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DTSTART;TZID=UTC:20230815T123000
DTEND;TZID=UTC:20230815T140000
DTSTAMP:20260403T201002
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;VALUE=DATE:20230828
DTEND;VALUE=DATE:20230830
DTSTAMP:20260403T201002
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:20230912T123000
DTEND;TZID=UTC:20230912T140000
DTSTAMP:20260403T201002
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;TZID=UTC:20230926T123000
DTEND;TZID=UTC:20230926T140000
DTSTAMP:20260403T201002
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:20230928T123000
DTEND;TZID=UTC:20230928T140000
DTSTAMP:20260403T201002
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=America/New_York:20230928T123000
DTEND;TZID=America/New_York:20230928T161500
DTSTAMP:20260403T201002
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
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/national-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231012T123000
DTEND;TZID=UTC:20231012T140000
DTSTAMP:20260403T201002
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
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20231017T123000
DTEND;TZID=America/New_York:20231205T160000
DTSTAMP:20260403T201002
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
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BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20231019T123000
DTEND;TZID=America/Halifax:20231019T140000
DTSTAMP:20260403T201002
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
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BEGIN:VEVENT
DTSTART;TZID=UTC:20231026T123000
DTEND;TZID=UTC:20231026T140000
DTSTAMP:20260403T201002
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
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BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231027T090000
DTEND;TZID=America/Chicago:20231027T160000
DTSTAMP:20260403T201002
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
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20231101
DTEND;VALUE=DATE:20231104
DTSTAMP:20260403T201002
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
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/ottawa-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231107T123000
DTEND;TZID=UTC:20231107T140000
DTSTAMP:20260403T201002
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
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/employee-absenteeism.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Denver:20231115T090000
DTEND;TZID=America/Denver:20231115T160000
DTSTAMP:20260403T201002
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
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/victoria-header-3.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Denver:20231117T090000
DTEND;TZID=America/Denver:20231117T160000
DTSTAMP:20260403T201002
CREATED:20230727T190822Z
LAST-MODIFIED:20231005T132336Z
UID:9181-1700211600-1700236800@lancasterhouse.com
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
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/vancouver-header.png
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20231121
DTEND;VALUE=DATE:20231123
DTSTAMP:20260403T201002
CREATED:20230810T132354Z
LAST-MODIFIED:20240723T174318Z
UID:9567-1700524800-1700697599@lancasterhouse.com
SUMMARY:Edmonton Bargaining in the Broader Public Sector Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceConference Co-Chairs\n\n \nChantel Kassongo\nEmployer Counsel\nNeuman Thompson \n\n\n \nCherie Langlois-Klassen\nUnion Counsel\nBlair Chahley Klassen \n\n\nConference Advisory Committee\n\n \nVictor Banfield\nDirector\, Negotiations and Policy \nHealth Sciences Association of Alberta \n\n\n \nCory Galway\nLead Negotiator\nAlberta Health Services \n\n\n \nRory Gill\nPresident\nCUPE Alberta \n\n\n \nCarl Soderstrom\nExecutive Director\nAlberta Union of Provincial Employees \n\n\n \nSteve Stringfellow\nStrategic Negotiations Lead \nProvincial Bargaining Coordination Office\nAlberta Treasury Board and Finance \n\n\n \nRuth Strong\nSenior Negotiator\nCity of Edmonton \n\n\nTuesday\, November 21\, 2023Breakfast and Registration 8:00 a.m. – 9:00 a.m.\nIntroductory remarks by Co-Chairs 9:00 a.m. – 9:10 a.m. \nPanel 1 - Checking the Forecast: Experts examine the economic and fiscal climate for bargaining in Alberta\n\n\n \nJoseph Marchand\nProfessor\, Economics\nUniversity of Alberta \n\n\n \nCatherine Rothrock\nChief Economist\nAlberta Treasury Board and Finance \n\n\n \nNeil Hepburn\nEconomist\, Teacher Welfare\nAlberta Teachers’ Association \n\n\nIn this session\, experts will examine the economic and fiscal forecast for Alberta and Canada in 2024\, focusing on the implications for collective bargaining. Specifically\, panelists will address: \n\nWhat short- and long-term economic and fiscal trends are experts predicting in 2024 in Alberta and in Canada? How does the outlook in Alberta compare to other provinces and the United States?\nHow should parties address rising costs of living when negotiating wage increases? Beyond general wage increases\, what wage adjustment mechanisms may be employed? Are longer-term wage adjustments such as periodic cost of living adjustments likely to gain traction?\nHow does the current status of the Alberta labour market compare with the federal labour market? Were more jobs gained or lost in 2023? What is the outlook for 2024?\nHow can parties tackle staffing and retention challenges during negotiations? Based on the labour market outlook\, is there greater pressure to increase wages\, or make other concessions\, to attract and retain workers?\nWill the recent increases in the federal minimum wage and the Alberta minimum wage affect bargaining\, especially negotiations pertaining to lower-wage workers?\nWhat measures are governments currently likely to prioritize in provincial and federal budgets to ensure economic growth and prosperity? How will these measures affect bargaining?\n\nMorning break 10:30 a.m. – 10:45 a.m. \nPanel 2 - Bargaining Bulletins: Update on major caselaw and legislation\n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross \n\n\n \nJacqueline L. Lacasse\nGeneral Counsel\nUniversity of Calgary \n\n\n \nBill Rigutto\nUnion Representative\nAlberta Union of Provincial Employees \n\n\n \nPatrick Nugent\nUnion Counsel\nNugent Law \n\n\nIn this session\, experts will examine recent cases and legislative developments with implications for collective bargaining. Panelists will address the latest cases on government intervention in collective bargaining\, cases illustrating key principles of collective agreement interpretation\, noteworthy interest arbitration awards\, and recent labour board decisions. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nLunch 12:00 p.m. – 1:00 p.m. \nPanel 3 - Managing the Message: Expert guidance on communications\, misinformation\, and social media during bargaining\n\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law Office \n\n\n \nKevin Davediuk\nChief Advisor on Negotiations\nProvincial Bargaining Coordination Office\nGovernment of Alberta \n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nKate Robinson\nNegotiator\nAlberta Union of Provincial Employees (AUPE) \n\n\nCrafting and presenting messages effectively\, accurately\, and lawfully is critical to successful negotiations. In this session\, panelists will discuss strategies for employers and unions seeking to manage communications before\, during\, and after collective bargaining. Specifically\, the panel will address: \n\nWhat key information should be communicated to employees or members during bargaining? How should these communications be framed?\nWhat types of communications with employees are permissible under the Alberta Labour Relations Code during bargaining and what types of practices may be in violation of the Code?\nHow can employers and unions ensure that they get the information needed from each other and from employees in order to determine their bargaining positions?\nHow can employers and unions communicate effectively with one another during bargaining? What are best practices in presenting proposals\, responding to counterproposals\, and bridging an impasse?\nWhat adjustments\, if any\, should bargaining teams make to prepare effectively for communicating proposals and negotiating in a virtual or hybrid environment?\nHas there been an increase in recent years in rejected tentative agreements? Are there communication practices that may help avoid this outcome?\nWhat limits exist\, if any\, on communications with the media during collective bargaining? How should employers and unions respond to unintentional information “leaks”?\nWhat are the advantages and disadvantages of social media during bargaining when organizing employees\, assessing bargaining realities\, and taking into account privacy and confidentiality concerns?\nHow can parties manage misinformation in an increasingly digital world and evaluate the accuracy of information surrounding negotiations?\n\nAfternoon Break 2:15 p.m. – 2:30 p.m. \nPanel 4 - Tech Talk: Experts analyze technology and privacy issues in bargaining\n\n\n \nNicole Denier\nAssistant Professor\nUniversity of Alberta \n\n\n \nErin Ludwig\nLegal Counsel – Employment\, Labour and Privacy\nAlberta Health Services \n\n\n \nLeanne Chahley\nUnion Counsel\nBlair Chahley Klassen \n\n\nIn this session\, expert panelists will provide guidance on addressing\, through collective bargaining\, rapidly progressing technology\, increased monitoring and surveillance capabilities\, and resulting privacy implications for the workplace. Panelists will address questions including: \n\nAre concerns about the impact of artificial intelligence (“AI”) on work overblown? Is this technological advance different from previous technological revolutions that raised concerns about mass unemployment and dehumanization of work? Which jobs and sectors are expected to be most affected?\nWhat key impacts resulting from the use of AI in workplaces should be addressed through collective bargaining? What lessons can be learned from language introduced to address past technological developments?\nWill human resources be taken over by “algorithmic management\,” 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? How should parties address the potential use of algorithmic management in collective agreements?