BEGIN:VCALENDAR VERSION:2.0 PRODID:-//Lancaster House - ECPv6.15.4//NONSGML v1.0//EN CALSCALE:GREGORIAN METHOD:PUBLISH X-WR-CALNAME:Lancaster House X-ORIGINAL-URL:https://lancasterhouse.com X-WR-CALDESC:Events for Lancaster House REFRESH-INTERVAL;VALUE=DURATION:PT1H X-Robots-Tag:noindex X-PUBLISHED-TTL:PT1H BEGIN:VTIMEZONE TZID:UTC BEGIN:STANDARD TZOFFSETFROM:+0000 TZOFFSETTO:+0000 TZNAME:UTC DTSTART:20250101T000000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Toronto BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20260308T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20261101T060000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Denver BEGIN:DAYLIGHT TZOFFSETFROM:-0700 TZOFFSETTO:-0600 TZNAME:MDT DTSTART:20260308T090000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0600 TZOFFSETTO:-0700 TZNAME:MST DTSTART:20261101T080000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/New_York BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20260308T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20261101T060000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Sao_Paulo BEGIN:STANDARD TZOFFSETFROM:-0300 TZOFFSETTO:-0300 TZNAME:-03 DTSTART:20260101T000000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Chicago BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20260308T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20261101T070000 END:STANDARD END:VTIMEZONE BEGIN:VEVENT DTSTART;TZID=UTC:20251216T123000 DTEND;TZID=UTC:20251216T140000 DTSTAMP:20260404T193313 CREATED:20250505T185216Z LAST-MODIFIED:20251215T154533Z UID:16587-1765888200-1765893600@lancasterhouse.com SUMMARY:2025 Annual Employment Law Update: Key cases\, legislative changes & compliance trends in Canadian workplaces DESCRIPTION:Stay current on the latest cases\, legislative developments\, and compliance trends in employment law through this comprehensive annual cross-country update. The webinar and materials will address key issues relevant to unionized and non-unionized workplaces\, such as: \n$595.00Add to cart \n \n \n\nAre employees entitled to work remotely and for how much of the work week? Who has the last word in determining whether employees must attend the workplace or work remotely? The employee or the employer?\nWhat restrictions apply to an employer’s ability to lay off employees? How are employees’ entitlements on termination impacted if they are let go due to large-scale downsizing or restructuring\, whether for economic reasons or as a result of technological change such as adoption of artificial intelligence?\nWhat words or phrasing invalidate a termination clause in an employment contract? Will stating that an employer can terminate an employee without cause “at any time” render a termination clause unenforceable? What trends are emerging in terms of how courts in different provinces approach such clauses?\nWhat types of conduct have recently been found to constitute “just cause”? When can employers successfully rely on “after-acquired cause”?\nWhen terms of termination are not set out in a contract\, how much notice or pay in lieu thereof will be considered reasonable? What factors do courts now take into account?\nHow do courts determine whether employees have met the duty to mitigate their damages by seeking other employment?\nWhat factors have prompted courts to award aggravated/moral or punitive damages for an employer’s conduct when terminating an individual’s employment? When may a party’s conduct during litigation warrant an award of damages?\n\nThe webinar and materials will also address the latest legislative and regulatory changes\, such as: \n\nNew and amended leave entitlements;\nIncreasing restrictions on employers’ entitlements to medical notes in support of certain short-term statutory leave requests; and\nRecent employment standards changes introduced through Ontario’s Working for Workers legislative series.\n\nTopics will be finalized in the weeks prior to the webinar\, ensuring coverage of the latest and most important developments in a changing legal landscape. \nModerator\n\n \nAnne Wallace\nArbitrator\, Mediator and Investigator \n\n\nSpeakers\n\n \nMargaret Bramhill\nEmployee Counsel\nKBA Partners LLP \n\n\n \nJoel Fairbrother\nEmployer Counsel\nBow River Law LLP \n\n\nAccreditationCPD\n\n  \n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/2025-annual-employment-law-update-key-cases-legislative-changes-compliance-trends-in-canadian-workplaces/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/2025-Annual-Employment-Law-Update-Key-Cases-Legislative-Changes-Compliance-Trends-in-Canadian-Workplaces.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260115T123000 DTEND;TZID=UTC:20260115T140000 DTSTAMP:20260404T193313 CREATED:20250825T161206Z LAST-MODIFIED:20260112T174019Z UID:17433-1768480200-1768485600@lancasterhouse.com SUMMARY:2026 Annual Labour Law Update: The latest cases and legislative developments DESCRIPTION:$595.00Add to cart \n \n \nStay up to date on the latest developments in labour law through this comprehensive webinar addressing noteworthy cases and legislative updates from the past year. Panelists will examine key updates from across the country\, addressing questions such as: \n\nWhat is the status of ongoing legal challenges to the federal government’s recent use of s. 107 of the Canada Labour Code to intervene in strike actions? How might courts balance the competing interests and legal rights at stake\, and how does the Charter of Rights (the “Charter“) impact this analysis? In light of the response of labour relations parties and the public to the use of s. 107\, is future use of the provision likely?\nWhat aspects of an electronic monitoring policy will render the policy reasonable or unenforceable?\nWhat is the dividing line between workplace harassment and workplace violence?\nWhat do recent cases suggest about the point in time when an employer’s duty to investigate a harassment complaint is triggered? Will creating a solicitor-client relationship with a lawyer hired to conduct a workplace investigation render that investigation unfair?\nWhat trends are emerging in recent discipline and discharge cases? What factors have arbitrators considered in recent cases when determining whether to uphold discipline imposed for inappropriate off-duty use of social media by employees?\nCan employers discipline employees who refuse to undergo a medical examination? How should employers and unions respond when an employee objects to an independent medical examination report?\nCan an employer ban off-duty cannabis use for employees who work in safety-sensitive positions? Under what circumstances can employers require employees to undergo testing for substance use?\nWhen will the Charter apply to organizations in the broader public sector (for example\, a school board or regional health authority)?\nWhat noteworthy federal and provincial legislative initiatives have recently been introduced? For example:\n\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhat federal guidance has been provided regarding Canada’s supply chain transparency legislation? How does the multi-jurisdictional “International Reporting on Modern Slavery\, Forced Labour and Child Labour” template and guidance\, created in cooperation between Canada\, Australia\, and the United Kingdom\, fit with obligations under the federal supply chain legislation?\nWhich jurisdiction provides the most paid days’ for sick leave or emergency family leave?\nWhat changes have been implemented through the latest installments of the Ontario government’s Working for Workers series of legislation?\nWhich provinces have recently introduced or passed legislation restricting employers’ right to ask for doctor’s notes in support of short-term sick leave?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lock-outs and refer labour disputes to interest arbitration? What is the status of the legal challenge commenced in response to this legislation?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nModerator\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\nSpeakers\n\n \nPreston Parsons\nEmployer counsel\nOverholt LLP \n\n\n \nRuthie Wellen\nUnion counsel\nKastner Ko LLP \n\n\nAccreditation \nCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/2026-annual-labour-law-update-the-latest-cases-and-legislative-developments/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-Annual-Labour-Law-Update-The-latest-cases-and-legislative-developments.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260129T123000 DTEND;TZID=UTC:20260129T140000 DTSTAMP:20260404T193313 CREATED:20250825T163748Z LAST-MODIFIED:20260112T174132Z UID:17441-1769689800-1769695200@lancasterhouse.com SUMMARY:2026 Annual Human Rights Update: The latest cases and legislative developments DESCRIPTION:$595.00Add to cart \n \n \nLancaster’s Annual Human Rights Update returns to bring you the latest cases and updates on Canadian human rights law. Our dynamic speakers\, who include experts in labour\, employment\, and human rights law\, will share their insights and practical tips for you to bring back to your practice\, your union\, or your HR team! Topics include: \n\nWhat kinds of accommodations have courts recognized as reasonable accommodations for disabilities? What qualifies as “undue hardship” for an employer when it comes to disability accommodation?\nWhen might an employer’s ‘unconscious bias’ constitute discrimination in hiring?\nWhen will an employee’s discriminatory or controversial views expressed online or in the workplace lead to discharge?\nWhat are the latest trends and updates in the area of family status discrimination?\nHow might AI-driven management impact an employee’s privacy and corresponding human rights? What are the limits of employer surveillance and monitoring?\nWhat has changed in the decisions relating to substance use cases and policies?\nWhat trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal claims? How high has the bar been raised?\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \n\nModerator \n\n\n \nEdith Bramwell\nChairperson\nFederal Public Sector Labour Relations and Employment Board \n\n\n\nSpeakers \n\n\n \nDaniel McBain\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nKhiam Nong\nEmployer Counsel\nGowling WLG \n\n\n\nAccreditation \nCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved for EDI Professionalism hours by the Law Society of Ontario for 0 hours and 25 minutes.\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/2026-annual-human-rights-update-the-latest-cases-and-legislative-developments/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-Annual-Human-Rights-Update-The-latest-cases-and-legislative-developments-3.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Toronto:20260205T123000 DTEND;TZID=America/Toronto:20260326T160000 DTSTAMP:20260404T193313 CREATED:20250708T165706Z LAST-MODIFIED:20260317T165134Z UID:17138-1770294600-1774540800@lancasterhouse.com SUMMARY:Labour Relations Certificate - Winter 2026 (Virtual Program) DESCRIPTION:In association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader \n\nDaphne Taras\nProfessor Emerita\nToronto Metropolitan University (TMU) \nProgram Faculty \nComing Soon. \n\nProgram\nThe Labour Relations Certificate Program\, presented by Toronto Metropolitan University and Lancaster House\, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces. \nTaught by Canada’s leading labour relations scholars and practitioners\, this program combines theory\, leading research\, and professional experience to provide an education that has immediate application in participants’ workplaces. \n\nAccess to leading Canadian experts in a small-group setting\nActive learning through group discussion\, case studies\, and simulations\nBalanced coverage of labour and management points of view\nManagement\, union\, and neutral attendees learn together\nExposure to diverse opinions and extensive knowledge of fellow participants\nVariety of speakers (academics\, lawyers\, practitioners\, subject-matter experts)\n\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n\n2026 Winter Schedule† \nThe Winter 2026 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Thursdays from 12:30 p.m. to 4 p.m. ET beginning February 5\, 2026. \n\nSample Agenda\n\nVideo\n\nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/labour-relations-certificate-winter-2026-virtual-program/ LOCATION:Virtual Event CATEGORIES:Professional Learning Program ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/TMU-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260212T123000 DTEND;TZID=UTC:20260212T140000 DTSTAMP:20260404T193313 CREATED:20250825T175936Z LAST-MODIFIED:20260209T175638Z UID:17445-1770899400-1770904800@lancasterhouse.com SUMMARY:2026 Annual Pensions Update: The latest cases and legislative updates\, and policy developments DESCRIPTION:$595.00Add to cart \n \n \nCanadian pension and benefit plans are facing a pivotal moment\, where shifting caselaw\, evolving regulations\, and new legislative developments are redefining what it means to manage risk\, ensure compliance\, and protect members. Specifically\, the panel will address: \n\nHow are courts interpreting fiduciary duties in light of longevity risks and ESG considerations? How have adjudicators addressed whether terminating benefits at age 65 is discriminatory?\nHow are arbitrators and courts interpreting the treatment of leaves of absence\, including short and long-term disability leaves\, in relation to pension contributions and benefit accruals?\nWhat new regulatory or legislative developments (CPP enhancements\, CAPSA guidelines\, etc.) should plan administrators be prepared for in 2026?\nHow are governments and regulators addressing pension plan resilience in the face of economic uncertainty\, including solvency funding\, annuity buyouts\, and de-risking strategies?\nWhat compliance challenges are arising around disclosure\, member communications\, and cybersecurity in pension administration?\n\nModerator \n\n\n \nJames Cameron\nArbitrator and Mediator\nCameron Mediation Arbitration \n\n\nSpeakers \n\n\n \nBrittany Greenberg\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nKelleher Lynch\nPensions Counsel\nMcCarthy Tétrault LLP \n\n\nAccreditation \nCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/2026-annual-pensions-update-the-latest-cases-and-legislative-updates-and-policy-developments/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-annual-pensions-update-the-latest-cases-and-legislative-updates-and-policy-developments.