Lancaster House

Annual Labour Law Update: The latest cases and legislative developments
2025-02-21 12:30 - 14:00 UTC | Virtual Event
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

Moderator

Karine Pelletier
Chairperson
Manitoba Labour Board

Speakers

Graham Christie
Employer counsel
MLT Aikins

Alison McEwen
Union Counsel
RavenLaw LLP

In this webinar, experts will explore recent noteworthy developments in labour law. Panelists will address questions including:

What lessons can be learned from recent cases addressing freedom of association and government involvement in collective bargaining? When will legislation or other government actions which impact collective bargaining be found to be unconstitutional or otherwise invalid?
Are employers entitled to discipline or demote employees for expressing unpopular or controversial views at work? When can employers discipline or discharge employees for off-duty conduct, such as exchanging inappropriate text messages about a colleague in a private group chat?
When will an employer’s search of an employee’s work or personal device be considered an unreasonable violation of privacy? When will the Charter apply?
When will an employer’s remote work policy requiring employees to attend in-office certain days of the week be found to be unreasonable and/or in breach of the parties’ collective agreement?
Under what circumstances have arbitrators in recent cases found requests for substance use testing to be unreasonable or improper?
What trends are discernible in recent discipline and discharge cases? When may an employer be held liable for damages for the manner in which an employee is dismissed?
What noteworthy federal and provincial legislative initiatives have recently been introduced? For example:

Which jurisdictions have introduced legislation restricting the use of strike replacement workers and what are the implications of such legislation?
What challenges have arisen in implementing new federal legislation requiring disclosure of measures to prevent forced labour and child labour in supply chains?
What is required under the new return to work obligations introduced in B.C.’s and Nova Scotia’s workers compensation legislation?
What changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?
Which jurisdictions have introduced legislation bringing “gig workers” within the scope of employment standards and workers’ compensation legislation?

Final selection of topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy developments.
AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Faith at the Fore: Key principles and recent decisions relating to religious accommodation at work
2025-02-27 12:30 - 14:00 UTC | Virtual Event
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

Moderator

Patricia Harewood
Member
Federal Public Sector Labour Relations and Employment Board (FPSLREB)

Speakers

Connie Cheung
Employer Counsel
Sherrard Kuzz LLP

Sandy Donaldson
Labour Relations Officer
Ontario Nurses’ Association (ONA)

Roberta Vriesema
Mediator
RJ Mediation Services

In this webinar, experts will examine recent cases and provide guidance on key issues regarding the accommodation of religious beliefs in the workplace. Topics to be addressed include:

How have “religion” and “creed” been defined by courts and human rights bodies? What types of non-religious belief systems have been considered to fall under the protected ground of “creed”?
What types of information or “proof” may employers or unions request to substantiate an employee’s religious belief or practice?
What lessons can be learned from recent COVID-19 vaccination cases in which employees alleged discrimination on the basis of religion or creed? How have decisions-makers distinguished between protected beliefs and political views or personal preferences? In what circumstances have employees’ beliefs about vaccination been found to be sufficiently connected to their religion or creed?
How should employers and unions respond when an employee espouses religious or creed-based beliefs in the workplace which may infringe the human rights of other employees?
In what ways have human rights bodies recognized the potential intersection between discrimination on the basis of religion or creed and discrimination on the basis of other protected grounds, such as ancestry, colour, race, ethnic origin, place of origin, or family status?
What are some examples of collective agreement language that have recently been negotiated to promote religious diversity at work? What policy changes and other workplace practices can employers and unions implement to this effect?
What obligations do unions bear in ensuring employees’ religious beliefs are respected and upheld? What lessons may be learned from recent cases in which employees alleged that the failure to advance grievances relating to alleged religious- or creed-based discrimination constituted a breach of the duty of fair representation?

AccreditationCPD

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

National Pensions Conference 2025
2025-03-06 13:00 - 16:30 (America/New_York) | Virtual Event
National Pensions ConferenceConference Co-Chairs

Padraigin Murphy
Pensions Counsel
Koskie Minsky LLP

Michael Wolpert
Pensions Counsel
Fasken Martineau DuMoulin LLP

$795.00Read more

Conference Advisory Committee

Christina Atanasova
Christina Atanasova, Associate Dean, Research & International
Professor, Simon Fraser University (SFU)

Level Chan
Pensions Counsel
Stewart McKelvey

Chris Roberts
Director, Social and Economic Policy
Canadian Labour Congress

Thursday, March 6, 2025Introduction: 1:00 pm – 1:05 pm ET
Keynote speech by Dr. Paul Kershaw - Healthy retirement and its implications for private and public pension policy, now and in the future - 1:05 pm – 1:35 pm ET

Paul Kershaw
Professor
University of British Columbia
Lead Researcher & Executive Chair
Generation Squeeze

The “Outlook for Expenses” table in any recent federal budget makes clear that Old Age Security (OAS) funding is growing faster than most other federal spending combined. All the while, spending on medical care for those age 65+ absorbs more and more provincial revenue.
Decades ago, sufficient revenue was not allocated to fully cover the long-term costs of OAS and medical care for the baby boomer generation. As a result, these two expenditures now place significant pressure on government budgets, limiting funding for national defense, housing, childcare, education, and other priorities valued by Canadians, including balanced budgets.
Younger Canadians already contribute 20 to 40 percent more in income taxes toward healthy retirements than the current retiring generation contributed to older generations when they were young.
These fiscal trends compound challenges for younger Canadians who struggle with higher rent and home ownership costs that have outpaced their earnings. The implications for their retirement planning are concerning, because many have little left over to contribute to retirement savings. They count on managers of private pension plans to make excellent decisions — when they are lucky enough to be in jobs that have such pensions.
All of this was predictable, because when the baby boomer generation started out, there were seven working age Canadians for every retiree. Now, as they retire, there are only three. However, past decision-making processes did not account for these demographic shifts adding burden to younger generations when creating pension and medical care policies. Today’s governments, regardless of their ideological affiliation, are holding the bag — and the load is very heavy indeed to pay for OAS and medical care for retirees.
Break: 1:35 pm – 1:45 pm ET
Panel 1 - What's New in Pension Law in 2025: Major caselaw and legislative updates - 1:45 pm – 3:00 pm ET

Kiersten Amos
Employer Counsel
McInnes Cooper

James Fu
Employer counsel
Borden Ladner Gervais LLP (BLG)

Anthony Guindon
Pensions Counsel
Koskie Minsky LLP

Emily Lawrence
Managing Partner
Paliare Roland Rosenberg Rothstein LLP

This panel will review recent legislative and regulatory pension developments. Topics to be addressed include:

Canada Pension Plan benefit and contribution increases;
Amendments to the federal Income Tax Act; and
CAPSA Guidelines for Capital Accumulation Plans and Risk Management for Plan Administrators.

This panel will also explore significant court and tribunal decisions related to pension and benefits law. Topics to be addressed include:

plan amendments;
collective agreement violations;
discrimination and denials of benefits;
the relationship between class actions and regulatory jurisdiction;
fiduciary duties; and
negligence and constitutional issues arising out of public sector pension plan reform.

Final selection of cases will take place in the weeks leading up to the conference, ensuring coverage of the latest and most important decisions.Break: 3:00 pm – 3:15 pm ET
Panel 2 - Emerging Issues in Pension Governance: Addressing cybersecurity, AI, ESG, economic challenges, and more - 3:15 pm – 4:30 pm ET

Christine Chen
General Counsel
University Pension Plan Ontario (UPP)

Mark Janson
Senior Researcher
Canadian Union of Public Employees (CUPE)

Scott Sweatman
Employer lawyer
Dentons

Even well-funded pension plans must adapt in the face of economic and demographic challenges. In this session, experts will explore the risks and opportunities associated with the current and projected economic climate, and address the following:

How would a sustained fall in inflation and/or interest rates affect pension plans and their members?
How are views on the meaning of retirement changing, and what does this mean for pensions and other sources of retirement income?
What strategies should 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?
How will recently published provincial regulatory policies on IT risk management impact pension plans and their sponsors?
What role, if any, will artificial intelligence play in the administration of pension plans and pension funds?
What are the current legislative and regulatory requirements regarding ESG disclosure, taking into account ESG considerations, across Canadian jurisdictions? What changes are in prospect?
To what extent do ESG considerations factor into investment-related decision-making? Do common law fiduciary duties permit administrators to take ESG considerations into account for any purpose other than financial gain? Does the answer depend on plan terms or type of plan

CPDConference CPD

This program has been approved by CPHR Alberta for 3 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 3 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 3 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 3 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 3 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 3 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 3 Continuing Professional Development hours.

Supporting Complainants, Addressing Root Causes: Trauma-informed approaches to workplace violence, harassment, and bullying
2025-03-13 12:30 - 14:00 UTC | Virtual Event
Understand Trauma-Informed Approaches in the Workplace
Across all sectors, organizations are recognizing how much they can gain from applying trauma-informed principles when addressing workplace violence, harassment, and bullying. In this webinar, experts will explore the benefits to employers, unions, and employees of adopting trauma-informed principles. Specifically, panelists will discuss:

What does it mean to be trauma-informed? What does it mean to implement trauma-informed approaches in labour relations processes?
What legal obligations do employers and unions have to protect and promote employee mental health in the workplace and to address workplace violence, harassment, and bullying? How may adopting trauma-informed approaches help ensure that employers and unions meet these obligations?
What are some trauma-informed best practices that employers and unions can employ throughout internal complaint, alternative dispute resolution, performance management, disciplinary, or accommodation processes?
Why are trauma-informed approaches important when conducting investigations into allegations of workplace violence, harassment, or bullying? What does recent caselaw suggest regarding what constitutes an appropriate investigative process and how may trauma-informed approaches assist in ensuring a fair, adequate, and effective process?
Can employers and unions be held liable for failing to employ trauma-informed approaches?
What does evidence suggest regarding how trauma-informed approaches can help to improve employee retention, reduce workplace violence, harassment, and bullying, and create psychologically safe workplaces?

Additional InformationMaterials
Valuable, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed.
Registration Fee – Single Attendee
Live webinar, video, and MP3 bundle – $995
Live webinar – $395
Video and MP3 – $695
(Registrations must be paid in advance of the webinar)
Please contact us by email, or by phone at (416) 977-6618, for discount pricing for additional participants and group orders.
Registration Information
The video recording, MP3 file, and materials are available for download and viewing one business day after the live webinar. After purchasing, you will receive an e-mail with instructions on how to access and download the video recording, MP3 file, and materials. For purchases for upcoming webinars, once the video recording and MP3 file and materials are available, registrants will receive an update e-mail informing them that the links are now ready.
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

AccreditationCPD

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Moderator

Sharon Naipaul
Mediator/Investigator
Strategic Workplace Equity and Conflict Resolution Solutions

Speakers

Ashton Butler
Employer Counsel
MLT Aikins

Nadja Rence
Lawyer, Workplace Investigator
Southern Butler Price

Shyama Talukdar
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

Navigating Workplace Investigations: Best Practices
2025-03-18 - 2025-03-27 | Virtual Event
4 half-day sessions over 2 weeks – Tuesdays and Thursdays, 12:30 p.m. – 4:00 p.m. ET each day
Program$2,095.00Read more

All workplace parties have an interest in ensuring that workplace investigations are conducted properly. Employers may face legal liability for workplace investigations that are improperly conducted. Employees subjected to investigation may find their jobs on the line. Unions must ensure that their members’ rights are protected. This program will prepare employer and union representatives to effectively represent the interests of their constituencies throughout the investigation process, from the filing of the complaint to post-investigation review of the report.
Over the course of four virtual sessions combining lectures, case studies, and interactive exercises, participants will learn to:

Apply applicable law and policy
Determine when an external investigator is required
Identify the necessary steps in an investigation
Ensure procedural fairness
Be mindful of implicit bias
Appreciate the role rules of evidence play in making findings
Address issues of confidentiality and privilege
Review investigation reports
Take appropriate action post-investigation

In association with:Registrants who participate in all four sessions will receive a certificate confirming their successful completion the program.
Program Leaders

Chris Davidson
Lawyer
Turnpenney Milne LLP

Asha Rampersad
Partner
Turnpenney Milne LLP

Krista Siedlak
Partner
Turnpenney Milne LLP

CPD

This program has been approved by CPHR Alberta for 12.6 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 12.6 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 12.6 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 12.6 Continuing Professional Development hours.
Members of the Nova Scotia Barristers’ Society may count this program for 12.6 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 12.6 Continuing Professional Development hours.

Grievance and Interest Arbitration in the University Sector
2025-04-04 11:00 - 17:00 (America/Halifax) | Virtual Event
ProgramIn this virtual workshop, experts will address key issues and trends in interest arbitration and grievance arbitration in the university sector, as reflected in the decisions of leading arbitrators across Canada. Attendees can expect to learn principles and practices related to the following:
$1,195.00Read more

Academic freedom and the limits on faculty’s “free speech” rights
Salary disputes and remedial options
Pension and benefit issues, before and after retirement
Privacy concerns and access to information
The role and results of grievance arbitration
Faculty bargaining and its outcomes
Challenging promotion and merit pay decisions
Faculty rights to design courses, assign marks, determine content
University governance issues: the roles of the President, Senate and Faculty Association

Advancing EDI
Ensuring accommodation, combatting discrimination
Challenging discipline
Defending against harassment
Navigating investigations, invoking protections
Appointments: tenured, tenure stream, teaching, sessional, contractually limited
Workload
Job security: closures, cutbacks, abolition of programs

Accompanied by materials, developed by Lancaster House Lawyers, that offer extensive case law analysis, legislative updates, summaries, and practical guidance—all thoroughly researched and designed for easy reference.
Speakers

Chris Albertyn
Arbitrator

Wassim Garzouzi
Ravenlaw LLP

Jennifer S. Russell
Roper Greyell LLP

CPDConference CPD

This program has been approved by CPHR Alberta for 4.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 4.5 Continuing Professional Development hours.

This program has been approved for 4.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 4.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 4.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 4.5 Continuing Professional Development hours.

Vancouver Human Rights and Accommodation Conference 2025
2025-04-16 - 2025-04-17 | The Hyatt Regency Vancouver, 655 Burrard Street., Vancouver, B.C., Canada
Championing Workplace Equity, Inclusion, and ComplianceWhat is the Vancouver Human Rights and Accommodation Conference 2025?The Vancouver Human Rights and Accommodation Conference 2025 is the premier event for HR professionals, legal practitioners, union representatives, and business leaders seeking cutting-edge insights into human rights law, workplace accommodations, and equity, diversity, and inclusion (EDI) best practices. Hosted by Lancaster House, this two-day event offers expert-led discussions, real-world case studies, and interactive sessions to help organizations navigate emerging legal challenges in the workplace.
Vancouver Human Rights and Accommodation Conference – Bundle: Conference + Workshop$1,995.00Read more

Vancouver Human Rights and Accommodation Conference – Pre-Conference Workshop$1,095.00Read more

Vancouver Human Rights and Accommodation Conference$1,395.00Read more

What We’re CoveringOur 2025 agenda is carefully curated to address the latest human rights issues and accommodation challenges facing employers, unions, and employees. Key topics include:

Landmark Human Rights Cases & Legislative Updates – Stay ahead of the latest legal changes impacting human rights law.

Human Rights in Hybrid Workplaces – Managing accommodations in the era of remote and hybrid work.

Equity, Diversity & Inclusion (EDI) Strategies – Tackling systemic discrimination and fostering inclusive workplace cultures.

Mental Health and Disability Accommodations – Proactive approaches to supporting employee wellness.

Free Speech vs. Employer Rights – Navigating the complexities of employee expression in the workplace.

Restorative Justice in Workplace Misconduct – When to use discipline vs. alternative dispute resolution.
This conference features leading legal experts, HR professionals, and policymakers, ensuring attendees receive actionable strategies and the most up-to-date legal interpretations.
Who Should Attend?This event is designed for professionals across multiple industries, including:

Human Resources Leaders – HR managers, directors, and disability management specialists navigating accommodations and compliance.

Employment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.

Union Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.

Corporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.

