impairment\nHow to identify the causes and symptoms of impairment\nWhat to consider in determining whether an employee has a substance use disorder\nHow employers and unions should handle the risks of impairment\nHow to develop workplace policies and procedures that address impairment\nWhen and how employers should provide accommodation for substance use disorders\, and the union’s role in the accommodation process\nWhether employers can mandate treatment\, and employee obligations to seek treatment\n\nConferenceCocktail Networking Reception - 5:00 p.m. – 7:00 p.m. MT\nCheck back soon for details \nEvening Plenary: Asset or Adversary? The role of artificial intelligence in labour relations - 7:00 p.m. – 9:00 p.m. MT\n\n\n \nJames Casey\nArbitrator\nField Law \n\n\n \nRandy Goebel\nComputer Science Professor\nUniversity of Alberta \n\n\n \nVicki Giles\nEmployer Counsel\nMcLennan Ross \n\n\n \nThomas Hesse\nPresident\nUFCW Local 401 \n\n\nLess than six months after the public launch of ChatGPT\, artificial intelligence (AI) is making a big splash in labour relations. Thousands of striking television and movie writers are demanding that restrictions on the use of AI be included in their new contract. While fears about automation killing jobs are nothing new\, current iterations of AI are raising concerns about white collar work and about the processes of labour and employment relations themselves. Join a panel of experts to explore the impact AI will have on labour relations in the near future including: \n\nWill human resources professionals be helped by AI or replaced by it?\n\n\nWill union representatives be helped\, hindered\, or replaced by AI?\n\n\nWhat are the potential uses and abuses of “algorithmic management\,” which is defined as delegating to algorithms certain managerial tasks such as filtering through applications for employment\, assessing employee performance\, or even making decisions regarding termination of employment?\n\n\nWhat role will AI play in key labour relations processes\, such as arbitration\, collective agreement interpretation\, and negotiation of collective agreements?\n\n\nHow\, if at all\, should unions and employers use collective bargaining to address the potential impact of AI on jobs? In what sectors would collective agreement language addressing AI be most important?\n\nTuesday\, June 27\, 2023Breakfast: 8:00 a.m. – 8:45 a.m. MT \nPlenary 1: Notable and Newsworthy: Major caselaw and legislative developments - 8:45 a.m. – 10:00 a.m. MT\nNotable and Newsworthy: Major caselaw and legislative developments\n\n\n \nGordon Nekolaichuk\nVice-Chair\nAlberta Labour Relations Board \n\n\n \nJean Torrens\nEmployer Counsel\nMLT Aikins \n\n\n \nClayton Cook\nUnion Counsel\nMcGown Cook \n\n\nThis session will cover major caselaw and legislative updates from Alberta and across Canada. Experts will provide summaries and insight into the latest and most noteworthy cases\, while also discussing general trends. Topics to be covered include remote work\, substance abuse and drug testing\, privacy and surveillance\, discipline\, harassment\, discrimination\, and accommodation. Legislative updates will include both provincial and federal developments. Final selection of topics takes place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nBreak: 10:00 a.m. – 10:15 a.m. MT \nPlenary 2: Beliefs and Boundaries: Reconciling employee free speech and employer concerns - 10:15 a.m. – 11:20 a.m. MT\nBeliefs and Boundaries: Reconciling employee free speech and employer concerns\n\n\n \nCheryl Yingst Bartel\nArbitrator/Mediator\nYingst Bartel ADR Inc. \n\n\n \nLaura Dunnigan\nEmployer Counsel\nMathews Dinsdale & Clarke LLP \n\n\n \nTim Nessim\nLabour Relations Officer\nUnited Nurses of Alberta \n\n\nIs it appropriate for workplaces to monitor and impose disciplinary action on employees for off-duty and online behavior? Can policies that govern off-duty conduct be justified by the need to promote a respectful workplace? In this panel\, experts will explore employer and union responsibilities in ensuring appropriate employee conduct\, both inside and outside the workplace. Specifically\, panelists will address: \n\nCan an employer impose restrictions on off-duty conduct\, expression\, and political activity? Is the nature of the workplace relevant?\nWhat is the threshold for determining whether an employee’s off-duty conduct has a sufficient connection to the workplace? When does an employee’s right to express personal opinions outside the workplace become a legitimate concern for an employer?\nIn what circumstances\, if any\, is it appropriate for an employer to monitor an employee’s social media accounts? Must an employer hold a reasonable suspicion of misconduct to institute monitoring?\nWhat disciplinary measures have arbitrators deemed appropriate for off-duty misconduct?\nWhat key provisions should workplace policies and collective agreements contain to address inappropriate off-duty conduct?\n\nBreak: 11:20 a.m. – 11:35 a.m. MT \nConcurrent Session – Block 1\nPick 1 of 3: 11:35 a.m. – 12:35 p.m. MT \nConcurrent Session 1: Breaking the Impasse: Key issues in interest arbitration\nBreaking the Impasse: Key issues in interest arbitration\n\n\n \n Kristan McLeod \nManaging Partner\nChivers Carpenter \n\n\n \n Tim Mitchell \nEmployer Counsel\nMcLennan Ross \n\n\n \n Mark Asbell \nArbitrator\, Mediator\, and Adjudicator\nAsbell Dispute Resolutions \n\n\nIn this session\, seasoned experts will address key issues in interest arbitration\, lending insight into perennial principles\, providing practical guidance on procedural issues\, and examining trends in recent arbitration awards. Panelists will address questions including: \n\nWhat principles and criteria will interest arbitrators consider in crafting an award? What do recent cases suggest about how arbitrators will apply the principles of replication\, demonstrated need\, and total compensation?\nUnder what circumstances will the Alberta Labour Relations Board order first contract arbitration? How have amendments to the Labour Relations Code resulting from Bill 32\, the Restoring Balance in Alberta’s Workplaces Act\, affected the threshold for intervention?\nWhat authority does the Alberta Labour Relations Board have when parties with a prior collective agreement are unable to reach a subsequent agreement through collective bargaining? When can the Board order parties to engage in interest arbitration? Is the analysis different if the parties provide essential services?\nIn recent awards\, how have concerns such as inflation\, the employer’s ability to pay\, and recruitment and retention issues impacted the determination of whether wage adjustments were warranted?\nWhat are the advantages and disadvantages of med-arb\, arb-med\, or final offer selection\, and when may such approaches be appropriate?\n\nConcurrent Session 2: The Pandemic’s Lasting Legacy: What COVID-19 has taught us about labour relations \nThe Pandemic’s Lasting Legacy: What COVID-19 has taught us about labour relations\n\n\n \nKathryn Oviatt\nChief of the Commission and Tribunals\nAlberta Human Rights Commission \n\n\n \nJackie Laviolette\nEmployer Counsel\nMatthews Dinsdale & Clarke \n\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law \n\n\nThroughout the pandemic\, arbitrators\, courts\, and workplace parties have grappled with the challenge of applying established labour relations principles in the face of unprecedented circumstances. In this session\, expert panelists will reflect on lessons learned from this tumultuous time\, critically evaluating recent cases and exploring best practices for the future. Questions to be addressed include: \n\nWhat guidance do cases decided in the COVID-19 context provide regarding when courts and arbitrators will uphold precautionary and safety-based workplace measures such as mandatory vaccination? What measures can employers take when employees refuse vaccination? What measures are beyond permissible bounds?\nAs COVID-19 case counts decline\, will mandatory workplace vaccination policies continue to be upheld? Must employers review their policies\, and if so\, what processes should they follow?\nHow have courts and arbitrators applied the Supreme Court of Canada test in Syndicat Northcrest v. Anselem when assessing religious accommodations in the workplace during COVID-19? How are religious beliefs distinguished from political beliefs\, and how is the sincerity of those beliefs assessed?