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260226T123000 DTEND;TZID=UTC:20260226T140000 DTSTAMP:20260404T193313 CREATED:20250825T180423Z LAST-MODIFIED:20260209T175800Z UID:17449-1772109000-1772114400@lancasterhouse.com SUMMARY:Lancaster’s Employment Essentials: Non-disciplinary discharge and terminations DESCRIPTION:$595.00Add to cart \n \n \n\nThis program brings together leading practitioners to unpack the latest developments in employment and labour law. From the enforceability of termination clauses\, to the boundaries of “just cause” in cases of innocent absenteeism\, this webinar explores how courts across Canada are redefining fairness and good faith in the termination process. Attendees will gain practical insights into: \n\nWhat are the implications since Dufault and Baker on the enforceability of termination provisions in employment contracts in Ontario?\nHow has language such as “sole discretion” and “at any time” been interpreted in provinces such as Alberta and British Columbia?\nEmployee\, dependent contractor\, or independent contractor? How have the legal principles recently been applied and what notice periods or damages have been awarded?\nWhen will off-duty conduct warrant termination?\nWhat do courts consider when it comes to an employee’s duty to mitigate damages?\nWhat is “quiet firing”? Can employers be held liable for “quiet firing”?\nDoes recent case law suggest a trend towards granting awards of punitive or aggravated damages where employers do not act in good faith\, or where employers fail to meet statutory obligations during termination?\nWhat policies\, procedures\, or practices can employers adopt to ensure they are meeting the duty of good faith and fair dealing when it comes to terminations?\nFrom the perspective of management\, unions\, and employees\, what are the pros and cons of continuing work-from-home arrangements?\nWhen can innocent absenteeism rise to the level of just cause for dismissal?\nWhen will an employee’s disability rise to the level of undue hardship? What guidance does recent case law offer on the interpretation and application of this test?\n\n\nModerator \n\n\n \nNick E. Milanovic\nArbitrator and Mediator\nProfessor Carleton University \n\n\n\nSpeakers \n\n\n \nSotonye Godwin-Hart\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nElisa Scali\nEmployer Counsel\nGowling WLG \n\n\n\nAccreditation \nCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n  URL:https://lancasterhouse.com/event/lancasters-employment-essentials-non-disciplinary-discharge-and-terminations/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/lancasters-employment-essentials-non-disciplinary-discharge-and-terminations.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260319T123000 DTEND;TZID=UTC:20260319T140000 DTSTAMP:20260404T193313 CREATED:20250825T180954Z LAST-MODIFIED:20260326T170305Z UID:17453-1773923400-1773928800@lancasterhouse.com SUMMARY:Creating and Enforcing Effective AI Policies: Confidentiality & compliance DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \n\nJoin leading experts as they explore how employers and unions can design and enforce effective AI policies that safeguard confidentiality\, ensure compliance\, and maintain trust and accountability in an evolving digital landscape. \n\nHow are AI tools (e.g. Chat GPT\, Copilot\, Gemini\, DALL-E) being used by employees and employers?\nDoes existing federal or provincial legislation set any limits on the use of AI in the workplace?\nWhat elements may go into an effective “AI policy” and how does it complement existing confidentiality\, technology\, and social media policies?\nWhat is the current role of AI-driven tools in management decision-making\, and how can AI make or support management decisions?\nWhat PIPEDA and provincial privacy regimes may be affected when employee or client data is processed by AI? What are best practices for the consent and use of sensitive client data?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat progressive discipline policies may apply in AI-related misconduct?\nWill human resources be taken over by ‘algorithmic management\,’ e.g. filtering applications for employment\, assessing employee performance\, making decisions regarding termination of employment?\nHow can workplace parties use AI to render it an asset while avoiding the drawbacks that may render it an adversary?\n\n\nModerator \n\n\n \nKaren Scott\nArbitrator and Mediator \n\n\n  \nSpeakers \n\n\n \nJames Craig\nUnion Counsel\nMorrison Watts LLP \n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n\nAccreditation \nCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/creating-and-enforcing-effective-ai-policies-confidentiality-compliance-discipline-at-work/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/creating-and-enforcing-effective-ai-policies-confidentiality-compliance-discipline-at-work.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260409T123000 DTEND;TZID=UTC:20260409T140000 DTSTAMP:20260404T193313 CREATED:20250825T182600Z LAST-MODIFIED:20260218T195918Z UID:17457-1775737800-1775743200@lancasterhouse.com SUMMARY:Responding to Sexual Harassment and Sexual Violence at Work: Union and employer duties DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nSexual harassment and sexual violence allegations raise complex legal\, human rights\, and workplace challenges for both employers and unions. This webinar provides a practical examination of the duties that arise when concerns are raised\, from receiving a complaint through investigation\, resolution\, and workplace restoration. Specifically\, the panel will address: \n\nWhat duties do employers have when sexual harassment or sexual violence is alleged?\nWhat is the role of a union in a sexual harassment investigation? What should unions do when both the complainant and the respondent are bargaining unit members?\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nIs a formal investigation always required when an employee raises sexual harassment concerns? What guidance do courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhat must be done to ensure that workplace violence and harassment policies are effectively drafted\, implemented\, reviewed\, and improved?\nHow can employers and union representatives ensure that they are responding to a sexual harassment complaint in a ‘trauma informed’ way and process?\nWhat are the most common mistakes made when responding to sexual harassment complaints\, and how can these missteps be prevented or corrected those missteps?\nHow do such matters as seniority\, job security\, or immigration status\, affect reporting and outcomes\, and what concrete steps can workplaces take to address these realities?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following allegations and investigations?\n\nLooking ahead\, what legal\, cultural\, or workplace trends will shape how sexual harassment and sexual violence are addressed in Canadian workplaces? \n\nModerator\n\n \nEdith Bramwell\nChairperson\nFederal Public Sector Labour Relations and Employment Board \n\n\nSpeakers\n\n \nChristine Johnson\nUnion Counsel\nChamp and Associates \n\n\n \nKatie Roebothan\nLabour and Employment Lawyer\nNova Scotia Department of Justice \n\n\n\nAccreditation \nCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260415 DTEND;VALUE=DATE:20260417 DTSTAMP:20260404T193313 CREATED:20251001T183305Z LAST-MODIFIED:20260326T183447Z UID:17907-1776211200-1776383999@lancasterhouse.com SUMMARY:B.C. Human Rights and Accommodation Conference DESCRIPTION:What to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in B.C. and federally. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \nAttendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for: \nThis event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies.\n\n\nLearning Outcomes \nBy attending this conference\, you will: \n✔ Understand the latest human rights law updates and their impact on workplace policies. \n✔ Gain best practices for accommodation requests related to disability\, religion\, and family status. \n✔ Develop strategies for fostering an inclusive workplace and preventing discrimination. \n✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies. \n✔ Network with industry peers and build valuable professional connections. \n\nWednesday\, April 15\, 2026 \nBreakfast: 8:00 – 9:00 am \n\nIntroductory Remarks: 9:00 – 9:05 am \nKeynote - Indigenizing/Decolonizing the Workplace - 9:05 – 9:35 am\n\n  \n\n \nPatricia Barkaskas\nAssociate Professor\nAllard School of Law\nThe University of British Columbia \n\n\nWhether Gramsci did actually utter the exact words of the currently oft-quoted phrase\, “The old world is dying\, and the new world struggles to be born: now is the time of monsters”\, or not\, this statement is clearly a portent of our present moment. The persistent attack in this time on the values of equity\, diversity\, and inclusion is evident and pervasive. These values\, central to Canadian human rights law and those whose work involves protecting human rights\, are important and yet\, they fail to include decolonization or meaningfully consider Indigenous human rights – this is particularly true in the context of human rights in workplaces. However\, given the upheaval of the old\, perhaps this moment provides an opportunity to imagine a new world that does not simply re-entrench previous systems that support equity\, diversity\, and inclusion\, although these remain significant\, but dares to instead reimagine a transformative approach to human rights that leads from a place of decolonization and Indigenous human rights.Panel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:35 – 10:50 am\n\n\n \nJodie Gauthier\nUnion Counsel\nBlack Burke Mayor \n\n\n \nAmanda Rogers\nArbitrator/Mediator/Lawyer \n\n\n \nLauren Soubolsky\nEmployer Counsel\nMcCarthy Tetrault \n\n\nThis session provides a focused review of significant developments in British Columbia labour\, employment\, and human rights law. Specifically\, panelists will address: \nCaselaw: \n\nIn what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?\nHow do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment?\nWhen will an employee’s controversial views\, whether expressed online or in the workplace\, justify discipline\, discharge\, or damages?\nWhat forms of disability accommodation do courts and tribunals expect employers to implement? When do accommodations cross the line from what is reasonable to undue hardship?\nWhen does interference with a family obligation constitute discrimination? How does one distinguish between family responsibilities deserving of protection and personal preferences?\nWhat limits are courts and arbitrators placing on employer surveillance and monitoring of employees?\nWhen does the Charter apply to decisions by employers or quasi-governmental bodies\, particularly those involving vaccination policies\, political expression\, or collective bargaining?\nWhat trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\n\nLegislation: \nThis session will also cover recent and upcoming changes to BC and federal legislation\, including: \n\nC. Employment Standards Amendment Act\, Bill 11 – 2025: new rules governing sick notes;\nC. Pay Transparency Act: new pay reporting requirements; and\nC. Employment Standards Act: new leaves for serious personal illness or injury.\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nand non-compete agreements.\n\n\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:50 – 11:05 am \nPanel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 11:05 – 12:15 pm\n\n\n \nKai Ying Chieh\nEmployer Counsel\nOverholt Law LLP \n\n\n \nPeter Eastwood\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nDr. Hajera Rostam\nRegistered Psychologist \nPrivate Practice \n\n\nIn this session\, panelists will examine return-to-office mandates through a human rights lens. The panel will address questions such as: \n\nWhat features of a general return-to-office mandate will violate human rights? How will collective agreement language affect the matter?\nHow do such requirements impact mental health? Does remote or hybrid work mitigate or exacerbate mental health? Inequity?\nIn what circumstances have arbitrators or adjudicators found that employees must be accommodated through work-from-home arrangements for health-related reasons or to accommodate child- or elder-care responsibilities? What information can employers require to support such a request?\nWhen will an order that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that it would amount to undue hardship to allow an employee to work on a remote\, hybrid\, or flexible basis?\nHow can one distinguish personal preferences from legitimate accommodation needs? How can parties work effectively with medical and mental health professionals to identify and support accommodation needs?\nWhat practical considerations should be taken into account when assessing whether employees should be permitted to work from home? What flexible working options are available other than remote or hybrid work?\nWhat practices help reduce conflict\, resentment\, or disengagement when accommodations are being considered\, implemented\, or denied?\n\n\nNetworking lunch: 12:15 – 1:00 pm \nFireside Chat - Navigating resistance to EDI initiatives - 1:00 – 1:45 pm\n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nKasari Govender\nCommissioner\nBC’s Office of the Human Rights Commissioner \n\n\nJoin the B.C. Human Rights Commissioner and experienced labour relations practitioners in a candid conversation about the shifting landscape of EDI initiatives in Canada as they examine evolving pushback to this work\, the implications for equity-deserving individuals\, and what is and is not working in current approaches. Participants will leave better equipped to navigate EDI fatigue and opposition while upholding human rights and furthering the collective pursuit of safe\, equitable workplaces for all.Break: 1:45 – 2:05 pm \n\nPanel 3 - Repairing Harm: Exploring restorative solutions following human rights transgressions - 2:05 – 3:35 pm\n\n\n \nStarleigh Grass\nAssistant Director\nField Services Division\nBritish Columbia Teachers Federation (BCTF) \n\n\n \nChristianne Paras\nExecutive Director of Restorative Justice Association of BC \n\n\nWhen human rights violations occur in the workplace\, traditional labour relations tools alone – such as discipline – may fall short in addressing the needs of the complainant\, repairing relationships\, and preventing future harm. In this session\, panelists will explore the use of restorative approaches\, addressing questions such as: \n\nWhat does it mean to adopt a “restorative approach” to conflict and human rights violations? What unique benefits can such approaches provide?\nWhen can or should alternative dispute resolution (“ADR”) be used to address human rights transgressions at work? What ADR options exist\, and what are the relevant advantages and disadvantages of each?