\nHow have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity or performance\, such as biometric scanning\, wearables\, GPS tracking\, and keystroke monitoring software? What lessons can be learned from these decisions when negotiating collective agreement language?\nDo employers have a right to engage in off-duty surveillance of employees through digital or technological means? If so\, can this right be limited through collective agreement language?\nAre employees entitled to information about how their employer is using AI and monitoring and surveillance technologies? How much say do unions and their members currently have in what employee information employers collect and how it is used? How can collective bargaining provisions address these issues?\n\nConference ends 3:45 p.m. \nWednesday\, November 22\, 2023Workshop*Workshop sold separately from stand-alone conference. \n9:00 a.m. – 4:00 p.m. \nDifficult Bargaining: Identifying and overcoming obstacles to agreement\n\n\n \nTrevor Sones\nAdjunct Professor\, Sauder School of Business\nUniversity of British Columbia \n\n\n \nChantel Kassongo\nEmployer Counsel\nNeuman Thompson \n\n\n \nMaryna McTague \nUnion Counsel\nSeveny Scott \n\n\nFinding the common ground that makes negotiation of a collective agreement possible can be a difficult process at the best of times. However\, when external factors such as funding cuts and government-imposed mandates seriously limit the options available to unions and employers\, a normally difficult process can become nearly impossible. Is there a way to make the process easier\, or to prevent parties from becoming so entrenched in their own positions and views such that agreement is impossible? \nIn this interactive full-day workshop\, an experienced mediator along with two seasoned negotiators from both sides of the table will provide guidance on effectively using interest-based and other approaches to bargaining. Participants will learn to: \n\nUse more productive strategies when engaged in positional bargaining;\nIdentify situations in which interest-based bargaining can be used effectively;\nCommunicate effectively to identify needs and interests underlying demands;\nGenerate creative options to solve tough problems; and\nBuild and preserve productive union-management relationships through bargaining.\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 5 Continuing Professional Development hours.\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 5 Continuing Professional Development hours.\n\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 5.25 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 5.25 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/edmonton-bargaining-in-the-broader-public-sector-conference/
LOCATION:University of Alberta Conference Centre\, 11605 87 Ave NW\, Edmonton\, Alberta\, T6G 2H6\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231121T123000
DTEND;TZID=UTC:20231121T140000
DTSTAMP:20260403T201002
CREATED:20230727T211321Z
LAST-MODIFIED:20231025T183854Z
UID:9319-1700569800-1700575200@lancasterhouse.com
SUMMARY:Focus on the Federal Sector: Reviewing the latest caselaw and legislation
DESCRIPTION:Moderator\n\n \nScott Streiner\nArbitrator/MediatorADR Chambers \n\n\nSpeakers\n \nJudith Parisien\nEmployer Counsel\nFasken \n\n \nAaron Lemkow\nLegal Officer\nPublic Service Alliance of Canada \n\n\nIn this panel\, experts will explore noteworthy caselaw and the impacts of recent legislative updates on federal sector workplaces. Experts will address key recent caselaw on collective bargaining and agreements\, sick leave\, vaccination policies\, privacy and surveillance\, harassment and discrimination\, and terminations and dismissal. Panelists will also discuss amendments made to the Canada Labour Code relating to minimum working ages\, paid sick leave\, termination requirements\, and ensuring workplace access to menstrual products\, as well as significant amendments to privacy and competition legislation. Final selection of topics will take place in the weeks prior to the webinar\, ensuring coverage of the most relevant developments. \nAccreditationCPD\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\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 
URL:https://lancasterhouse.com/event/focus-on-the-federal-sector-reviewing-the-latest-caselaw-and-legislation/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Denver:20231122T090000
DTEND;TZID=America/Denver:20231122T160000
DTSTAMP:20260403T201002
CREATED:20230727T181533Z
LAST-MODIFIED:20231018T142946Z
UID:9263-1700643600-1700668800@lancasterhouse.com
SUMMARY:Winning Cases at the WSIB and WSIAT: A skills training session\, Toronto (In Person Event)
DESCRIPTION:Program Leaders\n\n \nSean Ryan\nVice Chair\nWorkplace Safety and Insurance Appeals Tribunal \n\n\n \nCarissa Tanzola\nEmployer Counsel\nFilion Wakely Thorup Angeletti \n\n\n \nMaryth Yachnin\nWorker Counsel\nIAVGO Community Legal Clinic \n\n\nProgram DetailsThis full-day session will provide an overview of the WSIB appeal process form receipt of an adverse board-level decision through to a WSIAT hearing. Experienced advocates will provide practical advice on crafting an effective advocacy strategy and marshalling persuasive evidence before WSIB Appeals Resolution Officers (AROs) and the WSIAT. \nEmployer and worker advocates will learn to: \n\nAppeal a board-level decision within mandated timelines\nIdentify\, sort and prioritize issues in an appeal\nDevelop a “theory of the case”\nMeet pre-hearing disclosure obligations\nObtain relevant evidence\nAnticipate and meet the other side’s arguments\nPrepare clients for hearings\nEffectively use and challenge medical information\nMake effective opening statements and final arguments\nQuestion and cross-question witnesses\n\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.\n\n\n\n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 substantive hours; 0 professionalism hours.
URL:https://lancasterhouse.com/event/winning-cases-at-the-wsib-and-wsiat-a-skills-training-session-toronto-in-person-event/
LOCATION:Hart House (Music Room)\, 7 Hart House Circle\, Toronto\, Ontario\, M5S 3H3\, Canada
CATEGORIES:Skills Training
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20231127
DTEND;VALUE=DATE:20231130
DTSTAMP:20260403T201002
CREATED:20230706T191534Z
LAST-MODIFIED:20240723T174430Z
UID:9001-1701043200-1701302399@lancasterhouse.com
SUMMARY:Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceConference Co-Chairs\n\n \nMeena Brisard\nSecretary – Business Manager\nHospital Employees’ Union (HEU) \n\n\n \nJames Suderman\nExecutive Director\, Negotiations and Member Services\nHealth Employers Association of BC (HEABC) \n\n\nConference Advisory Committee\n\n \nRenzo Del Negro\nDirector of Human Resources\nCity of Coquitlam \n\n\n \nRebecca Maurer\nChief Executive Officer\nPost Secondary Employers’ Association (PSEA) \n\n\n \nStarleigh Grass\nAssistant Director\, Field Services Division\nBritish Columbia Teachers’ Federation (BCTF) \n\n\n \nDouglas Dykens\nExecutive Director of Field Services and Negotiations\nBC General Employees’ Union (BCGEU) \n\n\nLabour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nTina-Marie Bradford\nSenior Litigator\, Advocacy Department\nBC General Employees’ Union (BCGEU) \n\n\n \nClayton Jones\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nGabriel Somjen\nArbitrator/Mediator \n\n\nConference Advisory Committee\n\n \nRyan Copeland\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nPatricia Deol\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nJennifer Glougie\nChair\nBritish Columbia Labour Relations Board \n\n\n \nJay Sharun\nChief Executive Officer\nNational Collective Bargaining Institute \n\n\n \nBrittany (Britt) Skinner\nDirector\nBC General Employees’ Union (BCGEU) \n\n\nMonday\, November 27\, 2023Bargaining in the Broader Public Sector ConferenceBreakfast: 8:00 am – 9:00 am PT \nIntroductory remarks: 9:00 am – 9:10 am PT \nPanel 1 - Checking the Forecast: Experts examine the economic and fiscal climate for bargaining in B.C. - 9:10 am – 10:30 am PT\nChecking the Forecast: Experts examine the economic and fiscal climate for bargaining in B.C.\n\n\n \nIglika Ivanova\nSenior Economist and Public Interest Researcher\nCanadian Centre for Policy Alternatives \n\n\n \nPaul Todd\nSenior Director\, Labour Relations\nHealth Employers Association of BC (HEABC) \n\n\n \nRichard Tones\nDirector of Negotiations\nBC General Employees’ Union (BCGEU) \n\n\n \nDavid Williams\nVice President of Policy\nBusiness Council of British Columbia \n\n\nIn this session\, experts will examine the economic and fiscal forecast for B.C. and Canada in 2024\, focusing on the implications for collective bargaining. Specifically\, panelists will address: \n\nWhat short- and long-term economic and fiscal trends are experts predicting in 2024 in B.C. and in Canada? How does the outlook in B.C. compare to other provinces and the United States?\nHow should parties address rising costs of living when negotiating wage increases? Beyond general wage increases\, what wage adjustment mechanisms may be employed? Are longer-term wage adjustments such as periodic cost of living adjustments likely to gain traction?\nHow does the current status of the B.C. labour market compare with the federal labour market? Were more jobs gained or lost in 2023? What is the outlook for 2024?\nHow can parties tackle staffing and retention challenges during negotiations? Based on the labour market outlook\, is there greater pressure to increase wages to attract and retain workers?\nWill the recent increases in the federal minimum wage and the B.C. minimum wage affect bargaining\, especially bargaining involving lower-wage workers?\nWhat measures are governments likely to prioritize in provincial and federal budgets to ensure economic growth and prosperity? How will these measures affect bargaining?