\nWhat do recent cases suggest about how arbitrators will assess the exercise of management rights under uncertain or extraordinary circumstances?\nWith many workplaces having shifted to a remote or hybrid model during the pandemic\, can employers now require employees to return to work?\nHow\, if at all\, did COVID-19 exacerbate\, ameliorate\, or expose existing workplace inequities?\nWhat “gaps” in workplace policies and collective agreements have been revealed during the pandemic? What steps should workplace parties now be taking to prepare for potential future pandemics or similarly disruptive events?\n\nConcurrent Session 3: Digital Overreach: Can existing privacy laws stop unreasonable surveillance and monitoring? \nDigital Overreach: Can existing privacy laws stop unreasonable surveillance and monitoring?\n\n\n \nMonica Bokenfohr\nEmployer Counsel\nNeuman Thompson \n\n\n \nMaryna McTague\nUnion Counsel\nSeveny Scott \n\n\n \nErika Ringseis\nSenior Legal Counsel\nInhaus Legal \n\n\nAdvances in technology and the dramatic shift to remote work due to COVID-19 have given rise to a significant interest in digital surveillance of employees. Meanwhile\, privacy legislation has remained largely static. In an era of big data and artificial intelligence\, are existing privacy laws up to the task of balancing employers’ interests in productivity and efficiency and employees’ interests in autonomy and a private life? In this session\, leading experts will tackle this question as well as the following: \n\nWhat constitutes collection of “personal employee information” for “reasonable” purposes permitted under current privacy laws in Alberta?\n\n\nHow do the privacy rights of job applicants differ from the rights of existing employees? Under current laws\, would an employer be permitted to use software to construct a personality profile of job applicants based on their internet activity?\n\n\nDo current interpretations of the reasonableness requirement appropriately balance employer interests in managing work and employee privacy rights? Do new technologies\, or new uses of technologies\, threaten the established balance?\n\n\nIs the use of algorithmic management\, in which algorithms make important employment decisions based on extensive data on employees at work\, a privacy issue or a management rights issue?\n\n\nHow much say do unions and their members currently have in what employee information employers collect and how it is used? How do collective agreement provisions address this issue? Is the status quo in need of change? If so\, why and how?\n\n\nAre conceptions of privacy held by most employees at odds with those held by employers and/or those that underlie privacy legislation? If so\, is this a problem? If it is\, how should it be remedied?\n\nLunch: 12:35 p.m. – 1:45 p.m. MT \nConcurrent Session – Block 2\nPick 1 of 3: 1:45 p.m. – 2:45 p.m. MT \nConcurrent Session 1: Breaking the Impasse: Key issues in interest arbitration\nBreaking the Impasse: Key issues in interest arbitration\n\n\n \n Kristan McLeod \nManaging Partner\nChivers Carpenter \n\n\n \n Tim Mitchell \nEmployer Counsel\nMcLennan Ross \n\n\n \n Mark Asbell \nArbitrator\, Mediator\, and Adjudicator\nAsbell Dispute Resolutions \n\n\nIn this session\, seasoned experts will address key issues in interest arbitration\, lending insight into perennial principles\, providing practical guidance on procedural issues\, and examining trends in recent arbitration awards. Panelists will address questions including: \n\nWhat principles and criteria will interest arbitrators consider in crafting an award? What do recent cases suggest about how arbitrators will apply the principles of replication\, demonstrated need\, and total compensation?\nUnder what circumstances will the Alberta Labour Relations Board order first contract arbitration? How have amendments to the Labour Relations Code resulting from Bill 32\, the Restoring Balance in Alberta’s Workplaces Act\, affected the threshold for intervention?\nWhat authority does the Alberta Labour Relations Board have when parties with a prior collective agreement are unable to reach a subsequent agreement through collective bargaining? When can the Board order parties to engage in interest arbitration? Is the analysis different if the parties provide essential services?\nIn recent awards\, how have concerns such as inflation\, the employer’s ability to pay\, and recruitment and retention issues impacted the determination of whether wage adjustments were warranted?\nWhat are the advantages and disadvantages of med-arb\, arb-med\, or final offer selection\, and when may such approaches be appropriate?\n\nConcurrent Session 2: The Pandemic’s Lasting Legacy: What COVID-19 has taught us about labour relations \nThe Pandemic’s Lasting Legacy: What COVID-19 has taught us about labour relations\n\n\n \nKathryn Oviatt\nChief of the Commission and Tribunals\nAlberta Human Rights Commission \n\n\n \nJackie Laviolette\nEmployer Counsel\nMatthews Dinsdale & Clarke \n\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law \n\n\nThroughout the pandemic\, arbitrators\, courts\, and workplace parties have grappled with the challenge of applying established labour relations principles in the face of unprecedented circumstances. In this session\, expert panelists will reflect on lessons learned from this tumultuous time\, critically evaluating recent cases and exploring best practices for the future. Questions to be addressed include: \n\nWhat guidance do cases decided in the COVID-19 context provide regarding when courts and arbitrators will uphold precautionary and safety-based workplace measures such as mandatory vaccination? What measures can employers take when employees refuse vaccination? What measures are beyond permissible bounds?\nAs COVID-19 case counts decline\, will mandatory workplace vaccination policies continue to be upheld? Must employers review their policies\, and if so\, what processes should they follow?\nHow have courts and arbitrators applied the Supreme Court of Canada test in Syndicat Northcrest v. Anselem when assessing religious accommodations in the workplace during COVID-19? How are religious beliefs distinguished from political beliefs\, and how is the sincerity of those beliefs assessed?\nWhat do recent cases suggest about how arbitrators will assess the exercise of management rights under uncertain or extraordinary circumstances?\nWith many workplaces having shifted to a remote or hybrid model during the pandemic\, can employers now require employees to return to work?\nHow\, if at all\, did COVID-19 exacerbate\, ameliorate\, or expose existing workplace inequities?\nWhat “gaps” in workplace policies and collective agreements have been revealed during the pandemic? What steps should workplace parties now be taking to prepare for potential future pandemics or similarly disruptive events?\n\nConcurrent Session 3: Digital Overreach: Can existing privacy laws stop unreasonable surveillance and monitoring? \nDigital Overreach: Can existing privacy laws stop unreasonable surveillance and monitoring?\n\n\n \nMonica Bokenfohr\nEmployer Counsel\nNeuman Thompson \n\n\n \nMaryna McTague\nUnion Counsel\nSeveny Scott \n\n\n \nErika Ringseis\nSenior Legal Counsel\nInhaus Legal \n\n\nAdvances in technology and the dramatic shift to remote work due to COVID-19 have given rise to a significant interest in digital surveillance of employees. Meanwhile\, privacy legislation has remained largely static. In an era of big data and artificial intelligence\, are existing privacy laws up to the task of balancing employers’ interests in productivity and efficiency and employees’ interests in autonomy and a private life? In this session\, leading experts will tackle this question as well as the following: \n\nWhat constitutes collection of “personal employee information” for “reasonable” purposes permitted under current privacy laws in Alberta?\n\n\nHow do the privacy rights of job applicants differ from the rights of existing employees? Under current laws\, would an employer be permitted to use software to construct a personality profile of job applicants based on their internet activity?