\nWhat steps can parties take to address barriers to equity when implementing restorative approaches?\nWhat factors have arbitrators considered in recent cases in determining whether an employment relationship is salvageable following an employee’s human rights breaches? What room exists for education and reintegration rather than discipline?\nWhat “early warning signs” indicate that a workplace is in need of restoration? How can restorative approaches\, implemented early\, assist in preventing future harm?\nWhat steps can employers and unions take to ensure that a healthy and safe work environment is restored following a human rights violation? How can restorative approaches address systemic or collective harm?\nWhat changes can be made to workplace policies or collective agreements to incorporate restorative approaches? What are the respective roles of employers\, unions\, and employees in implementing these approaches?\n\nClosing remarks: 3:35 – 3:45 pm \n\nThursday\, April 16\, 2026 \nBreakfast and registration: 8:00 – 9:00 am \n\nOpening remarks: 9:00 – 9:05 am \n\nPanel 4 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes - 9:05 – 10:20 am\n\n\n \nMenachem Freedman\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nKoml Kandola\nArbitrator and Mediator\nKandola Arbitration Services Ltd. \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically\, the panel will answer the following questions: \n\nWhat are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?\nHow should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for mediation?\nHow can the parties efficiently prepare for mediation? What information must be gathered?\nHow can the parties determine if power imbalances\, accessibility barriers\, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?\nIs a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?\nWhat information should be included in a settlement agreement?\nWhat factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes?\n\nBreak: 10:20 – 10:40 am \n\nPanel 5 - Complex Accommodations: Neurodiversity\, substance use\, chronic absenteeism\, and more - 10:40 – 11:40 am\n\n\n \nJessica Fairbairn\nEmployer Counsel\nHarris & Co. \n\n\n \nRyan Goldvine\nArbitrator and Mediator\nGoldvine Dispute Resolution Services\nMember\nBC Human Rights Tribunal \n\n\n \nCaitlin Meggs\nUnion Counsel\nVictory Square Law Office LLP \n\n\nThis panel will explore how employers can identify and respond to accommodation needs in complex situations\, manage attendance and performance concerns fairly and consistently\, and determine the scope and limits of accommodation over time. Panelists will address key questions\, including: \nNeurodivergence: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, g. a neuropsychological or psychoeducational evaluation?\n\nMental Health: \n\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nWhat signs may indicate that an employee has a mental health condition or other condition that requires accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen does the employer have a ‘duty to inquire’ whether an employee is affected by a mental health condition or disability that is causing misconduct in the workplace?\n\nSubstance Use: \n\nWhat guidance does recent case law provide on accommodating substance use disorders in the workplace?\n\nAbsenteeism: \n\nWhat are the components of an Attendance Management Program that addresses the accommodation of an employee’s disability-related absenteeism?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nHow should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?\nWhat guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?\nHow does the test for ‘undue hardship’ vary in different safety sensitive industries with respect to substance addiction issues or other issues that may pose safety risks in the workplace?\n\nNetworking lunch: 11:40 – 12:40 pm \n\nPanel 6 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 12:40 – 1:55 pm\n\n\n \nShelley Ball\nLawyer and InvestigatorShelsu Pacific Law \n\n\n \nSandra Guarascio\nEmployer CounselRoper Greyell LLP \n\n\n \nDr. Nicole Legg\nLicensed PsychologistCo-Founder of WellIntel Inc. \n\n\n \nDavid Tarasoff\nUnion CounselHospital Employees Union \n\n\nInvestigating allegations of human rights violations in the workplace requires a commitment to understanding best practices\, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices\, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions: \n\nWhat is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?\nWhat measures should employers and investigators implement to support the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role in supporting mental well-being?\nHow should employers\, unions\, and investigators proactively identify and remove accessibility barriers\, as well as provide accommodations\, during workplace investigations?\nIn what circumstances is hiring an external investigator preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How can employers communicate investigation results to complainants in a way that does not harm their mental health?\nMust an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?\nWhat obligations do investigators have to disclose their report to the parties? What entitlement do the parties have to disclosure?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\n  \nBreak: 1:55 – 2:15 pm \n\nPanel 7 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:15 – 3:45 pm\n\n\n \nJessica Gregory\nArbitrator\, Mediator and Investigator \n\n\n \nPreston Parsons\nEmployer Counsel\nOverholt LLP \n\n\n \nKaren Segal\nAllevato Quail & Associates \n\n\nThis 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. \nSpecific issues to be addressed include: \n\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nDo employees have to disclose usage of AI?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nWhat arguments for and against the use of employee surveillance have arbitrators accepted or rejected?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\n\nClosing remarks: 3:45 – 3:55 pm \n\nFood and Beverages \nBreakfast 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. \n\nPricing \nB.C. Human Rights and Accommodation Conference – Both Days \n$1\,995.00Add to cart \n \n \n\nB.C. Human Rights and Accommodation Conference – Day 1 \n$1\,195.00Add to cart \n \n \n\nB.C. Human Rights and Accommodation Conference – Day 2 \n$1\,195.00Add to cart \n \n \n\nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the BC Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \n\nB.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart \n \n \n\nConference Co-Chairs \n\n\n \nJonathan Chapnick\nMember\nBC Human Rights Tribunal \n\n\n \nSara Hanson\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nKristen Woo\nLegal Counsel\nBC Public School Employers’ Association \n\n\n\nAdvisory Committee \n\n\n \nKaity Cooper\nGeneral Counsel\nHealth Employees’ Union (HEU) \n\n\n \nPeter Eastwood\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nJaime Hoopes\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nLaura Track\nDirector of Human Rights Clinic\nDirector of Public Legal Education\nCommunity Legal Assistance Society (CLAS) \n\n\n \nMegan Tweedie\nDirector\nHuman Rights Office\nSimon Fraser University \n\n\n\nCPD \nConference Day 1\n\n\nThis program has been approved by CPHR BC & Yukon for 5.42 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.42 Continuing Professional Development hours.\n\n\n\n\nConference Day 2\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/b-c-human-rights-and-accommodation-conference/ LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada CATEGORIES:Conference,Labour Law & Labour Policy ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/B.C.-Human-Rights-and-Accommodation-Conference-a.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260417 DTEND;VALUE=DATE:20260418 DTSTAMP:20260404T193313 CREATED:20251002T153424Z LAST-MODIFIED:20260326T170746Z UID:17928-1776384000-1776470399@lancasterhouse.com SUMMARY:Accommodating Mental Health Conditions in the Workplace: The duty to inquire\, medical information\, undue hardship\, and other core questions DESCRIPTION:Program Overview \nThe BC Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in BC and Western Canada. Designed with both legal rigour and practical application in mind\, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes. \nWhat You’ll Learn: \n\nStrategies for proactive problem solving\nScenario-based exercises and expert feedback\nLegislative updates and case study analysis\nTools to improve communication and resolution at the front lines\n\n\nWho Should Attend \n\nHuman Resources Professionals\nLabour Relations Officers\nUnion Stewards & Counsel\nLegal Advisors and Advocates\n\n\nDelivery Format \n\nIn-Person session led by leading labour law experts\nInteractive case studies and guided discussion\n\n\nAccommodating Mental Health Conditions in the Workplace: The duty to inquire\, medical information\, undue hardship\, and other core questions \nMental health related accommodation continues to be one of the most complex and high-risk areas of workplace decision-making for employers and unions alike. Legal obligations are evolving\, medical information is often incomplete or difficult to interpret\, and workplace parties are increasingly required to respond to non-visible disabilities. \nThis workshop is designed to provide practical guidance on accommodating employees with mental health disabilities in the workplace. \nLearn about the relevant legal tests and how to proactively address these issues in the workplace. \nInvestigations \n\nIs an employer entitled to information regarding an employee’s condition or only about any restrictions on job duties?\nWhat can employers or unions do when medical information is based largely on employee self-reporting? Must employees provide “objective evidence” of their conditions\, such as the results of a medical test or standardized clinical measure?\nHow can the parties request more specific information where the information provided is vague\, deficient\, or contradictory?\nWhen is it permissible to request that an employee provide a specialist report or undergo an independent medical examination (“IME”)? What is the union’s role when this has been requested?\nAre employers or unions entitled to communicate directly with an employee’s physician or require that the employee provide a “blanket release” of employee medical information?\n\nHow to Accommodate an Employee \n\nWhat are signs that an employee may be experiencing a mental health crisis in the workplace? What are more subtle signs that an employee may be struggling and in need of assistance or accommodation?\nWhen an employee notifies the employer of a mental health condition\, what responsibilities are triggered for employers and unions?\nHow should employers and unions assess what constitutes a reasonable accommodation of an employee’s needs\, and how can that be distinguished from employee preferences?\nWhat trends\, if any\, are emerging from recent decisions about the test for undue hardship?\nHow should employers analyze the availability and suitability of alternative work within the workplace?\nWhat resources may be proactively offered to employees in the workplace? How can employers ‘inclusively design’ their workplaces for neurodivergent employees?\nWhat are successful elements of a Return-to-Work plan and Accommodation Plan?\nHow should managers respond to employees who reveal their diagnosis but do not provide sufficient information regarding their functional ability and what is required to accommodate? What communication tools and tips may be offered understanding that employees with mental illness may struggle with perceived stigma of their condition?\nHow should issues relating to stigma of mental health issues be approached in the workplace?\nWhat resources may be offered to employees who continue to struggle with work despite accommodations?\nWhen and how should termination of employment be considered?\nCan liability be placed on employers for a failure to accommodate an employee’s unknown or not yet diagnosed mental health issue?\nWhat are recent trends in damage awards for an employer’s failure to accommodate a mental health condition?\nWhat legal obligations do employers have to assess and control workplace risk factors that may contribute to poor mental health?\nWhat workplace practices promote physical and mental wellness? 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?\n\n\nFood and Beverages \nBreakfast 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. \n\nPricing \nB.C. Human Rights and Accommodation Conference – Workshop$1\,095.00Add to cart \n \n \nAttendees also have the option to attend the B.C. Human Rights and Accommodation Conference\, taking place the days before the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \n\nB.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart \n \n \n\nFaciliatator \n\n \nMegan Ashbury\nArbitrator and Mediator \n\n\nSpeakers \n\n\n \nDaniel McBain\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nJulie Menten\nEmployer Counsel\nRoper Greyell \n\n\n \nDr. Izabela Schultz\nRegistered psychologist\nClinical Director\nCORTEX Centre for Advanced Assessment \n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/b-c-human-rights-and-accommodation-skills-training-workshop/ LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada CATEGORIES:Skills Training,Workshop ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/b-c-human-rights-and-accommodation-skills-training-workshop.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260429 DTEND;VALUE=DATE:20260430 DTSTAMP:20260404T193313 CREATED:20251002T190601Z LAST-MODIFIED:20260220T163407Z UID:17947-1777420800-1777507199@lancasterhouse.com SUMMARY:A Trauma-informed Approach: Making grievance and complaint procedures a safe place DESCRIPTION:Program Overview \nThe Ontario Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in Ontario and Eastern Canada. Designed with both legal rigour and practical application in mind\, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes. \n\nWhat You’ll Learn: \n\nStrategies for proactive problem solving\nScenario-based exercises and expert feedback\nLegislative updates and case study analysis\nTools to improve communication and resolution at the front lines\n\n\nWho Should Attend \n\nHuman Resources Professionals\nLabour Relations Officers\nUnion Stewards & Counsel\nLegal Advisors and Advocates\n\n\nDelivery Format \n\nIn-Person session led by leading labour law experts\nInteractive case studies and guided discussion\n\n\nA Trauma-informed Approach: Making grievance and complaint procedures a safe place \nIn this full-day workshop\, participants will hear from leading experts about how to apply a trauma-informed approach to complaint and grievance procedures in the human rights context. Participants will develop an understanding of: key concepts related to a trauma-informed approach\, best practices when first responding to a complaint or grievance\, meeting the needs of participants\, and utilizing early resolution options. