Lancaster House

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$595.00Add 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$595.00Add 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$595.00Add 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$595.00Add 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$595.00Add 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

Lancaster’s Workplace Essentials: Outsourcing, layoff, recall, severance and other key issues in restructuring
2025-11-27 12:30 - 14:00 UTC | Virtual Event
In today’s turbulent sociopolitical and economic climate, it is critical for employers and unions to have a firm grasp of foundational principles regarding workplace reorganizations. In this installment of Lancaster’s Workplace Essentials webinar series, panelists will address key issues regarding restructuring, including:
$595.00Add to cart

What is meant by the terms “contracting out” and “contracting in”? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine, “contracting out”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring? Can they reassign duties formerly performed by full-time employees to part-time employees?
Will a unilateral reduction in working hours or changes to an employee’s shift times, position, job classification, or job location constitute a lay-off? Can management unilaterally schedule vacation to achieve a temporary shut-down without engaging lay-off provisions?
How does collective agreement language impact the order in which employees must be laid off and their recall rights? What is “bumping up” and “bumping down” and when will either be permissible?
When will a “lay-off” in fact amount to termination of employment?
How will employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? How do employer obligations, and union rights, differ when a restructuring is due to technological change as opposed to economic reasons?
When will a merger, amalgamation, sale, or transfer of all or part of a business result in the new or acquiring entity being considered a successor or related employer?
Must employers disclose plans to restructure during collective bargaining?
What measures do parties seek to negotiate in collective agreements when restructuring occurs?
What remedies can unions or employees seek when employers fail to adhere to their collective agreement or statutory obligations with respect to restructuring? How does insolvency or a declaration of bankruptcy impact employers’ liability and union and employee rights?
What legislative changes and government programs have recently been introduced to avoid or cushion the impacts of large-scale downsizing or loss of employment through restructuring?

Moderator

Jitesh Mistry
Labour Arbitrator/Mediator
Mistry ADR

Speakers

Jeffrey Stewart
Employer counsel
Sherrard Kuzz

Julia Williams
Lawyer
Ravenlaw LLP

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.

EDI Policies: Assessing the impact of U.S. developments on Canadian law and practice
2025-12-02 12:30 - 14:00 UTC | Virtual Event
The panel will examine how Canadian firms can handle changing practices in the U.S. assess legal and reputational risks of altering EDI commitments, and identify strategies to advance equity amid shifting legal and political climates. Specifically, the panel will discuss:
$595.00Add to cart

How are U.S. political and legal developments around EDI influencing Canadian law firm approaches to EDI? What should workplace leaders be paying attention to as they monitor developments?
To what extent could offering EDI initiatives conflict with provincial law society mandates on EDI education, human rights, and rules of professional responsibility?
Are rollbacks of EDI permissible under Canadian human rights and employment equity legislation? How might legislative and Charter provisions permitting “special programs” impact that analysis?
If a firm discontinues a specific EDI initiative, what steps should it take to ensure continued alignment with its values, avoid reputational harm, and protect the well-being of employees?
What practical strategies can Canadian firms adopt to maintain EDI integrity while navigating cross-border business pressures and polarized public discourse?
In a shifting regulatory environment, what steps can workplaces take to uphold EDI values in hiring, client relationships, and firm culture?

Moderator

Laila Said Alam
Tribunal MemberBritish Columbia Human Rights Tribunal

Speakers

Connie Cheung
Employer Counsel
Sherrard Kuzz LLP

Mary Rolf
Union Counsel
Pink Larkin

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 by the Law Society of British Columbia 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.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
LSO EDI Professionalism: 1 hour(s) and 30 minutes(s)
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.

Intensive Mediation Workshop
2025-12-04 09:00 - 17:00 (America/New_York) | Virtual Event
In association with:Upon completion of this program, participants will receive a digital credential from Toronto Metropolitan University.