\n\n\nDo current interpretations of the reasonableness requirement appropriately balance employer interests in managing work and employee privacy rights? Do new technologies\, or new uses of technologies\, threaten the established balance?\n\n\nIs the use of algorithmic management\, in which algorithms make important employment decisions based on extensive data on employees at work\, a privacy issue or a management rights issue?\n\n\nHow much say do unions and their members currently have in what employee information employers collect and how it is used? How do collective agreement provisions address this issue? Is the status quo in need of change? If so\, why and how?\n\n\nAre conceptions of privacy held by most employees at odds with those held by employers and/or those that underlie privacy legislation? If so\, is this a problem? If it is\, how should it be remedied?\n\nBreak: 2:45 p.m. – 3:00 p.m. MT \nPlenary 3: Potholes on the Road to Justice: Addressing delay\, abuse of process\, and undue legalization in arbitration - 3:00 p.m. – 4:15 p.m. MT\nPotholes on the Road to Justice: Addressing delay\, abuse of process\, and undue legalization in arbitration\n\n\n \nBruce Moffatt\nExecutive Director\nMediation Services\, Alberta Government \n\n\n \nRobert S. Abells\nArbitrator \n\n\n \nErin Ludwig\nAssociate General Counsel\, Labour and Employment\nAlberta Health Services \n\n\n \nKaren Thibault\nUnion Counsel\, Disuptes and Arbitrations\nAUPE \n\n\nArbitration procedures have evolved significantly in recent years. Parties and practitioners have raised concerns about judicialization\, timeliness of the process\, difficulties in selecting arbitrators\, and the ability to address abuses of process effectively. In this panel\, experts will address the following: \n\nWhat common bottlenecks do parties encounter in the arbitral process? How can labour practitioners eliminate unnecessary delays?\nDoes the growing legalism of arbitration undermine its unique advantages\, or is it necessary to ensure procedural protections for parties?\nWhat options exist outside of the conventional arbitration process? In what circumstances should parties consider these alternatives?\nShould workplace parties consider creating unique expedited arbitration systems akin to the dispute resolution model between Canadian Railways and their unions?\nCan parties reduce arbitration timelines by participating in a virtual format? Is there room to automate arbitration processes by using artificial intelligence?\nHow are new arbitrators trained and selected? How can parties be encouraged to select newer and more diverse arbitrators?\nWhat enhancements could be implemented to improve arbitration processes and outcomes?\n\nEnd of Conference: 4:15 p.m. MT \nConference CPD\n\n\nThis program has been approved by CPHR Alberta for 7.35 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by CPHR BC & Yukon for 7.35 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 7.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of British Colombia for 7.35 Continuing Professional Development hours.\n\n\n\n\nWorkshop CPD\n\n\nThe Pre-Conference workshops have been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThe Pre-Conference workshops have been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\nThe Pre-Conference workshops have been approved by the Law Society of Saskatchewan for 5.5 Continuing Professional Development hours.\nThe Pre-Conference workshops have been approved by the Law Society of British Colombia for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/calgary-labour-arbitration-and-policy-conference/
LOCATION:The Westin Calgary\, 320 4 Avenue Southwest\, Calgary\, Alberta\, T2P 2S6\, Canada
CATEGORIES:Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/calgary-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230622T123000
DTEND;TZID=UTC:20230622T140000
DTSTAMP:20260403T184743
CREATED:20230322T181150Z
LAST-MODIFIED:20230606T211206Z
UID:6590-1687437000-1687442400@lancasterhouse.com
SUMMARY:Fairness in Firing: Examining recent principles and rising damages in bad faith terminations
DESCRIPTION:Moderators\n\n \nMark Hart\nArbitrator & Mediator \n\n\nSpeakers\n\n \nAlissa Goldberg\nEmployee Counsel\nKBA Partners \n\n\n \nIsabelle Keeler\nEmployer counsel\nCox and Palmer \n\n\nIssuesDecisions from across Canada reflect developments in how courts assess and interpret termination clauses\, the duty to mitigate\, damages\, reasonable notice periods\, and human rights violations. In this webinar\, experts discuss caselaw from across the country\, addressing the following questions: \n\nHow have courts in Ontario applied the ONCA’s decision in Waksdale v. Swegon North America Inc. as it pertains to the enforceability of termination clauses in employment contracts? What lessons can employers take from Waksdale‘s recent application in other Ontario decisions? How have other provinces approached the enforceability of termination clauses?\n\n\nHow have courts assessed reasonable notice periods? How has the impact of the COVID-19 pandemic on reasonable notice periods evolved in the last three years?\n\n\nDoes certain employee conduct warrant termination? In what circumstances have courts upheld termination in recent cases?\n\n\nWhat considerations do courts make when it comes to an employee’s duty to mitigate damages?\n\n\nWhat is “quiet firing”? Can employers be held liable for “quiet firing”?\n\n\nDoes recent caselaw suggest a trend towards granting awards of punitive or aggravated damages in situations where employers do not act in good faith\, or where employers fail to meet statutory obligations during termination?\n\n\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?\n\nAccreditationCPD\n\n\nThis program has been approved for 1.5 Continuing Professional Development hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/fairness-in-firing-examining-recent-principles-and-rising-damages-in-bad-faith-terminations/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Denver:20230615T093000
DTEND;TZID=America/Denver:20230615T110000
DTSTAMP:20260403T184743
CREATED:20230322T190042Z
LAST-MODIFIED:20230606T210421Z
UID:6648-1686821400-1686826800@lancasterhouse.com
SUMMARY:Balancing Employee Privacy and Employer Access to Personal Information: Who gets to know what and when?
DESCRIPTION:Moderator\n\n \nScott Steiner\nMediator and Arbitrator\nADR Chambers \n\n\nSpeakers\n\n \nLeanne Monsma\nEmployer Counsel\nFasken \n\n\n \nKelly Nicholson\nPrivacy Officer\nField Law \n\n\n \noline Twiss\nDeputy Commissioner and Deputy Registrar\nOIPC \n\n\nIssuesWhat is the proper balance between safeguarding privacy and providing access to relevant information? In this Western-Canada- focused webinar\, experts will examine employer access to personal information\, discuss legislation and proposed amendments\, and review recent caselaw. Specifically\, panelists will address: \n\nWhat laws govern employee privacy and employer access to information? What legislative amendments have been proposed? Do these amendments adequately address protection of privacy while ensuring relevant parties can access essential information?\n\n\nHow does distinguishing “employee personal information” in Alberta and British Columbia privacy statutes from “personal information” in other types of statutes affect workplace privacy rights?\n\n\nIn the case of employee illness\, what specific personal information can be requested by an employer\, and how frequently?\n\n\nAre there any restrictions on an employer’s right to access\, analyze\, or use information that is not shared with employees\, such as information obtained through surveillance measures (e.g.\, keystroke monitoring\, time tracking software\, and GPS tracking)?\n\n\nCan employers access\, retain\, or use employee information for purposes other than the limited purpose (e.g.\, ensuring workplace safety) for which that information was obtained?\n\n\nAre there restrictions on employees’’ right to access information about themselves in the employer’’s possession?\n\n\nIn what circumstances have adjudicators held that employee information was accessed\, used\, or disclosed improperly?\n\n\nWhat key issues should employers and unions address in policies or collective agreements governing privacy and access to information?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165.