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. All participants receive a comprehensive set of digital materials\, including case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. Questions to be addressed include: \nKey Concepts \n\nWhat is trauma and how does it show up in the workplace?\nWhat is a trauma-informed workplace? Why is it particularly important that workplaces adopt a trauma-informed approach to complaint and grievance procedures during human rights disputes?\nHow does intersectionality and intercultural competence relate to a trauma-informed approach? What does this involve in practice?\nCan a trauma-informed approach conflict with the rights of a respondent?\n\nFirst Steps \n\nWhat barriers do complainants face when filing complaints or grievances\, especially in cases of discrimination or harassment? What steps can employers and unions take to address these barriers?\nWhat resources should employers and unions provide to complainants\, respondents\, witnesses\, and others in the workplace to support mental well-being in response to an incident\, complaint\, or grievance?\nHow should employers and unions handle anonymous complaints alleging discrimination or harassment by another employee? Why might a complainant feel more comfortable remaining anonymous?\nWhat interim measures should employers implement to protect complainants? For example\, when will it be appropriate for a respondent to be placed on leave?\n\nMeeting the Needs of Participants \n\nHow should employers and unions eliminate accessibility barriers\, and ensure appropriate accommodations are in place\, throughout the complaint and grievance processes? What if an individual’s trauma impacts their ability to fully participate?\nWhat aspects of complaint and grievance procedures can re-traumatize individuals? How can employers and unions reduce the likelihood of re-traumatization?\nWhat does trauma-informed interviewing and writing entail? How should one respond if an employee’s behaviour during a discussion is influenced by trauma?\nHow can the parties assess a complainant’s credibility and the merits of a case\, more generally\, without penalizing trauma-related responses?\nWhat strategies help reduce the risk of compassion fatigue for management and union representatives?\n\nEarly Resolution Options \n\nWhat early resolution options are available to the parties? Is early resolution appropriate for human rights disputes?\nWhat safeguards should the parties implement to ensure that early resolution is an informed and voluntary choice?\n\nGoing Forward \n\nWhat are the negative consequences of failing to adopt a trauma-informed approach to complaint and grievance procedures?\nHow can employers and unions develop a workplace culture where employees feel safe disclosing problems in the workplace\, reporting incidents\, or filing complaints and grievances?\n\n\nFood and Beverages \nBreakfast 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. \n\nPricing \nOntario Human Rights and Accommodation Conference – Workshop$1\,095.00Add to cart \n \n \nAttendees also have the option to attend the Ontario Human Rights and Accommodation Conference\, taking place the days after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \n\nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart \n \n \n\nSpeakers \n\n\n \nTenniel Brown\, BA\, MSW\, RSW\nSpeaker\, Trauma Therapist\, Facilitator\nCentre for Anti-Oppressive Communication \n\n\n \nCatherine Fan\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nShana French\nEmployer Counsel\nLittler \n\n\n\nCPD \nCPD\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours. URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-skills-training-workshop/ LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada CATEGORIES:Skills Training,Workshop ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/ontario-human-rights-and-accommodation-skills-training-workshop.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260430 DTEND;VALUE=DATE:20260502 DTSTAMP:20260404T193313 CREATED:20251002T162612Z LAST-MODIFIED:20260326T192441Z UID:17933-1777507200-1777679999@lancasterhouse.com SUMMARY:Ontario Human Rights and Accommodation Conference DESCRIPTION:Overview Lancaster House’s Ontario Human Rights and Accommodation Conference brings together top legal experts\, labour relations professionals\, and union representatives to examine the latest developments and emerging trends in workplace human rights and accommodation. Attendees will gain valuable insights on key topics\, including recent legislative and policy changes and practical strategies for addressing workplace human rights matters. \nAttendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \nWhat to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in Ontario and federally. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \nWho Should Attend? \nThis conference is essential for: \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions.\n\n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies.\n\n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace.\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.\n\nLearning Outcomes \nAt the Toronto Human Rights and Accommodation Conference 2026\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers.\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies.\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. Real-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions.\n\nThursday\, April 30\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:35 am\n\n\n \nShreya Patel\nEmployer Counsel\nTorkin Manes \n\n\n \nJames Craig\nUnion Counsel\nMorrison Watts LLP \n\n\nThis session provides a focused review of significant recent and emerging developments in Ontario labour\, employment\, and human rights law. Specifically\, panelists will address: \nCaselaw: \n\nIn what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?\nHow do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment? What trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\nWhen will an employee’s controversial views\, whether expressed online or in the workplace\, justify discipline\, discharge\, or damages?\nWhat forms of disability accommodation do courts and tribunals expect employers to implement? When do requested accommodations cross the line from what is reasonable to undue hardship?\nWhat limits are courts and arbitrators placing on employer surveillance and monitoring of employees?\nWhen does the Charter apply to decisions by employers or quasi-governmental bodies\, particularly those involving vaccination policies\, political expression\, return-to-work\, or collective bargaining?\n\nLegislation: \nThis session will also cover recent and upcoming changes to Ontario and federal legislation\, including: \n\nBill 30\, Working for Workers Seven Act\, 2025 amendments:\n\nprocedures for fraudulent job postings;\nunpaid leaves for job searches;\nextended layoffs;\nhealth and safety systems under the Occupational Health and Safety Act; and\nprohibitions on false or misleading statements to the Workplace Safety and Insurance Board.\n\n\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nnon-compete agreements.\n\n\nAlberta legislation prohibiting regulatory bodies from disciplining professionals for off-duty conduct\nAlberta legislation prohibiting unions from making contributions to non-collective bargaining clauses without membership approval\nQuebec legislation expanding government power to end lawful strikes\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:35 – 10:55 am \nPanel 2 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 10:55 – 12:15 pm\n\n\n \nDr. Elizabeth Aram\nClinical Psychologist \n\n\n \nNathaniel Marshall\nEmployer Counsel and\nWorkplace Investigator\nMarshall Workplace Law \n\n\n \nShibil Siddiqi\nEmployer Counsel\nProgressive Barristers \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nInvestigating allegations of human rights violations in the workplace requires a commitment to understanding best practices\, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices\, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions: \n\nWhat is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?\nWhat measures should employers and investigators implement to safeguard the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role?\nHow should employers\, unions\, and investigators proactively identify and remove accessibility barriers\, as well as provide accommodations\, during workplace investigations?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?\nWhat obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?\nMust an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nNetworking lunch: 12:15 – 1:15 pm \nFireside Chat - The EDI Challenge - Meeting Human Rights Obligation in the Workplace - 1:15 – 2:00 pm\n\n\n \nPatricia DeGuire\nChief Commissioner\nOntario Human Rights Commission \n\n\nAcross Ontario\, organizations are grappling with equity\, diversity and inclusion\, and how it fits into their human rights obligations under the Code\, while also facing growing skepticism and\, at times\, backlash. This conversation with Patricia DeGuire\, the Chief Commissioner of the Ontario Human Rights Commission\, seeks to explore how workplaces can navigate oppositions while still upholding their duty under the Code.Break: 2:00 – 2:20 pm \nPanel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:50 pm\n\n\n \nJames Kosa\nEmployer Counsel\nWeirFoulds LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\n \nJagtaran Singh\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nIn this session\, panelists will examine the complex human rights challenges – and potential opportunities – arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use\, employee monitoring\, and artificial intelligence (“AI”)\, addressing questions such as: \n\nWhen can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced an employee’s freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?\nHow can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example\, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory\, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?\nWhat limits do federal and provincial privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?\nWhat potential human rights issues are raised by the use of AI in hiring\, promoting\, and managing employees? Can AI be used to reduce discrimination and promote equitable\, diverse\, and inclusive workplaces?\nCan employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on a bias testing be sufficient to shield an organization from liability? What information are unions and employees entitled to when they suspect that use of an AI system is resulting in discrimination at work?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.Friday\, May 1\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 4 - Complex Accommodations: Neurodiversity\, chronic absenteeism\, and more - 9:05 – 10:20 am\n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nLiz Horvath\nPresident and Management Consultant\nHale Health and Safety Solutions \n\n\n \nJames Jennings\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSharon Naipaul\nMediator\, Trainer\, Coach and Consultant\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nEmployers are required to balance evolving accommodation obligations with operational demands\, performance expectations\, and workplace standards. \nThis panel will explore how employers can identify and respond to accommodation needs in complex situations\, manage attendance and performance concerns fairly and consistently\, and determine the scope and limits of accommodation over time. Panelists will address key questions\, including: \nNeurodivergence: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, e.g. a neuropsychological or psychoeducational evaluation?\n\nMental Health: \n\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nWhat signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen is a ‘duty to inquire’ about a potential mental health condition or disability triggered?\n\nSubstance Use: \n\nWhat guidance does recent case law provide on accommodating substance use disorders in the workplace?\n\nAbsenteeism: \n\nWhat are the components of a successful Attendance Management Program related to the accommodation of an employee’s disability-related absenteeism?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nWhen will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?\nHow should employers and unions address increased absenteeism due to RTO? Are there options that help improve attendance?\nWhat guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?\nHow does the test for ‘undue hardship’ vary in different safety sensitive industries where substance addiction or other issues that pose safety risks in the workplace?\n\nBreak: 10:20 – 10:40 am \nPanel 5 - The Hidden Toll: Preventing and managing burnout of human rights and labour relations practitioners - 10:40 – 11:50 am\n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nNaomi Midanick\nRegistered Psychotherapist & Founder\nBright Balance Psychotherapy \n\n\n \nJenny Neiman\nDirector\, Human Rights Office\nPeople & Equity Division\nCity of Toronto \n\n\nIn this session\, panelists will examine the hidden realities of burnout and compassion fatigue for human rights and labour relations practitioners\, addressing questions such as: \n\nWhat is burnout? How does it differ from stress\, fatigue\, or anxiety? What factors have been shown to contribute to burnout?\nWhat is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?\nWhat are the signs and symptoms of burnout and compassion fatigue? How can employers\, managers\, and employees recognize these conditions? What are the early warning signs?\nHave legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?\nWhat tools are available to assist employers and unions to identify organizational issues which may be contributing to burnout or compassion fatigue? What policies and practices should be implemented to address these factors?\nHow can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out\, overwhelmed\, or emotionally exhausted?\nHow long does it typically take to recover from burnout and compassion fatigue? How can employers and unions rebuild trust\, engagement\, and capacity in workplaces where these conditions have been prevalent?