Daphne Taras
Professor and DirectorCentre for Labour-Management RelationsToronto Metropolitan University

Program Leader

Paula Knopf
Arbitration/Mediator

Program Faculty

Daphne Taras
Professor and Director
Centre for Labour-Management Relations
Toronto Metropolitan University

This intensive professional learning program is designed to develop the advanced dispute resolution skills that labour relations professionals need in order to be successful in their roles.
Participants will have the opportunity to observe dispute resolution techniques used by experienced professional mediators — and to use those techniques as they attempt to resolve a workplace dispute. To make the simulation as realistic as possible, actors will play the role of the aggrieved party.
Aimed at labour relations professionals with basic to intermediate knowledge of mediation and workplace dispute resolution techniques, this session aims not to create professional mediators but to equip participants with the knowledge and skills necessary to:

Defuse tensions and manage workplace conflict
Resolve grievances without resorting to lengthy and expensive arbitration processes
Make effective use of informal and formal mediation as a management or union representative

Who is this program designed for?

Graduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program
Labour relations professionals with 3 or more years of experience working full-time for an employer or a union, including:

Human resources professionals
Labour relations officers
Local union leadership
Managers
Union staff

Labour and employment lawyers in their first 5 years of practice

To ensure interactivity as well as opportunities for skill-building and personalized feedback, spaces in this program are extremely limited. We hope you’ll join us.
CPD

This program has been approved by CPHR Alberta for 6.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 6.5 Continuing Professional Development hours.

This program has been approved for 6.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 6.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 6.5 substantive hours; 0 professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 6.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 6.5 Continuing Professional Development hours.

Toronto Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
2025-12-08 - 2025-12-10 | Hilton Toronto, 145 Richmond Street West, Toronto, Ontario, M5H 2L2, Canada
Tuesday, December 9, 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 Ontario’s financial outlook - 9:05 am – 10:05 am

Rafael Gomez
Professor
Director of the Centre for Industrial Relations and Human Resources

Doug Porter
Chief Economist and Managing Director, Economics
BMO

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

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 Ontario 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 – 11:25 am

Robert Bass
Principal
Bass Associates

Kat Leonard
National Representative
Unifor

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

What do recent communications from the Government of Ontario 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 Ontario’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: 11:25 am – 11:40 am

Fireside Chat - Using AI in Bargaining - 11:40 am – 12:20 pm

Nicole Gauthier
Executive Officer and Chief Negotiator
OSSTF Toronto

Al Hounsell
National Director of AI, Innovation & Knowledge
Gowling WLG

Alison Warrian
Senior Manager, Labour Relations, Ontario Public School Boards’ Association

Coming Soon.
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 Ontario - 1:20 pm – 2:30 pm

Carla Black
Employer Counsel
Rae Christen Jeffries LLP

Michael McFadden
Arbitrator and Mediator
Vice-chair
Ontario Labour Relations Board

Lauren Pearce
Union Counsel
Jones Pearce

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, education, airline, and other sectors;
trends in recent labour board and court decisions addressing issues such as secondary picketing, unfair labour practices, and the duty to bargain in good faith;
the impact of recent interest arbitration decisions addressing inflation, staffing and retention, and changing social, political, and economic conditions; and
the effect of recent grievance arbitration awards, including cases addressing collective agreement interpretation, discriminatory contract language, and contracting in/out.

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

the latest changes introduced through the Working for Workers series of legislation, including new and amended leave provisions, restrictions on requesting medical notes from employees in support of sick leave, the incorporation of remote work into legislative harassment provisions, and new extended layoff provisions;
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: AI, gig and remote work, new leaves and innovative benefits, modern technologies, aging workforces, and more - 2:45 pm – 4:00 pm

Matt Hopkins
Executive Director PeopleToronto Transit Commission

Kirsty Niglas-Collins
Union counselCollins & Metcalfe LLP

Jeffrey Stewart
Employer CounselSherrard Kuzz

Cynthia Watt
Vice President
AMAPCEO

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

The impact of artificial intelligence (“AI”) on employee hiring and management;
New technologies related to surveillance and monitoring of employees;
Remote, hybrid, and flexible work arrangements and back-to-work mandates;
Mental health, staffing levels, and workload;
Workplace violence;
Emerging leave and benefit provisions;
Equity, diversity, and inclusion;
Job security and workplace restructuring, contracting in/out, and assignment of bargaining unit work; 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

RegisterWednesday, December 10, 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

Tyler Boggs
Union Counsel
Cavalluzzo LLP

Mort Mitchnick
Arbitrator/Mediator

Erin Porter
Employer Counsel
Fasken

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
Supreme Court hearing on Quebec’s secular dress code
upcoming changes