Government & Public Sector Professionals – HR and legal representatives working in municipal, provincial, and federal agencies.
Key Learning OutcomesBy attending this conference, you will:
✔ Understand the latest human rights law updates and their impact on workplace policies.
✔ Gain best practices for accommodation requests related to disability, religion, and family status.
✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.
✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.
✔ Network with industry peers and build valuable professional connections.
Conference Packages & Registration DetailsChoose from a range of flexible registration options:
🎟 Two-Day Conference Pass – Access to all panels, keynotes, and networking events.
📚 Conference + Materials Bundle – Includes all session recordings and presentation slides for post-event reference.
🏆 Group Discounts Available – Save when registering multiple team members.
Why Choose Lancaster House?
With over 45 years of excellence in legal education, Lancaster House is Canada’s leading provider of workplace law expertise. Our conferences are trusted by top HR professionals, legal experts, and industry leaders for their unparalleled depth, practical insights, and real-world applicability.
🔹 Expert-Driven Content – Learn from Canada’s leading human rights and labour law specialists.
🔹 Unmatched Networking Opportunities – Connect with decision-makers and industry peers.
🔹 Practical, Actionable Insights – Walk away with strategies you can implement immediately.
🔹 Comprehensive Resource Materials – Access detailed case law summaries and best practice guides.
Reserve Your Spot Today!
Secure your place at Canada’s most essential human rights and accommodation event. Don’t miss this opportunity to enhance your expertise and ensure workplace compliance in 2025 and beyond!
Thursday, April 17, 2025Breakfast: 8:00 am – 9:00 am PT
Opening remarks: 9:00 am – 9:05 am PT
Panel 1 - Keeping Current on Human Rights: The latest cases and legislative developments - 9:05 am – 10:20 am PT

Richard Coleman
Arbitrator/Mediator

Jadine (Jay) Lannon
Union Counsel
Forte Law

Andrea L. Zwack
Employer Counsel
Gall Legge Grant Zwack LLP

In this session, panelists will delve into the numerous recent and significant developments in workplace human rights, examining key cases and legislative changes. Speakers will discuss the latest cases on topics such as:

identifying and addressing stereotypes and/or bias;
rights and restrictions relating to employee expression of personal or political views and beliefs at work;
trends in discipline, damages, and arbitration;
privacy, monitoring, and surveillance;
remote work;
substance use and testing;
the intersection between health and safety concerns and human rights obligations; and
key principles and best practices in investigating discrimination and harassment claims.

The panel will also address B.C. and federal legislative initiatives, including reporting requirements under the B.C. Pay Transparency Act and obligations under the federal Pay Equity Act.
Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.
Break: 10:20 am – 10:35 am PT
Panel 2 - AI Through a Human Rights Lens: The potential uses and challenges posed by the use of artificial intelligence at work - 10:35 am – 11:35 am PT

Preston Parsons
Partner
Overholt LLP

Rachel Roy
Partner
Rachel Roy Law

Wendy H. Wong
Professor and Principal’s Research Chair
University of British Columbia

In this session, panelists will provide expert guidance on the use of artificial intelligence (AI) at work, exploring the potential benefits and pitfalls of AI from a human rights perspective. Panelists will address questions such as:

What federal and provincial laws regulate the use of AI? What legislative initiatives are currently the subject of debate and how may they impact workplace parties if passed? What other legal obligations and principles govern or restrict the use of AI at work?
What key human rights considerations and privacy concerns are raised by the use of AI in the workplace? Does AI have the potential to reduce systemic discrimination and improve working conditions for equity-seeking employees?
What human rights concerns are raised by the prospect of algorithmic management, defined as delegating to algorithms certain managerial tasks such as screening applications for employment, assessing employee performance, or even making decisions regarding the termination of employment?
What lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other evolving technologies in the workplace, such as biometric monitoring, audio and video surveillance, and GPS tracking?
How can parties address through collective bargaining the human rights and privacy impact resulting from the use of AI in workplaces?
What steps can employers and unions take to mitigate the risk of bias, discrimination, or other breaches of human rights when using AI?

Break: 11:35 am – 11:45 am PT
Keynote Speech by Kai Scott - Bridging the Divide – The Future of Gender Inclusion in the Workplace - 11:45 am – 12:15 pm PT

Kai Scott
President
TransFocus Consulting

As gender inclusion efforts in the workplace reach a critical juncture, how do we move beyond division and toward solutions that benefit everyone—women, men, transgender, and non-binary people alike? Drawing from nearly a decade of insights at TransFocus Consulting, this keynote will explore the evolving landscape of workplace gender inclusion, addressing both the progress made and the tensions that persist.
At a time when gender issues are increasingly polarized, this session will focus on practical ways to foster connection across diverse gender experiences while meeting legal obligations and organizational goals. We’ll examine key lessons from the past decade, emerging challenges, and strategies for bridging gaps—whether in policy design, workplace culture, or leadership approaches.
Join Kai for a thought-provoking reflection on where we’ve been, where we’re headed, and how organizations can take meaningful, sustainable steps toward gender inclusion that work for everyone.
Lunch: 12:15 pm – 1:15 pm PT
Panel 3 - Free Speech and Human Rights at Work: Are they in conflict? Can they be reconciled? - 1:15 pm – 2:30 pm PT

Hasan Alam
Staff Lawyer
B.C. General Employees’ Union (BCGEU)

Leanne Monsma
Employer Counsel
University of British Columbia

Amber Prince
Member
BC Human Rights Tribunal

As the political climate becomes increasingly polarized, domestically and abroad, employers must navigate how to cultivate a safe, healthy, and productive work environment while also respecting employees’ right to express their personal views. In this session, panelists will explore how employers and unions should respond to the exercise of political speech in the workplace, and in doing so will address the following questions:

To what extent, if any, can employers limit political expression in the workplace? How may this differ for public-sector employees?
How has the British Columbia Human Rights Tribunal interpreted the meaning of “political belief”?
When will the expression of political views rise to the threshold of discrimination and/or harassment?
What kinds of policies and guidelines should an employer put in place to address politically-based conflict in the workplace? Where conflicts arise among employees, with respect to charges of discrimination and harassment, which member should the union represent?
Can employers discipline employees for political expressions that are expressed outside of the workplace? For example, can an employer discipline a member for offensive posts made on social media?
When are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?

Break: 2:30 pm – 2:45 pm PT
Panel 4 - Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm PT

Shirin Kiamanesh
Union Counsel
Koskie Glavin Gordon

Tamisha Parris
Diversity, Equity, Accessibility, & Inclusion Consultant
Parris Consulting

Salim Visram
Employer Counsel
Dentons

In this interactive session, panelists will address scenarios based on real cases involving allegations of discrimination, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as:

How have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?
What contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is, in fact, a subtle form of discrimination?
What factors should be considered in determining whether systemic discrimination has adversely impacted an employee?
What aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?
How does the test for discrimination differ depending on the ground of discrimination that is alleged? For example, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?
When will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?
When will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?

Scenarios will be finalized in the weeks leading up to the conference, ensuring coverage of the most relevant cases.
Closing Remarks: 4:00 pm PT
Wednesday, April 16, 2025Workshop*Workshop sold separately from stand-alone conference.
Conducting Inclusive, Barrier-Free Workplace Investigations: A practical, hands-on workshop with the experts

Tonie Beharrell
Lawyer and Workplace Investigator
Souther Butler Price LLP

Dr. Renée-Louise Franche Ph.D., R. Psych.
Consultant in Mental Health and Work Ability Promotion

Sara Hanson
Union Counsel
Moore Edgar Lyster LLP

Jessica Thomson
Employer Counsel
Pulver Crawford Munroe

The investigation process is an important tool for addressing harassment and discrimination in the workplace. However, investigations may risk perpetuating harm if they are not conducted carefully. In this workshop, a panel of experts will discuss how to run investigations in a manner that supports the well-being of all parties involved and benefits the workplace at large. Throughout this full day workshop the panel will address the following questions:

What is trauma, and how may it affect complainants before, during, and after the investigation process?
Why is it important that workplace investigators adopt trauma-informed, anti-oppressive, and intersectional approaches to the investigation process, especially when dealing with discrimination and harassment allegations?
What steps should investigators take to address their own unconscious and implicit biases during the investigation process?
What do trauma-informed, anti-oppressive, and intersectional approaches to workplace investigations involve in practice? For example, how can investigators conduct interviews in a trauma-informed manner? What steps can they take to address parties’ accessibility needs throughout the investigation process? How can they bring inclusivity into their report writing?
What is systemic discrimination, and how can investigators effectively address claims of systemic discrimination in the investigation process?
What interim measures can employers put in place during the investigation process to ensure the well-being of the parties involved?
What recourse can complainants seek if they disagree with the investigator’s findings?

Vancouver Human Rights and Accommodation ConferenceConference Co-Chairs

Cathy Knapp
Arbitrator and Mediator
Tribunal mediator
BCHRT

Andrew Schafer
Employer Counsel
Norton Rose Fulbright Canada LLP

Lindsay Waddell
Union Counsel
Moore Edgar Lyster LLP

Conference Advisory Committee

Megan Ashbury
Arbitrator, Mediator and Workplace Investigator

Menachem Freedman
Union Counsel
HHGB Lawyers

Donovan Plomp
Employer Counsel
McCarthy Tetrault LLP

Kristen Woo
Legal Counsel
BC Public School Employers’ Association

Matt Yun
Legal and Legislative Representative, CUPE

Laura Track
Laura Track
Human Rights Lawyer
Director, Human Rights Clinic and Director,
Public Legal Education, Community Legal Assistance Society (CLAS)

CPD Vancouver Human Rights and Accommodation Conference CPD

This program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.

Vancouver Human Rights and Accommodation Conference Workshop CPD

This program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.

The Hyatt Regency Vancouver - Discounted Room
Group rates are now available with limited space availability:

Check-in
Check-out
Group rate

Tuesday, April 15
Saturday, April 19
$295/night

Cut-Off Date
Reservations made by attendees must be received on or before Tuesday, March 25, 2025, after which any reservations made will be based on a space-and rate-available basis.
Online reservations
Click here to book online.
Phone line reservations: 1-800-233-1234

One Strike and You’re Out: When will misconduct warrant immediate dismissal? When is progressive discipline required?
2025-04-24 12:30 - 14:00 UTC | Virtual Event
In this webinar, seasoned labour counsel will examine recent caselaw regarding when an employee’s misconduct may warrant immediate dismissal and when the application of progressive discipline may first be required. Panelists will address questions including:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

What types of conduct may warrant immediate dismissal without application of progressive discipline? How does the analysis differ as between unionized and non-unionized environments?
What mitigating or aggravating factors in recent cases have impacted the determination as to whether immediate dismissal was warranted? How will an organization’s workplace culture affect the analysis?
Will an employee’s immediate dismissal be found to be inappropriate if the employer imposed a different penalty on other employees engaging in similar misconduct?
What is “condonation,” and how will it impact the determination of whether immediate dismissal is warranted?

How will the determination be affected, where:

a “penalty provision” stipulates a severe consequence for a specific type of workplace misconduct?
the employer has a “zero tolerance” policy in place?
there is a “last chance agreement” in place?

When may an employer rely on earlier misconduct by an employee in support of more serious disciplinary consequences for subsequent misdeeds?
What consequences flow from a court’s or arbitrator’s finding that an employer improperly failed to apply a progressive approach to discipline?

Moderator

Gordon Nekolaichuk
Vice-Chair
Alberta Labour Relations Board

Speakers

Marjorie Savoie
National Representative
Canadian Union of Public Employees

Justina Sebastiampillai
Employer Counsel
Stikeman Elliott LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Toronto Human Rights and Accommodation Conference 2025
2025-04-30 - 2025-05-02 | Vantage Venues, 150 King Street West, Toronto, Ontario, M5H 1J9, Canada
Stay Ahead in Employment Law, Workplace Accommodation & DiversityJoin Canada’s premier Human Rights and Accommodation Conference in Toronto and gain expert insights into the latest employment law updates, workplace accommodation training, and diversity & inclusion strategies. Hosted by Lancaster House, the trusted leader in legal education, this event brings together top employment lawyers, HR professionals, business leaders, and policymakers to discuss the most pressing issues in workplace human rights.
What You’ll LearnAt the Toronto Human Rights and Accommodation Conference 2025, you’ll gain actionable insights on:

Human Rights Law Updates – Stay informed on recent tribunal decisions, legislative changes, and legal obligations for employers.

Workplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.

Diversity and Inclusion in the Workplace – Discover best practices for fostering equity, inclusion, and anti-discrimination policies.

HR Legal Compliance & Best Practices – Understand your responsibilities in employee rights, workplace fairness, and accessibility requirements.

Real-World Case Studies & Expert Panels – Hear directly from legal experts, HR specialists, and human rights advocates about emerging challenges and solutions.
Who Should Attend?This conference is essential for:

Employment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions.

HR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies.

Diversity, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive, discrimination-free workplace.

Union Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.
Toronto Human Rights and Accommodation Conference – Bundle: Conference + Workshop$2,695.00Read more

Toronto Human Rights and Accommodation Conference – Pre-Conference Workshop$1,095.00Read more

Toronto Human Rights and Accommodation Conference – Conference$2,195.00Read more

Toronto Human Rights and Accommodation Conference – Day 1$1,395.00Read more

Toronto Human Rights and Accommodation Conference – Day 2$1,395.00Read more

Why Choose Lancaster House?
Expert-Led Sessions – Learn from Canada’s leading human rights lawyers, policymakers, and HR specialists.

Interactive & Practical Training – Gain real-world, applicable knowledge through case studies, Q&A sessions, and networking opportunities.

Accredited Learning – Earn continuing legal education (CLE) credits while expanding your expertise.

Trusted Legal Publisher – Lancaster House has been a leader in labor, employment, and human rights law education for over 40 years.
Wednesday, April 30, 2025Breakfast: 8:00 am – 9:00 am ET
Workshop*Workshop sold separately from stand-alone conference.
Workshop schedule: 9:00 am – 4:00 pm ET(The schedule will run concurrently for all three workshops until 4:00 pm)
Disabilities that Elude Diagnosis: Accommodating employees with poorly understood conditions

Dr. Hy Bloom
Assistant Professor
Psychiatry
University of Toronto

Diane Laranja
Employer Counsel
Filion Wakely Thorup Angeletti LLP

Sara Slinn
Arbitrator/Mediator
Associate Professor
Osgoode Hall Law School

Ken Stuebing
Union Counsel
Caleywray

Challenges 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, panelists will examine key principles and best practices for accommodating employees with these conditions.
Speakers will address:

Examples of common medical conditions that elude diagnosis, or that are considered “diagnoses of exclusion” (including “long COVID”);
Legal limits on medical information that employers can request from employees;
How to formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test;
What to do when there are no available medical practitioners with the requisite knowledge or expertise to assess an employee’s condition;
How to approach, with sensitivity, employees/union members for needed medical information;
Dealing with stereotypes and stigmas associated with difficult-to-identify medical conditions;
What types of accommodations will be of assistance to an employee suffering from persistent or chronic symptoms;
Whether an employer can 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; and
Determining when the duty to accommodate is at an end because undue hardship is unavoidable.

During the workshop, participants will engage in interactive exercises, applying principles and practices learned throughout the day.

Thursday, May 1, 2025Breakfast: 8:00 am – 9:00 am ET
Opening Remarks: 9:00 am – 9:05 am ET
Panel 1 - Emerging Horizons in Human Rights: The latest cases and legislative developments - 9:05 am –10:35 am ET

Kristen Allen
Union Counsel
Ursel Phillips Fellows Hopkinson LLP

Matthew Craig
Employer Counsel
Matthews, Dinsdale & Clark LLP

Nimal Dissanayake
Arbitrator

In this session, panelists will delve into the numerous recent and significant developments in workplace human rights, examining key cases and legislative changes. Speakers will discuss the latest cases addressing topics such as:

trends in discipline and damages for harassment and discrimination and evidentiary challenges in cases of allegations of harassment and discrimination;
rights and restrictions involving employee expression of personal or political views and beliefs at work;
trends in discipline and damages for harassment and discrimination;
accommodating neurodiverse employees;
privacy, monitoring, and surveillance;
substance use and testing; and
conflicts between health and safety obligations and human rights concerns.

The panel will also address recent Ontario and federal legislative initiatives, including:

recent changes enacted through Ontario’s Working for Workers series of legislation addressing pay transparency, the use of artificial intelligence, harassment in virtual contexts, and more; and
ongoing obligations for employers under the Ontario and federal Pay Equity Act.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.Break: 10:35 am –10:50 am ET
Panel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 10:50 am –12:05 pm ET

Rishi Bandhu
Arbitrator/Mediator
Rishi Bandu Arbitration and Mediation Services

Cassandra da Costa
Employer Counsel
Filion Wakely Thorup Angeletti

Patricia D’Heureux
Union Counsel
Cavalluzzo LLP

In this session, panelists will examine the response to employee requests for accommodation through remote, hybrid, or other flexible work arrangements. The session will address questions including:

Do employers have the right to require employees to return to in-person work? What aspects of a general return-to-office are vulnerable to challenge under human rights legislation or on other grounds? How does collective agreement language affect the matter?
In what circumstances have arbitrators and adjudicators found that employees must be permitted to work from home as a health-related accommodation? Does an employee’s demonstrated or perceived susceptibility to contracting COVID-19 or other illnesses warrant accommodation? Will employees be entitled to work from home during pregnancy or where a spouse or dependent may have increased susceptibility to infection?
In what circumstances have decision-makers found that employees should be permitted to work from home or on a remote or hybrid basis in order to accommodate obligations related to their family status, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request?
How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?
When will insisting that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work from home? Is an impact on broader employee morale sufficient to establish undue hardship?
Is it discriminatory for an employer to impose additional performance monitoring practices on an employee engaged in remote or hybrid work — such as a requirement for regular check-ins, use of timesheets, etc.?
Beyond legal considerations, what practical considerations should be taken into account when assessing whether an employee should be permitted to work from home? What flexible working options other than remote or hybrid work can be considered? What benefits and drawbacks do remote, hybrid, or flexible working arrangements have for employees requiring accommodation?
What best practices can employers and unions implement to ensure that employees being accommodated through remote, hybrid, or flexible work do not become isolated from the team?