\nAre overall systemic changes in the field of labour relations necessary to prevent or ameliorate stress\, burnout\, and compassion fatigue? If so\, what changes need to be made?\nWhat realistic\, sustainable practices can employees and union representatives adopt to maintain their individual health and wellbeing? How can individuals effectively set boundaries\, foster self-care\, and navigate challenging and emotional files? What is “compassion satisfaction”\, and how can employees best sustain healthy and fulfilling careers in human rights and labour relations?\n\nNetworking lunch: 11:50 – 12:50 pm \nPanel 6 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes- 12:50 – 2:05 pm\n\n\n \nMark Hart\nArbitrator & Mediator \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. With mediation now mandatory at the Human Rights Tribunal of Ontario (“HRTO”) for applications received on or after June 1\, 2025\, developing a strong understanding of the mediation process is crucial. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically\, the panel will answer the following questions: \n\nWhat are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?\nHow should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?\nHow should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for voluntary mediation?\nHow can the parties efficiently prepare for mediation? What information must be gathered?\nHow can the parties determine if power imbalances\, accessibility barriers\, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?\nIs a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?\nWhat information should be included in a settlement agreement?\nWhat factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes? Are they prohibited by law?\n\nBreak: 2:05 – 2:25 pm \nPanel 7 - Sexual Harassment\, From Annoyance to Assault: A scenario-based panel on identifying and addressing the spectrum of unlawful behaviours in the workplace- 2:25 – 3:50 pm\n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nSheilagh Turkington\nArbitrator & Mediator\nTurkington Dispute Resolution \n\n\nIn this session\, panelists will provide expert insight into identifying and responding to sexual harassment in the workplace\, using real cases to shed light on the application of these principles in practice. The panel will address questions such as: \n\nHow is sexual harassment defined under human rights and occupational health and safety legislation in Ontario and federally? What legal test have adjudicators and arbitrators typically applied when determining whether sexual harassment has occurred? How will collective agreements and workplace policies impact the determination?\nWhen will off-duty sexual harassment be sufficiently connected to the workplace to bring it under the purview of human rights and occupational health and safety legislation\, the collective agreement\, and/or the employer’s authority to impose discipline?\nWhat myths and stereotypes about sexual harassment\, in particular with respect to witness credibility\, have adjudicators and arbitrators recognized in recent years?\nWhen does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?\nHow have arbitral attitudes changed in terms of appropriate disciplinary responses to sexual harassment? What factors will arbitrators consider? For example\, how are factors such as power imbalances\, workplace culture\, and the impact on the employee who has been harassed taken into account? When will a single instance of sexual harassment be serious enough to warrant dismissal?\nWhat trends in damage awards are evident in recent sexual harassment cases?\nIs a formal complaint required to trigger an employer’s duty to investigate allegations of sexual harassment? When can an employer be held liable for the actions of an employee? When will sexual harassment be found to have created a poisoned work environment?\nHow should employers and unions respond when they receive a sexual harassment complaint? With more employees in remote and hybrid work arrangements\, how can employers and unions ensure that sexual harassment does not go unnoticed?\n\nClosing remarks: 3:50 – 4:00 pm \nFood and Beverages \nBreakfast 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. \n\nPricing \nOntario Human Rights and Accommodation Conference – Both Days $1\,995.00Add to cart \n \n \nOntario Human Rights and Accommodation Conference – Day 1 $1\,195.00Add to cart \n \n \nOntario Human Rights and Accommodation Conference – Day 2 $1\,195.00Add to cart \n \n \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the ON Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart \n \n \nConference Co-Chairs \n\n\n \nEsi Codjoe\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nArchana Mathew\nArbitrator and Mediator \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\nAdvisory Committee \n\n\n \nRoger Love\nLegal Counsel\nOntario Human Rights Commission \n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nKimalee Phillip\nDirector of Human Rights\nCUPE National \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nWinslow Taylor\nDirector of Human Rights and Investigations\nToronto Transit Commission (TTC) \n\n\nCPD \nDay 1\n\n\nThis program has been approved for Continuing Professional Development 5.17 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.\n\n\n\n\nDay 2\n\n\nThis program has been approved for Continuing Professional Development 5.33 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.33 Substantive hours; 0 Professionalism hours. URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-conference/ LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada CATEGORIES:Conference,Human Rights & Accommodation ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/Ontario-Human-Rights-and-Accommodation-Conference.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260430T123000 DTEND;TZID=UTC:20260430T140000 DTSTAMP:20260404T193313 CREATED:20250825T183317Z LAST-MODIFIED:20260326T182402Z UID:17461-1777552200-1777557600@lancasterhouse.com SUMMARY:Bargaining Emerging Issues: AI\, remote work\, new leaves\, and the changing workplace DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nAdvances in technology and evolving workplace operations will require the modernization of collective agreements. This webinar will prepare attendees to address emerging issues in the workplace\, such as artificial intelligence (“AI”) and remote work\, during bargaining. Specifically\, the panel will answer the following questions: \n\nWhat aspects of the use of AI\, such as algorithmic management\, should be addressed through bargaining and collective agreement language? Do standard “technological change” provisions effectively address concerns about the impact of AI on the workforce?\nHow can parties\, through bargaining\, tackle the privacy issues arising from the use of emerging technologies (e.g. GPS tracking\, video surveillance\, biometric scanning) in the workplace? What lessons can be learned from recent decisions regarding the monitoring and surveillance of employees?\nWhen will an employer’s return-to-office mandate or limitations on remote work violate a collective agreement? What features of remote or hybrid work arrangements have been specifically addressed in collective agreement provisions? What options\, other than remote or hybrid work\, should employers and unions consider during bargaining to address presenteeism and/or absenteeism?\nHow are employers and unions responding to hiring freezes\, layoffs\, or labour shortages? What steps can the parties take during bargaining to ensure that staffing and workloads are appropriate and the workplace is physically and psychologically safe?\nWhat are some examples of emerging leaves-benefits provisions? How should parties approach the bargaining of leaves and benefits?\n\nWhat steps are employers and unions taking to draft or review bargaining proposals and collective agreement language relating to equity\, diversity\, and inclusion (“EDI”)? \n\nModerator\n\n \nNajeeb Hassan\nMediator and Arbitrator\nNHLC Consulting Ltd \n\n\nSpeakers\n\n \nErin Delaney\nSolicitor\nGovernment of Newfoundland & Labrador \n\n\n \nEmily Home\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nAccreditation \nCPDPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/bargaining-emerging-issues-ai-remote-work-new-leaves-and-the-changing-workplace/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/2026-Annual-Human-Rights-Update-The-latest-cases-and-legislative-developments.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Toronto:20260505T123000 DTEND;TZID=America/Toronto:20260521T160000 DTSTAMP:20260404T193314 CREATED:20251127T164956Z LAST-MODIFIED:20260220T175922Z UID:18599-1777984200-1779379200@lancasterhouse.com SUMMARY:Managing in a Unionized Environment Certificate DESCRIPTION:6-Half Days | Tuesdays and Thursdays\, 12:30 p.m. – 4:00 p.m. ET \nRegister by February 27th\, 2026 and save $300 using promo code: r89hxcxp \nIn association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nManaging in a Unionized Environment | New Certificate Program\nManaging unionized workplaces requires a different skill set\, a different attitude\, and an appreciation that the labour law regime is utterly unlike the legal framework in the non-union setting. Unionized employees cannot be fired by giving notice and writing a cheque. Just cause must be established and thoroughly documented. Managers cannot make abrupt changes to company policies without considering the labour relations implications. Every decision made by a manager is scrutinized. Does the decision respect the collective agreement? Has it been applied consistently? Is it reasonable? \nThis course will guide those who manage or supervise unionized employees\, helping to avoid costly mistakes. Topics will include employee selection\, use of the probationary period\, discussion of performance problems and the discipline process\, dealing with privacy rights\, human rights concerns\, and the duty to accommodate. Session leaders will discuss how to read and negotiate collective agreement provisions\, comply with legislated employment standards\, promote mental health\, avert unfair labour practices\, and achieve better relationships and more effective solutions. Hear the union perspective on workplace issues\, and their expectations of managers\, and learn about best practices to emulate and proven strategies to build trust and respect. \nThe objective of the course is to significantly improve participants’ professional skills and improve the practice of labour relations. \n\nKey Learning OutcomesThe program is designed to be practical\, not theoretical. Participants will therefore leave with tools they can use immediately in the workplace to reduce conflict\, address issues effectively\, and manage labour relations successfully. \nBy the end of this program\, participants will be able to: \n\nUnderstand management rights and the union’s representation role\, and how these shape day-to-day decision-making.\nApply collective agreement provisions effectively in areas such as recruitment\, probation\, performance management\, and promotions.\nDeal with seniority issues and their impact on staffing decisions and morale.\nDevelop and implement workplace policies (e.g.\, attendance management\, remote work\, vaccination\, contracting out\, and technological change) consistent with legal tests requiring that rules be reasonable.\nComply with human rights obligations\, including the duty to accommodate.\nManage off-duty conduct and social media–related concerns appropriately.\nConduct fair and thorough workplace investigations that stand up to scrutiny.\nNavigate grievance and arbitration processes strategically and avoid common pitfalls.\nMaintain effective labour–management relationships and avoid unfair labour practices.\nFoster a culture of trust that supports long-term workplace stability.\n\n\nProgram Curriculum\n\nDay 1: Foundations of Management in Unionized Workplaces\nDay 2: Recruitment\, Probation\, Promotions and Seniority\nDay 3: Policy Implementation\nDay 4: Human Rights and Complex Employee Issues\nDay 5: Investigations\, Grievances\, and Arbitration\nDay 6: Maintaining Stability and Preventing Disputes\n\n\nCourse Instructors\n\n\n \nAlex Brat\nSenior Executive Director\, Labour Relations\nUniversity of Toronto \n\n\n \nChris Davidson\nLawyer & Workplace Investigator\nTurnpenneyMilne LLP \n\n\n \nBlaine Donais\nArbitrator/Mediator \n\n\n \nRyan Goldvine\nMediator/Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\n \nRafael Gomez\nProfessor; Director\nCentre for Industrial Relations and Human Resources (CIRHR)\nUniversity of Toronto \n\n\n \nErin Kuzz\nPartner\nSherrard Kuzz LLP \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\n \nDaphne Taras\nFormer Dean and Professor Emerita\nTed Rogers School of Management (TRSM)\nToronto Metropolitan University \n\n\n \nAnil Verma\nProfessor Emeritus\nRotman School of Business\nUniversity of Toronto \n\n\n \nMalini Vijaykumar\nUnion Counsel\nNelligan O’Brien Payne LLP \n\n\nPricing \n$3\,495.00Add to cart \n \n \n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 18 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 18 Continuing Professional Development hours.\n\n\nMembers of the Law Society of New Brunswick may consider this program for 18 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 18 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 18 Continuing Professional Development hours.\n\n\n\n\n\n\n  \n  \n\n\nSuggested Learning Programs URL:https://lancasterhouse.com/event/managing-in-a-unionized-environment-certificate/ LOCATION:Virtual Event CATEGORIES:Professional Learning Program ATTACH;FMTTYPE=image/svg+xml:https://lancasterhouse.com/wp-content/uploads/2025/11/MUWE-IMAGE-PARENT-Presentation.svg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260514T123000 DTEND;TZID=UTC:20260514T140000 DTSTAMP:20260404T193314 CREATED:20250825T184008Z LAST-MODIFIED:20260218T195958Z UID:17465-1778761800-1778767200@lancasterhouse.com SUMMARY:Winning Pre-Hearing Strategies: Navigating delays\, settlements\, and disclosure requirements DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nIn this webinar\, attendees will examine guiding legal principles and best practices during the pre-hearing stage. Specifically\, speakers will address the following questions: \n\nHow should parties assess the merits of a case and determine whether arbitration is appropriate or a settlement is feasible? When will mediation be indicated?\nWhat procedural and fundamental objections are commonly raised at arbitration (g. failing to follow the grievance procedure\, disclosure of documents\, arbitrator bias\, etc.)? When early should these objections be raised?