URL:https://lancasterhouse.com/event/balancing-privacy-and-access-to-information-who-gets-to-know-what-and-when/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-balancing-privacy.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Sao_Paulo:20230615T090000
DTEND;TZID=America/Sao_Paulo:20230615T160000
DTSTAMP:20260403T184743
CREATED:20230323T182338Z
LAST-MODIFIED:20230508T185639Z
UID:6695-1686819600-1686844800@lancasterhouse.com
SUMMARY:Ensuring Effective Workplace Investigations: Intensive Skills Training for Employers and Unions\, New Brunswick
DESCRIPTION:Speakers\n\n \nKelly VanBuskirk\nAdjunct Professor\,\nUniversity of New Brunswick \n\n\nWorkplace investigations\, whether they are probing complaints of workplace harassment or other forms of workplace misconduct\, require processes that are fair and effective. Procedural errors can be costly\, resulting in irreparable harm to employees and reputational harm to employers. \nParticipants will leave this interactive session ready to: \n\nIdentify the necessary steps in an investigation\n\n\nDecide who should lead the investigation\, and whether an external investigator is required\n\n\nDetermine the appropriate mandate and scope of the investigation\n\n\nMake sure investigations comply with applicable law\n\n\nEnsure procedural fairness\n\n\nManage uncooperative and absent witnesses\n\n\nAssess credibility and evidence\n\n\nAddress issues of confidentiality and privilege\n\n\nReview comprehensive investigation reports\n\nIn order to avoid both the financial and human toll of inadequate investigations\, it is important that human resources professionals\, members of management\, and union representatives become familiar with the essential elements of thorough\, balanced\, and effective workplace investigations. \nPlease contact customerservice@lancasterhouse.com for more details \nCPD\n\nThis program has been approved by CPHR Nova Scotia for 5.5 Continuing Professional Development hours.\n 
URL:https://lancasterhouse.com/event/ensuring-effective-workplace-investigations-intensive-skills-training-for-employers-and-unions-new-brunswick/
LOCATION:Saint John Hilton\, Kennebecasis 1 & 2\, 1 Market Square\, Saint John\, NB\, E2L 4Z6\, Canada
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/NB-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230606T123000
DTEND;TZID=UTC:20230606T140000
DTSTAMP:20260403T184743
CREATED:20230322T003957Z
LAST-MODIFIED:20230523T202600Z
UID:6574-1686054600-1686060000@lancasterhouse.com
SUMMARY:Opening Doors: Ensuring equity\, diversity\, and inclusion in hiring\, promotion\, and retention
DESCRIPTION:Moderators\n\n \nEdith Bramwell\nChairperson Federal Public Sector Labour Relations and Employment Board \n\n\nSpeakers\n\n \nAlex Ognibene\nEmployer counsel\nFasken \n\n\n \nNatasha Aruliah\nConsultant\nJEDDI (Justice\, Equity\, Decolonising\, Diversity and Inclusion) Specialist \n\n\n \nAubrey Gonsalves\nDiversity Vice-President CUPE National \n\n\nIssuesCritical issues remain regarding policies and procedures aimed at ensuring equity\, diversity\, and inclusion in hiring\, promotion\, and retention. In this webinar\, experts consider these issues by addressing the following questions: \n\nWhat lessons can be learned from recent cases where employees have alleged discriminatory promotion practices? How can employers ensure fair and transparent promotion practices?\n\n\nHow do unconscious biases impact recruitment? How can employers address implicit biases and stereotypes in their recruitment practices?\n\n\nHow does the gender wage gap continue to influence the recruitment of women across different industries? How can employers and unions address the gender wage gap in their employment policies?\n\n\nWhat are best practices when it comes to hiring Indigenous workers? What role can unions play in ensuring equitable opportunities for the promotion of Indigenous workers?\n\n\nWhat considerations should employers take into account in seeking to recruit from distinct age groups? How can employers integrate generational differences into the workplace culture to promote inclusion when retaining employees?\n\n\nHow can employers and unions address language barriers in their recruitment policies? How can employers foster a culture of inclusion in the workplace that takes language barriers into consideration?\n\n\nWhat role can unions play in ensuring equity when it comes to hiring\, promoting\, and retaining employees? What are examples of equity-focused policies and practices that unions across Canada have developed?\n\nAccreditationCPD\n\n\nThis program has been approved for 1.5 Continuing Professional Development hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/opening-doors-ensuring-equity-diversity-and-inclusion/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-opening-doors.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20230606T090000
DTEND;TZID=America/New_York:20230606T160000
DTSTAMP:20260403T184743
CREATED:20230322T195732Z
LAST-MODIFIED:20230523T165157Z
UID:6687-1686042000-1686067200@lancasterhouse.com
SUMMARY:Ensuring Effective Workplace Investigations: Intensive Skills Training for Employers and Unions\, Manitoba
DESCRIPTION:Speakers\n\n \nCindy Lazar\nLawyer and Workplace Investigator\nTaylor McCaffrey \n\n\n \nDayna Steinfeld\nUnion Counsel\nRaven Law LLP \n\n\n \nNicole Smith\nManagement Counsel\nPitblado Law \n\n\nWorkplace investigations\, whether they are probing complaints of workplace harassment or other forms of workplace misconduct\, require processes that are fair and effective. Procedural errors can be costly\, resulting in irreparable harm to employees and reputational harm to employers. \nParticipants will leave this interactive session ready to: \n\n\n\nIdentify the necessary steps in an investigation\n\n\n\n\n\n\nDecide who should lead the investigation\, and whether an external investigator is required\n\n\n\n\n\n\nDetermine the appropriate mandate and scope of the investigation\n\n\n\n\n\n\nMake sure investigations comply with applicable law\n\n\n\n\n\n\nEnsure procedural fairness\n\n\n\n\n\n\nManage uncooperative and absent witnesses\n\n\n\n\n\n\nAssess credibility and evidence\n\n\n\n\n\n\nAddress issues of confidentiality and privilege\n\n\n\n\n\n\nReview comprehensive investigation reports\n\n\n\nIn order to avoid both the financial and human toll of inadequate investigations\, it is important that human resources professionals\, members of management\, and union representatives become familiar with the essential elements of thorough\, balanced\, and effective workplace investigations. \nPlease contact customerservice@lancasterhouse.com for more details \nCPD\n\n\nThis program has been approved for 5.5 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resources Professionals Association.