Termination

discharge and discipline
sexual harassment

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 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

Panel 2 - Mental Health and Medical Privacy at Arbitration: Disclosure obligations, WSIB claims, reasonable and customary limits, and more - 10:35 am – 11:45 am

Shiran Brener
Counsel
Ontario Treasury Board Secretariat

Brendan McCutchen
Union Counsel
Wright Henry LLP

Dr. Michael Schweigert
Occupational Medicine Specialist

Balancing an employer’s duty to accommodate and the privacy rights of employees is a growing challenge. This panel will explore the complex intersection of mental health disabilities, medical information, and limits on disclosure. Experts will examine recent decisions and offer practical guidance on preparing and presenting cases while protecting an employee’s sensitive personal health information. Specifically, the panel will address:

What are the unique privacy concerns associated with employers requesting medical information related to mental health disabilities? How can employers and unions safeguard an employee’s medical information to ensure only the relevant individuals have access? Can an employee’s medical information received for the purpose of one proceeding be used in another (e.g. an employer using medical information from the WSIB claim file at arbitration)?
What are best practices for drafting initial and follow-up letters to medical professionals regarding an employee’s mental health disability? Are employers or unions entitled to communicate directly with an employee’s medical professional?
Is an employer ever entitled to an employee’s diagnosis? What about at the arbitration stage?
What are some examples of requests for medical information that arbitrators or adjudicators have found to be discriminatory? Can an employer be held liable for the unlawful actions of a benefits provider?
In what circumstances have arbitrators determined that expenses being limited to reasonable and customary limits violates a collective agreement? Is the analysis different for psychological benefits claims?
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?
What is the difference between inquiring about health conditions and restrictions on job duties?
When will it be appropriate for an employer to request a psychiatric or psychological Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?
How should employers and unions approach an employee that has difficulty providing medical information due to a possible or confirmed mental health disability? What if an employee has difficulty accessing a medical professional due to, for example, long wait lists?

Networking Lunch: 11:45 am – 12:45 pm

Keynote - Beyond the Evidence: Trauma-Informed Approaches to Arbitration and Grievances - 12:45 pm – 1:15 pm

Brian Knowler
Founder and Principal Coach, Leadership and Resilience Strategies
Knowler Consulting – The Change Co

Arbitration and grievance processes are designed to resolve disputes, but too often they overlook the human impact of trauma on those involved. Drawing on lived experience as both a lawyer and a police officer, Brian Knowler will explore how trauma can shape testimony, credibility, and workplace dynamics in ways that the traditional process may miss. This keynote will highlight how trauma-informed approaches help arbitrators, counsel, and workplace parties move beyond procedural outcomes to foster fairness, dignity, and resilience. Attendees will learn practical ways to recognize signs of trauma, adapt questioning and process design, and reduce re-traumatization in hearings. By connecting trauma awareness to pressing issues like mental health disclosure, return-to-work accommodations, and technology-driven surveillance, Brian will show how integrating a trauma-informed lens strengthens both justice and workplace relationships.Break: 1:15 pm – 1:30 pm

Panel 3 - Emerging Accommodation Issues: Return-to-work mandates and alternate work arrangements, family status and religious accommodations, and more - 1:30 pm – 2:30 pm

Natasha Zervoudakis
Employer counsel
Sherrard Kuzz

David Wright
Union Counsel
Ryder Wright Blair & Holmes

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. 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? 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?
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?
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 family status, such as childcare or eldercare responsibilities?
What kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?
How have decision-makers determined whether employers have accommodated employees to the point of undue hardship in recent COVID-19 vaccination refusal decisions? More broadly, what lessons can employers and unions learn from these decisions as it relates to discrimination on the basis of religion or creed and the duty to accommodate?
What aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions? What best practices should employers and unions implement to ensure they meet the duty to accommodate?