\nWhat types of documents are protected by solicitor-client privilege\, labour relations privilege\, or privacy laws?\nWhat mistakes should be avoided when drafting particulars? What information is the other side entitled to?\nWhat factors should parties take into account when choosing between virtual and in-person hearing formats if a choice is available?\nHow early should parties begin preparing for hearings? When will using generative artificial intelligence (“AI”) be of assistance during the pre-hearing stage?\nWhat are frequent reasons for delays during the pre-hearing stage and how can parties avoid them? What types of behaviour leading to delay would be considered an abuse of process? What remedies are possible?\n\nModerator\n\n \nKaren Scott\nArbitrator/Mediator \n\n\nSpeakers\n\n \nRiley Kearns\nUnion Counsel\nTeamsters Local 31 \n\n\n \nAlex Ognibene\nOgnibene Law\nEmployer Counsel \n\n\nAccreditation \nCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n  URL:https://lancasterhouse.com/event/winning-pre-hearing-strategies-navigating-delays-settlements-and-disclosure-requirements/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/winning-pre-hearing-strategies-navigating-delays-settlements-and-disclosure-requirements.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Toronto:20260521T123000 DTEND;TZID=America/Toronto:20260521T133000 DTSTAMP:20260404T193314 CREATED:20260109T204145Z LAST-MODIFIED:20260317T184736Z UID:18701-1779366600-1779370200@lancasterhouse.com SUMMARY:Lancaster Speaker Series: Dr. Tanya De Mello - Unconscious Biases DESCRIPTION:Program \nThis session will explore how inclusion\, belonging\, and equity operate in workplaces through a labour\, employment\, and human rights lens. Drawing on research and practice\, Dr. De Mello will highlight how organizations\, including universities\, often fall short of reflecting the diversity of the communities they serve\, despite widespread use of equity and diversity language. The session will emphasize that a genuine sense of belonging is a key driver of job satisfaction\, employee well-being\, and retention\, and is shaped by everyday decisions about inclusion\, recognition\, and opportunity. Participants are invited to examine how conscious and unconscious biases influence the ways in which they engage and work. Rather than offering prescriptive solutions\, the session intentionally centres introspection and discomfort as necessary components of meaningful change. The discussion connects individual decision making to broader structural patterns\, reinforcing that inclusive workplaces are not created through intention alone but through sustained\, reflective practice and accountability. \n\n \n \n Select an option\n \n Live Webinar \n \n\n \n\n Add to Cart\n \n\n \n \nSpeakers \nDr. Tanya (Toni) De Mello \nVice President\, Equity and Community Inclusion\n\nAccreditation \nCPD\n\n\nThis program has been approved by CPHR Alberta for 1 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1 Continuing Professional Development hours.\n\n\n\n\nAdditional InformationRegistration Fee – Single Attendee\nLive webinar: $49 \n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. URL:https://lancasterhouse.com/event/lancaster-speaker-series-dr-tanya-de-mello-unconscious-biases/ LOCATION:Virtual Event CATEGORIES:Lancaster Speaker Series,Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/lancaster-speaker-series-dr-tanya-de-mello-unconscious-biases.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260525 DTEND;VALUE=DATE:20260527 DTSTAMP:20260404T193314 CREATED:20251002T174459Z LAST-MODIFIED:20260326T170126Z UID:17935-1779667200-1779839999@lancasterhouse.com SUMMARY:Atlantic Labour Law Conference DESCRIPTION:Sponsored by:Overview \nThe Atlantic Labour Law Conference is the must-attend event for legal practitioners\, arbitrators\, HR professionals\, and labour relations experts in Nova Scotia\, Newfoundland and Labrador\, New Brunswick\, and Prince Edward Island. This conference delivers in-depth analysis of the latest legislative changes\, key case law developments\, and emerging workplace issues specific to the Atlantic region. Featuring leading speakers from across the provinces\, the program offers practical insights into how recent legal decisions are shaping labour relations strategies and compliance in Atlantic Canada. Designed for professionals seeking to stay current in a dynamic legal landscape\, the conference also offers valuable opportunities to connect with experts and peers across the region. Strengthen your understanding of Atlantic labour law\, refine your approach to workplace challenges\, and expand your professional network. \n\nWhat to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent labour law developments\, policies\, and emerging workplace human rights challenges in Atlantic Canada (including content and expert speakers specific to Newfoundland and Labrador\, Nova Scotia\, PEI\, and New Brunswick). Throughout the event\, panelists from union-side\, employer-side\, and neutral perspectives from the Atlantic region will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel.  Participants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \n\nWho Should Attend? \nThis event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies.\n\n\nMonday\, May 25\, 2026 \nNetworking Breakfast and Registration: 8:00 – 9:00 am \n\nIntroductory Remarks: 9:00 – 9:05 am \n\nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:20 am\n\n\n \nFrank E. DeMont\, K.C.\nArbitrator and Mediator\nResolve Arbitration & Mediation Services \n\n\n \nJames Farrell\nSolicitor and Director\nIndustrial/Retail/Offshore Division\nFFAW-Unifor \n\n\n \nAnnie Gray\nEmployer Counsel\nStewart McKelvey \n\n\nStay up to date on the latest developments in federal and provincial labour law through this comprehensive session exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address topics such as: \nCaselaw \n\nWhat lessons can be learned from recent cases addressing the legality of government intervention in strike actions? How have decision-makers balanced the competing interests and legal rights at stake?\nWhat is the status of ongoing legal challenges to the federal government’s use of s. 107 of the Canada Labour Code to intervene in strike actions in the airline\, railway\, postal\, and other sectors?\nWhen can an employer discipline or dismiss an employee for offensive off-duty conduct including posting abusive messages on social media?\nWill expressing personal or political beliefs at work warrant discipline?\nWhat factors will carry weight when arbitrators determinewhen whether dismissal is justified for an employee’s dishonesty?\nWhen will specifying an age “cut-off” for benefits constitute discrimination?\nIs an employer obliged to investigate incidents involving harassment if there is no formal complaint?\nHow have arbitrators balanced privacy rights and workplace safety when determining whether substance use testing and policies are appropriate? Is a blanket off-duty ban on cannabis use in safety-sensitive positions likely to be considered reasonable?\nIn what circumstances may an employer or supervisor be found criminally liable for a workplace injury?\nCan employees be dismissed for non-compliance with vaccine policies?\n\nLegislation \nThe session and materials will also cover recent and upcoming changes to legislation in the federal jurisdiction and in Atlantic provinces\, such as: \n\nWhat new or expanded leaves have been introduced in Atlantic provinces in the past year?\nWhat steps must workplace parties take to comply with Nova Scotia’s new “duty to cooperate” under occupational health and safety legislation?\nWhat changes have been introduced through P.E.I.’s new Employment Standards Act?\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhich provinces have recently passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?\nWhat measures impacting workplaces were proposed in the federal government’s recent “Canada Strong Budget 2025”? What amendments have recently been made to the Canada Labour Code?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?\nAre other provinces likely to follow the lead of Alberta and Quebec in introducing legislation restricting the use of union dues for non-core union activities?\nWhat new limits have been introduced in Alberta with respect to the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nBreak: 10:20 – 10:35 am \n\nPanel 2 - Many Happy Returns? Navigating return-to-office mandates\, hybrid and flex work\, and the duty to accommodate - 10:35 – 11:35 am\n\n\n \nDale Darling\nMediator and Arbitrator \n\n\n \nGillian Lush\nSenior Consultant and Lawyer\nHR Atlantic \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nSix 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 arising fromemployees return to the office. Specifically\, the following questions will be addressed: \n\nAs a matter of law\, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right\, what are they? How do workplace policies and collective agreement language affect the matter?\nWhen will an employee be allowed to work from home as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness in the workplace warrant accommodation?\na) 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?\nb) 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?\nWhat flexible working options other than remote or hybrid work can be considered? Can these options help reduce increased absenteeism or presenteeism due to a return to the office?\nWhat aspects of remote\, hybrid\, or flexible work arrangements have been specifically addressed in workplace policies or collective agreement provisions?\n\nNetworking Lunch: 11:35 – 12:30 pm \n\nPanel 3 - Workplaces that Work: Preventing discrimination\, harassment\, and psychological harm - 12:35 – 1:45 pm\n\n\n \nAshley Hamp-Gonsalves\nBurchell Wickwire Bryson LLP \n\n\n \nLeah Kutcher\nIn-House Counsel\nNova Scotia Teachers Union \n\n\n \nCarey Majid\nExecutive Director\nNewfoundland and Labrador Human Rights Commission \n\n\nIgnoring workplace discrimination\, harassment\, psychological harm\, and toxic cultures can be extremely costly financially\, legally\, and for employee wellbeing. This session will examine legal and practical approaches for prevention\, policy development\, investigations\, and discipline. Specifically\, panelists will address: \n\nHow do occupational health and safety requirements related to workplace harassment differ across Atlantic provinces? Across Canada? What does Nova Scotia’s new Stronger Workplaces for Nova Scotia Act require?\nWhat must be included in a harassment prevention policy?\nWhat tests and standards do adjudicators apply when determining whether discrimination\, harassment\, or workplace-related psychological harm has occurred? What factors do arbitrators consider\, including power imbalances\, workplace culture\, the severity of psychological harm\, and the impact on affected employees? When might a single incident justify dismissal?\nHow have recent decisions shaped employers’ duties to investigate allegations of discrimination\, harassment\, psychological harm\, and other alleged toxic workplace behaviours? What triggers an employer’s responsibility to act\, even without a formal complaint?\nWhat steps should employers take to proactively recognize and address signs of a potentially toxic workplace culture?\nWhat steps should employers and unions take when discrimination or harassment occurs between employees? Between an employee and a manager?\nHow should employers and unions address discrimination\, harassment\, and psychological harm in remote and hybrid workplaces?\nWhen does off-duty conduct fall within the employer’s authority under human rights legislation? Occupational health and safety legislation? Collective agreements and disciplinary policies?\nWhat trends are emerging in damage awards for discrimination\, harassment\, failure to accommodate\, reprisal\, psychological harm\, and toxic workplace claims?\n\nBreak: 1:45 – 2:00 pm \n\nPanel 4 - Investigating Investigations: Expert guidance\, best practices and recent caselaw - 2:00 – 3:15 pm\n\n\n \nChris King\, KC\nEmployer CounselMcInnes Cooper \n\n\n \nRosellen Sullivan\nSexual Harassment InvestigationSullivan Investigative Insights \n\n\n \nPaula Theriault\nLabour Relations OfficerNew Brunswick Union of Public Employees (NBU) \n\n\nInvestigating allegations in the workplace requires a compliance with best practices and keeping up with recent caselaw. In this panel\, experts will offer insights into conducting or overseeing fair and appropriate workplace investigations. Specifically\, panelists will address: \n\nWhat guidance can be gleaned from recent caselaw on the requirements of a fair and appropriate workplace investigation and procedural flaws to be avoided during an investigation?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nMust an employer investigate allegations even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate?\nWhat are best practices for interviewing complainants\, respondents\, and witnesses in a trauma-informed manner?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants? What entitlement do the parties have to a copy of the investigator’s report or notes? What right do the parties have to respond?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nBreak: 3:15 – 3:30 pm \n\nFireside Chat - Incivility\, Aging Workforces\, & the New Realities of Workplace Culture - 3:30 – 4:00 pm\n\n\n \nSally Wells\nRespectful Workplace and Workplace Harassment\nSally J. Wells Inc. \n\n\nWorkplace dynamics are shifting as organizations navigate increasing concerns about incivility\, intergenerational tensions\, and evolving expectations around respectful conduct. In this fireside chat\, Sally Wells will explore how aging workforces and changing workplace norms are reshaping conversations about respect\, communication\, and accountability. Attendees will gain practical insights into recognizing and addressing incivility while fostering healthier\, more respectful workplace cultures.Tuesday\, May 26\, 2026 \nNetworking Breakfast and Registration: 8:00 – 9:00 am \nOpening remarks: 9:00 – 9:05 am \n\nPanel 5 - Terminations and Transformations: Navigating restructuring\, layoffs\, economic pressures - 9:05 – 10:20 am\n\n\n \nMichael Bourgeois\nLabour & Employment Lawyer\nCUPE \n\n\n \nIsabelle Keeler\nDirector of Faculty Relations\nUniversity of Prince Edward Island \n\n\n \nSheilagh Murphy\nArbitrator/Mediator/Investigator\nMacNab Fagan and Murphy \n\n\nAs the country navigates turbulent sociopolitical and economic times\, it is critical for employers and unions to understand legal principles and best practices regarding workplace restructuring. In this session\, panelists will address key considerations for organizations facing economic strain\, including: \n\nWhat options\, short of large-scale restructuring\, are available to employers and unions seeking to mitigate economic pressures?