URL:https://lancasterhouse.com/event/ensuring-effective-workplace-investigations-intensive-skills-training-for-employers-and-unions-manitoba/
LOCATION:RBC Center\, Millennium Suite\, Second Floor\, 375 York Avenue\, Winnipeg\, MB\, R3C 3J3\, Canada
CATEGORIES:Skills Training
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/winnipeg-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230601T123000
DTEND;TZID=UTC:20230601T140000
DTSTAMP:20260403T184743
CREATED:20230322T184039Z
LAST-MODIFIED:20230525T212311Z
UID:6637-1685622600-1685628000@lancasterhouse.com
SUMMARY:Interest Arbitration in Essential Services: Experts discuss key cases and critical concepts
DESCRIPTION:Moderator\n\n \nChris Albertyn\nArbitrator/Mediator \n\n\nSpeakers\n\n \nJeffrey Sack\, K.C.\nPresident\nLancaster House \n\n\n \nThomas Roper\nFounding Partner\nRoper Greyell \n\n\nInterest Arbitration ProgramIn this session\, seasoned experts will address key issues in interest arbitration\, examining trends in recent arbitration awards. Panelists will address questions including: \n\nWhen is government imposition of interest arbitration a violation of the Charter of Rights and when is it a requirement?\nIn what circumstances is essential services legislation compliant with the Charter and in what circumstances is it not?\nHow far can governments go in limiting selection of arbitrators and their arbitral discretion?\nWhat are the pros and cons of med-arb\, arb-med\, and tripartite arbitration?\nWhat do recent cases suggest about how arbitrators will apply the principles of replication\, demonstrated need\, and total compensation?\nIn recent awards\, how have concerns such as inflation\, the employer’s ability to pay\, and recruitment and retention issues impacted the determination of wage adjustments?\nHow have arbitrators dealt with substantive issues such as staffing? Contracting out? Health and safety concerns? Procedural issues such as late demands and interim orders? Evidentiary issues such as admissibility of proposals and packages exchanged during negotiations?\nIn what circumstances will the Labour Relations Board order first contract arbitration? How does legislation affect the threshold for intervention? Are the criteria applied by arbitrators in first contract arbitration different from those applied in arbitrating contract renewal disputes?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for additional information.
URL:https://lancasterhouse.com/event/interest-arbitration-in-essential-services-experts-discuss-key-cases-and-critical-concepts/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-interest-arbitration.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20230523T123000
DTEND;TZID=UTC:20230523T140000
DTSTAMP:20260403T184744
CREATED:20230322T002343Z
LAST-MODIFIED:20230515T172732Z
UID:6557-1684845000-1684850400@lancasterhouse.com
SUMMARY:Dealing with Highly Sensitive Personal Information: Documenting and accommodating mental health disabilities
DESCRIPTION:Moderator\n\n \nCathy Knapp\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMeghan Burton\nOrganization Development Advisor\nMental Health Commission of Canada \n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Lam LLP \n\n\n \nDanny Parker\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\nIssuesObtaining information to accommodate an employee’s mental health disabilities can pose challenges for employers and unions. In this webinar\, experts will examine recent caselaw relating to documenting and accommodating mental health disabilities\, addressing questions such as: \n\nIs a medical diagnosis of a mental health disability required for an employee to fall within the protection of human rights legislation? Can an employer require “objective evidence” of a mental illness beyond self-reported symptoms?\n\n\nWhat information can an employer request in accommodating an employee’s mental health disability\, granting a leave of absence\, or facilitating return to work? How should an employer respond to cursory medical notes (such as: “Off work due to stress”)?\n\n\nIs it reasonable for employers to be skeptical about diagnoses from an employee’s family physician\, as opposed to a mental health practitioner? When will an employer be justified in seeking a specialist’s report or an independent medical examination? What approach should employers and unions adopt where there may be a lengthy waiting period before an employee can see a specialist or where there is no specialist available?\n\n\nHow can employers and unions effectively and respectfully request information from employees with mental health conditions? In requesting a specialist’s report or independent medical examination\, must the impact of further assessment on the employee’s mental health be considered?\n\n\nWhere an employee with a disclosed mental health disability remains in the workplace\, is an employer entitled to request ongoing information regarding that employee’s mental health? Will further inquiries regarding mental health be considered discriminatory?\n\n\nHow should employers and unions respond where an employee fails or refuses to provide requested information? How may a mental health disability impact an employee’s ability to respond to these inquiries? Has increasing societal awareness of mental health matters resulted in an increased willingness on the part of employees to volunteer mental health information?\n\n\nHow should the employer and union communicate with an employee on sick leave related to a mental health disability\, especially where the employee has claimed that ongoing communication may exacerbate his or her condition?\n\n\nOnce received\, who should have access to an employee’s mental health information within an employer’s organization or within a union? To what degree are employers and unions entitled to share information with each other\, or with employers? If co-workers raise questions or concerns about an accommodated employee\, how can employers and/or unions address these without violating the employee’s privacy?\n\nAccreditationCPD\n\n\nThis program has been approved for 1.5 Continuing Professional Development hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/dealing-with-highly-sensitive-personal-information-documenting-and-accommodating-mental-health-disabilities/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/webinar-featured-sensitive-information.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20230516T080000
DTEND;TZID=America/New_York:20230518T154500
DTSTAMP:20260403T184744
CREATED:20230322T031803Z
LAST-MODIFIED:20240723T182055Z
UID:6616-1684224000-1684424700@lancasterhouse.com
SUMMARY:Atlantic Canada Labour Law Conference
DESCRIPTION:Conference Co-Chairs\n\n \nJudith Begley\nLawyer\, Workplace Investigator\, and Mediator\nBegley Law \n\n\n \nAndrew Nielsen\nUnion Counsel\nPink Larkin \n\n\n \nTara Erskine\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\nConference Advisory Committee\n\n \nChris Peddigrew\nArbitrator/Mediator and Vice-Chairperson\,\nNewfoundland and Labrador Labour Relations Board \n\n\n \nTracey Pinder\nAtlantic Regional Director\nCUPE \n\n\n \nMatt Hiltz\nExecutive Director and Chief Negotiatior\nNew Brunswick Nurses Union \n\n\n \nJessica Upshaw\nSolicitor\nNova Scotia Power \n\n\n \nKaren Milligan\nHR Manager\nHealth PEI \n\n\nTuesday\, May 16\, 2023Breakfast and Registration – 8:00 a.m. – 9:00 a.m. AT\nIntroductory remarks by Co-Chairs – 9:00 a.m. – 9:05 a.m. AT \nWorkshop - Medical Information in Accommodation and Adjudication: Practical guidance for employers and unions\nMedical Information in Accommodation and Adjudication: Practical guidance for employers and unions\n\n\n \nJasmine Walsh\nChair\nNova Scotia Labour Board \n\n\n \nKaren Joudrey\nInstructor and Academic Coordinator Disability Management Certificate Program and the Department of\nOccupational Therapy Dalhousie University\n\n\n \nDawn Learning\nAtlantic Region Human Rights Representative\nCUPE \n\n\n \nAnnie Gray\nEmployer Counsel\nStewart McKelvey \n\n\nIt is generally accepted that employers must request no more employee personal health information than is necessary for legitimate purposes such