Break: 2:30 pm – 2:45 pm

Panel 4 - Social Media, Surveillance, and AI-Driven Management Decisions: An interactive, scenario-based session on uses and abuses of modern technology - 2:45 pm – 4:00 pm

Michael McCreary
Arbitrator and Mediator
Michael McCreary Arbitration Mediation

Melissa Mustafa
Employer Counsel
Lakhani Campea LLP

Katie Rowen
Union Counsel
Ursel Phillips Fellows Hopkinson

This interactive session will provide employers and unions with the best available insights into AI-driven management decisions, monitoring and surveillance tools, and employee social media use. Experienced management and union counsel will join an arbitrator to examine three hypothetical scenarios, exploring legal principles and best practices when addressing the use of modern technologies both at work and off-duty.
Specific issues to be addressed include:

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

Closing Remarks: 4:00 pm

Register
Toronto Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

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

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

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

Toronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Bargaining in the Broader Public Sector Conference Workshop)

$2,995.00Select options
This product has multiple variants. The options may be chosen on the product page

Monday, December 8, 2025
Workshop*Workshop sold separately from stand-alone conference.
Workshop schedule: 9:00 am – 4:00 pm ET (The schedule will run concurrently for both workshops until 4:00 pm.)
Additional Details: Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. Our Networking Lunch is from 12:00 to 1:00 p.m. Between sessions, during refreshment breaks and lunch, you’ll have the chance to connect with peers, share strategies, and engage directly with speakers and fellow attendees.

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

Natasha Abraham
Union counsel
Cavalluzzo LLP

Maureen Doyle
Arbitrator and Mediator
Maureen Doyle Dispute Resolution Services

Nora Hindy
Director
Centre for Global Citizenship Education
Centennial College
Member Board of Directors
Urban Alliance on Race Relations

Lennie Lejasisaks
Employer counsel
Fasken

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.
Register
Toronto Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

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

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

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

Toronto 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

Jorge Hurtado
Lawyer
Morrison Watts Hurtado Labour & Employment Lawyers

Donna Walrond
Lawyer
Bass Associates

Advisory Committee

Samara Barak
Senior Advisor
Employee Relations
York University

David Brook
Vice President, Labour Relations & Chief Negotiations Officer
Ontario Hospital Association

Kevin Giddings
District Director, GTA North
AMAPCEO

Coleen Houlder
Regional Vice-President (Toronto)
OPSEU

Labour Arbitration and Policy Conference
Conference Co-chairs

Blaine Donais
Arbitrator/Mediator
President
Workplace Fairness International

Katherine Ferreira
Union Counsel
Koskie Minsky LLP

Michael Horvat
Employer Counsel
Aird & Berlis LLP

Conference Advisory Committee

Brett Christen
Employer Counsel
Rae Christen Jeffries LLP

Karen Ensslen
Partner
Ursel Phillips Fellows Hopkinson LLP

Jawara Gairey
Director – Regional Offices Branch
Public Service Alliance of Canada

Nick E. Milanovic
Arbitrator/Mediator
Professor Carleton University

Jennifer Richards
Deputy Legal Director
Ontario Treasury Board Secretariat

CPD
Bargaining in the Broader Public Sector Conference CPD

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

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

Bargaining in the Broader Public Sector Workshop CPD

• This program has been approved for 5.17 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.

Labour Arbitration and Policy Conference CPD

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

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

Register

2025 Annual Employment Law Update: Key cases, legislative changes & compliance trends in Canadian workplaces
2025-12-16 12:30 - 14:00 UTC | Virtual Event
Stay current on the latest cases, legislative developments, and compliance trends in employment law through this comprehensive annual cross-country update. The webinar and materials will address key issues relevant to unionized and non-unionized workplaces, such as:
$595.00Add to cart

Are employees entitled to work remotely and for how much of the work week? Who has the last word in determining whether employees must attend the workplace or work remotely? The employee or the employer?
What restrictions apply to an employer’s ability to lay off employees? How are employees’ entitlements on termination impacted if they are let go due to large-scale downsizing or restructuring, whether for economic reasons or as a result of technological change such as adoption of artificial intelligence?
What words or phrasing invalidate a termination clause in an employment contract? Will stating that an employer can terminate an employee without cause “at any time” render a termination clause unenforceable? What trends are emerging in terms of how courts in different provinces approach such clauses?
What types of conduct have recently been found to constitute “just cause”? When can employers successfully rely on “after-acquired cause”?
When terms of termination are not set out in a contract, how much notice or pay in lieu thereof will be considered reasonable? What factors do courts now take into account?
How do courts determine whether employees have met the duty to mitigate their damages by seeking other employment?
What factors have prompted courts to award aggravated/moral or punitive damages for an employer’s conduct when terminating an individual’s employment? When may a party’s conduct during litigation warrant an award of damages?