\n\nMorning break: 10:30 am – 10:45 am PT \nPanel 2 - Bots at the Bargaining Table: Addressing artificial intelligence in negotiations - 10:45 am – 12:00 pm PT\nBots at the Bargaining Table: Addressing artificial intelligence in negotiations\n\n\n \nWendy Wong\nProfessor and Principal’s Research Chair\nUniversity of British Columbia \n\n\n \nErin Cutler\nSenior Legal Director and General Counsel\nHealth Employers Association of BC (HEABC) \n\n\n \nSteven Rogers\nUnion Counsel\nVictory Square Law Office LLP \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 recent Writers’ Guild strike and the SAG AFTRA strike 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 discuss the potential impact of AI on work in the broader public sector and offer their thoughts on how the impact should be addressed at the bargaining table. \n\nWhat aspects of work in the broader public sector are most likely to be affected by AI? Is employee privacy the primary concern? Replacement of workers? Work intensification?\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?\nAre concerns about AI displacing workers adequately addressed by “adjustment plans” required by the B.C. Labour Relations Code or by standard “technological change” provisions?\nHow should collective agreements address concerns about work intensification related to AI? Would standard “workload provisions” help? What about psychological health and safety provisions?\nHow should employers and unions address the potential use 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 under collective agreements?\n\nLunch: 12:00 pm – 12:50 pm PT \nPanel 3 - Labour Law Lightning Round: Flash focus on real-life contract provisions and issues - 12:50 pm – 2:20 pm PT\nLabour Law Lightning Round: Flash focus on real-life contract provisions and issues\n\n\n \nStarleigh Grass\nAssistant Director\, Field Services Division\nBritish Columbia Teachers’ Federation (BCTF) \n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman LLP \n\n\n \nWilliam Skinner\nStrategic Negotiations Lead\nHealth Employers Association BC (HEABC) \n\n\n \nJadine (Jay) Lannon\nUnion Counsel\nForte Law \n\n\n \nStefanie Quelch\nLegal Counsel\nBritish Columbia Teachers’ Federation (BCTF) \n\n\n \nJeanne Meyers\nGeneral Counsel and Executive Director of Legal Services and Labour Relations\nHealth Sciences Association of British Columbia (HSABC) \nLead Negotiator\nHealth Sciences Professionals Bargaining Association \nUnion Counsel\nAllevato Quail Roy \n\n\nIn this session\, panelists will highlight real-life collective agreement language recently negotiated to address current and pressing workplace issues. Topics covered in this panel will be finalized in the weeks prior to the conference\, ensuring coverage of the latest collective agreement language and the most relevant workplace issues. However\, topics currently under consideration include emerging changes to leave provisions; reconciliation in the workplace; privacy\, monitoring and surveillance; emergency-related procedures (relating to climate change/pandemics); and remote work. \nAfternoon break: 2:20 pm – 2:35 pm PT \nPanel 4 - Managing the Message: Expert guidance on communications\, misinformation\, and social media during bargaining - 2:35 pm – 3:50 pm PT\nManaging the Message: Expert guidance on communications\, misinformation\, and social media during bargaining\n\n\n \nKindrée Draper\nDirector\, Corporate Relations\nPublic Sector Employers’ Council (PSEC) Secretariat \n\n\n \nCaelie Frampton\nDirector of Communications\nHospital Employees’ Union (HEU) \n\n\n \nLynsey Gaudin\nEmployer Counsel\nMLT Aikins \n\n\n \nWill Clements\nUnion Counsel\nKoskie Glavin Gordon \n\n\nCrafting and presenting messages effectively\, accurately\, and lawfully is critical to successful negotiations. In this session\, panelists will discuss strategies for employers and unions seeking to manage communications before\, during\, and after collective bargaining. Specifically\, the panel will address: \n\nWhat key information should be communicated to employees or members during bargaining? How should these communications be framed?\nWhat types of communications with employees are permissible under the B.C. Labour Relations Codeduring bargaining and what types of practices may be in violation of the Code?\nHow can employers and unions ensure that they get the information needed from each other and from employees in order to determine their bargaining positions?\nHow can employers and unions communicate effectively with one another during bargaining? What are best practices in presenting proposals\, responding to counterproposals\, and bridging an impasse?\nWhat adjustments\, if any\, should bargaining teams make to prepare effectively for communicating proposals and negotiating in a virtual or hybrid environment?\nHas there been an increase in recent years in rejected tentative agreements? Are there communication practices that may help avoid this outcome?\nWhat limits exist\, if any\, on communications with the media during collective bargaining? How should employers and unions respond to unintentional information “leaks”?\nWhat are the advantages and disadvantages of social media during bargaining when organizing employees\, assessing bargaining realities\, and taking into account privacy and confidentiality concerns?\nHow can parties manage misinformation in an increasingly digital world and evaluate the accuracy of information surrounding negotiations?\n\nNetworking reception: 4:00 pm – 5:00 pm PT \nConference ends: 5:00 pm PT \nTuesday\, November 28\, 2023Labour Arbitration and Policy ConferenceBreakfast: 8:00 am – 9:00 am PT \nIntroductory remarks: 9:00 am – 9:10 am PT \nPanel 1 - Notable and Newsworthy: Experts address key cases and legislative developments - 9:10 am – 10:40 am PT\nNotable and Newsworthy: Experts address key cases and legislative developments\n\n\n \nDanny Bernstein\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n \nSara Malkin\nEmployer Counsel\nMathews Dinsdale & Clarke LLP \n\n\n \nJeff Sanders\nUnion Counsel\nVictory Square Law Office LLP\n\n\n \nKirby Smith\nUnion Counsel\nKoskie Glavin Gordon \n\n\nIn this session\, experts will discuss recent caselaw\, addressing topics such as surveillance and monitoring\, off-duty conduct\, sick leave and vaccination policies\, discrimination and accommodation\, and significant remedial awards. The panel will also discuss recent noteworthy legislative amendments. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments. \nMorning break: 10:40 am – 11:00 am PT \nPanel 2 - Digital Dignity: Protecting privacy in an era of workplace surveillance - 11:00 am – 12:15 pm PT\nDigital Dignity: Protecting privacy in an era of workplace surveillance\n\n\n \nStefanie Ratjen\nStaff Representative\nBC General Employees’ Union (BCGEU) \n\n\n \nMarino Sveinson\nEmployer Counsel\nPulver Crawford Munroe \n\n\n \noline Twiss\nDeputy Commissioner and Deputy Registrar\nOffice of the Information and Privacy Commissioner (OIPC) BC \n\n\nIn this session\, experts will examine the use of emerging technologies in the workplace and the boundaries of privacy rights in an increasingly digital world. Specifically\, panelists will address: \n\nHave arbitral approaches evolved in recent years when it comes to balancing employee privacy rights with an employer’s interest in ensuring productivity\, safety\, and compliance? How have arbitrators treated the use of emerging technologies such as biometric scanning\, GPS tracking\, and enhanced audio and video surveillance systems?\nWhat lessons can be learned from these decisions for monitoring and surveilling employees working from home? Can employers implement policies and practices that allow for “always on” webcam policies\, keystroke monitoring software\, and other technological means of closely tracking employees’ behaviour? Is a reasonable suspicion of “time theft” first required?\nHas there been a change in terms of what constitutes a “reasonable expectation of privacy” in information saved to or accessed from work devices? How is the analysis impacted where an employee is using their work device for personal matters or vice versa?\nIs it permissible for employers or employees to record workplace interactions? With most parties now having readily available cellphones capable of recording audio and video\, has this practice become more acceptable?\nWhat off-duty privacy rights and protections do employees enjoy\, if any? Do employees have a reasonable expectation of privacy in information shared to forums such as Facebook\, Instagram\, etc.\, where the information is accessible online but available only to users selected by the employee?\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 conduct a personality profile of job applicants based on their internet activity?\n\nLunch: 12:15 pm – 1:15 pm PT \nPanel 3 - Potholes on the Road to Justice: Addressing delay\, abuse of process\, and undue legalization in arbitration - 1:15 pm – 2:30 pm PT\nPotholes on the Road to Justice: Addressing delay\, abuse of process\, and undue legalization in arbitration\n\n\n \nJessica Gregory\nArbitrator\, Mediator and Investigator \n\n\n \nRobyn Trask\nGeneral Counsel\nBC Teachers’ Federation (BCTF) \n\n\n \nJennifer Wiegele\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\nArbitration procedures have evolved significantly in recent years. Parties and practitioners have raised concerns about judicialization\, the timeliness of the process\, difficulties in selecting arbitrators\, and the ability to address abuse of process effectively. In this session\, 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?\nCan parties reduce arbitration timelines by using virtual or hybrid formats? 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?\n\nAfternoon break: 2:30 pm – 2:45 pm PT \nPanel 4 - Addressing the Unknown: Arbitrators respond to the use of artificial intelligence - 2:45 pm – 3:45 pm PT\nAddressing the Unknown: Arbitrators respond to the use of artificial intelligence\n\n\n \nRichard Coleman\nArbitrator/Mediator \n\n\n \nMichela Fiorido\nEmployer Counsel\nHarris & Co. \n\n\n \nSebastien Anderson\nUnion Counsel\nLabour Rights Law \n\n\nGiven the lack of Canadian precedents on the use of AI to manage employees (i.e. “algorithmic management”)\, this session will provide employers and unions with the best available insight into how a grievance against algorithmic management would be mounted\, defended\, and decided in British Columbia. Using a real union challenge to an employer’s use of AI drawn from US caselaw\, experienced counsel and arbitrators will address the following questions: \n\nWhat principles in existing arbitral jurisprudence are likely to be invoked to challenge an employer’s use of algorithmic management? Is there any legislation that might constrain an employer’s use of AI in evaluating employee performance?