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff? Can management unilaterally schedule vacations to achieve a temporary shutdown without engaging layoff provisions?\nHow does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nWhat measures have parties negotiated in collective agreements toaddress the possibility of future workplace reorganizations?\n\nBreak: 10:20 – 10:35 am \n\nPanel 6 - Building an Inclusive Workplace: Supporting and accommodating mental health and neurodivergence at work - 10:35 – 11:50 am\n\n\n \nDr. Abraham Rudnick\nProfessor\nDepartment of Psychiatry\nDalhousie University \n\n\n \nCaroline Spindler\nEmployer Counsel\nMathews Dinsdale & Clarke LLP \n\n\n \nKelly VanBuskirk\nKelly VanBuskirk\, KC\, PhD C. Arb. \n\n\nNeurodiversity and mental health are playing an increasingly prominent role in discussions on workplace accommodation\, human rights\, and equity obligations. For employers and unions\, these matters raise complex legal and practical questions about risk management and appropriate day-to-day workplace responses. Through moderated discussions and practical examples\, speakers will unpack key questions\, including: \n\nHow are legal and human rights obligations evolving around mental health\, neurodivergence\, stress\, and burnout?\nWhat indicators have adjudicators found sufficient to trigger a duty to accommodate and how have employers reasonably been expected to respond?\nWhen is a ‘duty to inquire’ triggered? What steps are employers expected to take to identify and address risks before they escalate?\nWhen do recruitment and onboarding processes unintentionally exclude certain candidates\, and what practical improvements can be made without compromising operational needs?\nWhat limits have courts and tribunals placed on medical information requests\, and when have formal assessments been found a) necessary b) excessive?\nHow should employers evaluate accommodation requests related to remote work? What medical information can be obtained?\nWhat guidance does recent case law provide regarding the threshold at which absenteeism exceeds reasonable accommodation and constitutes undue hardship?\n\nNetworking Lunch: 11:50 – 12:50 pm \n\nPanel 7 - Pursuing the Road to Resolution: The future of arbitration\, ADR\, Med-Arb\, and other strategies to resolve disputes - 12:50 – 2:05 pm\n\n\n \nAndrea MacNevin\nLawyer\, Mediator and Investigator\nMacNevin Law & Mediation Inc. \n\n\n \nMichelle McCann\nLegal Counsel\nHealth Association Nova Scotia \n\n\n \nAlyssa Rahey\nLegal Counsel and Business Agent\nService Employees International Union\, Local 2 \n\n\nEmployers and unions can choose between various strategies to efficiently and effectively resolve disputes. In this panel\, speakers will explore these strategies and look forward to how they may evolve in the coming years. Specifically\, the panel will address: \n\nDoes the growing “judicialization” of arbitration undermine its unique advantages or is it necessary to ensure procedural protections for parties?\nWhat options exist outside of the conventional arbitration process? In what circumstances should parties consider these alternatives? Are any of these alternatives gaining popularity?\nHow is artificial intelligence (“AI”) being used to prepare for mediation\, arbitration\, or other events? How will the use of AI develop going forward?\nWhat are the advantages and disadvantages of virtual mediation\, mediation-arbitration\, or arbitration? Will virtual formats become the default option?\nWhat factors should be considered when selecting a third party neutral?\n\nBreak: 2:05 – 2:20 pm \n\nPanel 8 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:45 pm\n\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\n \nIan Pickard\nEmployer counsel\nMcInnes Cooper \n\n\n \nPaula Schumph\nGeneral Counsel\nNewfoundland & Labrador Association of Public & Private Employees (NAPE) \n\n\nThis interactive session will provide employers and unions with the best available insights into privacy\, AI-driven management decisions\, monitoring and surveillance tools\, and employee social media use. Experienced management and union counsel will join an arbitrator to examine hypothetical scenarios\, exploring legal principles and best practices when addressing privacy and the use of modern technologies both at work and off-duty. \nSpecific issues to be addressed include: \n\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line drawn between free speech and offensive speech justifying discipline?\nWhat arguments have arbitrators accepted or rejected regarding the use of employee surveillance and monitoring tools? How have arbitrators resolved conflicts between an employer’s interest in ensuring productivity through such tools and employees’ right to privacy?\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nWhat privacy and human rights concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nHow should employers and unions address AI\, privacy\, and human rights in collective agreements?\n\nClosing remarks: 3:45 pm \n\nFood and Beverages \nBreakfast 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. \n\nPricing \nAtlantic Labour Law Conference – Both Days $1\,455.00Add to cart \n \n \nAtlantic Labour Law Conference – Day 1 $1\,045.00Add to cart \n \n \nAtlantic Labour Law Conference – Day 2 $1\,045.00Add to cart \n \n \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real labour relations challenges and is designed to complement the Atlantic Labour Law Conference. The conference and workshop may be attended separately or as a bundled registration: \n\nAtlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop) $2\,095.00Add to cart \n \n \nConference Co-Chairs \n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper \n\n\n \nChantelle MacDonald Newhook\, KC\nArbitrator\, Mediator and Investigator\nDispute Winners \nVice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\n \nDaniel Wilband\nLabour and Employment\, Human Rights and Administrative Lawyer\nVanBuskirk Law \n\n\n\nAdvisory Committee \n\n\n \nBrian Johnston\nEmployer Counsel\nStewart McKelvey \n\n\n \nKaren Milligan\nHR Manager\nHealth PEI \n\n\n \nChris Montigny\nEmployer Counsel\nHR Atlantic \n\n\n \nSandra Mullen\nPresident\nNova Scotia Government & General Employees Union \n\n\n \nSusie Proulx-Daigle\nPresident\nNew Brunswick Union (NBU) \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \n\n\n\nCPD \nCPDLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come. \nHalifax Marriott Harbourfront Hotel - Discounted Room\nReserve By: Thursday\, April 23\, 2026. \nAfter 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. \n\n\n\nStart Date\nEnd Date\nRoom Rate\n\n\nMay 24\, 2026\nMay 27\, 2026\n$289 per night\n\n\n\nReservations Direct Phone: 1-800-943-6760 \nURL booking link: Reservation Link URL:https://lancasterhouse.com/event/atlantic-labour-law-conference-2/ LOCATION:Halifax Marriott Harbourfront Hotel\, 1919 Upper Water Street\, Halifax\, Nova Scotia\, B3J 3J5\, Canada CATEGORIES:Conference,Labour Law & Labour Policy ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/Atlantic-Labour-Law-Conference.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260527 DTEND;VALUE=DATE:20260528 DTSTAMP:20260404T193314 CREATED:20251002T185431Z LAST-MODIFIED:20260318T163228Z UID:17946-1779840000-1779926399@lancasterhouse.com SUMMARY:Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation DESCRIPTION:Program Overview \nThe Atlantic Labour Law Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in Newfoundland\, Nova Scotia\, New Brunswick\, and P.E.I.. Designed with both legal rigour and practical application in mind\, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes. \n\nWhat You’ll Learn: \n\nStrategies for proactive problem solving\nScenario-based exercises and expert feedback\nLegislative updates and case study analysis\nTools to improve communication and resolution at the front lines\n\n\nWho Should Attend \n\nHuman Resources Professionals\nLabour Relations Officers\nUnion Stewards & Counsel\nLegal Advisors and Advocates\n\n\nDelivery Format \n\nIn-Person session led by leading labour law experts\nInteractive case studies and guided discussion\n\n\nHoning your grievance and arbitration skills: Tools and tactics for effective representation \nBuild your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution\, explore how to build a persuasive case\, and discuss what matters most at the hearing. \nThrough a facilitated discussion and interactive exercises\, attendees will learn how to: \n\nAssess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;\nWork with grievors who may present as “difficult to work with\,” recognizing underlying disabilities\, trauma\, and other factors which may be impacting communication;\nIdentify when settlement or mediation is appropriate;\nRecognize when a matter is unlikely to settle\, assess the appropriate forum\, and determine when arbitration is necessary;\nPrepare for arbitration and make the most of pre-hearing processes\, laying the groundwork to succeed at the hearing;\nNavigate key rules of evidence\, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and\nAdvocate effectively in the hearing\, advancing the interests of your member\, organization\, or client.\n\n\nFood and Beverages \nBreakfast 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. \n\nPricing \nAtlantic Labour Law Skills Training Workshop: Honing your grievance and arbitration skills: Tools and tactics for effective representation \n$1\,195.00Add to cart \n \n \n\nAttendees also have the option to attend the Atlantic Labour Law Conference\, taking place the days before the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in labour relations and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \n\nAtlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop) \n$2\,095.00Add to cart \n \n \n\nSpeakers \n\n\n \nBrenda Comeau\nUnion Counsel\nPink Larkin \n\n\n \nNoella Martin\nEmployer Counsel\nBurchell Wickwire Bryson LLP \n\n\n \nJohn Whelan\nArbitrator and Dispute Resolution Lawyer\nWhelan Dispute Resolution \n\n\nCPD \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/atlantic-labour-law-skills-training-workshop/ LOCATION:Halifax Marriott Harbourfront Hotel\, 1919 Upper Water Street\, Halifax\, Nova Scotia\, B3J 3J5\, Canada CATEGORIES:Skills Training,Workshop ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/atlantic-labour-law-skills-training-workshop.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260528T123000 DTEND;TZID=UTC:20260528T140000 DTSTAMP:20260404T193314 CREATED:20250825T184550Z LAST-MODIFIED:20260218T200111Z UID:17469-1779971400-1779976800@lancasterhouse.com SUMMARY:Remote and Cross-Jurisdictional Work: Drafting compliant and effective employment contracts DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nAs the world becomes more interconnected through technology\, understanding the legal implications of remote and cross-border work is essential. During this webinar\, speakers will address the difficulties of drafting employment contracts for remote workers across multiple jurisdictions and equip attendees with the knowledge to create employment contracts that are compliant and effective. Specifically\, speakers will discuss: \n\nHow can one determine which set of legislated employment standards applies to a remote employee? Is the location where an employee works remotely the determining factor? Can a clause designating the location where the remote employee works be included in an employment contract?\nHow can you ensure that remote work contracts comply with employment standards legislation? Should employment contracts be tailored to specific jurisdictions or are general contracts acceptable?\nWhen will “choice of law” or “choice of forum” clauses be found to be enforceable? Not enforceable?\nIs a non-competition clause enforceable in cases involving an employee working remotely? Does the analysis differ for non-solicitation clauses?\nDo employees working remotely have a right to know if and how their employer utilizes monitoring and surveillance technologies to monitor performance? Should the potential monitoring and surveillance of employees be mentioned in an employment contract? How can an employer ensure that its activities are compliant with privacy legislation?\nAre employers required to ensure the health and safety of workers employed remotely? What aspects of health and safety in a remote work environment should be specifically addressed in employment contracts or workplace policies?\nWill an employer mandated ordering an employee’s return to the office be considered constructive dismissal?\n\nModerator\n\n \nRobert Basque\nArbitrator/Mediator\nGirard Bell \n\n\nSpeakers\n\n \nMark Repath\nEmployee Counsel\nIsrael Foulon LLP \n\n\n \nDianne Rideout\nEmployer Counsel\nNorton Rose Fulbright Canada LLP \n\n\nAccreditation \nCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/remote-and-cross-jurisdictional-work-drafting-compliant-and-effective-employment-contracts/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/remote-and-cross-jurisdictional-work-drafting-compliant-and-effective-employment-contracts-2.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Toronto:20260609T123000 DTEND;TZID=America/Toronto:20260625T160000 DTSTAMP:20260404T193314 CREATED:20251126T205200Z LAST-MODIFIED:20260306T190150Z UID:18575-1781008200-1782403200@lancasterhouse.com SUMMARY:Intensive Collective Bargaining Certificate DESCRIPTION:Tuesdays and Thursdays\, 12:30 p.m. – 4:00 p.m. ET each day \n\nIn association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram \nEffective collective bargaining requires far more than negotiating skills. It demands a sophisticated understanding of contract language\, costing\, communication strategy\, and the organizational and legal frameworks that underpin the bargaining process. This intensive certificate program brings together the strengths of Toronto Metropolitan University\, Lancaster House\, and the Centre for Labour Relations Training & Development (CLRTD) to deliver a rigorous\, practice-focused learning experience. \nGrounded in a balanced and evidence-based approach\, this program prepares participants to navigate complex negotiations\, interpret and draft collective agreement language with precision\, manage costing with confidence\, and communicate strategically with stakeholders and the public. Designed for experienced HR professionals\, union representatives\, labour relations specialists\, and managers involved in negotiations\, the program blends asynchronous learning with interactive virtual sessions to support deep skill development. \nLearning Outcomes \nBy the end of this program\, participants will be able to: \n\nDemonstrate an advanced understanding of the legal and practical foundations of collective bargaining.