as administering sick leave or disability benefits\, providing accommodation under human rights legislation\, or ensuring workplace health and safety and/or an employee’s fitness to work. However\, the application of this principle to specific cases generates endless controversy because employers\, unions\, employees\, and healthcare providers often each have their own ideas of what is “reasonable.” This session is designed to provide a common framework that will enable workplace parties to balance employees’ privacy rights with employers’ needs for employee personal health information. \nGuided by experienced counsel and a medical expert\, participants will learn the legal framework governing the collection\, use\, and storage of employee personal health information\, practical strategies for obtaining and reviewing information from health care professionals\, and key principles regarding using medical information at arbitration. Participants will leave ready to: \n\nassess the reasonableness of requests for employees’ personal health information;\nevaluate the adequacy of information provided and respond appropriately to vague or deficient information;\napproach employees/union members about needed information with sensitivity;\nwrite requests that prompt timely\, useful responses from health care providers and medical experts;\nevaluate the appropriateness and utility of standardized medical information forms;\ndetermine what type of information should be obtained from different health care professionals (e.g. general practitioners\, medical specialists\, psychologists\, occupational therapists) and assess when specialist reports or independent medical examinations are necessary;\nrecognize when a health care professional is acting as an advocate or assuming an inappropriate role;\nsafeguard personal health information in compliance with legislation and in accordance with best practices; and;\nuse medical evidence effectively in the grievance and arbitration process\n\nWednesday\, May 17\, 2023Breakfast and Registration – 8:00 a.m. – 9:00 a.m. AT\nIntroductory remarks by Co-Chairs – 9:00 a.m. – 9:05 a.m. AT \nPanel 1 - The Latest in Labour: Experts address key cases and legislative developments 9:05 a.m. – 10:20 a.m. AT\nThe Latest in Labour: Experts address key cases and legislative developments\n\n\n \nDavid Conway\nAdjudicator\, Arbitrator\, Mediator and\nIndependent Counsel \n\n\n \nSandra Mullen\nPresident Nova Scotia Government & General\nEmployees Union \n\n\n \nJames LeMesurier\nEmployer Counsel\nStewart McKelvey \n\n\nIn this panel\, seasoned experts will canvass significant legal developments of the past year\, discussing key cases\, ongoing litigation\, and legislative reforms. Topics to be addressed include issues of jurisdiction\, workplace substance use policies\, collective agreement issues\, proof of vaccination and vaccine mandate issues\, and human rights cases. Legislative updates from across the Atlantic provinces will also be discussed\, including emergency leave\, pay transparency\, and union strike rules. Final selection of topics takes place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nKeynote - The Other Wet Floor: Psychological Occupational Risk in Helping Professions 10:20 a.m. - 10:40 a.m. AT\nThe Other Wet Floor: Psychological Occupational Risk in Helping Professions\n\n\n \nJ.D. Gilmour\nManager of Employee Abilities and Return to Work\nHealth PEI \n\n\nBreak 10:40 a.m. – 10:55 a.m. AT \nPanel 2 -Recovering the Balance: Practical guidance on flexible work\, the right to disconnect\, and avoiding burnout 10:55 a.m. - 12:00 p.m. AT\nRecovering the Balance: Practical guidance on flexible work\, the right to disconnect\, and avoiding burnout\n\n\n \nFrank Demont\, K.C.\nArbitrator\nResolve Arbitration & Mediation Services \n\n\n \nMary Fougere\nNational Staff Representative\nCUPE \n\n\n \nEmily McDonald\nLawyer and Consultant\nHR Atlantic \n\n\nEmployers must consider their obligation to prevent mental health harms\, including burnout\, stress\, and the consequences of working remotely. Questions to be discussed include: \n\nHow have adjudicators and courts in recent cases defined an employer’s responsibilities and an employee’s rights when it comes to workplace stress\, burnout\, and other contributors to mental health harms?\nHow can employers and unions identify and prevent organizational factors that cause mental health harms? What steps can be taken by employers\, unions\, and workers to address these factors?\nHow can employers\, unions\, and workers actively reduce the mental health harms that may be associated with remote work?\nHow should the “right to disconnect” be defined in corporate policies where such policies are required by legislation? How has it worked in jurisdictions where this right has been legislated? Is it a necessary tool for the well-being of employees?\nDoes the right to disconnect assist in preventing mental health harms to employees who are not working traditional 9-to-5 shift schedules?\nHas remote work blurred the line between overwork and overtime? How can employers and unions ensure that there is a workable distinction?\nIn protecting and promoting workers’ mental health\, including efforts to prevent and reduce stress and burnout in the workplace\, what role is there for the National Standard of Canada for Psychological Health and Safety in the Workplace?\n\nLunch 12:00 p.m. – 1:00 p.m. \nPanel 3 - Investigations under a Microscope: An examination of current best practices and recent developments 1:00 p.m. - 2:15 p.m. AT\nInvestigations under a Microscope: An examination of current best practices and recent developments\n\n\n \nKrista Smith\nWorkplace Investigator Root and Branch \n\n\n \nRyan McCarville\nLawyer\nMcInnes Cooper \n\n\n \nRay Mitchell\nLegal Counsel\nInternational Union of Painters and Allied Trades\nDistrict Council 39 \n\n\nWorkplace investigators often grapple with issues of bias\, fact-finding\, and confidentiality that may emerge during an investigation. In this session\, experts will discuss important developments in this area\, in addition to practices and policies that safeguard fair and effective investigations: \n\nConsidering the need to preserve a fair\, adequate\, and effective investigation process\, what lessons can be drawn from recent cases about the proper scope of an employer’s investigation?\nWhat are the essential qualities or qualifications of a competent investigator? When should an external investigator be retained?\nHow do unconscious and implicit biases impact human rights investigations in the workplace? What can be done to avoid them?\nHow can investigators\, in the fact-finding and report-writing process\, address pervasive systemic discrimination in the workplace?\nHow does adopting a trauma-informed approach to conducting witness interviews affect an investigation?\nWhat is the role of the union in an investigation? What are the limitations of union involvement?\nWhat strategies can workplace parties implement to address the challenges of conducting investigations in a remote work environment? Is there any proven or perceived benefit to conducting workplace investigations in-person?\nWhat are best practices for drafting investigation reports?\nWhat are the crucial components of an anti-harassment policy? How can an organization adequately monitor its policies for effectiveness? What measures should an employer take when an allegation is not substantiated?\n\nBreak 2:15 p.m. – 2:30 p.m. \nPanel 4 - Disabilities That Elude Diagnosis: Accommodating employees with Long COVID\, Chronic Fatigue Syndrome\, and other poorly understood conditions 2:30 p.m. - 3:45 p.m. AT\nDisabilities That Elude Diagnosis: Accommodating employees with Long COVID\, Chronic Fatigue Syndrome\, and other poorly understood conditions\n\n\n \nDr. Alexis Goth\nPhysician\nIntegrated Chronic Care Service (ICCS) \n\n\n \nJillian Houlihan\nUnion Counsel\nPink Larkin \n\n\n \nJames Green\nEmployer Counsel\nCox and Palmer \n\n\nWorkplace parties are familiar with applying principles regarding the duty to accommodate in cases of visible disabilities\, well-known conditions\, or conditions for which there exists a clear diagnostic test. However\, challenges often arise when an employee seeks accommodation for a condition that eludes diagnosis. In this session\, experts will address questions such as: \n\nWhat are common medical conditions that elude diagnosis or that are considered “diagnoses of exclusion”? Why does “Long COVID” fall within this list?