\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management might British Columbia arbitrators find most compelling?\n\nConference ends: 4:00 pm PT \nWednesday\, November 29\, 2023Workshops*Workshops sold separately from stand-alone conference. \n9:00 a.m. – 4:00 p.m. PT \nLabour Arbitration and Policy Conference WorkshopCrafting Consensus: Strategies for effective advocacy at mediation\n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman LLP \n\n\n \nJohn McConchie\nArbitrator/Mediator \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nIn this workshop\, panelists will provide expert guidance on effectively using mediation to resolve grievances. The session will cover practical skills and key legal concepts\, equipping attendees to: \n\nRecognize when it is appropriate to use mediation to seek to resolve a grievance;\nPrepare appropriately for the mediation;\nCommunicate effectively and use different negotiating styles to relay a position\, understand opposing parties’ interests and objectives\, and bridge impasses;\nRecognize how power imbalances and “invisible” barriers may impact the mediation process and take steps to address those barriers;\nApply key legal and practical considerations in crafting settlement agreements; and\nRecognize when settlement is unlikely and arbitration is necessary.\n\nBargaining in the Broader Public Sector Conference WorkshopBargaining Essentials: Skills\, tools\, and strategies for effective collective bargaining\n\n\n \nLeanne Bowes\nExecutive Director\nBC Public School Employers’ Association \n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nAmanda Rogers\nArbitrator\, Mediator\, Lawyer \n\n\nAchieving successful bargaining outcomes requires strategy\, skill\, and the acumen to adapt. In this workshop\, experts will guide participants through the process of bargaining from the first meeting of parties up until a final agreement (or strike or arbitration). Experienced bargainers are encouraged to attend\, comment on scenarios\, and discuss their experiences with fellow bargainers. Attendees will hear panel discussions and work through scenarios highlighting a variety of bargaining essentials\, including: \n\nSetting ground rules for bargaining;\nTabling proposals and responding to counter-proposals;\nHandling package offers;\nDealing with late proposals;\nAnticipating and preparing responses;\nCommunicating with principals\, members\, and employees and respecting confidentiality;\nAddressing both parties’ priorities and developing strategies to bridge impasses;\nUnderstanding which issues can and cannot be taken to impasse;\nAnalyzing risks of lockouts and strikes;\nExploring options of mediation or interest arbitration where available; and\nFinalizing agreements.\n\n  \nCPDBargaining in the Broader Public Sector Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.2 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.2 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.2 Continuing Professional Development hours.\n\n\n\nVancouver Labour Arbitration and Policy Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5 Continuing Professional Development hours.\n\n\n\nBargaining in the Broader Public Sector Workshop CPD\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 CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\nVancouver Labour Arbitration and Policy Workshop CPD\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 CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/vancouver-labour-arbitration-and-policy-conference/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/06/vancouver-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20231204
DTEND;VALUE=DATE:20231207
DTSTAMP:20260403T201002
CREATED:20230706T191603Z
LAST-MODIFIED:20240723T174332Z
UID:8968-1701648000-1701907199@lancasterhouse.com
SUMMARY:Toronto Bargaining in the Broader Public Sector Conference & Labour Arbitration and Policy Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceConference Co-Chairs\n\n \nMichael Sherrard\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nNini Jones\nUnion Counsel\nJones Pearce LLP \n\n\nHotel X Toronto - Group Rates\nLancaster House has reserved a block of rooms at Hotel X for this conference event. The stay dates are between December 3rd to December 7th 2023.\nPlease call Hotel X at 1-647-943-9244\, or contact via email at Stay@hotelxtoronto.com to check on the availability and group rates. \nConference Advisory Committee\n\n \nCasey Dockendorff\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nAndrew Hall\nConsultant\nHall Labour Relations Services Professional Corporation \n\n\n \nMatthew Hrycyna\nGrievance Officer\nOntario Public Service Employees Union (OPSEU) \n\n\n \nGavin Leeb\nGeneral Counsel\nUniversity of Toronto Faculty Association \n\n\nLabour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nMarcia Barry\nLegal Counsel\nOntario English Catholic Teachers’ Association \n\n\n \nEdith Bramwell\nChairperson \nFederal Public Sector Labour Relations and Employment Board \n\n\n \nDaniel Wong\nEmployer Counsel\nWeirFoulds LLP \n\n\nConference Advisory Committee\n\n \nShiran Brener\nCounsel\nOntario Treasury Board Secretariat \n\n\n \nSarah Crossley\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nRon Franklin\nUnion Counsel\nFranklin Law \n\n\n \nArchana Mathew\nIntern\, Arbitrator Development Program \n(Formerly Grievance Officer\, OPSEU) \n\n\n \nMarilyn Nairn\nArbitrator \n\n\nMonday\, December 4\, 2023Bargaining in the Broader Public Sector ConferenceBreakfast: 8:00 a.m. – 9:00 a.m.\nIntroductory remarks: 9:00 a.m. – 9:10 a.m.\nPanel 1 - Checking the Forecast: Experts examine the economic and fiscal climate for bargaining in Ontario - 9:10 a.m. – 10:30 a.m.\n\n\n \nRobert Kavcic \nSenior Economist and Director of Economics\nBMO \n\n\n \nAngella MacEwen\nSenior Economist\nCUPE \n\n\nIn this session\, experts will examine the economic and fiscal forecast for Ontario and Canada in 2024\, focusing on the implications for collective bargaining. Specifically\, the panel will address: \n\nWhat short- and long-term economic and fiscal trends are experts predicting in 2024 in Ontario and in Canada? How does the outlook in Ontario compare to other provinces and the United States?\nHow should parties address rising costs of living/inflation when negotiating wage increases? Beyond general wage increases\, what wage adjustment mechanisms may be employed? Are longer-term wage adjustments such as periodic cost of living adjustments likely to gain traction?\nHow does the current status of the Ontario labour market compare with the federal labour market? Were more jobs gained or lost in 2023? What is the outlook for 2024?\nHow can parties tackle staffing and retention challenges during negotiations? Based on the labour market outlook\, is there greater pressure to increase wages\, or make other concessions\, to attract and retain workers?\nWill the recent increases in the federal minimum wage and the Ontario minimum wage affect bargaining\, especially negotiations pertaining to lower-wage workers?\nWhat measures are governments likely to prioritize in 2024 provincial and federal budgets to ensure economic growth and prosperity? How will these measures affect bargaining?\n\nMorning break: 10:30 a.m. – 10:45 a.m.\nPanel 2 - Bargaining Bulletins: Update on major caselaw and legislation - 10:45 a.m. – 12:00 p.m.\n\n\n \nChristopher Pigott\nEmployer Counsel\nFasken Martineau \n\n\n \nElizabeth Keenan\nEmployer Counsel\nMathews Dinsdale \n\n\n \nKirsty Niglas-Collins\nUnion Counsel\nUnified LLP \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nIn this session\, experts will examine recent cases and legislative developments with implications for collective bargaining. Panelists will address the latest decisions on government intervention in collective bargaining\, cases illustrating key principles of collective agreement interpretation\, noteworthy interest arbitration awards\, and recent labour board rulings. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nLunch: 12:00 p.m. – 12:50 a.m.\nKeynote Speaker – Bots at the Bargaining Table: What is the future for workers? - 12:50 p.m. – 1:15 p.m.\nBots at the Bargaining Table: What is The Future For Workers?\n\n\n \nArmine Yalnizyan\nEconomist \n\n\nArtificial Intelligence has captured the headlines\, triggering both optimism and anxiety in both workers and management. But how could the public sector be impacted by these trends in technology? This keynote address\, delivered by Canada’s leading economic thinker on the future of work\, will provide a whirlwind tour through the issues you will be dealing with on both sides of the bargaining table during your next round of negotiations. \nPanel 3 - Labour Law Lightning Round: Flash focus on real-life contract provisions and issues - 1:15 p.m. – 2:30 p.m.\n\n\n \nSundeep Gokhale\nEmployer Counsel\nSherrard Kuzz \n\n\n \nCheryl Wiles Pooran\nEmployer Counsel\nPooranLaw \n\n\n \nMary Claire Bass\nEmployer Counsel\nBass & Associates \n\n\n \nNicole Gauthier\nExecutive Officer and Chief Negotiator\nOSSTF Toronto \n\n\n \nKimiko Inouye\nDirector of Collective Bargaining at the Ontario Confederation of University Faculty Associations \n\n\n \nEmily Home\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nIn this session\, panelists will highlight real-life collective agreement clauses recently negotiated to address current and pressing workplace issues. Topics covered in this panel will be finalized in the weeks prior to the conference\, ensuring coverage of the latest collective agreement language and the most relevant workplace issues. However\, topics currently under consideration include emerging changes to leave provisions; reconciliation in the workplace; privacy\, monitoring and surveillance; emergency-related procedures (relating to climate change/pandemics); and work-life balance and remote work.Afternoon break: 2:30 p.m. – 2:45 a.m.