Lunch: 12:05 pm – 1:00 pm ET
Panel 3 - Human Rights Investigations: Assuring investigator neutrality, setting standards for proper training, providing employee support, and other pivotal issues - 1:00 pm –2:15 pm ET

Chris Davidson
Associate Lawyer and Workplace Investigator
Turnpenney Milne LLP

William Goldbloom
WG Resolutions

Jodi Martin
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

Conducting a workplace investigation into human rights-related allegations is a complex process that requires fairness and a commitment to best practices. This panel will examine recent caselaw addressing workplace investigations with a view to providing guidance in conducting “best practices” investigations. The panel will address a series of questions including:

What lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?
What procedural flaws have been found to render an investigation unfair or inadequate — for instance, flaws in timeliness, thoroughness, confidentiality, and reporting?
What steps should an employer take to address the impact of the human rights allegations? What actions should an employer take to prevent further discrimination?
Is a formal investigation always required when an employee raises human rights-related concerns? What guidance do the courts and human rights tribunals provide? When might other options, such as alternative dispute resolution, be permissible or preferable?
When is retaining a third-party investigator necessary?
What is the role of a union in a workplace human rights investigation? What rights and/or responsibilities do unions have? What should unions do when both the complainant and the respondent are bargaining unit members?
Can the grounds for an investigation be expanded after the investigation has commenced — for example, if issues of systemic discrimination arise? What are the potential pitfalls of expanding the grounds of an investigation?
What are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not taint the investigatory process?
How should employers and unions respond when an investigation reveals bad faith allegations by an employee?
What can the union and employer do to restore a safe and healthy workplace for all parties following an investigation?

Break: 2:15 pm –2:30 pm ET
Panel 4 - Deep Dive into Discrimination: Experts examine scenarios to determine when it is, and when it isn't - 2:30 pm –3:55 pm ET

Nicole Biros-Bolton
Founder and Lawyer
Bird Bolt Law

Amandi Esonwanne
Solicitor
City of Toronto

Morgan Sim
Lawyer & Founder
Morgan Sim Law

In this interactive session, panelists will address scenarios based on real cases involving allegations of discrimination, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as:

How have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?
What contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is, in fact, a subtle form of discrimination?
What factors should be considered in determining whether systemic discrimination has adversely impacted an employee?
What aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?
How does the test for discrimination differ depending on the ground of discrimination that is alleged? For example, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?
When will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?
When will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?

Scenarios will be finalized in the weeks leading up to the conference, ensuring coverage of the most relevant cases.
Closing remarks: 3:55 pm –3:50 pm ET
Friday, May 2, 2025Breakfast: 8:00 am – 9:00 am ET
Introduction: 9:00 am – 9:05 am ET
Panel 5 - Beyond Repair? Examining the use of discipline and restorative solutions in response to human rights transgressions at work - 9:05 am – 10:20 am ET

Lorenzo Lisi
Employer Counsel
Aird & Berlis LLP

Amer Mushtaq
Lawyer and investigator
Formative LLP

Lauren Pearce
Union Counsel
Jones Pearce LLP

In this session, expert panelists will examine legal obligations and best practices in responding effectively and appropriately to harassment and discrimination at work. Panelists will address questions including:

What legal obligations govern an employer’s response to discrimination and harassment in the workplace? When is the duty to investigate triggered?
Are employers obligated to impose discipline when employees have committed human rights violations at work? Where discipline is imposed, what types of conduct may warrant more severe consequences? What considerations have arbitrators in recent cases taken into account in determining whether an employment relationship is salvageable following an employee’s human rights transgression?
When can or should alternative dispute resolution (ADR) be used to address human rights violations at work? Can ADR be used in lieu of discipline? What ADR options exist, and what are the relative advantages and disadvantages of each?
Beyond legal considerations, what practical considerations may impact whether use of ADR is appropriate? What power imbalances, “invisible” barriers, and other barriers to equity should be taken into account? What steps can parties take to address these barriers? What is a “trauma-informed approach,” and how may it be beneficial in addressing human rights transgressions at work?
What steps can or must employers and unions take that ensure a healthy and safe work environment is restored following a human rights violation? What steps should be taken where both the complainant and transgressor remain at work?

Break: 10:20 am – 10:35 am ET
Keynote Speech by Cynthia Khoo - Of Data and Dissent: The Pursuit of Algorithmic Justice in Labour and Human Rights - 10:35 am – 11:05 am ET

Cynthia Khoo
Technology and Human Rights Lawyer
Senior Fellow
The Citizen Lab

With every advent of a new technological phase — whether social media, big data, machine learning algorithms, or generative artificial intelligence (AI) — one fundamental task among many falls to legal scholars and practitioners, adjudicators, and lawmakers to confront: determining what the new technology changes, what it does not, and where and how the differences matter (legally and otherwise). To that end, this talk will address issues such as how algorithmic discrimination differs from “analogue” discrimination; how society and our laws should view human labour in a time when so much more of it seems instantly replicable by machines; and the connection between how automated decision-making works and proposed changes to liability frameworks when it comes to AI.
What will become clear through this discussion is one thing that has never changed: technology is about power. Questions of technology thus carry particular weight in contexts built around systemic power imbalances, whether as a matter of workplace relations or human rights law. Drawing on a panoply of work by lawyers, academics, researchers, and grassroots community experts in various interdisciplinary combinations of law, computer science, labour, human rights, science and technology studies, and algorithmic accountability scholarship, this keynote will challenge the audience to reconceptualize AI not as a “neutral tool” or coherent technical object, but as, to quote anthropologist and computer scientist Ali Alkhatib, “an ideological project to shift” power, and consider the consequences of ignoring what that means for our legal and human rights.
Break: 11:05 am – 11:20 am ET
Panel 6 - Clocking In, Speaking Out: Squaring employee free speech and employer rights - 11:20 am – 12:15 pm ET

Kim Bernhardt
Arbitrator/Mediator

Kerri Kitchura
Solicitor
City of Toronto

Gregory Ko
Union Counsel
Kastner Ko LLP

How can workplaces best manage the balance between an employee’s right to express themselves freely against an employer’s obligation to create, foster, and maintain a safe and respectful workplace for all? The panel will address:

To what extent, if any, can employers limit political expression in the workplace? How may this differ for public-sector employees?
When will the expression of political views rise to the threshold of discrimination and/or harassment?
What must employers consider when monitoring and responding to their employees’ off-work expressions, particularly on social media? At what point does off-work employee conduct warrant discipline by the employer, and are there limits on how an employer can discipline an employee for this conduct?
What should employers consider when investigating incidents of alleged harmful or disrespectful employee expression? What are some characteristics of an effective investigation into these incidents?
Can employers discipline employees for political expressions that are expressed outside of the workplace? For example, can an employer discipline an employee for offensive posts made on social media?
When are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?
How should employers communicate expectations regarding appropriate workplace and off-work conduct? How should employers approach restoring workplace harmony after employee expression creates conflict in the workplace?

Lunch: 12:15 pm – 1:15 pm ET
Panel 7 - Wellness in the Workplace: Expert guidance on proactively recognizing and responding to employee mental health concerns - 1:15 pm – 2:30 pm ET

Dr. Sahar Bhaloo
Clinical Psychologist
Flourish Mental Health and Coaching Services

Sandy Donaldson
Labour Relations Officer
Ontario Nurses’ Association (ONA)

Simmy Sahdra
Employer Counsel
Dentons

In this panel, experts will provide guidance on how employers and unions can proactively identify and address mental health concerns in the workplace. The following questions will be discussed:

What are the characteristics of a workplace that is psychologically healthy and safe? What steps can employers and unions take to create a workplace culture that supports mental well-being?
What are employee responsibilities to maintain a psychologically healthy and safe workplace? How can employers and unions empower their employees/members to meet those responsibilities?
How can employers and unions identify mental health threats in the workplace? What tools and resources are available to assist in this process?
What strategies should employers and unions apply to proactively recognize and address addiction and substance abuse in the workplace?
What should employers and unions consider when creating employee wellness programs? What can cause these wellness programs to fail? How can employers and unions effectively assess the success of their wellness programs?

Break: 2:30 pm – 2:45 pm ET
Panel 8 - The Road to Return: Implementing workplace disability management while respecting human rights - 2:45 pm – 4:00 pm ET

Lucas Mapplebeck
Employer Counsel
Filion Wakely Thorup Angeletti LLP

Ali Mohamed
Manager, Equity, Diversity, Inclusion, and Accessibility for People with Disabilities, Canada Post

Lauren Sheffield
Union Counsel
Cavalluzzo LLP

Creating, implementing, and maintaining an effective and successful workplace disability management system ensures employers are fostering a healthy, safe, and inclusive workplace. In this session, the panel will discuss how best to accomplish these goals through discussion of the following questions:

What are the essential components of a comprehensive workplace disability management system? How can employers and unions build an effective system?
What tools, resources, and/or training can be used to assist in creating, implementing, and maintaining a successful workplace disability management system?
What measures can workplaces institute to both prevent work disability and help employees with disabilities remain safe at work?
How can employers and employees with disabilities meet their responsibilities under the duty to accommodate? How should employers and unions support employees with episodic or invisible disabilities?
What can employers and unions do to ensure that employees experience a successful return to work after a leave of absence due to disability?
What should employers and unions consider when evaluating the effectiveness of their workplace disability management system?

Closing remarks: 4:00 pm ET
Toronto Human Rights and Accommodation ConferenceConference Co-Chairs

Kathryn Bird
Employer Counsel
Ogletree Deakins International LLP

Danielle Bisnar
Union Counsel
Cavalluzzo LLP

Matthew Horner
Legal Counsel
Ontario Human Rights Commission (OHRC)

Conference Advisory Committee

Tricia Wilson
National Human Rights Representative
Unifor

Ron Franklin
Union Counsel
Franklin Law

Laura Freitag
Employer Counsel
Filion Wakely Thorup Angeletti LLP

Kumail Karimjee
Arbitrator, Mediator, and Investigator
Karimjee Resolutions

Brandy Ryan
Director, Equity, Diversity and Inclusion
Canada Post

CPDToronto Human Rights and Accommodation Conference CPD

This program has been approved for Continuing Professional Development 10.59 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 10.59 Substantive hours; 0 Professionalism hours.

Toronto Human Rights and Accommodation Conference Workshop CPD

This program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.

Hotels nearbyHilton145 Richmond Street West
Toronto, ON
M5H 2L2Visit hotel websiteOne King West Hotel1 King Street West
Toronto, ON
M5H 1A1Visit hotel websiteHyatt Regency Toronto370 King St W,
Toronto ON
M5V 1J9Visit hotel website

Relative Accommodations: An update on family status discrimination (childcare, eldercare, spousal responsibilities, etc.)
2025-05-08 12:30 - 14:00 UTC | Virtual Event
The applicable test for prima facie discrimination on the basis of family status varies across jurisdictions, creating uncertainty in the absence of definitive guidance from the Supreme Court of Canada. This panel will critically examine how decision-makers address the growing range of family status claims and explore emerging trends in this area of law. Specifically, panelists will address:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

What are the various tests for establishing prima facie discrimination based on family status in Canada — including the Moore, Johnstone, Misetech, and Campbell River tests — and in which jurisdictions are they applied?
What approach do decision-makers take to family status discrimination cases in Ontario? What is the Johnstone test and is it still good law? What is the impact of the Ontario Human Rights Tribunal’s Misetech v. Value Village Stores Inc. decision? What approach have decision-makers taken post Misetech?
What is the current legal approach to family status discrimination in British Columbia? What impact has the B.C. Court of Appeal’s Gibraltar Mines decision had on family status discrimination claims in the province?

What forms of caregiving fall under the scope of family status protection? Which relationships are protected? What types of activities, responsibilities, and obligations flowing from these relationships give rise to legal protection?
What constitutes a serious interference with a family obligation such that it will amount to family status discrimination? How can employers and unions distinguish between protected family responsibilities and personal preferences?
What kinds of accommodations have courts recognized as reasonable accommodations? What qualifies as “undue hardship” for an employer when it comes to family status accommodation?
What are the emerging trends in damage awards for discrimination, failure to accommodate, and reprisals relating to family status claims?

Moderator

Krista Smith
Founder, Root & Branch – Workplace Conflict Resolutions Inc.

Speakers

Dayna Steinfeld
Union Counsel
Ravenlaw LLP

Melanie Vipond
Employer Counsel
Gall Legg Grant Zwack

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Atlantic Labour Law Conference 2025
2025-05-20 - 2025-05-21 | Virtual Event
Tuesday, May 20, 2025Workshop*Workshop sold separately from stand-alone conference.
Workshop schedule: 9:00 am – 4:00 pm AT
(The schedule will run concurrently for all three workshops until 4:00 pm)
From Conflict to Calm: Experts examine proactive and restorative strategies to address workplace conflict

Chris Hattie
Associate Vice-President of People and Culture, Mount Saint Vincent University

Daniel Wilband
Counsel
VanBuskirk Law

Shelley Roach Dumouchel
Dumouchel Dispute Resolution

In the modern polarized world, how can employers and unions work together to effectively resolve and minimize workplace conflict before it escalates? This interactive workshop provides practical strategies for identifying and addressing conflict. Through panel discussions and hands-on exercises, attendees will learn to:

Identify common sources of workplace conflict, including personality clashes, differing beliefs, and interpersonal communication issues.
Understand the distinct roles of unions and employers in resolving disputes, investigating complaints, and fostering a harmonious workplace.
Comply with legal requirements for addressing workplace conflict (e.g., health and safety requirements, wrongful dismissal claims, duties to investigate, duties of fair representation, duties to accommodate).
Recognize when and how employers and unions must monitor or intervene, including in circumstances where questionable behaviour occurs outside the workplace.
Develop clear workplace policies that outline acceptable behavior, detail internal complaint procedures, and set guidelines for initiating and conducting investigations and mediation processes.

Wednesday, May 21, 2025Introduction: 9:00 am – 9:05 am AT
Panel 1: The Latest in Labour: Significant recent cases and legislative developments - 9:05 am – 10:20 am AT

Geoffrey Breen
Employer Counsel
Cox & Palmer

Dale Darling, K.C.
Mediator and Arbitrator

Christina R. Kennedy
Senior Labour Relations Counsel
Air Line Pilots Association, International

In this session, experts will examine recent significant developments in federal and provincial labour law. Panelists will address the latest cases on topics including:

the legality of recent federal government interventions pausing or prohibiting strikes in the railway, postal, and other sectors;
implications of the Supreme Court’s decision in the Quebec Casino case denying collective bargaining rights to front line supervisors;
Quebec Court of Appeal decision upholding role of unions in selection of interest arbitrators;
discrimination, harassment, and accommodation;
employee expression of political views and/or religious beliefs at work;
trends in discipline and damage awards;
updates on privacy, surveillance, and monitoring;
remote work — employer discretion and employee entitlement;
issues of justification for substance use testing; and
occupational health and safety — liability and damages.

Panelists will also address recent legislative and regulatory developments, such as:

updated government guidance regarding requirements under federal supply chain transparency legislation;
new collaborative return-to-work obligations introduced under Nova Scotia’s workers’ compensation legislation;
New Brunswick’s new accessibility legislation;
new sick leave employee entitlements and restrictions on employers’ entitlements to medical notes for short-term sick leave; and
New Quebec legislation on arbitrator selection and government powers to pause or prohibit strikes.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments in a changing economic and political landscape.
Break: 10:20 am – 10:35 am AT
Panel 2: About Time: Examining time theft, performance, and productivity in the age of AI and remote work - 10:35 am – 11:35 am AT

Lucia DeMaio
Labour Relations Lawyer
Association of University of New Brunswick Teachers (AUNBT)

Chris Peddigrew
Arbitrator, Mediator and Investigator
Peddigrew Wade Law
Vice-Chairperson
Newfoundland and Labrador Labour Relations Board

Twila Reid
Employer Counsel
Stewart McKelvey

Jake van der Laan
Professor
Department of Computer Science
University of New Brunswick

Can employers monitor employee activity to ensure wages correspond to hours worked? In this webinar, experts will examine the impact of AI and remote workplaces on work habits, provide practical guidance on the scope and limitations of workplace surveillance, and discuss arbitrator responses to claims of employee “time theft.” Panelists will address:

What constitutes employee “time theft”?
How can AI be used for workplace surveillance? What steps should workplaces take to develop policies that comply with Bill C-27, the Digital Charter Implementation Act (which includes the introduction of the Artificial Intelligence Data Act)?
Is the nature of the workplace relevant when implementing surveillance? Is the sensitivity of the information relevant?
Is reasonable suspicion of “time theft” required before implementing workplace surveillance? Can surveillance originally implemented for safety or security purposes be used to monitor employee productivity?
Is the scope of surveillance different for remote workers?
What disciplinary measures do adjudicators and arbitrators consider appropriate for “time theft”?
Are there limits to an employer’s retention and use of employee information obtained through surveillance?