\nIs a definitive diagnosis\, or “objective evidence\,” necessary to establish an invisible disability? How should employers and unions respond where there is a lack of available medical practitioners with the requisite knowledge or experience to assess and attest to the condition?\nHow can employers and unions effectively formulate requests for medical information in cases where an employee’s condition cannot be confirmed using a clinician’s diagnostic test?\nWhen sick leave abuse is a concern\, how can an employer distinguish between employees who have genuine\, difficult-to-diagnose disabilities\, and employees who are malingering? When will an employer be justified in seeking further information\, including a specialist’s report or an independent medical examination?\nMay an employer discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability? Does the fact that a disability is difficult to diagnose impact the assessment of whether the employer has accommodated the employee up to the point of undue hardship?\nHow do the stereotypes and stigmas associated with these medical conditions contribute to the challenge of providing accommodation?\nWhere an employee has a difficult-to-diagnose disability that manifests episodically\, is an employer legally permitted to request medical information from the employee on a periodic or ongoing basis?\nWhat types of accommodations may be of assistance to an employee suffering from persistent or chronic symptoms that may impact their ability to work? For example: What will help individuals coping with Long COVID? How can employers and unions cooperate to support such employees in the workplace?\n\nNetworking Reception 3:45 p.m. – 5:00 p.m. AT \nThursday\, May 18\, 2023Breakfast and Registration – 8:00 a.m. – 9:00 a.m. AT\nIntroductory remarks by Co-Chairs – 9:00 a.m. – 9:10 a.m. AT \nPanel 5 - Digital Dignity: Protecting privacy in an era of workplace surveillance 9:05 a.m. – 10:20 a.m. AT\nDigital Dignity: Protecting privacy in an era of workplace surveillance\n\n\n \nDavid Fraser\nPrivacy Lawyer and Partner\nMcInnes Cooper \n\n\n \nDaniel Leger\nUnion Counsel\nPink Larkin \n\n\n \nErin Delaney\nSolicitor\nDepartment of Justice and Public SafetyGovernment of Newfoundland and Labrador\n\n\nHow can employers and unions ensure that workplace surveillance is reasonable and does not encroach on employees’ rights? In this panel\, experts will discuss best practices in balancing employee privacy against the use of monitoring technologies in the workplace. Specifically\, panelists will address: \n\nWhat key items should employers and unions address in policies and collective agreement provisions governing privacy and surveillance?\nWhat workplace surveillance is permitted under the Freedom of Information and Protection of Privacy Act?\nDo proposed changes in the federal Digital Charter Implementation Act\, 2022 (Bill C-27) adequately address the criticism that existing privacy legislation does not comprehensively respond to the availability of mass data collection on employees?\nHow have arbitral attitudes towards workplace privacy evolved in response to modern surveillance technologies?\nWhat concerns do keystroke mapping technologies and other methods of surveillance pose for employees’ privacy and human rights?\nWhat is the proper balance between a remote employee’s right to privacy in their home and an employer’s legitimate supervisory interests?\nCan employees object to off-duty surveillance? If so\, how should off-duty surveillance be addressed in policies and collective agreements?\nWhat continuing practices should employers and unions apply to ensure that employee information is kept confidential and secure?\n\nBreak 10:20 a.m. – 10:35 a.m. AT \nPanel 6 - Off-Duty\, Off-Base? Balancing freedom of expression and the right to a respectful workplace 10:35 a.m. - 11:50 a.m. AT\nOff-Duty\, Off-Base? Balancing freedom of expression and the right to a respectful workplace\n\n\n \nLynne Poirier\nArbitrator\, Mediator and Vice-chair Canada\nIndustrial Relations Board and Nova Scotia Labour Board\n\n\n \nKevin Kindred\nSolicitor\, the Department of Justice\nGovernment of Nova Scotia \n\n\n \nLeah Kutcher\nIn-House Counsel\nNova Scotia Teachers Union \n\n\nWhere should the line be drawn between safeguarding employee freedom of expression and ensuring a workplace free from harassment and inappropriate or offensive communications? Is it relevant if an employee’s off-duty conduct is offensive to co-workers? In this panel\, experts will explore employer and union responsibilities in ensuring appropriate employee conduct\, both inside and outside the workplace. Specifically\, panelists will address: \n\nWhat key provisions should be included in workplace policies and collective agreements to address inappropriate conduct? Can these provisions encompass off-duty conduct?\nAre employers permitted to limit how employees represent themselves while off-duty? Is the nature of the business relevant?\nCan employers or unions offer or require training regarding off-duty conduct?\nCan employers ban workplace discussions on controversial or political topics in the workplace? If so\, how would a topic be assessed as “political” or “controversial”?\nWhat are the duties of unions when representing members facing consequences for expressing unpopular opinions in the workplace? Is the union’s duty any different if the member is being disciplined for expressions made outside the workplace?\nDoes an employee have any duty to report a controversial off-duty statement by another employee?\nWhat are best practices for employers and unions to ensure that an employee’s Charter or Human Rights Act rights are supported while maintaining a workplace free from discrimination and harassment?\n\nLunch 11:50 a.m. – 1:00 p.m. \nPanel 7 - Disciplinary Dilemmas: When is coaching discipline? When is union representation required? When is there a right to remain silent? 1:00 p.m. - 2:15 p.m. AT\nDisciplinary Dilemmas: When is coaching discipline? When is union representation required? When is there a right to remain silent?\n\n\n \nTrisha Perry\nMediator/Vice-Chair\nNew Brunswick Workers Compensation Appeals Tribunal \n\n\n \nJames Farrell\nSolicitor and Staff Representative\nFFAW-Unifor \n\n\n \nKyle MacIsaac\nEmployer Counsel\nMatthews Dinsdale \n\n\nRights and responsibilities differ when an employer is engaging in job “coaching” or performance management as opposed to imposing formal discipline. In this session\, expert speakers will examine key issues pertaining to disciplinary processes\, addressing questions such as: \n\nHow can parties clearly differentiate job coaching and training\, performance management\, and discipline? When and to what extent can management take action to improve worker performance without this amounting to a formal warning or other disciplinary act?\nWhat circumstances trigger an employee’s right to union representation? How have arbitrators distinguished meetings or discussions which are merely “investigatory” or otherwise non-disciplinary from those which are disciplinary and attract procedural protections? Where an employee does have a right to union representation\, must an employer inform the employee of that right?\nDo employees have a qualified right to remain silent in investigative meetings where they reasonably believe a disclosure may expose them to discipline? May employees be disciplined solely due to their decision to remain silent? When employees are or may be subject to criminal charges in relation to the factual circumstances underpinning an investigatory or disciplinary meeting\, may those employees seek to protect themselves against self-incrimination?