\nPanel 4 - Managing the Message: Expert guidance on communications\, misinformation\, and social media during bargaining - 2:45 p.m. – 4:00 p.m.\n\n\n \nShane Gonsalves\nManaging Director\, Government & Public Affairs\nOntario Public School Boards’ Association \n\n\n \nCraig Lawrence\nEmployer Counsel\nDentons \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce \n\n\n \nShannon Devine\nDepartment Head\, Communications and Political Action\nUSW \n\n\nPresenting messages effectively\, accurately\, and lawfully is critical to successful negotiations. In this session\, panelists will discuss strategies for employers and unions seeking to manage communications before\, during\, and after collective bargaining. Specifically\, the panel will address: \n\nWhat key information should be communicated to employees or members during bargaining? How should these communications be framed?\nWhat types of communications with employees are permissible under the Ontario Labour Relations Actduring bargaining and what types of practices may be in violation of the Act?\nHow can employers and unions ensure that they get the information needed from each other and from employees in order to determine their bargaining positions?\nHow can employers and unions communicate effectively with one another during bargaining? What are best practices in presenting proposals\, responding to counterproposals\, and bridging an impasse?\nWhat adjustments\, if any\, should bargaining teams make to prepare effectively for communicating proposals and negotiating in a virtual or hybrid environment?\nHas there been an increase in recent years in rejected tentative agreements? Are there communication practices that may help avoid this outcome?\nWhat limits exist\, if any\, on communications with the media during collective bargaining? How should employers and unions respond to unintentional information “leaks”?\nWhat are the advantages and disadvantages of social media during bargaining when organizing employees\, assessing bargaining realities\, and taking into account privacy and confidentiality concerns?\nHow can parties manage misinformation in an increasingly digital world and evaluate the accuracy of information surrounding negotiations?\n\nBora Laskin Award DinnerCocktail reception: 4:30 p.m. – 6:00 p.m.\nDinner: 6:00 p.m. – 8:00 p.m.\nTuesday\, December 5\, 2023Labour Arbitration and Policy ConferenceBreakfast: 8:00 a.m. – 9:00 a.m.\nIntroductory remarks: 9:00 a.m. – 9:10 a.m.\nPanel 1 - Notable and Newsworthy: Experts address key cases and legislative developments - 9:10 a.m. – 10:30 a.m.\n\n\n \nPaul Meier\nCounsel\nOntario Treasury Board Secretariat \n\n\n \nErin Porter\nEmployer Counsel\nFasken \n\n\n \nChris Dassios\nGeneral Counsel\nPower Workers’ Union \n\n\n \nJorge Hurtado\nUnion Counsel\nMorrison Watts \n\n\nIn this session\, experts will highlight recent and noteworthy cases on significant workplace issues\, such as privacy\, off-duty conduct\, discipline\, and accommodation\, as well as cases addressing procedural aspects of the arbitral process. Panelists will also discuss recent provincial and federal legislative amendments. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important developments.Break: 10:30 a.m. – 10:45 a.m.\nPanel 2 - Potholes on the Road to Justice: Addressing delay\, abuse of process\, and undue legalization in arbitration - 10:45 a.m. – 12:00 p.m.\n\n\n \nJohn McNamee\nArbitrator \n\n\n \nAmanda Hunter\nEmployer Counsel\nHunter Liberatore Law LLP \n\n\n \nMichael Hancock\nGeneral Counsel\nUFCW 1006a \n\n\nArbitration procedures have evolved significantly in recent years. Parties and practitioners have raised concerns about judicialization\, the timeliness of the process\, difficulties in selecting arbitrators\, and the ability to address abuse of process effectively. In this session\, experts will address the following: \n\nWhat common bottlenecks do parties encounter in the arbitral process? What can be done to 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?\nCan parties reduce arbitration timelines by using virtual or hybrid formats? Is there room to automate arbitration processes by using artificial intelligence?\nWhat can be done to ensure the availability of a sufficient pool of arbitrators?\nHow are new arbitrators trained and selected? How can parties be encouraged to select newer and more diverse arbitrators?\n\nLunch: 12:00 p.m. – 1:00 p.m.\nPanel 3 - Ask an Arbitrator: Arbitrators weigh in on questions about AI and privacy - 1:00 p.m. – 2:15 p.m.\n\n\n \nLisa Goodfellow\nEmployer Counsel\nMiller Thompson \n\n\n \nJerry Raso\nLegal Counsel\nOntario English Catholic Teachers’ Association \n\n\n \nKevin Banks\nArbitrator \n\n\nGiven the lack of Canadian arbitration decisions on the use of AI to select and manage employees\, this session will provide employers and unions with the best available insight into how grievances against such uses of AI would be mounted\, defended\, and decided in Ontario. Experienced union and management counsel will join an arbitrator to discuss a union challenge to algorithmic management drawn from US caselaw and a challenge to a program designed to vet job candidates. Specific issues to be addressed include: \n• What principles in existing arbitral jurisprudence or legislative provisions could be invoked to challenge an employer’s use of algorithmic management (i.e. use of AI and data to manage employees)?\n• Can employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\n• What arguments for and against the use of algorithmic management would Ontario arbitrators find most compelling?\n• What legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions?\n• What privacy concerns are raised by using AI to evaluate job applicants based on their internet activity? \nBreak: 2:15 p.m. – 2:30 p.m.\nPanel 4 - Discrimination and Harassment: Experts examine key cases\, evolving arbitral perspectives\, evidentiary considerations\, and more - 2:30 p.m. – 3:45 p.m.\n\n\n \nYola Grant\nArbitrator/Mediator \n\n\n \nKathryn Bird\nEmployer Counsel\nOgletree Deakins \n\n\n \nJane Mulkewich\nLegal Director\nUFCW Local 175 \n\n\nThis panel will explore evolving arbitral perspectives with respect to discrimination and harassment and examine systemic barriers in grievance and arbitration processes. Specifically\, panelists will discuss: \n\nWhat do recent decisions suggest about how arbitral approaches are evolving with respect to discrimination and harassment claims? Are damage awards increasing? Is there a greater willingness to impose discipline?\nHow does systemic discrimination influence decisions about how grievances are handled\, including which should proceed to arbitration?\nHow have arbitrators applied the Supreme Court of Canada’s decision in Northern Regional Health Authority v. Horrocks when determining whether they have jurisdiction to hear a discrimination or harassment grievance?\nWhat evidence must be presented at arbitration to establish discrimination and harassment claims? What are best practices when presenting this evidence? When is it necessary or appropriate to present expert evidence – for example\, on unconscious or implicit biases?\nShould parties use non-disclosure agreements or clauses when settling discrimination- or harassment-related grievances? Is legislative prohibition of NDAs a likely prospect?\nWhat policy updates should employers and unions implement to address discrimination and harassment claims and ensure that such grievances are not improperly prevented from reaching arbitration?\n\nConference ends: 3:50 p.m.\nWednesday\, December 6\, 2023*Workshop sold separately from conference. \nBargaining In The Broader Public Sector Conference: WorkshopInterest Arbitration: Current Issues\, Proven Practices\n\n\n \nAndrew Hall\nConsultant\nHall Labour Relations Services Professional Corporation \n\n\n \nNorman Jesin\nArbitrator \n\n\n \nJeffrey Sack\nLabour Relations Counsel \n\n\nThis interactive session on interest arbitration will be conducted by an experienced arbitrator\, together with seasoned union and management nominees. Participants will explore the state of the art in various aspects of interest arbitration\, including research and preparation\, case presentation\, process issues\, substantive law\, and tactics and strategies. \nAttendees can expect to learn principles and practices relating to: \n\nSelection of an arbitrator;\nPreparation for mediation meetings and arbitration hearings;\nPresentation of briefs and documents at arbitration;\nAlternative formats including conventional arbitration\, med-arb\, arb-med\, and first contract arbitration;\nCriteria applied by arbitrators\, including replication/comparability\, demonstrated need\, and total compensation;\nProcess issues\, including standard ground rules\, package bargaining\, admissibility of exchanges during negotiations\, propriety of late demands\, estoppel\, arbitrability of proposed exclusions\, impact of post-hearing settlements\, and effect of pattern-setting awards;\nSubstantive topics\, such as wage determination\, impact of inflation\, staffing\, contracting out\, appropriate benefit levels\, etc.;\nEffective remedies\, including interim awards\, retroactive decisions\, referral to further negotiation\, final orders.\n\nThe emphasis in the workshop will be on interactive learning\, practical advice\, and role-playing. At the same time\, materials will be provided that reflect up-to-date arbitration caselaw. \nCPDBargaining in the Broader Public Sector Conference CPD\n\n\n \n\nThis program has been approved for 5.5 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\nMembers of the Law Society of Ontario may consider counting this program for 5.5 substantive hours; 0 professionalism hours.\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n\n \n\nThis program has been approved for 5 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\nMembers of the Law Society of Ontario may consider counting this program for 5 substantive hours; 0 professionalism hours.\n\n\n\nWorkshop CPD\n\n\n \n\nThe 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.\nMembers of the Law Society of Ontario may consider counting The Post-Conference Workshops for 5.5 substantive hours; 0 professionalism hours\, each.