Break: 11:35 am – 11:50 am AT
Keynote Speech by Michael Marin, K.C. - Employee Privacy in the MUSH Sector and Beyond - 11:50 am – 12:20 pm AT

Michael Marin, K.C.
Dean and Associate Professor
Faculty of Law
University of New Brunswick

Following the Supreme Court’s judgment in York Region District School Board v. Elementary Teachers’ Federation of Ontario, the extent to which s.8 of the Charter protects the privacy of employees in the public sector has become one of the most talked about workplace law issues in Canada. While labour arbitrators have long recognized the privacy rights of employees, they often did so without explicit reference to the Charter. In addition, York and other cases suggest that the Charter may soon extend to other workplaces in the “MUSH” sector, notably universities, which have long been considered Charter-free zones. At the same time, the blending of personal and work-related uses of technology has resulted in a line of arbitral cases that applies Charter-like reasoning to private sector workplaces.
This presentation will discuss York‘s practical implications for both public and private sector workplaces. Although the Charter does not generally apply to the private sector, the judgment’s emphasis on the employment context in assessing the reasonableness of a search is useful guidance. And the Supreme Court’s “Charter-always” approach will have implications for how counsel and arbitrators tackle cases that engage privacy concerns in the public sector. Overall, these developments reflect a trend toward formalizing the recognition of employees’ right to privacy no matter where they work. But, in typical Charter fashion, this right is not absolute and may be invaded by employers for legitimate reasons and if personal information is not unduly exposed.
Lunch Break: 12:20 pm – 1:20 pm AT
Panel 3: What's Fresh in Fact-Finding? The latest on best practices for fair and effective workplace investigations - 1:20 pm – 2:30 pm AT

Judy Begley
Lawyer, Workplace Investigator, and Mediator
Begley Law

Joël Michaud
Union Counsel
Pink Larkin

Kathleen O’Neill, K.C.
Employer Counsel
Cox & Palmer

Conducting workplace investigations is a delicate and complex process that demands fairness, precision, and a commitment to best practices. The panel will examine recent caselaw addressing workplace investigations and will explore key principles, best practices, and emerging guidance about conducting reasonable and effective investigations. The panel will address a series of questions including:

What lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?
What are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process?
What is the role of the union in an investigation? What are the limitations of union involvement?
How much latitude do employers have to order investigations into off-duty conduct? Can workplace investigators request access to employees’ personal devices, such as laptops or cellphones, used primarily or exclusively for personal purposes?
What 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?
What lessons can be learned from recent caselaw about what information is protected in the investigative process?
In what circumstances have arbitrators given remedies for an employer’s failure to investigate allegations?
What should employers and unions be looking for when reviewing investigation reports?

Break: 2:30 pm – 2:45 pm AT
Panel 4: Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm AT

Greg Anthony
Employer Counsel
McInnes Cooper

Carey Majid
Executive Director
Newfoundland and Labrador Human Rights Commission

Kyle Rees
Union Counsel
O’Dea Earle

In this interactive session, panelists will address scenarios based on real cases involving allegations of discrimination, examining legal principles for identifying and addressing subtle, systemic, and complex forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as:

How have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?
What contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is, in fact, a subtle form of discrimination?
What matters should be considered in determining whether systemic discrimination has adversely impacted an employee?
How does the test for discrimination differ depending on the ground of discrimination that is alleged? For example, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?
When will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?
In what circumstances will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?

Scenarios will be finalized in the weeks leading up to the conference, ensuring coverage of the most relevant cases.
Closing remarks: 4:00 pm AT
Atlantic Labour Law Conference Bundle: Conference + Pre-Conference Workshop$1,495.00Read more

Atlantic Labour Law Conference – Pre-Conference Workshop$895.00Read more

Atlantic Labour Law Conference$995.00Read more

Atlantic Labour Law ConferenceConference Co-Chairs

Jamie Eddy
Employer Counsel
Cox and Palmer

Sophie Landry Mockler
Legal Counsel
New Brunswick Union (NBU)

Lynne Poirier
Arbitrator/Mediator
Vice-Chairperson
Canada Industrial Relations Board

Conference Advisory Committee

Brenda Comeau
Union Counsel
Pink Larkin

Michael Keliher
Labour Relations Lawyer
Association of University of New Brunswick Teachers (AUNBT)

Tracy McPhee
Legal Counsel
Labour Relations & Compensation Analysis
Health Association Nova Scotia

Ian Pickard
Employer Counsel
McInnes Cooper

CPDConference CPD

This program has been approved by CPHR Nova Scotia for 5.25 Continuing Professional Development hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 5.25 Continuing Professional Development hours.
Members of CPHR Newfoundland & Labrador may consider counting this program for 5.25 Continuing Professional Development hours.
Members of the CPHR PEI may consider counting this program for 5.25 Continuing Professional Development hours.

Workshop CPD

This program has been approved by CPHR Nova Scotia for 5.5 Continuing Professional Development hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 5.3 Continuing Professional Development hours.
Members of CPHR Newfoundland & Labrador may consider counting this program for 5.3 Continuing Professional Development hours.
Members of the CPHR PEI may consider counting this program for 5.3 Continuing Professional Development hours.

The Consequences of Dishonesty: At what point does dishonesty become a fireable offence or preclude reinstatement? Does it depend on the context?
2025-05-22 12:30 - 14:00 UTC | Virtual Event
Dishonesty and breaches of trust are among the most serious types of workplace misconduct, often justifying disciplinary action. But when does dishonesty rise to the level of justifying termination? In this session, practitioners will examine the factors that arbitrators and courts consider when deciding whether dishonest behaviour warrants termination. Specifically, panelists will address:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

What approach do Canadian courts and labour arbitrators take when considering whether or not to uphold a discharge for dishonest conduct? When is “automatic discharge” warranted?
What guidance do labour arbitrators provide about the relevance of mitigating and aggravating factors in cases of dishonesty and breach of trust? What is the impact of the Supreme Court’s McKinley decision in which the Court held that discipline must be proportional to the particular form of dishonesty involved?
What evidence is required to establish that an employee has engaged in dishonest behaviour? What responsibility does the grievor have to provide an exculpatory explanation? What is the “duty to explain” and how does it interact with the burden of proof in dishonesty cases?

How will arbitrators view the dishonest recording of attendance or the dishonest use of sick time?
How do arbitrators view misuse of worktime? When does it rise to the level of time theft? Are some kinds of misuse of worktime more serious than others?
Will off-duty dishonest conduct that is criminal in nature justify discharge? If it is unrelated to the employee’s job?
Where dishonesty is causally related to an employee’s disability, must the employer accommodate the employee rather than dismissing the employee?

Moderator

James Cameron
Arbitrator/Mediator
Cameron Mediation Arbitration

Speakers

Greg Bartel
Union Counsel
Myers LLP

Daniel Weber
Employer Counsel
McLennan Ross LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Labour Relations Certificate - Spring/Summer 2025 (Virtual Program)
2025-06-03 12:30 - 2025-06-26 16:00 (America/Toronto) | Virtual Event
In association with:
Upon completion of this program, participants will receive a certificate of completion and a digital credential.
Program Leader

Daphne Taras
Professor Emerita
Toronto Metropolitan University (TMU)
Program Faculty

Leanne Anderson
Member Services Officer, Advocacy
UBC Association of Administrative and Professional Staff

Sharan Basran
Chief Legal Officer, Legal Counsel
Ontario Nurses’ Association (ONA)

Alex Brat
Senior Executive Director, Labour Relations
University of Toronto

Bruce Curran
Associate Professor
Faculty of Law
University of Manitoba

Chris Davidson
Lawyer & Workplace Investigator
Turnpenney Milne LLP

Shana French
Employer Counsel
Littler LLP

Avner Levin
Professor
Lincoln Alexander School of Law
Ted Rogers School of Management
Toronto Metropolitan University (TMU)

Niki Lundquist
Senior Director of Equity and Education
Unifor

Ian Mackenzie
Writer, Trainer, Consultant, and Facilitator

Dionne Pohler
Associate Professor
University of Saskatchewan

Shannon Sproule
Employer Counsel
Turnpenney Milne LLP

Jim Stanford
Economist and Director
Centre for Future Work
Australia Institute

Bob Thompson
Professor, Human Resources
Seneca Polytechnic

Program
The 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.
Taught 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.

Access to leading Canadian experts in a small-group setting
Active learning through group discussion, case studies, and simulations
Balanced coverage of labour and management points of view
Management, union, and neutral attendees learn together
Exposure to diverse opinions and extensive knowledge of fellow participants
Variety of speakers (academics, lawyers, practitioners, subject-matter experts)

Who should attend?

Human resources professionals
Union officers and representatives
Lawyers
Managers
Mediators
Workplace investigators

2025 Spring/Summer Schedule†
The Spring/Summer 2025 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 June 3, 2025.

Sample Agenda

Video

CPD

This program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours, per session.

This program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours, per session.

This program has been approved for 3.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA), per session

This program has been approved by the Law Society of British Columbia for 3.5 Continuing Professional Development hours, per session.
Members of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours, per session.
Members of the Law Society of Ontario may consider counting this program for 3.5 substantive hours; 0 professionalism hours, per session.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours, per session.

Annual Update on Gender Equity: The latest cases and legislative developments
2025-06-05 12:30 - 14:00 UTC | Virtual Event
In this webinar, practitioners will examine recent noteworthy cases and legislative developments relating to gender equity in the workplace. Speakers will address questions such as:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$150.00Add to cart

When can an employer discipline, an employee for expressing controversial or discriminatory views regarding gender equity at work? What rights and restrictions exist with respect to employees expressing views regarding gender equity in the workplace? When will free speech rights prevail?
What factors relating to gender equity have been found to render hiring processes discriminatory in recent cases? How can employers and unions ensure that hiring and promotion processes are equitable and do not reinforce systemic barriers to advancement?
What trends in discipline and damages are emerging in recent cases dealing with sexual harassment and discrimination on the basis of sex, gender, sexual orientation, and/or family status?
What lessons can be learned from recent cases addressing the procedure for investigating discrimination and harassment claims related to gender equity concerns?
How have arbitrators, courts, and human rights tribunals resolved evidentiary challenges relating to establishing sexual harassment and discrimination on the basis of sex, gender, sexual orientation, and/or family status? Is direct evidence of discrimination required? When may expert evidence be necessary?

When will an employer’s refusal to allow an employee to work from home be considered discriminatory on the basis of the employee’s pregnancy and/or family status?
What lessons can be learned from recent cases addressing legislative pay equity requirements? For example:

Are employers required to disclose information on an ongoing basis relating to the maintenance of legislative pay equity?
When are disputes regarding legislative pay equity requirements grievable/arbitrable?

What federal and provincial legislative initiatives have recently been enacted addressing issues of gender equity? For example, which provinces have recently passed pay transparency legislation and how do these legislative enactments differ in their requirements? What changes have been implemented through Ontario’s Working for Workers legislation? What is the status of the federal government’s proposed amendments to the federal Employment Equity Act?

Final selection of topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy developments.
Moderator

Heather Hoiness
Staff Lawyer
BC Office of the Human Rights Commissioner

Speakers

Kristine Barr
Legal Representative,
Canadian Union of Public Employees (Manitoba Regional Office)

Lauren Jamieson
Partner
Emond Harnden LLP

Natasha Savoline
Partner and Investigations Practice Lead
Bernardi Law

Accreditation
CPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

43rd Annual Calgary Labour Arbitration and Policy Conference
2025-06-12 - 2025-06-13 | Sheraton Suites Calgary Eau Claire, 255 Barclay Parade Southwest, Calgary, Alberta, T2P 5C2, Canada
Navigating Labour Relations, Arbitration, and Employment Policies in AlbertaWhat is the Calgary Labour Arbitration and Policy Conference 2025?The Calgary Labour Arbitration and Policy Conference 2025 is designed to provide HR professionals, labour relations specialists, legal practitioners, and union representatives with the latest insights into labour arbitration, employment law, and workplace policies. Hosted by Lancaster House, this two-day conference offers a comprehensive program featuring expert-led workshops, keynote speeches, and interactive sessions focused on the unique challenges and developments in Alberta’s labour landscape.
Pre-Conference Workshop – Calgary Labour Arbitration and Policy ConferenceRead more

Calgary Labour Arbitration and Policy Conference & Pre-Conference WorkshopRead more

Calgary Labour Arbitration and Policy ConferenceRead more

What We’re CoveringThis year’s conference addresses critical topics shaping the future of labour relations and employment policies:

Essentials of Advocacy in Mediation – Strategies for effective preparation and delivery in the mediation process.

Conducting Fair and Bias-Free Investigations – Practical approaches to ensure integrity and impartiality in workplace investigations.

Accommodating Elusive Disabilities – Best practices for obtaining medical information and creating appropriate accommodations.

Labour Relations in Uncertain Times – Exploring the implications of economic and political climates on the world of work.

Technological Change and Workplace Privacy – Addressing issues related to surveillance, monitoring, and privacy in the digital age.

Implementing Equity, Diversity, and Inclusion (EDI) – Strategies for fostering inclusive environments within unionized workplaces.
Who Should Attend?This conference is tailored for professionals involved in labour relations and employment law:

HR Managers and Directors – Enhance your understanding of arbitration processes and policy development.

Labour Relations Specialists – Stay informed on the latest arbitration cases and legislative changes.

Legal Practitioners – Gain insights into emerging trends and case law in labour and employment sectors.

Union Representatives – Learn effective advocacy and negotiation strategies.

Corporate Executives – Understand the impact of labour policies on organizational operations.
Key Learning OutcomesBy attending, you will:

Develop skills to conduct impartial and thorough workplace investigations.

Understand legal requirements and best practices for accommodating disabilities.

Analyze the impact of economic and political factors on labour relations.

Navigate challenges posed by technological advancements in workplace privacy.

Implement effective EDI initiatives within unionized environments.
Why Choose Lancaster House?With a legacy of excellence in legal publishing and labour arbitration insights, Lancaster House is committed to delivering high-quality educational experiences. Our conferences are curated by leading experts, ensuring participants receive current, relevant, and practical information applicable to their professional roles.

Expert-Led Sessions – Learn from distinguished professionals in labour law and arbitration.

Comprehensive Materials – Access detailed resources and case studies.

Networking Opportunities – Connect with peers and industry leaders.

Practical Insights – Gain strategies ready for immediate implementation.
Thursday, June 12, 2025Breakfast: 8:00 am – 8:40 am MT
Introductory remarks: 9:00 am – 9:10 am MT
Pre-Conference Concurrent Workshops (Choice of 1 of 3)*Workshops sold separately from stand-alone conference.
Workshop schedule: 9:00 am – 4:00 pm MT
(The schedule will run concurrently for all three workshops until 4:00 pm)
Workshop 1 - Essentials of Advocacy in the Mediation Process: Strategy, preparation and delivery

Wilson Chan
Employer Counsel
Mathews, Dinsdale & Clark LLP

Paulette DeKelver
Mediator
DeKelver Dispute Resolution

Ella Henry
Counsel
Canadian Union of Public Employees

Bruce Moffatt
Mediator
BM consulting

The ability to use mediation to successfully resolve grievances is essential for labour relations practitioners and requires effective preparation, strong negotiation and advocacy skills, and attention to the needs and interests of each party. In this workshop, panelists will provide expert guidance on representing workplace parties at mediation. The session will cover practical skills and key legal concepts, equipping attendees to:

Recognize how power imbalances and “invisible” barriers may impact the mediation process and take steps to address those barriers;
Determine when it is appropriate to use mediation to seek to resolve a grievance;
Select a mediation process (such as mediation-arbitration versus distinct mediation and arbitration processes) and select an appropriate mediator;
Prepare for the mediation strategically and thoroughly;
Communicate effectively and use different negotiating styles to relay a position and bridge impasses;
Understand and leverage opposing parties’ interests and objectives;
Apply key legal and practical considerations in crafting settlement agreements; and
Recognize when settlement is unlikely and arbitration is necessary.

Attendees will work together on an interactive exercise guided by the workshop facilitators, allowing participants to apply principles and practice skills learned throughout the day in a supportive setting.
Workshop 2 - Conducting Effective, Fair, and Bias-Free Investigations: A practical, hands-on workshop

Sylvie Lang
Lawyer and Workplace Investigator
Southern Butler Price

Jackie Laviolette
Employer Counsel
Mathews, Dinsdale & Clark LLP

Maryna McTague
Union Counsel
Seveny Scott

Workplace investigations are essential for addressing harassment and discrimination, but if mishandled, they can cause further harm to employee well-being and lead to the loss of valuable employees. This full-day workshop offers hands-on scenarios and practical insights to ensure fair, effective investigations that strengthen workplace culture. The panel will explore the following questions:

Identify procedural mistakes that can render investigations inadequate;
Understand how adjudicators assess and award damages for an employer’s failure to investigate;
Evaluate when to conduct an internal investigation versus retaining an external investigator;
Recognize signs of trauma in complainants and witnesses and adapt investigative approaches accordingly;
Apply interview techniques that encourage participation while minimizing re-traumatization;
Ensure investigations accommodate employees with disabilities, language barriers, and other diverse needs;
Implement practical steps to protect involved parties during an ongoing investigation;
Enhance transparency in investigative decision-making processes; and
Explore ways unions and management can support workplace positive workplace relations after an investigation.