The webinar and materials will also address the latest legislative and regulatory changes, such as:

New and amended leave entitlements;
Increasing restrictions on employers’ entitlements to medical notes in support of certain short-term statutory leave requests; and
Recent employment standards changes introduced through Ontario’s Working for Workers legislative series.

Topics will be finalized in the weeks prior to the webinar, ensuring coverage of the latest and most important developments in a changing legal landscape.
Moderator

Anne Wallace
Arbitrator, Mediator and Investigator

Speakers

Margaret Bramhill
Employee Counsel
KBA Partners LLP

Joel Fairbrother
Employer Counsel
Bow River 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.

2026 Annual Labour Law Update: The latest cases and legislative developments
2026-01-15 12:30 - 14:00 UTC | Virtual Event
$595.00Add to cart

Stay up to date on the latest developments in labour law through this comprehensive webinar addressing noteworthy cases and legislative updates from the past year. Panelists will examine key updates from across the country, addressing questions such as:

What is the status of ongoing legal challenges to the federal government’s recent use of s. 107 of the Canada Labour Code to intervene in strike actions? How might courts balance the competing interests and legal rights at stake, and how does the Charter of Rights (the “Charter“) impact this analysis? In light of the response of labour relations parties and the public to the use of s. 107, is future use of the provision likely?
What aspects of an electronic monitoring policy will render the policy reasonable or unenforceable?
What is the dividing line between workplace harassment and workplace violence?
What do recent cases suggest about the point in time when an employer’s duty to investigate a harassment complaint is triggered? Will creating a solicitor-client relationship with a lawyer hired to conduct a workplace investigation render that investigation unfair?
What trends are emerging in recent discipline and discharge cases? What factors have arbitrators considered in recent cases when determining whether to uphold discipline imposed for inappropriate off-duty use of social media by employees?
Can employers discipline employees who refuse to undergo a medical examination? How should employers and unions respond when an employee objects to an independent medical examination report?
Can an employer ban off-duty cannabis use for employees who work in safety-sensitive positions? Under what circumstances can employers require employees to undergo testing for substance use?
When will the Charter apply to organizations in the broader public sector (for example, a school board or regional health authority)?
What noteworthy federal and provincial legislative initiatives have recently been introduced? For example:

What measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?
What federal guidance has been provided regarding Canada’s supply chain transparency legislation? How does the multi-jurisdictional “International Reporting on Modern Slavery, Forced Labour and Child Labour” template and guidance, created in cooperation between Canada, Australia, and the United Kingdom, fit with obligations under the federal supply chain legislation?
Which jurisdiction provides the most paid days’ for sick leave or emergency family leave?
What changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?
Which provinces have recently introduced or passed legislation restricting employers’ right to ask for doctor’s notes in support of short-term sick leave?
How far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lock-outs and refer labour disputes to interest arbitration? What is the status of the legal challenge commenced in response to this legislation?

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

David Mombourquette
Chairperson
New Brunswick Labour and Employment Board

Speakers

Preston Parsons
Employer counsel
Overholt LLP

Ruthie Wellen
Union counsel
Kastner Ko LLP

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 New Brunswick may consider this program 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.

2026 Annual Human Rights Update: The latest cases and legislative developments
2026-01-29 12:30 - 14:00 UTC | Virtual Event
$595.00Add to cart

Lancaster’s Annual Human Rights Update returns to bring you the latest cases and updates on Canadian human rights law. Our dynamic speakers, who include experts in labour, employment, and human rights law, will share their insights and practical tips for you to bring back to your practice, your union, or your HR team! Topics include:

What kinds of accommodations have courts recognized as reasonable accommodations for disabilities? What qualifies as “undue hardship” for an employer when it comes to disability accommodation?
When might an employer’s ‘unconscious bias’ constitute discrimination in hiring?
When will an employee’s discriminatory or controversial views expressed online or in the workplace lead to discharge?
What are the latest trends and updates in the area of family status discrimination?
How might AI-driven management impact an employee’s privacy and corresponding human rights? What are the limits of employer surveillance and monitoring?
What has changed in the decisions relating to substance use cases and policies?
What trends are emerging in damage awards for discrimination, failure to accommodate, and reprisal claims? How high has the bar been raised?