URL:https://lancasterhouse.com/event/toronto-labour-arbitration-and-policy-conference/
LOCATION:Beanfield Centre\, 105 Princes' Blvd\, Toronto\, Ontario\, M6K 3C3\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2023/07/toronto-header-3.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20231207T123000
DTEND;TZID=UTC:20231207T140000
DTSTAMP:20260403T201002
CREATED:20230727T213356Z
LAST-MODIFIED:20231129T161231Z
UID:9325-1701952200-1701957600@lancasterhouse.com
SUMMARY:Hired\, Fired\, and Everything In-Between: Taking stock of highlights and major trends in employment law
DESCRIPTION:Moderator\n\n \nChantelle MacDonald Newhook\, K.C.\, Q.Arb\nArbitrator\, Mediator\, Independent Investigator\, and Vice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\nSpeakers\n\n \nLori Brienza\nEmployer Counsel\nMathews Dinsdale \n\n\n \nMark Repath\nEmployee Counsel\nIsrael Foulon LLP \n\n\nIn this webinar\, leading experts will discuss and consider the impact of key employment law decisions and legislative updates from across Canada. Topics to be addressed include the latest on wrongful dismissals\, lay-offs\, the enforceability of termination and other contractual clauses\, and key human rights issues such as requiring proof of citizenship or permanent residency as a condition of employment. The panel will also flag significant class actions\, ongoing litigation\, and legislative changes. Final topics will be selected in the weeks prior to the webinar to ensure the latest and most relevant developments are included. \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/hired-fired-and-everything-in-between-taking-stock-of-highlights-and-major-trends-in-employment-law/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/hired-fired-and-inbetween-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20231212T090000
DTEND;TZID=America/Toronto:20231213T160000
DTSTAMP:20260403T201002
CREATED:20230906T194702Z
LAST-MODIFIED:20231201T212358Z
UID:10333-1702371600-1702483200@lancasterhouse.com
SUMMARY:Effective Grievance Handling and Arbitration Advocacy: Intensive training for employers and unions\, Toronto
DESCRIPTION:Program Faculty\n\n \nSarah Crossley\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nBrian Etherington\nArbitrator \n\n\n \nLewis Gottheil\nUnion Lawyer and Educator \n\n\nProgram DetailsWhile arbitration of a grievance tends to be viewed as “the main event\,” the procedure leading up to arbitration should not be neglected. Employer and union representatives should cultivate the skills and knowledge necessary to resolve grievances early\, before expensive and unpredictable arbitration is necessary. Of course\, not every grievance can be settled without arbitration. When arbitration is necessary\, both employer and union representatives need to be able to effectively mount a successful grievance arbitration case or to give maximum assistance to counsel. \nOver the course of this two-day session\, leading employer and union counsel and one of Canada’s foremost arbitrators will lead participants in interactive discussion of strategies for settling grievances before arbitration and explain how to win cases when arbitration is necessary. \nWorking through a realistic grievance with the guidance of experts\, participants will learn to: \n\nPrepare effectively for formal grievance meetings;\nDetermine which grievances should go to arbitration;\nIdentify key issues\, strengths\, and weaknesses of a grievance;\nAddress preliminary issues\, such as timeliness;\nObtain and provide appropriate disclosure;\nPrepare\, examine\, and cross-examine witnesses;\nMake persuasive opening and closing statements.\n\nTuesday\, December 12\, 2023Breakfast: 8:30 am – 9:00 am ET \nProgram: 9:00 am – 4:00 am ET \nWednesday\, December 13\, 2023Breakfast: 8:30 am – 9:00 am ET \nProgram: 9:00 am – 4:00 am ET \nCPD\n\n\n \nThis program has been approved by CPHR Alberta for 11 Continuing Professional Development hours. \n\n\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 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.
URL:https://lancasterhouse.com/event/effective-grievance-handling-and-arbitration-advocacy-intensive-training-for-employers-and-unions-toronto/
LOCATION:U of T Woodsworth College Residence (Room 25)\, 321 Bloor St W\, Toronto\, Ontario\, M5S 1S5\, Canada
CATEGORIES:Professional Learning Program
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/09/UofT_Woodsworth_College_Residence.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240111T123000
DTEND;TZID=UTC:20240111T140000
DTSTAMP:20260403T201002
CREATED:20231103T140028Z
LAST-MODIFIED:20231220T183423Z
UID:11241-1704976200-1704981600@lancasterhouse.com
SUMMARY:Annual Human Rights Law Update: The Latest Cases and Legislative Developments
DESCRIPTION:Moderator\n\n \nDouglas Sanderson\nArbitrator and Mediator\nDoug Sanderson Dispute Resolution \n\n\nSpeakers\n\n \nJoel Fairbrother\nEmployer Counsel\nBow River Law LLP \n\n\n \nMae J. Nam\nUnion Counsel\nRyder Wright Holmes Bryden Nam LLP \n\n\nIn this webinar\, experts will examine recent noteworthy developments in workplace human rights law. Panelists will address questions including: \n\nWhat is the test for establishing discrimination on the basis of family status? Has recent caselaw resolved provincial differences regarding this test?\nHow have arbitrators and adjudicators approached the issue of religious accommodation in recent cases? What evidence has been required to establish the need for such accommodations?\nWhat lessons can parties draw from recent cases addressing discrimination related to physical or mental health\, specifically in the context of employers requesting independent medical examinations or inquiring about employee health?\nWhen will hiring policies or practices be found to be discriminatory? Is it permissible to inquire about an employee’s health or citizenship?\nWhat noteworthy trends are evident in recent damage awards relating to race-based discrimination and/or poisoned work environments?\nWhat policy changes should workplaces make in light of recent legislative updates addressing disability benefits\, sick leave\, and privacy and surveillance? What are the implications for workplaces of Canada’s ratification of the ILO Violence and Harassment Convention\, 2019 and recent federal legislation dealing with forced labour?\nWhich provinces have proposed or passed pay transparency legislation? What steps should employers and unions take to prepare for or comply with these laws?\n\nFinal selection of cases and topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/annual-human-rights-law-update-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/annual-human-rights-law-update.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240125T123000
DTEND;TZID=UTC:20240125T140000
DTSTAMP:20260403T201002
CREATED:20231103T140701Z
LAST-MODIFIED:20231221T150704Z
UID:11245-1706185800-1706191200@lancasterhouse.com
SUMMARY:Annual Labour Law Update: The Latest Cases and Legislative Developments
DESCRIPTION:Moderator\n\n \nElaine Doyle\nArbitrator and Mediator\nArbitration and Mediation Services \n\n\nSpeakers\n\n \nIan Pickard\nEmployer Counsel\nMcInnes Cooper \n\n\n \nAlycia Shaw\nLabour Relations Counsel\nAir Line Pilots Association \n\n\nIn this session\, experts will explore recent noteworthy developments in labour law. Panelists will address questions including: \n\nWhat lessons can be learned from recent cases addressing government involvement in collective bargaining? When will legislation or other government actions which impact collective bargaining be found to be unconstitutional?\nWhen will an employee’s off-duty conduct be grounds for discipline or discharge? Is an employer entitled to discipline or demote an employee for expressing unpopular or controversial views?\nHow have arbitrators approached the use of emerging workplace technologies which may have privacy implications? When will such technologies be considered to impermissibly infringe employee privacy?\nIn what circumstances have employers upheld substance use policies or testing as reasonable? What aspects of these policies or practices are more likely to render them reasonable in the eyes of arbitrators or adjudicators?\nHow have arbitrators approached the interpretation of collective agreement language when determining whether the National Day for Truth and Reconciliation must be treated as a holiday under the parties’ agreement?\nWhat trends are evident in recent damage awards for employees subject to discrimination or harassment? What trends are discernible in recent discipline and discharge cases?\nWhat noteworthy federal and provincial legislation has been introduced regarding privacy and surveillance\, leave and holiday entitlements\, non-disclosure agreements\, pay transparency\, health and safety\, and use of replacement workers? What are the implications for workplaces of Canada’s ratification of the ILO Violence and Harassment Convention\, 2019 and recent federal legislation dealing with forced labour? What steps should employers and unions take to prepare for or ensure continued compliance with these laws?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/annual-labour-law-update-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/annual-labour-law-update-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20240131T123000
DTEND;TZID=America/Halifax:20240131T160000
DTSTAMP:20260403T201002
CREATED:20231218T193507Z
LAST-MODIFIED:20240118T142648Z
UID:11529-1706704200-1706716800@lancasterhouse.com