Workshop 3 - Disabilities that Elude Diagnosis: Obtaining medical information, creating appropriate accommodations

Greg Francis
Arbitrator and Mediator

April Kosten
Employer Counsel
Dentons LLP

Dr. Maryana Kravtsenyuk
Assistant Clinical Professor Department of Psychiatry
University of Alberta

Cherie Langlois-Klassen
Union Counsel
Blair Chahley Klassen

An employer’s duty to accommodate an employee’s disability can apply even without a formal diagnosis. This session explores the challenges of complex disabilities, offering guidance on appropriate inquiries, effective accommodations, and when undue hardship has been established. Participants will engage in practical scenarios and leave this session with an understanding of key issues, including:

What it means to have a medical condition that eludes diagnosis;
Requirements for establishing a disability and how this applies to disabilities that are difficult to diagnose;
What information an employer is entitled to in the accommodation process for difficult-to-diagnose disabilities and how employers can approach asking for this information;
What information an employee must and/or should provide in the accommodation process for these disabilities;
How employers and unions can approach accommodation where information and expertise may be scarce, the disability difficult to diagnose, and/or more information than provided is needed;
How employers can distinguish between difficult-to-diagnose disabilities and sick leave abuse;
The role of the employer, employee, and union in accommodating disabilities that are difficult to diagnose;
How employers should respond to requests for accommodation prior to an official diagnosis and colleague complaints regarding these accommodations;
Suggested accommodations for common difficult-to-diagnose conditions; and
When undue hardship has been established.

ConferenceSponsored by:Conference registration includes access to an evening networking reception and plenary on June 12, as well as three plenary sessions and your choice of two concurrent sessions on June 13.
Cocktail networking reception: 5:00 pm – 7:00 pm MT
Introductory remarks by co-chairs: 7:00 pm – 7:05 pm MT
Keynote Speech by The Honourable Justice Michele H. Hollins - Lessons from my Breakdown - 7:05 pm – 7:35 pm MT

The Honourable Justice Michele H. Hollins

Lessons from my Breakdown
Break: 7:35 pm – 7:45 pm MT
Evening Plenary - Labour Relations in Uncertain Times: Exploring the implications of the economic and political climate for the world of work - 7:45 pm – 9:00 pm MT

Tricia Gibbs
Labour Relations Officer
United Nurses of Alberta (UNA)

Chantel Kassongo
Employer Counsel
Neuman Thompson

Charles St-Arnaud
Chief Economist
Credit Union Central Alberta

Trevor Tombe
Professor
Department of Economics
University of Calgary

In an era of economic uncertainty and political change, unions and employers must address evolving labour policies, geopolitical pressures, and shifting worker expectations. The panel will examine key economic and political trends shaping collective bargaining and workplace relations in 2025, specifically addressing:

What short- and long-term economic and political trends are predicted in 2025 in Alberta? In Canada?
How are broader geopolitical events, including global economic instability, supply chain disruptions, rail strikes, and international trade agreements, affecting labour relations and economic security for workers in Alberta and across Canada?
How will U.S. tariffs on Canadian goods and services impact workplace stability and collective bargaining in Alberta, and what ongoing effects can be expected? What strategies can unions and employers implement to navigate these challenges?
What changes can be expected to employment standards and regulations on strike activity, and how will they influence bargaining strategies?
What key demands are emerging at the bargaining table in the current climate? How are debates on workplace rights, AI, remote work, EDI, gig work, job security, and social justice influencing priorities at the bargaining table?
How can unions and employers address the growing political polarization in workplaces, especially when employees have diverging views on economic policy, government intervention, and labour rights?

Friday, June 13, 2025Breakfast: 8:00 am – 8:40 am MT
Introductory remarks by co-chairs: 8:40 am – 8:45 am MT
Plenary 2 - The Latest in Labour Law: Significant recent cases and legislative developments - 8:45 am – 10:00 am MT

Bob Blakely
Union Counsel
Blakely + Dushenski Legal Counsel

Karen Scott
Arbitrator/Mediator

Jean Torrens
Employer Counsel
MLT Aikins LLP

In this session, panelists will delve into recent significant developments in federal and provincial labour law, exploring guiding principles and emerging trends in a changing world of work. Panelists will address the latest cases on topics including:

the legality of recent federal government interventions pausing or prohibiting strikes in the railway, postal, and other sectors;
implications of the Supreme Court’s decision in the Quebec Casinos, case denying collective bargaining rights to front line supervisors;
a recent Quebec Court of Appeal decision upholding the role of unions in the selection of interest arbitrators;
discrimination, harassment, and accommodation;
employee social media use and expression of political views and/or religious beliefs at work;
trends in discipline and damages awards;
remote work – employer discretion and employee entitlement; and
issues of justification for substance use testing.

Panelists will also address recent legislative and regulatory developments, such as:

updated government guidance regarding requirements under federal supply chain transparency legislation;
updates to Alberta’s access to information and privacy legislation, including new obligations regarding reporting privacy breaches, notice requirements regarding the use of automated decision-making, and new powers to disregard access to information requests in certain circumstances;
legislation restricting the use of strike replacement workers passed federally and in Manitoba; and
newly proposed legislation in Quebec on arbitrator selection and government powers to pause or prohibit strikes.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments in a shifting socioeconomic and political landscape.
Morning break: 10:00 am – 10:15 am MT
Plenary 3 - Bargaining Chips and Microchips: Addressing technological change, surveillance, monitoring, and privacy in the workplace - 10:15 am – 11:20 am MT

Mark Asbell
Arbitrator, Mediator, and Adjudicator
Asbell Dispute Resolutions

Dr. Gideon Christian
University Excellence Research Chair (AI and Law)
Faculty of Law
University of Calgary

Clayton Cook
Union Counsel
McGown Cook

Vicki Giles
Employer Counsel
McLennan Ross LLP

How can workplaces ensure that their use of technology complies with existing employee privacy and human rights laws while also navigating emerging legal and technological uncertainties? The panel will explore the potential impact of emerging artificial intelligence (AI) and surveillance technologies on employee privacy and productivity, and how workplaces can address these challenges in collective agreements. Specifically, the panel will address:

How have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity? What lessons can be learned from these decisions when negotiating collective agreement language?
What current issues related to using technology in the workplace, particularly the use of AI, should employers and unions address through collective bargaining?
Are employees entitled to information about how their employer is using AI, monitoring, and surveillance technologies? What role do unions have in what employee information employers collect and how it is used?
How can collective bargaining be used to protect against the risks of emerging technologies such as “algorithmic management” and address the relevant concerns of both employers and unions?
Does the use of emerging surveillance technology make it more difficult for employers to ensure they are avoiding employee privacy breaches, particularly in terms of the limits on off-duty surveillance? How should the limits on off-duty surveillance be addressed through collective agreement language?
What language should be included in collective agreement provisions addressing AI, technology, and employee privacy?

Break: 11:20 am – 11:35 am MT
Concurrent Sessions (Choice of 2 of 3) Concurrent 1 - What’s Fresh in Fact-Finding? The latest on best practices in workplace investigations

Dana Christianson
Union Lawyer
Seveny Scott

Sarah Coderre
Counsel
Bow River Law

Jennifer Hawkins
Partner
Southern Butler Price LLP

In this panel, experts will examine recent cases addressing workplace investigations and explore key principles and best practices towards conducting fair, adequate, and effective investigations into human rights related allegations. The panel will address:

What lessons can be learned from recent cases as to what constitutes a fair and adequate investigation process? What procedural flaws have been found to render an investigation unfair or inadequate?
To what extent are investigations privileged? How should employers navigate issues of privilege and confidentiality when conducting workplace investigations? How can investigators protect an employee’s privacy rights during a workplace investigation?
How can employers best determine who should lead an investigation? How much should independence factor into who should investigate workplace incidents and harassment? When should an external investigator be retained?
How can investigators address systemic inequalities and unconscious biases in the workplace during the fact-finding process? How does adopting a trauma-informed approach to conducting witness interviews affect an investigation?
What measures should an employer take when an allegation is not substantiated? Does the union have a role in restoring workplace harmony following an unsubstantiated investigation?

Concurrent 2 - Compliance and Compassion: Providing representation while accommodating disabilities and meeting professional obligations

Kara O’Halloran
Union Counsel
Chivers Carpenter

Jeremy Schick
Vice-Chair
Alberta Labour Relations Board

Jill Wilkie
Employer Counsel
Miller Thomson LLP

Navigating the complexities of representing employees who may seem “difficult to work with” (e.g. combative, non-responsive, or invested in their matter to an above-average degree) requires a balance of compassionate representation and adherence to legal obligations. Panelists will provide practical guidance for labour relations professionals in handling these sensitive situations. Topics to be addressed include:

What key rules of professional conduct establish obligations when representing grievors? What legal duties apply to union representatives?
What signs may indicate that an employee has a mental health condition or other disability impacting their conduct while being represented? How can parties distinguish a “vexatious” grievor from an individual who simply needs additional support?
How should representatives respond when the employee being represented is exhibiting behavior such as being hostile or non-responsive, and/or exhibiting diminished capacity? What legal duties do representatives have in this context?
How might trauma, cultural factors, or previous experiences of discrimination impact the way an individual acts throughout a complaint? How can representatives approach helping grievors navigate through these issues?
How can representatives ensure that their own biases do not impact their representation? Are there circumstances where a representative should refuse or step away from representing a grievor?

Concurrent 3 - From Resolution to Results: Implementing EDI in the unionized workplace

Sania Chaudhry
Investigator
UBC Investigations Office

Steve Durrell
Regional Executive Officer – Alberta
United Steelworkers Local 1944

James Demers
Senior Strategist and Trainer
Canadian Equality Consulting

Canadian workplaces are increasingly recognizing the need to apply the principles of equity, diversity, and inclusion (EDI) in their policies and practices. In this panel, experts will provide practical guidance on how employers and unions can foster a work environment that ensures the full and fair participation of employees. Questions discussed will include:

In what ways does systemic racism manifest in the workplace? What factors should be considered in determining whether systemic discrimination has adversely impacted an employee?
How have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?
When will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?
When will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?
Are changing social contexts affecting how workplace parties approach the task of preventing and responding to discrimination and harassment? What is the role of diversity and inclusion training?
What are the required features of an effective workplace policy on discrimination? How can employers ensure their violence and harassment policies are compliant with upcoming amendments to Alberta’s Occupational Health and Safety Code?

Concurrent Session: 11:35 am – 12:35 pm MT
Lunch: 12:35 pm – 1:45 pm MT
Concurrent Session: 1:45 pm – 2:45 pm MT
Afternoon break: 2:45 pm – 3:00 pm MT
Plenary 4 - Discrimination and Harassment at Arbitration: Experts examine key cases, evolving arbitral perspectives, evidentiary considerations, and more - 3:00 pm – 4:15 pm MT

Damon Bailey, K.C.
Partner
McLennan Ross LLP

Leanne Chahley
Union Counsel
Blair Chahley Klassen

Andrew C.L. Sims K.C.
Arbitration & Mediation

In this session, panelists will explore evolving arbitral perspectives with respect to discrimination and harassment and examine systemic barriers in grievance and arbitration processes. Specifically, panelists will discuss:

How does systemic discrimination influence decisions about how grievances are handled, including which should proceed to arbitration?
What 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?
How have arbitrators and other decision-makers resolved evidentiary and credibility challenges when determining whether discrimination or harassment has occurred? What evidence must be presented at arbitration to such claims? When is it necessary or appropriate to present expert evidence?
How can trauma, cultural factors, or experiences of discrimination impact the way in which a witness delivers evidence? How can bias and stereotypes impact a decision-maker’s assessment as to credibility?
Should parties use non-disclosure agreements or clauses when settling discrimination- or harassment-related grievances? Is legislative prohibition of NDAs a likely prospect?
What 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?

Calgary Labour Arbitration and Policy ConferenceConference Co-Chairs

David Lardner
Union Representative, Disputes and Arbitration
Alberta Union of Provincial Employees (AUPE)

Erin Ludwig
Associate General Counsel Labour and Employment
Alberta Health Services (AHS)

James Casey
Arbitrator and Mediation
Labour Arbitration+Mediation

Conference Advisory Committee

Cheryl Yingst Bartel
Arbitrator/Mediator
Yingst Bartel ADR Inc.

Maurice Dransfeld
Employer Counsel
McLennan Ross

Tom Hesse
President
UFCW Local 401

Jacqueline Lacasse
General Counsel and VP People & Culture
University of Calgary

Natalia Makuch
Union Counsel
Chivers Carpenter Lawyers

Jeremy Schick
Vice-Chair with the Labour Relations Board

CPDConference CPD

This program has been approved by CPHR Alberta for 7.3 Continuing Professional Development hours.

Workshop CPD

Each Pre-Conference Workshop has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.

Lancaster’s Workplace Essentials: Employee medical information for sick leave, accommodation, and return-to-work – When and what medical information can employers request?
2025-06-19 12:30 - 14:00 UTC | Virtual Event
In this installment of Lancaster’s Workplace Essentials webinar series, panelists will review key principles governing the collection of employee medical information in unionized workplaces.
The webinar will address questions including:
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$395.00Add to cart

Does the type and scope of information that employers can request differ depending on the purpose for which the information is being collected (e.g. in relation to benefits administration, sick leaves, accommodation, attendance management, or certification of fitness and return to work)?
Is an employer entitled to information regarding an employee’s condition? Or only about any restrictions on job duties?
What can employers or unions do when medical information is based largely on self-reporting? Must employees provide “objective evidence” of their conditions, such as the results of a medical test or standardized clinical measure?
Can workplace parties request more specific information where the information provided is vague, deficient, or contradictory?

When is it permissible to request that an employee provide a specialist report or undergo an independent medical examination? What is the union’s role when this has been requested?
Are employers or unions entitled to communicate directly with an employee’s physician or require the employee be authorized to do so or provide a “blanket release” of employee medical information?
In what circumstances have arbitrators found standardized medical forms to be overbroad or otherwise inappropriate?
How should employers and unions respond where an employee fails to provide medical information that has legitimately been requested?

Moderator

Arvin Asadi
Lawyer and Workplace Investigator
Southern Butler Price

Speakers

Philip Abbink
Union Counsel
Cavalluzzo LLP

Marc Rodrigue
Partner, Fasken Martineau DuMoulin LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Testing, Testing, One-Two-Three: The latest word on workplace drug and alcohol tests
2025-07-17 12:30 - 14:00 (America/New_York) | Virtual Event
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$395.00Add to cart

ProgramDrug and alcohol testing can be key to workplace safety, but raises challenges of balancing safety and privacy rights. This webinar will explore justification for drug and alcohol testing, accommodation processes, reasonable cause testing, and post-incident testing. Specifically, the following questions will be addressed:

When can employers request that an employee submit to reasonable cause or post-incident testing?
When is pre-placement, pre-access, and random testing justified? Does this analysis differ for safety-sensitive positions?
What are recent examples of alcohol and drug testing or monitoring mechanisms that are deemed a) minimally intrusive and justified or b) excessively intrusive and in violation of privacy rights?
What privacy rules must employers adhere to when requesting drug and alcohol tests or utilizing monitoring mechanisms?

Can an employer require that employees undertake treatment for alcohol or substance use disorder as part of an accommodation process? Can an employer designate a specific treatment program even if an employee provides an alternative treatment option? Can an employer enforce monitoring mechanisms?
Can employers impose discipline for alcohol or substance use without inquiring about an employee’s disability? What if an employee does not disclose a disability requiring accommodation? What is the role of the union in this process?

Moderator

David Jewitt
Principal
Jewitt Arbitration & Mediation Services Inc.

Speakers

James Green
Employer Counsel
Cox and Palmer

Rebecca Kantwerg
Union Counsel
Victory Square Law LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Clothes Encounters: Balancing safety, accommodation, and management rights in workplace dress code policy
2025-07-31 12:30 - 14:00 (America/New_York) | Virtual Event
Option: Live Webinar, video, and MP3 Bundle | Live Webinar | Video and MP3$395.00Add to cart

ProgramHow can workplaces effectively develop and enforce dress code policies that meet business needs while complying with human rights and safety obligations. Specifically, the panel will discuss:

What is the purpose of workplace dress codes, and how can organizations ensure that they are reasonable,effective, and enforceable?
Will courts or tribunals find that requiring an employee to remove religious attire to comply with a dress code was discriminatory?
To what extent can employers regulate or restrict employees from wearing clothing or accessories indicating personal beliefs or affiliations (e.g., wearing union insignia or attire with political slogans)?
Can employers regulate the grooming habits of employees? In what circumstances, if any, can an employer restrict the use of make-up or jewelry, or the visibility of tattoos and body modifications in the workplace?

Are dress code policies enforceable for remote workers? Can employers enforce dress code policies for positions that don’t involve client or public interaction?
Can dress code policies regulate how employees dress outside of work hours?
Must employees comply with the “work now, grieve later” principle when asked to alter their appearance (e.g. remove false nails, shave a beard, remove piercings, etc.)?
What are best practices for employers and unions when addressing an employee’s non-compliance with dress code policies? Will past inconsistent enforcement of dress code policies affect discipline and/or enforcement?