Final selection of topics will take place in the weeks leading up to the webinar, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape.

Moderator

Edith Bramwell
Chairperson
Federal Public Sector Labour Relations and Employment Board

Speakers

Daniel McBain
Union Counsel
Moore Edgar Lyster LLP

Khiam Nong
Employer Counsel
Gowling WLG

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 for EDI Professionalism hours by the Law Society of Ontario for 0 hours and 25 minutes.
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 New Brunswick may consider this program 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.

Labour Relations Certificate - Winter 2026 (Virtual Program)
2026-02-05 12:30 - 2026-03-26 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
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

2026 Winter Schedule†
The Winter 2026 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks, and will take place on Thursdays from 12:30 p.m. to 4 p.m. ET beginning February 5, 2026.

Sample Agenda

Video

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

2026 Annual Pensions Update: The latest cases and legislative updates, and policy developments
2026-02-12 12:30 - 14:00 UTC | Virtual Event
$595.00Add to cart

Canadian pension and benefit plans are facing a pivotal moment, where shifting caselaw, evolving regulations, and new legislative developments are redefining what it means to manage risk, ensure compliance, and protect members. Specifically, the panel will address:

How are courts interpreting fiduciary duties in light of longevity risks and ESG considerations? How have adjudicators addressed whether terminating benefits at age 65 is discriminatory?
How are arbitrators and courts interpreting the treatment of leaves of absence, including short and long-term disability leaves, in relation to pension contributions and benefit accruals?
What new regulatory or legislative developments (CPP enhancements, CAPSA guidelines, etc.) should plan administrators be prepared for in 2026?
How are governments and regulators addressing pension plan resilience in the face of economic uncertainty, including solvency funding, annuity buyouts, and de-risking strategies?
What compliance challenges are arising around disclosure, member communications, and cybersecurity in pension administration?

Moderator

James Cameron
Arbitrator and Mediator
Cameron Mediation Arbitration

Speakers

Brittany Greenberg
Pensions Counsel
Koskie Minsky LLP

Kelleher Lynch
Pensions Counsel
McCarthy Tétrault LLP

Accreditation
CPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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 New Brunswick may consider this program 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.

Lancaster’s Employment Essentials: Non-disciplinary discharge and terminations
2026-02-26 12:30 - 14:00 UTC | Virtual Event
$595.00Add to cart

This program brings together leading practitioners to unpack the latest developments in employment and labour law. From the enforceability of termination clauses, to the boundaries of “just cause” in cases of innocent absenteeism, this webinar explores how courts across Canada are redefining fairness and good faith in the termination process. Attendees will gain practical insights into:

What are the implications since Dufault and Baker on the enforceability of termination provisions in employment contracts in Ontario?
How has language such as “sole discretion” and “at any time” been interpreted in provinces such as Alberta and British Columbia?
Employee, dependent contractor, or independent contractor? How have the legal principles recently been applied and what notice periods or damages have been awarded?
When will off-duty conduct warrant termination?
What do courts consider when it comes to an employee’s duty to mitigate damages?
What is “quiet firing”? Can employers be held liable for “quiet firing”?
Does recent case law suggest a trend towards granting awards of punitive or aggravated damages where employers do not act in good faith, or where employers fail to meet statutory obligations during termination?
What policies, procedures, or practices can employers adopt to ensure they are meeting the duty of good faith and fair dealing when it comes to terminations?
From the perspective of management, unions, and employees, what are the pros and cons of continuing work-from-home arrangements?
When can innocent absenteeism rise to the level of just cause for dismissal?
When will an employee’s disability rise to the level of undue hardship? What guidance does recent case law offer on the interpretation and application of this test?

Moderator

Nick E. Milanovic
Arbitrator and Mediator
Professor Carleton University

Speakers

Sotonye Godwin-Hart
Union Counsel
Koskie Glavin Gordon

Elisa Scali
Employer Counsel
Gowling WLG

Accreditation
CPD
Please see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and, where an expiry code date for pre-approvals has passed or is not provided, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event.

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 New Brunswick may consider this program 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.