SUMMARY:Interest Arbitration Fire Services Workshop: Current Issues\, Proven Practices
DESCRIPTION:Speakers\n\n \nTom Roper K.C.\nLabour Relations Counsel \n\n\n \nChris Albertyn\nArbitrator \n\n\n \nJeffrey Sack K.C.\nLabour Relations Counsel \n\n\nWednesday\, January 31\, 2024Seasoned experts will address key issues and trends in interest arbitration in the fire sector\, as reflected in recent arbitration awards across Canada. \nAttendees can expect to learn principles and practices relating to the following: \n\nSelecting an arbitrator\nPreparing for mediation meetings and arbitration hearings\nPresenting briefs and documents at arbitration\nExamining alternative formats including conventional arbitration\, med-arb\, arb-med\, final offer selection\, and first contract arbitration\nCriteria and how they are applied by arbitrators including replication/comparability\, demonstrated need and total compensation\nThe treatment of substantive issues\, such as wage determination\, impact of inflation\, staffing standards\, contracting out\, appropriate benefit levels\, etc.\nThe treatment of process issues\, including ground rules\, package bargaining\, admissibility of negotiating exchanges\, propriety of late demands\, estoppel\, arbitrability of bargaining unit exclusions\, impact of post-hearing settlements\, effect of pattern-setting settlements and awards\, status of unratified settlements\nEffective remedies\, including interim awards\, retroactive decisions\, referral for further negotiation\, final orders\, enforcement and judicial review\n\nThe emphasis will be on practical advice. Up-to-date materials will be provided with case summaries\, overviews and analyses prepared by Lancaster’s legal staff. \nWho should attend? The program is designed for: \n\nHR directors\, professionals and executives\nFire chiefs and deputy fire chiefs\nUnion officers\, representatives\, advocates\nUnion and management negotiators and negotiating committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\n\nCPDConference CPD\n\n\nThis program has been approved for Continuing Professional Development 3.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/interest-arbitration-fire-services-workshop-current-issues-proven-practices/
LOCATION:Virtual Event
CATEGORIES:Conference,Fire Services
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/12/ff-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20240205T123000
DTEND;TZID=America/Halifax:20240205T160000
DTSTAMP:20260403T201002
CREATED:20231218T193845Z
LAST-MODIFIED:20240201T155927Z
UID:11536-1707136200-1707148800@lancasterhouse.com
SUMMARY:Grievance Arbitration Fire Services Workshop: Current Trends\, Contested Issues
DESCRIPTION:Speakers\n\n \nSean McManus\nLabour Relations Counsel \n\n\n \nChris Albertyn\nArbitrator \n\n\n \nTom Roper K.C.\nLabour Relations Counsel \n\n\nMonday\, February 5\, 2024This session on grievance arbitration in the fire sector across Canada will be conducted by an experienced arbitrator together with leading union and management counsel. \nPanelists will explore recent decisions relating to current issues including the following: \n\nDischarge and discipline\nBenefits and benefit-related issues (prior authorization\, line of duty death\, reasonable and customary limits\, etc.)\nHuman rights and discrimination\nDisability and accommodation\nPrivacy and privacy-related issues (medical information)\nSick leave and other leaves of absence\nMinimum staffing\, 24-hour shift\, shift exchanges\, etc.\nAlcohol and drug addiction\nOff-duty conduct\nMandatory vaccination\n\nAttendees can expect to be updated on cases involving the principles of collective agreement interpretation\, including the following: \n\nContextual evidence of negotiating history\nEstoppel\nStatutory freeze issues\nThe requirements of good faith\nFairness and management rights\nRelevance of statute law\n\nThe emphasis will be on practical advice. Up-to-date materials will be provided with case summaries\, overviews and analyses prepared by Lancaster’s legal staff. \nWho should attend? The program is designed for: \n\nHR directors\, professionals and executives\nFire chiefs and deputy fire chiefs\nUnion officers\, representatives and advocates\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\n\nCPDConference CPD\n\n\nThis program has been approved for Continuing Professional Development 3.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/grievance-arbitration-fire-services-workshop-current-trends-contested-issues/
LOCATION:Virtual Event
CATEGORIES:Conference,Fire Services
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/12/ff-header-1.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20240213T123000
DTEND;TZID=America/New_York:20240307T160000
DTSTAMP:20260403T201002
CREATED:20231127T212909Z
LAST-MODIFIED:20240208T192209Z
UID:11404-1707827400-1709827200@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Winter (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\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \nProgram Faculty\n\n \nSharan Basran\nSenior Executive of Legal and CounselOntario Nurses’ Association \n\n\n \nEsi Codjoe\nEmployer CounselTurnpenney Milne LLP \n\n\n \nAlex Brat\nSenior Executive DirectorLabour RelationsThe Division of People StrategyEquity & Culture University of Toronto \n\n\n \nBruce Curran\nAssociate Professor\, Faculty of LawUniversity of Manitoba \n\n\n \nChris Davidson\nSenior Program Lawyer and Researcher \n\n\n \nShana French\nEmployer CounselSherrard Kuzz LLP \n\n\n \nAvner Levin\nProfessorLincoln Alexander School of LawToronto Metropolitan University \n\n\n \nNiki Lundquist\nAssociate CounselLegal Department\, Unifor \n\n\n \nJohn McNamee\nArbitrator \n\n\n \nFrank Miller\nDirector\, Executive and Corporate EducationTed Rogers School of Management \n\n\n \nKat Leonard\nNational RepresentativeUnifor \n\n\n \nDionne Pohler\nAssociate ProfessorUniversity of Saskatchewan \n\n\n \nBob Thompson\nProfessorHuman 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\n2024 Winter Schedule†The Winter 2024 session of the Labour Relations Certificate Program will comprise of 8 sessions over 4 weeks\, and will take place on Tuesdays and Thursdays from 12:30 p.m. to 4 p.m. ET beginning February 13\, 2024. \n†More detailed information coming soon. \nAgenda – Winter 2024\nLabour Relations Certificate CPD\n\n\nThis program has been approved for Continuing Professional Development 3.5 hours  per session under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours per session.\n\n\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours per session.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 3.5 Substantive Hours; 0 Professionalism Hours\, per session.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours\, per session.\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours\, per session.\nThis program has been approved by CPHR Nova Scotia for 3.5 Continuing Professional Development hours\, per session.
URL:https://lancasterhouse.com/event/lrc-winter-2024/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20240215T123000
DTEND;TZID=UTC:20240215T140000
DTSTAMP:20260403T201002
CREATED:20231103T140935Z
LAST-MODIFIED:20240130T160751Z
UID:11247-1708000200-1708005600@lancasterhouse.com
SUMMARY:Asset or Adversary? Examining AI’s impact on work and labour relations
DESCRIPTION:Moderator\n\n \nGeorge Filliter\nArbitrator and Mediator\nFilliter Arbitration and Mediation Services Inc. \n\n\nSpeakers\n\n \nDonald Jordan\nEmployer Counsel\nHarris & Company \n\n\n \nPeter Lewis\nCanada Research Chair\, Trustworthy Artificial Intelligence\nAssociate Professor\, Computer Science\nOntario Tech University \n\n\n \nTrent Snikkers\nBilingual National Representative\nCanadian Union of Public Employees (CUPE) \n\n\nIn this webinar\, a panel of experts will explore the impact of artificial intelligence (AI) on the world of work and the implications for labour relations: \n\nAre concerns about AI’s impact on work overblown? Is this technological advance really different from previous technological revolutions that raised similar concerns about unemployment and the dehumanization of work?\nWhat aspects of work are most likely to be affected by AI? Is replacement of workers the only concern? Is encroachment upon employee privacy also of concern?\nWill human resources be taken over by “algorithmic management\,” e.g. filtering applications for employment\, assessing employee performance\, making decisions regarding termination of employment?\nWill AI take over labour relations tasks such as writing policies\, interpreting contract language\, drafting grievances\, researching law\, formulating arguments based on precedent\, or even deciding the outcome of grievances?\nWhat privacy issues are raised by the introduction of new AI technologies into the workplace? What lessons can be learned from recent arbitration decisions?\nHow should parties address concerns about work intensification related to AI?\nHow can workplace parties use AI to render it an “asset” while avoiding the drawbacks that may render it an “adversary”?\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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/asset-or-adversary-examining-ais-impact-on-work-and-labour-relations/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=UTC:20240229T123000
DTEND;TZID=UTC:20240229T140000
DTSTAMP:20260403T201002
CREATED:20231103T141301Z
LAST-MODIFIED:20240227T182630Z
UID:11249-1709209800-1709215200@lancasterhouse.com
SUMMARY:Shaken to the Core: When will a breach of trust justify termination?