Moderator

Lisa Gallivan
Arbitrator, Mediator and Workplace Investigator

Speakers

Jaime Hoopes
Employer Counsel
Roper Greyell LLP

Chetan Muram
Dewart Gleason LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Responding to Employees in Distress: Recognizing and responding to mental health crises at work
2025-08-14 12:30 - 14:00 (America/New_York) | Virtual Event
$595.00Add to cart

ProgramIf a mental health emergency occurred at work today, would you and your organization know how to respond? In this webinar, expert panelists will examine key legal obligations and provide essential guidance in proactively addressing mental health crises in the workplace. The webinar will examine questions including:

What signs may indicate that an employee is struggling with a mental health issue? How can these concerns be identified for employees working remotely? When may the “duty to inquire” arise and what steps must employers and unions take to fulfill this duty?
How, where, and when should employers or union representatives ask someone if support and/or accommodation is needed for a mental health issue? How should managers and union representatives engage with someone who is reluctant to discuss a possible mental illness or disability?
Does an employer’s duty to provide a safe work environment extend to ensuring psychological safety at work? What steps can organizations take to create workplaces where employees feel able to come forward before reaching a crisis point?

What signs may indicate that an employee is in crisis and what steps should be taken in response? For example, how should employers and union representatives respond when an employee:

Experiences a panic attack?
Engages in or expresses thoughts of self-harm or suicide?
Appears out of touch with reality or intoxicated?
Utters threats or appears on the verge of violence?

What steps should be taken following a mental health crisis at work? How can organizations balance the need to communicate with other employees regarding the situation while respecting employee privacy? What additional steps should be taken where the crisis involves or impacts multiple employees (for example, in the event of a traumatic incident in the workplace)?
Is it ever permissible or appropriate to discipline an employee who engages in misconduct as a result of a mental health crisis? May an employer require medical proof that an employee is fit to return to work following a crisis?
Can employers and unions be held liable for failing to appropriately respond to a mental health crisis?
What steps should organizations take now to prepare for potential future mental health emergencies?

Moderator

Geneviève Debané
Mediator and Arbitrator
Vice-Chair, Ontario Labour Relations Board

Speakers

Jenna Brookfield
National Health and Safety Representative
Canadian Union of Public Employees (CUPE)

Liz Horvath
Founder and President
Hale Health and Safety Solutions Ltd.

Veronica Ukrainetz
Associate Counsel and Mediator
Ascent Employment Law

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

It’s a Matter of Time: The latest on monitoring, time theft, and productivity in a digital world
2025-09-09 12:30 - 14:00 (America/New_York) | Virtual Event
$595.00Add to cart

ProgramEmerging technologies have equipped employers with novel methods of monitoring employees and tracking productivity. The panel will explore the permissibility of monitoring and surveillance in relation to employees’ privacy concerns and discuss recent cases addressing “time theft”. Specifically, the speakers will address the following questions:

What constitutes employee “time theft”? How does “time theft” differ from a lack of productivity? Do employees’ intentions matter when determining if they committed “time theft”?
What types of evidence can employers rely on to demonstrate “time theft” or productivity issues? Will circumstantial evidence suffice?
How should an employer approach “time theft” and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?

What are consequences for employers that impose discipline due to “time theft” without properly considering or inquiring into an employee’s disability? How should unions support members with disabilities accused of “time theft”?
What disciplinary measures have adjudicators and arbitrators deemed appropriate for “time theft”?
How are adjudicators balancing an employer’s right to enforce productivity and an employee’s right to privacy? Does the scope of surveillance differ for remote workers?
Are there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use previously collected data in a future dispute?
How should workplace policies and collective agreements effectively address “time theft”?

Moderator

David Orfald
Board Member
Federal Public Sector Labour Relations Employment Board

Speakers

Andrew Astritis
Union Counsel
RavenLaw LLP

Jena Montgomery
Senior Counsel, Department of Justice Canada

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

National Health & Safety Conference 2025
2025-09-10 12:30 - 16:30 (America/Halifax) | Virtual Event
Advancing Workplace Health, Safety, and Compliance Across CanadaWhat is the National Health & Safety Conference 2025?The National Health & Safety Conference 2025 is a premier virtual event designed to equip HR professionals, industrial relations specialists, executives, union representatives, health and safety experts, workers’ compensation specialists, and labour and employment lawyers with the latest insights and strategies in workplace health and safety. Hosted by Lancaster House, this half-day conference on September 10, 2025, offers a dynamic platform for industry leaders and practitioners to engage in insightful discussions and collaborative exchanges.
$699.00Read more

What We’re CoveringThis year’s conference delves into critical topics shaping the future of workplace health and safety:

Annual Check-Up: Key Cases and Legislative Developments – Experts dissect significant legal cases and legislative updates, providing participants with a comprehensive understanding of the evolving legal landscape.

From Insult to Injury: Addressing psychological and physical harm in the workplace
Each session is led by renowned experts, ensuring participants gain actionable insights and up-to-date knowledge.
Who Should Attend?This conference is tailored for professionals dedicated to enhancing workplace health and safety:
Human Resources Managers and Directors – Stay informed on the latest health and safety regulations and best practices.Industrial Relations Specialists – Navigate the complexities of workplace safety in unionized environments.Executives and Business Leaders – Understand the strategic implications of health and safety compliance.
Union Officers and Representatives – Advocate effectively for worker safety and well-being.

Health and Safety/Workers’ Compensation Specialists – Deepen your expertise in risk assessment and injury prevention.

Labour and Employment Lawyers/Consultants – Provide informed counsel on health and safety legal matters.
Key Learning OutcomesBy attending, you will:
Gain a comprehensive understanding of recent legal cases and legislative changes affecting workplace health and safety.Develop effective strategies for monitoring productivity while respecting employee privacy in a digitalized work environment.Learn to identify and address various causes of workplace impairment, implementing appropriate risk mitigation and accommodation measures.Engage with leading experts through interactive panels and discussions, enhancing your professional practice.Network with peers across industries, fostering collaborative approaches to common health and safety challenges.Why Choose Lancaster House?With a legacy of excellence in legal publishing and labour arbitration insights, Lancaster House is committed to delivering high-quality educational experiences. Our conferences are curated by leading experts, ensuring that participants receive current, relevant, and practical information applicable to their professional roles.

Expert-Led Content – Learn from Canada’s foremost authorities in workplace health and safety.

Engaging Virtual Platform – Participate in an interactive and user-friendly virtual environment.

Comprehensive Resources – Access meticulously crafted materials designed to support your ongoing professional development.

Networking Opportunities – Connect with a diverse group of professionals dedicated to advancing workplace health and safety.
Wednesday, September 10, 2025Introductory remarks: 12:30 pm – 12:35 pm ET
Keynote Speech by Kevin Hedges - Learning the lessons from COVID-19 for worker protection, accessibility, and inclusion - 12:35 pm – 1:05 pm ET

Kevin Hedges
Occupational Hygienist at Occupational Health Clinics for Ontario Workers Inc (OHCOW)

Break: 1:05 pm – 1:20 pm ET
Panel 1 - Your Annual Check-Up: The latest caselaw and legislative developments - 1:20 pm – 2:50 pm ET

Colin Gusikoski
Union Counsel
Victory Square Law

Shaheen Hirani
Union Counsel
United Steelworkers

David Myrol, K.C.
CEO
National Safety Services Inc.

Thelma Zindoga
Employment Lawyer

This panel will highlight recent and significant developments in health and safety law across the country. Experts will discuss the latest decisions with a focus on the following topics:

Liability:

trends in prosecutions and enforcement actions, including employer and supervisor liability; and
damage awards.

Investigations and compliance:

organizing workplace harassment investigations; and
employment standards.

Medical information and workplace health:

requesting and relying on medical information;
employee sickness and provision of medical notes;
consequences of non-compliance with COVID-19 vaccination policies; and
drug and alcohol policies and justification for testing.

Experts will also review developments impacting workplace health and safety, such as:

employment standards under the federal Accessible Canada Act (CAN/ASC-1.1:2024 – Employment);
workplace health barriers for migrant workers and newcomers to Canada; and
mandatory minimum fines and defining workplace harassment (Ontario’s Working for Workers Act series).

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments in a shifting political landscape.
Break: 2:50 pm – 3:05 pm ET
Panel 2 - From Insult to Injury: Addressing psychological and physical harm in the workplace - 3:05 pm – 4:30 pm ET

Tony Hart
Certified Health and Safety Consultant
Public Services Health and Safety Association

Paul Macchione
Partner
Norton Rose Fulbright Canada LLP

Nancy MacLean
Regional Health & Safety Representative
Public Service Alliance of Canada (PSAC) Atlantic

This panel will explore the expanding definitions of workplace violence, encompassing both physical and psychological harm, and the legal, organizational, and human responses needed to prevent harm, promote employee well-being, and strengthen workplaces overall. Specifically, panelists will address:

Is violence limited to actions that cause physical harm to a person, or does it include threats, verbal abuse, or property damage?
What must be done to ensure that policies are effectively drafted, implemented, reviewed, and improved?
How should workplace parties assess the general risk of workplace violence from clients, patients, or other third parties?
What legal obligations do employers have to assess and control workplace risk factors that may contribute to poor mental health?
What role, if any, should the National Standard of Canada for Psychological Health and Safety in the Workplace play in protecting and promoting workers’ mental health?
How can conflict management strategies mitigate the risk of harassment or violence in the workplace?
What obligations do unions have to support members who are facing violence and/or harassment from third parties?
When can employees refuse work due to the belief in the risk of violence from members of the public? Can workers excluded from the general right to refuse unsafe work under occupational health and safety legislation (i.e. police officers, firefighters, correctional officers, health care workers), refuse work on the basis that a patient or client poses a danger?
In light of recent changes to Alberta’s OHS Code (Part 27), Ontario’s Working for Workers Act, and other provincial legislative changes, what must employers do to ensure their policies remain compliant and up to date?
What workplace practices promote physical and mental wellness? What resources, both in terms of guidance and data, are available?

Closing Remarks: 4:30 pm ET
Conference Co-Chairs

Chris Bryden
Union Counsel
Ryder Wright Holmes Bryden Nam LLP

Michelle Jones
Employer Counsel
Lawson Lundell LLP

Conference Advisory Committee

Lori Harreman
Legal Coordinator
Ontario Nurses’ Association (ONA)

Arif Jetha
Associate Scientific Director
Institute for Work and Health
Associate Professor
University of Toronto’s Dalla Lana School of Public Health

Lindsay Mullen
Employer Counsel
Norton Rose Fulbright LLP

CPDConference CPD

This program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 3.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 3.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 3.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours.
This event contains 3.5 technical hours and may be eligible for BCRSP CPD points. See the BCRSP website at www.bcrsp.ca for CPD point criteria.

SupportThis conference is supported by the Institute for Work & Health.

Ottawa Labour Law Conference 2025
2025-10-07 - 2025-10-08 | Rogers Centre Ottawa, 55 Colonel By Drive, Ottawa, Ontario, K1N 9J2, Canada
Wednesday, October 8, 2025
Breakfast and Registration: 8:00 am – 9:00 am

Opening Remarks: 9:00 am – 9:05 am

Opening Plenary by Alan Arcand - From Trade Shocks to Job Losses: Weathering the New Economic Landscape - 9:05 am – 9:35 am

Alan Arcand
Chief Economist, Canadian Manufacturers & Exporters (CME)

This address will provide an overview of Canada’s economic outlook, focusing on the impact of U.S. tariffs and the country’s ongoing competitiveness challenges. We will then examine how these forces, together with structural factors such as population aging and rising retirement rates, are reshaping the labour market , particularly their effects on different demographic groups and what they mean for workers and employers across Canada.

Panel 1: From Hearings to Headlines: Key developments in cases and legislation - 9:35 am – 11:05 am

Katherine Cotton
Lawyer and Workplace Investigator

Sean Kelly
Director and Senior Counsel
Treasury Board Secretariat – Legal Services

Amanda Montague-Reinholdt
Union Counsel
Raven Law LLP

In this session, panelists will delve into recent significant developments in federal and Ontario labour law, exploring guiding principles and emerging trends in a changing world of work. Panelists will address the latest cases on topics including:

Government intervention in collective bargaining disputes raising issues of freedom of association under the Charter of Rights
Employment standards and termination

discharge and discipline
off-duty conduct

Economic issues

Tariffs and economic uncertainty

Workplace rights and responsibilities

discrimination, harassment, and accommodation
privacy
drug and alcohol testing
workplace investigations

Freedom of expression

Panelists will also address recent federal and Ontario legislative and regulatory developments, such as:

The Working for Workers’ Act series;
updated government guidance regarding requirements under federal supply chain transparency legislation;
legislation restricting the use of strike replacement workers passed federally; and
Quebec legislation on arbitrator selection and government powers to pause or prohibit strikes.

Break: 11:05 am – 11:20 am

Keynote Speech by Sheila James - DEI and the Political Pendulum - 11:20 am – 11:50 am

Sheila James
DirectorOffice of I-IDEAS Indigeneity- Inclusion, Diversity, Equity, Access and Social justiceChildren’s Hospital of Eastern Ontario (CHEO)

From the global reckoning sparked by COVID-19, the murder of George Floyd, and findings of unmarked graves of children at former residential schools to the polarizing rhetoric of the present moment and escalating global conflict, equity, diversity, and inclusion (EDI) professionals are navigating workplaces that are increasingly divisive or silenced. This keynote explores the impact of policy changes in the U.S. on Canadian organizations. Which organizations have dropped their EDI programs, and which have retained them. How has the EDI conversation evolved — and how are professionals moving through these turbulent times.
Lunch: 11:50 am – 1:00 pm

Panel 2: Out of Sight, Out of Line? Managing Absenteeism, Undue Hardship and RTO Compliance in Remote Work Arrangements - 1:00 pm – 2:15 pm

Christine Johnson
Union Counsel
Champ & Associates

Russell MacCrimmon
Employer Counsel
Bird Richard

Over five years after the onset of the COVID-19 pandemic, employers and unions continue to grapple with issues related to remote, hybrid, and in-person work. In this session, experts will provide insight into issues currently facing an employee’s return to the office (“RTO”), including: absenteeism, presenteeism, and the employer’s duty to accommodate to the point of undue hardship. Specifically, the following questions will be addressed:

As a matter of law, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right, what are they? How do workplace policies and collective agreement language affect the matter?
Can an employee insist on remote work as a form of health-related accommodation? Will an employee be entitled to work from home during pregnancy? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?
In what circumstances have decision-makers found that employees should be permitted to work from home, on a full-time or part-time basis, in order to accommodate obligations related to their family status, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?
How have arbitrators dealt with employees’ requests to work from home because of difficulty commuting to the workplace due to a disability? Does an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so, what is considered reasonable accommodation?
When will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?
How should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?
How should employers and unions address presenteeism, i.e. when employees attend work knowing that they are ill and maybe contagious?
What aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions. e.g. cost of equipment, availability for virtual meetings, office communications?

Break: 2:15 pm – 2:30 pm

Panel 3: Social Media, Surveillance, & AI-Driven Management Decisions: Where are we now? Where are we headed? An interactive session - 2:30 pm – 4:00 pm

Justin Amaral
Legal Counsel
National Police Federation

Marie-Pier Dupont
Employer counsel
Emond Harnden

Steven Gaon
Mediator, Arbitrator, Investigator
ADR Ottawa Inc.

This session will provide employers and unions with the best available insight into AI-driven management decisions, employee surveillance, and social media. Experienced management and union counsel will join an arbitrator to discuss three hypothetical scenerios relating to AI management, social media use, and surveillance.
Specific issues to be addressed include:

What is the current role of AI-driven tools in management decision-making, and how is that role expected to evolve in the future?
In what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?
How are employers and unions addressing the use of algorithmic management in collective agreements?
What arguments for and against the use of algorithmic management will arbitrators find most compelling?
What arguments for and against the use of employee surveillance have arbitrators accepted or rejected?
What legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?