\nhat ought an employer do to ensure fairness toward an employee in the course of a disciplinary meeting or process? Where an employer fails to follow procedural requirements in relation to a disciplinary meeting\, or unnecessarily delays the disciplinary process\, will this impact an arbitrator’s willingness to uphold a disciplinary measure?\nWhere a union representative participates in a disciplinary meeting\, what is the scope of that representative’s role?\nHow may an employee’s conduct during a disciplinary meeting impact an arbitrator’s assessment as to whether to uphold the discipline imposed?\n\nBreak 2:15 p.m. – 2:30 p.m. \nPanel 8 - Is Virtual the New Reality? Debating the pros and cons of virtual labour relations 2:30 p.m. - 3:45 p.m. AT\nIs Virtual the New Reality? Debating the pros and cons of virtual labour relations\n\n\n \nNoella Martin\nEmployer Counsel\nWickwire Holm \n\n\n \nBrenda Comeau\nUnion Counsel\nPink Larkin \n\n\n \nScott Sterns\nArbitrator and Mediator \n\n\n\nAre virtual hearings a comparable substitute for in-person hearings? What is lost or gained when conducting hearings virtually?\n\na. Do virtual proceedings allow for more inclusivity and access to justice? If so\, how?\nb. Do virtual proceedings pose any concerns regarding credibility?\nc. Can demeanor and body language be assessed virtually?\nd. Have virtual proceedings reduced costs and delays?\n\n\nHow have parties adapted to bargaining virtually?\nWhat steps should labour relations professionals take to ensure privacy and confidentiality is respected during virtual proceedings?\nDo Canadian labour relations professionals have a “duty of technological competence” similar to duties imposed on American attorneys?\nAre additional technological safeguards necessary for virtual discussions regarding personal health information or other confidential matters?\nWhat steps should unions take to ensure that there is effective representation and cohesion among members who primarily communicate remotely?\nHow should virtual labour relations practices be addressed in workplace policies or collective agreements?\n\nConference ends – 3:45 p.m. \nConference CPD\n\n\nThis program has been approved by CPHR Nova Scotia for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/atlantic-canada-labour-law-conference/
LOCATION:Hotel Halifax\, 1990 Barrington Street\, Scotia Square\, Halifax\, Nova Scotia\, B3J 1P2\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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DTSTART;TZID=UTC:20230509T123000
DTEND;TZID=UTC:20230509T140000
DTSTAMP:20260403T184744
CREATED:20230322T000807Z
LAST-MODIFIED:20230428T205502Z
UID:6550-1683635400-1683640800@lancasterhouse.com
SUMMARY:Lancaster's Workplace Essentials: Issues in union representation
DESCRIPTION:Moderators\n\n \nAnnie McKendy\nArbitrator\, Mediator\, and Investigator \n\n\nSpeakers\n\n \nMary Thibodeau\nUnion counsel\nMoore Edgar Lyster LLP \n\n\n \nBrandon Hillis\nEmployer Counsel\nRoper Greyell \n\n\nIssuesThe right to provide representation is a crucial component of a union’s obligation to its members. The right extends to workplace investigations\, where union representatives play a crucial part in ensuring fairness. Employers\, unions\, and workers should be aware of the extent of the union’s right to provide representation during workplace investigations\, and how it intersects with an employer’s obligations. In this webinar\, leading experts will discuss the following: \n\nDoes an employee have a guaranteed right to union representation during a workplace investigation? At what stage in the investigation process is this right triggered? Does the right extend to witnesses\, as well as the parties involved?\n\n\nWhat are the essential elements of a union’s right to provide representation during a workplace investigation? What is the source and scope of this duty?\n\n\nCan an employee insist on the presence of a union representative at a disciplinary meeting\, even if there is no provision in the collective agreement allowing for a support person? Does this extend to non-disciplinary meetings which are part of a workplace investigation?\n\n\nHow is a union’s representation during a workplace investigation impacted when the parties and witnesses involved in a complaint are all members of the union? How can a union avoid a conflict of interest in these circumstances?\n\n\nWhat are an employer’s obligations and responsibilities when it comes to a union’s right to provide representation during a workplace investigation?\n\n\nWhat are the consequences if an employee is denied union representation? Is the discipline nullified\, or can the statements given not be relied upon? What recourse do employees and/or unions have if they believe the union has not been allowed to exercise its right to give representation during a workplace investigation? Are there any limitations to this recourse? What are an employee’s and/or union’s responsibilities in these circumstances?\n\n\nWhat policies and procedures can employers develop to ensure that the union is allowed to exercise its right to provide representation during workplace investigations?\n\nAccreditationCPD\n\n\nThis program has been approved for 1.5 Continuing Professional Development hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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.\n\n\n\n\nAdditional InformationMATERIALS\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nREGISTRATION FEE\nLive webinar\, video\, and MP3 bundle – $440\nLive webinar – $275\nVideo and MP3 – $275\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nREGISTRATION INFORMATION\nWebinar video and MP3 files are available for $275. Those who have purchased the live webinar may purchase the corresponding downloadable video and MP3 file for the discounted price of $165. \nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials by visiting My Account and selecting Order History. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-issues-in-union-representation/
LOCATION:Virtual Event
CATEGORIES:Webinar
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DTSTART;TZID=America/Los_Angeles:20230508T090000
DTEND;TZID=America/Los_Angeles:20230508T160000
DTSTAMP:20260403T184744
CREATED:20230322T193824Z
LAST-MODIFIED:20230404T043042Z
UID:6668-1683536400-1683561600@lancasterhouse.com
SUMMARY:Ensuring Effective Workplace Investigations: Intensive Skills Training for Employers and Unions\, British Columbia
DESCRIPTION:Speakers\n\n \nJonathan Chapnick\nLawyer & Workplace Investigator\nPortage Legal Services \nWorkshop Leader \n\n\nWorkplace investigations\, whether they are probing complaints of workplace harassment or other forms of workplace misconduct\, require processes that are fair and effective. Procedural errors can be costly\, resulting in irreparable harm to employees and reputational harm to employers. \nParticipants will leave this interactive session ready to: \n\nIdentify the necessary steps in an investigation\n\n\nDecide who should lead the investigation\, and whether an external investigator is required\n\n\nDetermine the appropriate mandate and scope of the investigation\n\n\nMake sure investigations comply with applicable law\n\n\nEnsure procedural fairness\n\n\nManage uncooperative and absent witnesses\n\n\nAssess credibility and evidence\n\n\nAddress issues of confidentiality and privilege\n\n\nReview comprehensive investigation reports\n\nIn order to avoid both the financial and human toll of inadequate investigations\, it is important that human resources professionals\, members of management\, and union representatives become familiar with the essential elements of thorough\, balanced\, and effective workplace investigations. \nPlease contact customerservice@lancasterhouse.com for more details \nCPD\n\n\nThis program has been approved for 5.5 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resources Professionals Association.
URL:https://lancasterhouse.com/event/ensuring-effective-workplace-investigations-investigations-intensive-skills-training-for-employers-and-unions-british-columbia/
LOCATION:UBC Robson Square\, HSBC Hall (C680)\, 800 Robson Street\, Vancouver\, BC\, V7Z 3B7\, Canada
CATEGORIES:Skills Training
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