DESCRIPTION:Moderator\n\n \nPaul Love\nArbitrator and Mediator \n\n\nSpeakers\n\n \nChristine Poirier\nSenior Advisor to General Counsel and Chief of Labour Relations and Special Projects Officer\nProfessional Institute of the Public Service of Canada (PIPSC) \n\n\n \nTwila Reid\nEmployer Counsel\nStewart McKelvey \n\n\nWhat happens when trust is broken in the workplace? What kind of conduct is considered to rise to the level of breach of trust\, and when will it be cause for dismissal? In this session\, experts will examine breach of trust in the workplace\, addressing: \n\nWhat constitutes a “breach of trust”? What types of conduct will rise to this threshold?\nDo employees have a duty to avoid conflicts of interest? Does this duty differ in the public and private sectors? What types of situations have arbitrators found pose conflicts of interest?\nWhat evidence is required to prove that an employee has engaged in conduct that rose to the level of a breach of trust? What is the requisite standard of proof?\nWhat are the consequences of a breach of trust? When is progressive discipline required\, and when will a breach of trust be so severe that proceeding directly to termination of employment is warranted? Do different positions and/or workplaces attract differing standards of trust?\nWhat factors do arbitrators\, courts\, and adjudicators typically consider when assessing the appropriate disciplinary penalty for a breach of trust? When may damages in lieu of reinstatement be considered?What factors may be taken into consideration when deciding whether an employment relationship is reparable?\nWill an employee’s remorse or willingness to account for their wrongdoing lead to a different disciplinary outcome? What mitigating factors should unions and employee-side representatives point to in order to support a lesser penalty?\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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/shaken-to-the-core-when-will-a-breach-of-trust-justify-termination/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/shaken-to-the-core.jpg
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20240306
DTEND;VALUE=DATE:20240308
DTSTAMP:20260403T201002
CREATED:20231109T142550Z
LAST-MODIFIED:20240306T144219Z
UID:11269-1709683200-1709855999@lancasterhouse.com
SUMMARY:National Pensions Conference 2024: Emerging trends in a changing world
DESCRIPTION:National Pensions ConferenceConference Co-Chairs\n\n \nCynthia Crysler\nPensions Counsel\nCavalluzzo LLP \n\n\n \nMichael Wolpert\nPensions Counsel\nFasken Martineau DuMoulin LLP \n\n\nConference Advisory Committee\n\n \nMary Kate Archibald\nActuary/Principal\nEckler Ltd. \n\n\n \nJames Harnum\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nEvan Howard\nChief Legal and Regulatory Affairs Officer\nCAAT Pension Plan \n\n\n \nJonathan Marin\nPensions Counsel\nOsler Hoskin & Harcourt LLP \n\n\nWednesday\, March 6\, 2024Introductory remarks: 12:30 pm – 12:40 pm ET \nPanel 1 - Pension Projections: Experts review economic forecasts - 12:40 pm – 1:55 pm ET\n\n\n \nFaisal Siddiqi\nManaging Director\, Actuarial\nUniversity Pension Plan Ontario \n\n\n \nJosh Ingram\nActuary/Principal\nEckler Ltd. \n\n\n \nKelleher Lynch \nPensions Counsel\nMcCarthy Tétrault LLP \n\n\n \nJames Harnum\nPensions Counsel\nKoskie Minsky LLP \n\n\nMixed outlooks for inflation\, interest rates\, and economic growth have differing implications for the financial health of pension plans and their sponsoring employers in 2024. In this session\, leading experts explore the risks and opportunities associated with the current and predicted economic climate\, and address the following: \n\nWhat does the latest data indicate about the financial health of Canadian defined benefit pension plans?\nHow do the current economic conditions affect different types of pension plans (e.g. defined benefit vs. defined contribution; public sector vs. private sector) and their members? What are the implications of any divergence in these effects?\nWhat are the latest economic forecasts\, including the outlook for inflation\, interest rates\, unemployment\, and growth?\nHow would a sustained fall in inflation and/or interest rates affect pension plans and their members?\nWhat strategies can pension plan administrators take to manage pension plans and pension plan investments in an economic downturn? What role do administrators’ statutory and fiduciary obligations play in this regard?\nWhat implications do the current economic climate and related forecasts have for workplace parties negotiating retirement security plans? Are there pension structures that should be favoured or avoided?\nShould workplaces with pension plans already in place consider altering those arrangements in light of current economic data? Do pension plan administrators and sponsoring employers have an obligation to consult the union before making such changes? Is union consent required for these changes?\nWhat are governments and regulators doing to assist pension plans and their members in coping with current economic conditions? What more can be done?\n\nKeynote - Meeting the Challenges Facing Pension Incomes in Canada: An Introduction to Dynamic Pension Pools - 1:55 pm – 2:40 pm ET\n\n\n \nBonnie-Jeanne MacDonald\nDirector of Financial Security Research\nNational Institute on Aging\nToronto Metropolitan University\nResident Scholar\nEckler \n\n\nFinancial security in retirement is a growing concern for many Canadians\, with a recent National Institute on Ageing survey showing that 77% of older adults are worried about their financial well-being. With retirement expected to last several decades for many—combined with unpredictable financial markets and changing personal circumstances—older Canadians face a tremendous challenge in turning accumulated savings into income that will last the rest of their lives. An emerging solution\, called Dynamic Pension pools\, could give Canadians access to affordable retirement income for life. Join the lead author of the report as she discusses the challenges and the legislative successes they have made to make Dynamic Pensions a reality in Canada – the missing piece in our retirement income system.\nBreak: 2:40 pm – 2:55 pm ET \nPanel 2 - Keeping Current on Pensions: An update on key caselaw and legislative developments - 2:55 pm – 4:10 pm ET\n\n\n \nLaura Brownell\nStaff Representative – Pensions\nSociety of United Professionals \n\n\n \nLevel Chan\nPensions Counsel\nStewart McKelvey \n\n\n \nRoss Gascho\nPensions Counsel\nFasken \n\n\n \nAnthony Guindon\nPensions Counsel\nKoskie Minsky LLP \n\n\nThis panel explores significant court and tribunal decisions related to pensions. Topics to be addressed include plan amendments\, class action cases\, fiduciary duties\, negligence\, contribution rates\, pensionable earnings\, the obligations of successor employers\, and constitutional issues arising out of public sector pension plan reforms. The panel will also review recent legislative and regulatory developments including\, Bill C-228\, An Act to amend the Bankruptcy and Insolvency Act\, the Companies’ Creditors Arrangement Act and the Pension Benefits Standards Act\, 1985 and provincial legislative developments. Experts will also explore draft guidelines released by the Office of the Superintendent of Financial Institutions. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important legislative and regulatory developments. \nClosing remarks: 4:10 pm – 4:12 pm ET \nThursday\, March 7\, 2024Introductory remarks: 12:30 pm – 12:40 pm ET \nPanel 3 - Pensions with Principle: Experts take stock of emerging ESG considerations in investing and fiduciary duties - 12:40 pm – 1:55 pm ET\n\n\n \nRandy Bauslaugh\nPensions Counsel\nRandy Bauslaugh Professional Corporation \n\n\n \nMurray Gold\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nMarie-Josée Privyk\nESG Advisor\nFinComm Services \n\n\nEnvironmental\, social\, and governance (ESG) considerations continue to engage investors\, and those charged with administering pension funds. This panel will address related issues including: \n\nTo what extent do common law fiduciary duties require pension plan administrators to factor ESG considerations into their investment-related decision making? Does this answer depend on plan terms or type of plan?\nDo pension plan administrators have any obligations to unions regarding their investment choices?\nIn what ways can unionized plan members have a say in how their pensions are invested? Can ESG considerations be addressed at the bargaining table?\nWhat do current legislative and regulatory requirements mandate regarding ESG disclosure across Canadian jurisdictions? What changes are in prospect?\nWhat level of familiarity should pension plan board members have regarding ESG-related issues?\n\nBreak: 1:55 pm – 2:10 pm ET \nKeynote - Innovating Pension Designs that Meet the Needs of Today’s Workforce - 2:10 pm – 2:55 pm ET\n\n\n \nDerek Dobson\nChief Executive Officer and Plan Manager\nCAAT Pension Plan \n\n\nWorkplace pension plans exist and evolve at the intersection of several dynamic forces: demographic changes\, business needs of employers\, behavioural economics of members\, labour trends\, investment markets\, workforce migration\, regulatory priorities\, and more. What is needed to design sustainable\, valuable pensions that provide the best outcome – lifetime retirement income security for all – under these complex conditions and interests? Innovation happens when bold ideas are turned into practical solutions. CAAT Pension Plan CEO and Plan Manager Derek Dobson will cover how innovating defined benefit pensions can provide sustainable value and meet the demands of a changing workplace. \nBreak: 2:55 pm – 3:00 pm ET \nPanel 4 - Changing Tides: Experts discuss trends and challenges in pension modernization - 3:00 pm – 4:15 pm ET\n\n\n \nElizabeth Boyd\nPensions Counsel\nBlake\, Cassels & Graydon LLP \n\n\n \nCheri Hearty\nSupervisor\, Worker Safety and Pension & Benefits Units\nOntario Public Sector Employees Union (OPSEU) \n\n\n \nBarbara Sanders\nAssociate Professor\nStatistics & Actuarial Science\nSimon Fraser University \n\n\n \nLaura Strachan\nDirector\, Pension & Group Benefits\nEckler Ltd. \n\n\nEven well-funded pension plans must adapt in the face of economic and demographic challenges\, as evolving conceptions of the meaning of retirement require a re-think of what constitutes retirement income adequacy. This panel will shed light on the hazards that lie ahead for the Canadian pension system and address the following: \n\nTo what extent do political factors\, notably the Alberta government’s proposal to establish its own public pension plan\, threaten the future sustainability of the CPP?\nHow are current pension structures changing to account for existing economic and sociopolitical realities? For example\, how are defined benefit plans insulating themselves against demographic and economic pressures? What new\, or previously less utilized\, pension models are growing in popularity in light of these pressures?\nWhat are governments doing to support enhanced retirement income security for the increasing proportion of the Canadian workforce that is not covered by a defined benefit pension plan?\nHow are views on the meaning of retirement changing\, and what does this mean for pensions and other sources of retirement income?\nDo pension plans remain an important factor in recruitment and retention? As many employees now work for multiple employers across the course of their careers\, are traditional employer-sponsored pension plans still viable and/or a desirable benefit?\nHow is pension plan administration changing to account for evolving family structures? What steps should employers and unions take to ensure that negotiated pension plans are not discriminatory?\nWorkers in the gig economy\, including those engaged in app-based service delivery\, are excluded from traditional retirement savings avenues such as workplace pension plans because of their employment status. What policy options could extend retirement security to this group?\nWhat role\, if any\, will artificial intelligence play in the administration of pension plans and pension funds?\n\nClosing remarks: 4:15 pm ET \nCPDConference CPD\n\n\nThis program has been approved for Continuing Professional Development 6.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 6.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 6.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 6.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 6.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 6.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/national-pensions-conference-2024-emerging-trends-in-a-changing-world/
LOCATION:Virtual Event
CATEGORIES:Conference
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