Conference End: 4:00 pm

Tuesday, October 7, 2025
Workshop
*Workshop sold separately from stand-alone conference.
Workshop schedule: 9:00 am – 4:00 pm ET
Designing for Inclusivity: Supporting and accommodating mental health and neurodivergence at work

David Bennett
Mediator, Arbitrator, and Investigator

Odessa O’Dell
Employer Counsel
Borden Ladner Gervais LLP

Morgan Rowe
Union Counsel
RavenLaw LLP

Dr. Julia Ryan
Registered Psychologist

As awareness of mental health and neurodiversity grows, workplaces are adapting to create inclusive environments where neurodivergent employees can thrive. This includes understanding their unique strengths, providing necessary accommodations, and fostering a culture of acceptance and understanding. This interactive workshop will explore how employers, unions, and employees can work together to build inclusive environments that support neurodivergent individuals and those experiencing mental health challenges. Through panel discussion and practical scenarios, participants will address key questions, including:

What does the term “neurodivergent” include? What are similarities and differences between learning disabilities, ADHD, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?
What can employers and unions do to reduce the barriers faced by neurodivergent job seekers in the hiring and onboarding processes?
What type of medical information can employers request from neurodivergent employees seeking accommodation, g. a neuropsychological or psychoeducational evaluation?
How can employers, unions, and employees address systemic barriers at work throughout the employment relationship?
What accommodations would be most helpful for employees with the following:

Learning disabilities
ASD
Mental health disorders and conditions (i.e. bipolar disorder, depression, anxiety)

Have legal obligations evolved to include a duty to promote workplace mental health and prevent workplace mental harms such as stress and burnout?
What proactive steps can employers, unions, and employees take now to address organizational and individual factors contributing to stress and burnout?
How can employers and unions measure efforts and progress toward workplace equity?
What role are unions playing in setting workplace equity policies and programs, implementing them, and measuring their progress as it relates to neurodiversity initiatives?
Is a ‘right to disconnect’ necessary to promote psychological health and safety? If so, how should this right be defined? Do amendments to Ontario’s Employment Standards Act, 2000 provide adequate guidance?
What signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support?
How can employers and unions identify threats to mental well-being specific to their workplace?

Pricing
Ottawa Labour Law Conference$1,395.00Add to cart

Ottawa Labour Law Conference – Workshop$1,195.00Add to cart

Ottawa Labour Law Conference & Workshop$2,195.00Add to cart

Conference Co-Chairs

Sophie Arseneault
Employer Counsel
Fasken Martineau DuMoulin LLP

Paul Champ
Union Counsel
Champ & Associates

David Jewitt
Principal
Jewitt Arbitration & Mediation Services Inc.

Advisory Committee

Lauren Brecher
Employer Counsel
Emond Harnden LLP

Sasha Hart
Founder
Sasha Hart Law

Henry Huang
Crown Counsel
Treasury Board Secretariat, Legal Services Branch
Ontario Ministry of the Attorney General

Jordan Levis-Leduc
General Counsel
National Police Federation

CPD
Conference CPD

This program (CPD Code) has been approved for 5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5 Substantive hours; 0 Professionalism hours.

Workshop CPD

This program (CPD Code) has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.

DoubleTree by Hilton Ottawa Downtown
Reserve By:
Saturday, September 15, 2025. After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start Date
End Date
Room Type
Single

October 6, 2025
October 9, 2025
Standard 1 Kg Bed
$299

If any attendees wish to extend their stay by 3 days before the event (October 6, 2025) or 3 days after the event ends (October 7, October 9, 2025), they can easily modify their reservation by calling our front desk at 613-230-3033 or emailing us at doubletree@doubletreeottawa.com mentioning the group name example: Lancaster Individual.
Reserve Online

Dev Event Test One
2025-10-08 08:00 - 17:00 (America/Toronto) | ON

Labour Relations Certificate - Fall 2025 (Virtual Program)
2025-10-09 12:30 - 2025-11-27 16:00 (America/Toronto) | Virtual Event
In association with:
Upon completion of this program, participants will receive a certificate of completion and a digital credential.
Program Leader

Daphne Taras
Professor Emerita
Toronto Metropolitan University (TMU)
Program Faculty
Coming Soon.

Program
The 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.
Taught 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.

Access to leading Canadian experts in a small-group setting
Active learning through group discussion, case studies, and simulations
Balanced coverage of labour and management points of view
Management, union, and neutral attendees learn together
Exposure to diverse opinions and extensive knowledge of fellow participants
Variety of speakers (academics, lawyers, practitioners, subject-matter experts)

Who should attend?

Human resources professionals
Union officers and representatives
Lawyers
Managers
Mediators
Workplace investigators

2025 Fall Schedule†
The Fall 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks, and will take place on Thursdays from 12:30 p.m. to 4 p.m. ET beginning October 9, 2025.

Sample Agenda

Video

CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada.

Employee Privacy: Biometrics, employee monitoring and emerging technologies in the modern workplace – where are we now?
2025-10-16 12:30 - 14:00 UTC | Virtual Event
As the use of emerging technologies to monitor both in-office and remote employees continues to increase, so too does the need for workplaces to implement proper privacy and security policies. In this webinar, leading practitioners will discuss the following questions:
$595.00Add to cart

How have attitudes of arbitrators evolved in assessing surveillance measures and evaluating privacy rights of workers?
What does the increased use of artificial intelligence (AI) mean for privacy in the workplace? How can organizations effectively create guardrails to ensure privacy is maintained when integrating AI into their workplace?
In what circumstances can employers collect biometric data from their employees? What measures should employers put in place to ensure the protection of both employee privacy and the biometric data collected?
What takeaways can public and private employers glean from the Supreme Court of Canada’s decision in the York Region case regarding an employee’s reasonable expectation of privacy in the workplace? How can these takeaways be applied to workplace policies?
What changes to federal and provincial legislation are currently under consideration that will address gaps in the regulation of workplace surveillance?
What key issues should employers and unions address in policies or collective agreements governing privacy and access to information?

Moderator

Sheilagh Murphy
Arbitrator, Mediator, and Independent Workplace Investigator
MacNab Fagan & Murphy

Speakers

Olalekan (Wole) Akinremi
Partner
WeirFoulds LLP

Sam Schonhoffer
Union Counsel
Gerrand Rath Johnson LLP

AccreditationCPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
2025-10-24 12:00 - 14:00 (America/Halifax) | Virtual Event
Program
This timely session brings together a respected arbitrator with experienced labour and management counsel to update you on current trends in grievance arbitration affecting fire services across Canada.
Among Topics to be Addressed:

Can municipalities terminate accrual of vacation pay or other entitlements where firefighters are on workers’ compensation or long-term disability?
Can firefighters on workers’ compensation or long-term disability accept temporary employment elsewhere?
Is union consent required for a change in hours or shifts?
When are reasonable and customary limits on firefighter benefits valid?
Can employers require preauthorization of drugs by insurance providers?
And more.

This session includes updates from a previous program, but those who did not attend the earlier session will still gain tremendous value from the discussion. The content will be fully accessible for new attendees, with updated insights and analysis throughout.
The session emphasizes interactive learning and real-world guidance. Participants will receive materials containing current legislation and key precedent-setting decisions.

Learning OutcomesBy the end of this session, participants will be able to:

Identify emerging issues and recent arbitration trends in the fire sector across Canada.
Analyze arbitration awards related to discipline, accommodation, privacy, and workplace safety.
Apply legal principles to common grievances involving staffing, scheduling, leave, and contract interpretation.
Understand the scope and limits of management rights, including remote work policies, surveillance, and contracting out.
Recognize how human rights, duty of loyalty, and off-duty conduct are addressed in arbitration.
Use the comprehensive reference package as an ongoing resource for grievance handling and workplace decision-making.

Engage more confidently in grievance arbitration processes with enhanced legal insight and practical knowledge.

What to ExpectThis session will feature an engaging panel discussion led by an experienced arbitrator and expert union and management counsel.
Panelists will share insights on current issues in fire sector grievance arbitration, using real-world examples and recent decisions to highlight key trends and challenges.
You’ll have the opportunity to ask questions throughout the session and take part in interactive Q&A periods designed to address practical concerns from the field.
Participants will receive a comprehensive reference package, to keep and reference at any time, which includes case summaries, legal analysis, and topic overviews. This package will be referred to throughout the session and will serve as a valuable resource long after the program concludes.

Who Should Attend?
HR directors, professionals and executives
Fire chiefs and deputies
Union officers and representatives
Grievance advisors and committee members
Labour lawyers/consultants
Arbitrators, mediators and adjudicators

You may also be interested inIf you’re interested in this session, you may also want to attend Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update, taking place. This companion panel offers a focused look at key developments and strategies in interest arbitration in the fire sector. Bundle pricing is available for those who wish to attend both programs.

Pricing
Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
$495.00Add to cart

Bundle Pricing: Includes Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update and Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update.

$895.00Add to cart

Speakers

Chris Albertyn
Labour Arbitrator
Albertyn Arbitration

Tim Gleason
Union Counsel
Dewart Gleason LLP

Thomas Roper, K.C.
Employer Counsel
Roper Greyell LLP

CPD
Workshop CPD

This program has been approved by CPHR Alberta for 2 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 2 Continuing Professional Development hours.

This program has been approved for 2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 2 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 2 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 2 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 2 Continuing Professional Development hours.

Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
2025-10-24 14:30 - 16:30 (America/Halifax) | Virtual Event
Program
Led by a prominent arbitrator with seasoned union and management counsel, this panel will examine current interest arbitration awards and discuss the treatment by negotiating parties and by arbitrators of emerging issues in the fire sector across Canada.
Among Topics to be Addressed:

To what extent do fire sector arbitrators take inflation into account? What role does it play in bargaining?
How much weight do arbitrators give to police-fire wage parity?
Are municipal employee settlements relevant in fire sector bargaining/arbitration?
What factors do arbitrators consider in deciding staffing issues?
Will arbitrators prohibit a requirement for prior authorization of drugs by insurance companies?
Contracting out of bargaining unit work: can dispatch work be contracted out and if so, must it be contracted out to a fire force represented by the firefighters’ association?
How much weight do arbitrators give to the employer’s ability to pay?
Can parties introduce late demands and, if so, when?
Will arbitrators grant an employer’s request to add part-time firefighters?
How do arbitrators apply the factors of wage comparability and demonstrated need, total compensation, and past bargaining history?
Can the parties’ exchanges during negotiations be referred to at arbitration?
And more.

Participants will receive materials containing current legislation and key precedent-setting decisions.

Learning Outcomes
By the end of this session, participants will be able to:

Understand key principles and procedures involved in interest arbitration in the fire sector across Canada.

Identify and evaluate different arbitration formats, including conventional arbitration, med-arb, final offer selection, and first contract arbitration.

Apply key criteria used by arbitrators (such as replication, comparability, and demonstrated need) to issues like wages, benefits, and staffing.

Prepare effectively for mediation meetings and arbitration hearings, including how to present briefs and supporting documentation.

Recognize how recent awards are addressing substantive and procedural issues such as inflation, estoppel, post-hearing settlements, and admissibility of bargaining history.

Assess the appropriateness and impact of various remedies, including interim awards, retroactivity, referrals for negotiation, and final orders.

Use the provided reference materials to support future advocacy and decision-making in the interest arbitration process.

Who Should Attend?

HR directors, professionals and executives
Fire chiefs and deputies
Union officers and representatives
Grievance advisors and committee members
Labour lawyers/consultants
Arbitrators, mediators and adjudicators

You may also be interested in
If you’re interested in this session, you may also want to attend Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update, taking place. This companion panel offers a focused look at key developments and strategies in grievance arbitration in the fire sector. Bundle pricing is available for those who wish to attend both programs.

Pricing
Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
$495.00Add to cart

Bundle Pricing: Includes Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update and Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update.

$895.00Add to cart

Speakers

Chris Albertyn
Labour Arbitrator
Albertyn Arbitration

Thomas Roper, K.C.
Employer Counsel
Roper Greyell LLP

Jeffrey Sack, K.C.
Union Counsel

CPD
Workshop CPD

This program has been approved by CPHR Alberta for 2 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 2 Continuing Professional Development hours.

This program has been approved for 2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 2 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 2 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 2 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 2 Continuing Professional Development hours.

Edmonton Bargaining in the Broader Public Sector Conference 2025
2025-11-06 - 2025-11-07 | Westin Edmonton, 10135 100th Street, Edmonton, Alberta, T5J 0N7, Canada
Friday, November 7, 2025
Breakfast and Registration: 8:00 am – 9:00 am

Introductory remarks: 9:00 am – 9:05 am

Panel 1: Dollars and Sense of Public Bargaining: Evaluating Alberta's economic and fiscal outlook - 9:05 am – 9:50 am

Richard E. Mueller
Professor
Department of Economics
University of Lethbridge

Catherine Rothrock
Chief Economist
Alberta Treasury Board and Finance

What economic conditions will we face in 2026? In this forward-looking session, economists will examine 2026 economic and fiscal forecasts in Alberta and federally. Specifically, the panel will address:

Provincial and federal growth forecasts;
Inflation, interest rates, and cost-of-living expectations;
Employment and labour market conditions;
Provincial comparisons and impact of trade with the United States; and
Economic priorities in 2026 Alberta and federal budgets.

Break: 9:50 am – 10:05 am

Panel 2: From Statistics to Strategies: Navigating public sector negotiations in the current economic climate - 10:05 am – 11:05 am

Steve Bradshaw
President
Amalgamated Transit Union (ATU) Local 569

Gabriel Joshee-Arnal
Employer Counsel
Neuman Thompson

Deborah Schaan
General VP North, CUPE Alberta Division
CUPE Local 417, President

Anna Turcza-Karhut
Supervisor of the City of Edmonton Labour and Employment Lawyers

Experienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Alberta’s economic outlook. Specifically, the panelists will address the following questions:

What do the recent fiscal update and economic statement, fiscal plan, and other communications from the Government of Alberta tell us about the provincial government’s bargaining priorities for the end of 2025 and beyond?
What economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Alberta’s current economic situation that negotiators need to pay particular attention to in bargaining? How is the approach to bargaining affected by uncertain times?
How will the uncertainty surrounding U.S. tariffs and the Canadian response, such as retaliatory tariffs, impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?
How will the current state of the economy affect negotiating wage increases? How will inflation and the increased cost of living affect bargaining in this area? Does Alberta’s stagnant minimum wage play a role?
How important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table? Can an employer meeting a union’s non-monetary demands make up for not meeting monetary demands?
How do hiring freezes and layoffs, resulting in increased job complexity and workloads, affect bargaining?

Break: 11:05 am – 11:20 am

Keynote Speech by Leanne Young - The Human Dynamics of Alberta’s Unique Bargaining Framework - 11:20 am – 11:50 am

Leanne Young, K.C.
Chartered Arbitrator, Mediator and Adjudicator
Resolve ADR

Exploring Alberta’s bargaining framework as a living system that is driven by people and not a set of laws or fiscal policies. Alberta’s specific framework demonstrates this using trust, transparency, and the invisible influence that government mandates create.Networking Lunch: 11:50 am – 12:50 pm

Panel 3: Current and Critical: Exploring recent caselaw and legislative developments - 12:50 pm – 1:50 pm

Dan Bokenfohr
Employer Counsel
McLennan Ross

Ella Henry
Counsel
Canadian Union of Public Employees

Nancy Schlesinger
Chair and Essential Services Commissioner
Alberta Labour Relations Board

In this session, panelists will examine the latest decisions, legislative changes, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including:

the legality of recent government interventions pausing or prohibiting strikes in the railway, ports, postal, airline, education, and other sectors;
a recent Quebec Court of Appeal decision limiting the role of governments in the selection of impartial interest arbitrators;
the trends in recent labour board decisions addressing issues such as unfair labour practices, good faith bargaining, statutory freeze violations, contracting out, bargaining unit scope, essential services agreements, and delineating “core” and “non-core” union activities;
the impact of recent interest arbitration decisions addressing inflation, morale, staffing and retention, and changing social, political, and economic conditions; and
the effectof recent grievance arbitration awards addressing collective agreement interpretation, including the assessment of employees’ contractual entitlements during lay-offs and restructuring.

The session will also address key legislative changes, including:

the implications for protest activity of Alberta’s Justice Statutes Amendment Act, adding certain healthcare facilities to the province’s Critical Infrastructure Defence Act;
changes to Alberta’s healthcare system introduced through Alberta’s latest Health Statutes Amendment Acts and related concerns with respect to privatization and working conditions;
the “Common Front Solidarity Pact” recently reached between the Alberta Federation of Labour and other unions within the province.
legislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and
legislation restricting the use of strike replacement workers passed federally and in Manitoba.

Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a changing legal and political landscape.
Break: 1:50 pm – 2:05 pm

Fireside Chat - The Multigenerational Advantage - Building Stronger Teams, Now and for the Future - 2:05 pm – 2:35 pm

Evangeline Berube
Associate Director
Robert Half

The diverse age range of today’s workforce can often leave employers struggling to balance hiring strategies, compensation and benefit decisions, and workplace cultures based on how they support and resonate differently with employees across generations. The good news is the gap between generations frequently isn’t as wide as you might think, and the differences that exist aren’t necessarily the ones you’d expect. From emerging opportunities to generational insights, this session will explore the influence of baby boomers, Gen X, millennials, and Gen Z on today’s workforce, along with the impacts of various policies on their productivity and well-being.
Join Adam Cembrowski, a partner with Nugent Law Office as he discusses the multigenerational workforce with Evangeline Berube, Vice President and Associate Director with Robert Half.Break: 2:35 pm – 2:45 pm

Panel 4: Modernizing Collective Agreements: AI, EDI, remote work, restructuring, outsourcing, scope of benefits and leaves, new technologies, and more - 2:45 pm – 4:00 pm

Rohit Gill
Labour Relations Officer at United Nurses of Alberta

Adam Norget
Director of HR Legal Services & Legal Counsel
Edmonton Police Service

Ryan K. Smith
Employer counsel
Neuman Thomson

The future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology, evolving workplace expectations, and legal developments are driving the need for modernization. Topics to be addressed include:

The impact of artificial intelligence (“AI”) on employee hiring and management
New technologies relating to surveillance and monitoring of employees at work
Remote work and flexible workplace arrangements
Equity, Diversion and Inclusion (“EDI”) in the workplace
The right to disconnect
Scope of benefits and leaves of absence
Outsourcing work
Restructuring
Social media during bargaining

Closing Remarks: 4:00 pm

RegisterThursday, November 6, 2025
Workshop
*Workshop sold separately from stand-alone conference.

Bargaining Beyond the Basics: Advanced skills in public sector bargaining

Paulette Dekelver
Arbitrator/Mediator

Teresa Haykowsky
Employer Counsel
McLennan Ross

Lisa Mason
Regional Director
CUPE Alberta

In this full-day workshop, experts will help participants improve their bargaining skills beyond the basics, with a focus on overcoming negotiating roadblocks, communicating during bargaining, and crafting appropriate collective agreement language. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. Topics include:

Applying negotiation strategies to preserve relationships during bargaining and improve outcomes;
Communicating with members or employees and the media during bargaining;
Counteracting bad faith bargaining;
Addressing confidential mandates under Alberta’s Public Sector Employers Act;
Determining the cost of benefits under a collective agreement;
Interpreting collective agreement language; and
Crafting clear and compelling collective agreement language.

Register
Edmonton Bargaining in the Broader Public Sector Conference – Single day$1,395.00Select options
This product has multiple variants. The options may be chosen on the product page

Edmonton Bargaining in the Broader Public Sector Conference – Workshop$1,295.00Add to cart

Edmonton Bargaining in the Broader Public Sector Conference & Workshop$2,195.00Add to cart

Conference Co-Chairs

Adam Cembrowski
Union Counsel
Nugent Law Office

Maurice Dransfeld
Employer Counsel
McLennan Ross

Conference Advisory Committee

Alison Adam
Employer Counsel
McLennan Ross

Heather Smith
President
United Nurses of Alberta

Steve Stringfellow
Assistant Deputy Minister, Labour Relations Policy & Programs
Public Service Commission
Government of Alberta

Terry Sway
Associate Director of Operations
Non-Academic Staff Association (NASA)
University of Edmonton

Ruth Strong, Retired
Senior Lead, Disputes and Advisory Services
City of Edmonton

CPD
Conference CPD

This program has been approved by CPHR Alberta for 5 Continuing Professional Development hours.

Workshop CPD

This program has been approved by CPHR Alberta for 5.33 Continuing Professional Development hours.

Register

Arbitrating AI in the Workplace: Real-world scenarios and legal strategies
2025-11-13 12:30 - 14:00 UTC | Virtual Event
This session will provide employers and unions with the best available insight into grievances concerning AI and algorithmic management. Specific issues to be addressed include:
$595.00Add to cart

Can employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?
What arguments for and against the use of algorithmic management would arbitrators find most compelling?
What legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions or to evaluate job applicants based on their internet activity?

Moderator

Kelly Williams-Witt
Arbitrator/Mediator
Dean, Faculty of Business, Communication Studies and Aviation
Professor of Labour Relations and Human Resources Management
Mount Royal University

Speakers

Megan Kheong
Partner
MLT Aikins

Riley Palmer
Partner
Watson Palmer Labour Lawyers

Accreditation
CPD

This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.

This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.

Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
2025-11-19 - 2025-11-21 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
Thursday, November 20, 2025
Bargaining in the Broader Public Sector Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory remarks: 9:00 am – 9:05 am

Panel 1 - Scanning the Economic Horizon: Expert insights into B.C.'s financial outlook - 9:05 am – 10:05 am

Alex Hemingway
Senior Economist and Public Finance
BC Society for Policy Solutions

Susan Mowbray
Partner
Economics and Research
MNP

What economic conditions will we face in 2026? In this forward-looking session, economists will examine 2026 economic and fiscal forecasts in B.C. and federally. Specifically, the panel will address:

Provincial and federal growth forecasts;
Inflation, interest rates, and cost-of-living expectations;
Employment and labour market conditions;
Provincial comparisons and impact of tariffs on trade with the United States; and
Economic priorities in 2026 B.C and federal budgets.

Break: 10:05 am – 10:20 am

Panel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:35 am

Norah Miner
Director of Bargaining
Health Sciences Association of BC (HSABC)

Mike Vizsolyi
Executive Director, Employee and Labour Relations
University of British Columbia (UBC)

Experienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of British Columbia’s economic outlook. Specifically, the panelists will address the following questions:

What do recent communications from the Government of British Columbia tell us about the provincial government’s bargaining priorities for currently and for the year ahead?
What economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to British Columbia’s current economic situation that negotiators need to pay particular attention to in bargaining?
How will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?
How will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?
How important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?
How are the parties coping with freezes and layoffs as well as labour shortages in negotiations?

Break: 11:35 am – 11:50 am

Fireside Chat with Krista James - Meeting the Needs of our Intergenerational Workplaces - 11:50 am – 12:20 pm

Krista James
Policy Director and Senior Legal Counsel
Vancouver Coastal Health

Networking Lunch: 12:20 pm – 1:20 pm

Panel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in B.C. and nationwide - 1:20 pm – 2:30 pm

Jeremy Bryant
Union Counsel
Banister & Company

Tamara Ramusovic
Union Counsel
Moore Edgar Lyster LLP

Delayne Sartison
Employer Counsel
Roper Greyell LLP

Jessica Thomson
Employer Counsel
Pulver Crawford Munroe

In this session, panelists will examine the latest decisions, legislative changes, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including:

the legality of recent federal government interventions pausing or prohibiting strikes in the railway, ports, postal, education, airline, and other sectors;

recent labour board decisions addressing issues such as secondary picketing, unfair labour practices and the duty to bargain in good faith, and the use of out-of-province workers to perform struck work;
the impact of recent interest arbitration decisions addressing inflation, staffing and retention, and changing social, political, and economic conditions;
the effect of recent grievance arbitration awards, including cases addressing discriminatory collective agreement language, the use of hiring incentives, and the application of the Charter to B.C. employers in the broader public sector; and
navigating potential conflicts between collective agreement language and changing requirements in employment standards legislation; and
aftermath of the Quebec Casinos

The session will also address key legislative and policy updates, including:

the latest developments in the ongoing review of the B.C. Labour Relations Code;
measures introduced by the federal and B.C. government to avoid or cushion the impacts of ongoing trade conflict;
legislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and
legislation restricting the use of strike replacement workers passed federally and in Manitoba.

Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape.
Break: 2:30 pm – 2:45 pm

Panel 4 - Bargaining Emerging Issues: Climate change, disaster leaves, gig and remote work, new leaves and innovative benefits, new technologies, generational differences and more - 2:45 pm – 4:00 pm

Chris Beneteau
Executive Director, Labour Relations
BC Public School Employers’ Association

Erin Cutler
Senior Legal Director and General Counsel
Health Employers Association of BC (HEABC)

Richard Tones
Director of Negotiations
BC General Employees Union (BCGEU)

Thom Yachnin
Union Counsel
Victory Square Law Office

The future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology, current events, and evolving societal and workplace expectations are driving the need for modernization. Topics to be addressed include:

The impact of artificial intelligence (“AI”) on employee hiring and management;
New technologies related to surveillance and monitoring of employees;
Remote work, flexible work arrangements, and gig work;
Mental health, staffing levels, and workload;
Workplace violence;
Emerging leave and benefit provisions;
Climate change and disaster preparedness;
Equity, diversity, and inclusion; and
Generational differences in workplace and bargaining priorities.

Topics will be finalized in the weeks prior to the conference, ensuring coverage of the latest and most pressing issues.
Closing Remarks: 4:00 pm

RegisterFriday, November 21, 2025
Labour Arbitration and Policy Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory remarks: 9:00 am – 9:05 am

Panel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am

Valerie Dixon
Legal Counsel – Labour, Employment and Human Rights
City of Vancouver

Jitesh Mistry
Labour Arbitrator and Mediator
Mistry ADR

Erica Sandhu
Union Counsel
Hastings Labour Law Office

In this session, panelists will examine recent significant developments in federal and provincial labour law, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including:
Caselaw:

Government intervention in recent collective bargaining disputes including issues of freedom of association under the Charter
Remedies for breach of employment standards

class actions
arbitration agreements
Supreme Court hearing on Quebec’s secular dress code
upcoming changes

Termination

discharge and discipline
sexual harassment

Labour Board decisions

unfair labour practices
good faith bargaining
remedial certification

Workplace rights and responsibilities

privacy issues
drug and alcohol testing
workplace investigations

discrimination and accommodation
harassment and retaliation

Legislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;
legislation dealing dealing with federal supply chain transparency;
New restrictions on the use of strike replacement workers in federally regulated industries; and
Quebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit strikes.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments in a shifting economic and political landscape.
Break: 10:20 am – 10:35 am

Keynote by Stephen Kelleher - Perspectives of a Supreme Court Judge returning to Labour Arbitration and Mediation - 10:35 am – 11:05 am

Stephen Kelleher, K.C.
Arbitrator and Mediator

Arbitrator Kelleher will discuss how labour arbitration has evolved from its original purpose and how it has continued to change with the times. He will compare and contrast litigation in court and labour arbitration. Finally, he will ask whether some court procedures should be considered for the labour arbitration context.Break: 11:05 am – 11:20 am

Panel 2 - Hidden Needs, Hard Questions: Navigating complex workplace accommodations - 11:20 am – 12:30 pm

Brad Cocke
Employer counsel
Cooperwilliams Truman & Ito LLP

Jodie Gauthier
Union Counsel
Black Burke Mayor

Lesley Maisey
Occupational Health Nurse
Specialist For Disability Case Management
Sharezen Group

As workplaces reopen, accommodation requests are becoming more varied and complex. This panel will address health-related accommodations in the context of return-to-work mandates. Specifically, the following questions will be addressed:

What are common medical conditions that elude diagnosis, or that are considered “diagnoses of exclusion”? How do the stereotypes and stigma associated with these conditions contribute to the challenge of providing accommodation?
What are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional?
How should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?
When will it be appropriate for an employer to request an Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?
Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy? What is the type and scope of medical information that is required to support these requests?
Does an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so, what is considered reasonable accommodation?
How should collective agreements and workplace policies be updated to comply with British Columbia’s new restrictions on sick notes for short-term absences? How do these restrictions affect other responsibilities, such as the duty to accommodate?

Networking Lunch: 12:30 pm – 1:30 pm

Fireside chat - AI and the Labour Relations Problem-Solver: Building Towards Your Irreplaceable Edge - 1:30 pm – 2:15 pm

Carolyn Janusz
Union Counsel
Goodwin Law

John McConchie
Arbitrator and Mediator

Break: 2:15 pm – 2:30 pm

Panel 3 - Pre-hearing Primer: Handling procedural delays, preliminary objections, requests for particulars, and more - 2:30 pm – 3:45 pm

Julia Bell
Employer Counsel
Roper Greyell LLP

Will Clements
Union Counsel
Koskie Glavin Gordon

Ryan Goldvine
Mediator and Arbitrator
Goldvine Dispute Resolution Services
Part-Time Member
BC Employment Standards Tribunal

Effective pre-hearing procedures are critical to the smooth and timely resolution of labour arbitration cases. This panel will offer practical insights on minimizing delays, leveraging emerging technologies, managing preliminary objections, and responding to requests for particulars and production. Panelists will share strategies for addressing common procedural challenges and ensuring hearings proceed efficiently. Specifically, panelists will address:
Delay:

What are the most common pre-hearing bottlenecks and how can they be avoided?
When does delay cross the line into abuse of process? What remedies (such as costs or adjournments) are available?

New Formats:

How do virtual and hybrid formats contribute to pre-hearing efficiency, and what procedural or practical challenges might they create?

Does any guidance exist on permissible uses of Generative AI in pre-hearing stages (g. for document review, timeline automation, etcetera)?

Request for Particulars:

What are best practices for responding to and drafting effective requests for particulars?

What types of statements, information, or documents are protected by privilege, confidentiality agreements, or privacy laws?

Preliminary Objections:

What are the most common types of preliminary objections (e.g. jurisdiction, timeliness, standing), and when should they be raised?

Should parties always raise preliminary objections early, or are there risks in doing so prematurely?

Evidence:

How do arbitrators deal with attempts to introduce evidence regarding exchanges during negotiations, estoppel notices, counterproposals in bargaining, etcetera?

General:

As prehearing processes grow more complex with expanded preliminary issues and interim orders, are they strengthening procedural fairness or complicating efficiency and proportionality?

Closing remarks: 3:45 pm – 4:00 pm

RegisterRegister Vancouver Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

Vancouver Labour Arbitration and Policy Conference$1,395.00Add to cart

Vancouver Bargaining in the Broader Public Sector Workshop$1,395.00Add to cart

Vancouver Labour Arbitration and Policy Conference Workshop$1,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle$2,995.00Select options
This product has multiple variants. The options may be chosen on the product page

Wednesday, November 19, 2025Workshops
(The schedule will run concurrently for all workshops)

Bargaining In The Broader Public Sector Conference Workshop
Bargaining for Change: Advancing Equity, Diversity, and Inclusion (EDI) at the table

Hasan Alam
Staff LawyerBC Government and Service Employees’ Union(BCGEU)

Natasha Aruliah
ConsultantJEDDI (Justice, Equity, Decolonising, Diversity and Inclusion) Specialist

Carolyn MacEachern
Employer CounselYoung Anderson

Shelina Neallani
Lawyer, Mediator, and Workplace Assessor

Special opening session led by:

Emily Ohler
Chair British Columbia Human Rights Tribunal

In this interactive workshop, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity, diversity, and inclusion (“EDI”).
Participants will hear from leading experts and work in small groups on skill-building exercises, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to:

Prepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;
Review collective agreements for problematic language and update commonly-used but exclusionary terminology;
Apply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;
Craft new collective agreement clauses to remove barriers and promote EDI, incorporating emerging language addressing topics such as cultural and religious diversity, anti-racism, decolonization and Indigenization, disability and mental health, and gender equity and diversity; and
Navigate potential conflicts between language aimed at promoting EDI and other collective agreement rights, such as seniority provisions.

All participants also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference.
Labour Arbitration And Policy Conference Workshop
Honing Your Grievance and Arbitration Skills: Tools and tactics for success

Susanna Allevato Quail
Counsel
Allevato Quail & Associates

Mike Hamata
Employer Counsel
Roper Greyell

Gabriel Somjen
Arbitrator and Mediator

Build your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution, explore how to build a persuasive case, and discuss what matters most in the hearing room.
Through a facilitated discussion and interactive exercises, attendees will learn how to:

Assess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;
Work with grievors who may present as “difficult to work with,” recognizing underlying disabilities, trauma, and other factors which may be impacting communication;
Identify when settlement or mediation is appropriate;
Recognize when a matter is unlikely to settle, assess the appropriate forum, and determine when arbitration is necessary;
Prepare for arbitration and make the most of pre-hearing processes, laying the groundwork to succeed at the hearing;
Navigate key rules of evidence, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and
Advocate effectively in the hearing, advancing the interests of your member, organization, or client.

Attendees will be encouraged to ask questions and engage with other participants. All other participants also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference.
Register Vancouver Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

Vancouver Labour Arbitration and Policy Conference$1,395.00Add to cart

Vancouver Bargaining in the Broader Public Sector Workshop$1,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference Workshop$1,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2,295.00Add to cart

Vancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop)$2,995.00Select options
This product has multiple variants. The options may be chosen on the product page

Bargaining in the Broader Public Sector ConferenceConference Co-chairs

Leanne Bowes
Chief Executive Officer
Post-Secondary Employers’ Association

Elisabeth Finney
Union Counsel
Black Burke Mayor

Conference Advisory Committee

Jeremy Bryant
Union Counsel
Banister & Company

Andrea Mears
Labour Relations Officer Professional Employees Association

Alissa Perry
Director, Employee Relations
BC Public School Employers’ Association

Paul Reniers
Divison Manager, Collective Bargaining
Metro Vancouver

Labour Arbitration and Policy Conference
Conference Co-chairs

Carolyn Janusz
Union Counsel
Goodwin Law

James Kondopulos
Employer Counsel
Roper Greyell LLP

John McConchie
Arbitrator/Mediator

Conference Advisory Committee

Gretchen Brown
Union Counsel
British Columbia Teachers’ Federation (BCTF)

Stephanie Mayor
Union Counsel
Black Burke Mayor

Carolynn Ryan
Senior VP People & Chief Human Resources Officer
BC Hydro

Marino Sveinson
Employer Counsel
Pulver Crawford Munroe

CPD
Bargaining in the Broader Public Sector Conference CPD

This program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.

Vancouver Labour Arbitration and Policy Conference CPD

This program has been approved by CPHR BC & Yukon for 5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5 Continuing Professional Development hours.

Vancouver Bargaining in the Broader Public Sector Pre-Conference Workshop CPD

This program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.

Vancouver Labour Arbitration And Policy Pre-Conference Workshop CPD

This program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.

Register