\nInterpret collective agreement language accurately and apply core principles of contract interpretation.\nDraft clear and enforceable collective agreement clauses that reduce ambiguity and prevent disputes.\nAnalyze a complete collective agreement to identify risks\, gaps\, and areas for improvement.\nUse Excel effectively to organize bargaining data\, build templates\, and support evidence-based decision-making.\nCalculate the financial impact of bargaining proposals using appropriate costing models.\nEvaluate the sustainability and organizational implications of contract changes.\nIntegrate costing results into overall bargaining preparation and strategy.\nDevelop a coherent bargaining strategy that aligns goals\, communications\, and negotiation priorities.\nCommunicate strategically with members\, media\, leadership\, and bargaining counterparts.\nNavigate difficult bargaining scenarios using principled\, consistent messaging.\n\n\nProgram Topics \n\nDay 1: Bargaining Foundations\nDay 2: Drafting and Interpreting Collective Agreements\nDay 3: Excel Bootcamp\nDay 4: Costing\nDay 5: Bargaining Strategy\nDay 6: Advanced Bargaining Simulation\n\n\nSpeakers \n\n\n \nLeanne Bowes\, Chief Executive Officer\nPost-Secondary Employers’ Association \n\n\n \nDavid Lardner\nUnion Representative\, Disputes and ArbitrationAlberta Union of Provincial Employees (AUPE) \n\n\n \nCraig Lawrence\nEmployer CounselDentons \n\n\n \nKate Robinson\nNegotiatorAlberta Union of Provincial Employees (AUPE) \n\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 18 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 18 Continuing Professional Development hours.\n\n\nMembers of the Law Society of New Brunswick may consider this program for 18 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 18 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 18 Continuing Professional Development hours. URL:https://lancasterhouse.com/event/intensive-collective-bargaining-certificate/ LOCATION:Virtual Event CATEGORIES:Professional Learning Program ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/TMU-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260611T123000 DTEND;TZID=UTC:20260611T140000 DTSTAMP:20260404T193314 CREATED:20250825T184924Z LAST-MODIFIED:20260317T190829Z UID:17473-1781181000-1781186400@lancasterhouse.com SUMMARY:AI at Work: Human rights\, privacy\, and equity considerations for employers and unions DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nPanelists will explore the potential benefits and pitfalls of the use of artificial intelligence (“AI”) in the workplace from a human rights perspective\, providing expert guidance on using AI in ways that promote equity and preserve privacy. Panelists will address questions such as: \n\nWhat federal and provincial laws currently regulate the use of AI? What other human rights and privacy laws or legal principles govern or restrict the use of AI at work?\nWhat key human rights and privacy concerns are raised by the use of AI by employers? In particular\, what concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nAre employers required to inform unions and employees about whether and how the employer is using AI in managing the workplace? Are employers required to secure employees’ consent before introducing AI technologies which may collect or use their personal information?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow might the introduction of AI into a workplace impact psychological safety and worker well-being? How can employers and unions ensure that the use of AI at work does not negatively impact employees’ mental health? What is “AI psychosis”\, and are employers required to accommodate employees who claim to be experiencing this?\nIf an employer uses an AI system that ultimately discriminates against employees or breaches employee privacy rights\, can the employer be held liable for the system’s flaws? Can the employer be held liable when a flawed AI system is used by a third party engaged by the employer\, such as a benefits administrator?\nHow can employers and unions address the use of AI through collective bargaining and workplace policies to promote equity and protect privacy? What other best practices should the parties implement to safeguard employee rights? What guidance has been released by the government and human rights bodies to this effect?\nFinally\, how can AI be applied in the workplace in a manner that reduces systemic discrimination and improves working conditions?\n\nModerator\n\n \nJennifer Hawkins\nLawyer and Workplace Investigator\nHawkins Lang & Price LLP \n\n\nSpeakers\n\n \nRyan Fritsch\nLegal Counsel\nLaw Commission of Ontario \n\n\n \nAnne K. Gallop\nPartner\nNorton Rose Fulbright Canada LLP \n\n\n \nKieran Meehan\nLegal Counsel\nBC Teachers’ Federation \n\n\nAccreditation \nCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\n\n\n  URL:https://lancasterhouse.com/event/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260618 DTEND;VALUE=DATE:20260619 DTSTAMP:20260404T193314 CREATED:20260127T201833Z LAST-MODIFIED:20260326T194520Z UID:18934-1781740800-1781827199@lancasterhouse.com SUMMARY:Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining DESCRIPTION:Program Overview \nBargaining in Complex Times is a workshop designed for experienced labour relations practitioners navigating increasingly challenging collective bargaining environments. The program focuses on building strategic skills to effectively prepare for negotiations\, cost proposals\, manage complex trade-offs\, and communicate positions clearly at the table and beyond. Through practical analysis and real-world scenarios\, participants will strengthen their ability to respond to economic uncertainty\, heightened stakeholder expectations\, and evolving workplace pressures with clarity and confidence. \n\nWho Should Attend\nThis workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes:\nBy the end of this workshop\, participants will be able to: \n\nDevelop strategic bargaining preparation plans tailored to complex economic\, operational\, and workplace conditions\nAnalyze and cost collective agreement proposals to support informed decision-making at the bargaining table\nApply advanced negotiation techniques to manage trade-offs\, pressure points\, and competing priorities\nRespond effectively to uncertainty and change\, including inflationary pressures and evolving workforce expectations\nCommunicate bargaining positions clearly and persuasively to bargaining teams\, leadership\, and internal stakeholders\nAnticipate and manage bargaining dynamics\, including power imbalances\, timing challenges\, and external scrutiny\nStrengthen alignment between bargaining strategy and organizational objectives\n\n\nWhat to Expect:\nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nBargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nTake your bargaining skills to the next level. \nThis program focuses on real-world\, modern challenges in today’s economic climate\, emphasizing strategic decision-making and effective communication before\, during\, and after bargaining\, with practical guidance participants can apply immediately. \nTopics include: \n\n Economic & Strategic Insights\n\n\nFactoring inflation\, wage pressures\, minimum wage stagnation\, and U.S./Canada trade policy impacts into bargaining\nUnderstanding how hiring freezes\, layoffs\, and increased workloads affect negotiations\nLeveraging non-monetary items to complement monetary proposals\nAnalyzing the cost and financial implications of proposals\, including wage\, benefits\, and operational impacts\n\n\n Practical Bargaining Skills\n\n\nNegotiation strategies that preserve relationships and drive stronger outcomes\nCommunicating effectively with members\, employees\, and media\nRecognizing bad faith bargaining and navigating confidential mandates\nInterpreting and drafting clear\, enforceable collective agreement language\n\n\n Modern & Future-Focused Agreements\n\n\nAdapting collective agreements for AI\, remote work\, and new workplace technologies\nIntegrating Equity\, Diversity\, and Inclusion (EDI) considerations\nManaging employee privacy and monitoring\, the right to disconnect\, and social media use\nAddressing outsourcing\, restructuring\, benefits\, and leaves of absence\n\nSchedule \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast and Registration\n8:00 am – 9:00 am MT\n\n\nMorning Break\n10:25 am – 10:40 am MT\n\n\nNetworking Lunch\n12:00 pm – 1:00 pm MT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm MT\n\n\nWorkshop Ends\n4:00 pm MT\n\n\n\n\nFood and Beverages \nBreakfast 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. \n\nPricing \nAlberta Labour Arbitration and Policy Conference – Workshop $995.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \nAttendees also have the option to attend the Alberta Labour Arbitration and Policy Conference\, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration: \nAlberta Labour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop) $1\,995.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \n\nYou may also be interested in:\nWorkshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation \nWorkshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships \n\nSpeakers \n\n\n \nTricia Gibbs\nLabour Relations OfficerUnited Nurses of Alberta (UNA) \n\n\n \nGabriel Joshee-Arnal\nEmployer CounselNeuman Thompson \n\n\n \nAdam Letourneau\nArbitrator and Mediator \n\n\nCPD \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. \nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter 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. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 17\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com URL:https://lancasterhouse.com/event/alberta-labour-arbitration-and-policy-skills-training-workshop-1/ LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada CATEGORIES:Skills Training,Workshop ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/alberta-labour-arbitration-and-policy-skills-training-workshop-1.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260618 DTEND;VALUE=DATE:20260619 DTSTAMP:20260404T193314 CREATED:20260129T191955Z LAST-MODIFIED:20260326T195155Z UID:18956-1781740800-1781827199@lancasterhouse.com SUMMARY:Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation DESCRIPTION:Program Overview \nHoning Your Grievance and Arbitration Skills is a practical\, skills-focused workshop designed for labour relations practitioners seeking to strengthen their effectiveness in grievance handling and arbitration. Participants will explore proven tools and tactical approaches for assessing grievances\, building persuasive cases\, managing evidence\, and advocating clearly and credibly at arbitration. Through applied discussion and real-world examples\, the workshop emphasizes strategic decision-making\, effective preparation\, and practical advocacy skills that translate directly to day-to-day representation. \n\nWho Should Attend\nThis workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes:\nBy the end of this workshop\, participants will be able to: \n\nAssess grievances strategically to determine merit\, risk\, and appropriate next steps\nBuild clear and persuasive grievance and arbitration cases\, including organizing facts\, evidence\, and arguments\nApply effective advocacy techniques in grievance meetings and arbitration hearings\nPrepare and manage evidence and witnesses to support strong representation\nNavigate procedural and tactical issues in arbitration with confidence\nMake informed decisions about settlement\, withdrawal\, or proceeding to arbitration\n\n\nWhat to Expect:\nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nHoning Your Grievance and Arbitration Skills: Tools and tactics for effective representation \nBuild your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution\, explore how to build a persuasive case\, and discuss what matters most at the hearing. \nThrough a facilitated discussion and interactive exercises\, attendees will learn how to: \n\nAssess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;\nWork with grievors who may present as “difficult to work with\,” recognizing underlying disabilities\, trauma\, and other factors which may be impacting communication;\nIdentify when settlement or mediation is appropriate;\nRecognize when a matter is unlikely to settle\, assess the appropriate forum\, and determine when arbitration is necessary;\nPrepare for arbitration and make the most of pre-hearing processes\, laying the groundwork to succeed at the hearing;\nNavigate key rules of evidence\, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and\nAdvocate effectively in the hearing\, advancing the interests of your member\, organization\, or client.\nIdentify matters that must be proved;\nHow to use documents and reports;\nHow to handle hearsay and privileges;\nHow to avoid leading questions;\nHow to make objections.\n\nSchedule \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast and Registration\n8:00 am – 9:00 am MT\n\n\nMorning Break\n10:25 am – 10:40 am MT\n\n\nNetworking Lunch\n12:00 pm – 1:00 pm MT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm MT\n\n\nWorkshop Ends\n4:00 pm MT\n\n\n\n\nFood and Beverages \nBreakfast 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. \n\nPricing \nAlberta Labour Arbitration and Policy Conference – Workshop $995.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \nAttendees also have the option to attend the Alberta Labour Arbitration and Policy Conference\, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration: \nAlberta Labour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop) $1\,995.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \nYou may also be interested in:Workshop 1: Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nWorkshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships \nSpeakers \n\n\n \nMegan Kheong\nEmployer CounselMLT Aikins \n\n\n \nPat Nugent\nUnion CounselNugent Law Office \n\n\n \nLeanne Young\, K.C.\nLegal Counsel\,Chartered Arbitrator\, Mediator and AdjudicatorResolve ADR \n\n\nCPD \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. \nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter 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. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 17\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com URL:https://lancasterhouse.com/event/alberta-labour-arbitration-and-policy-skills-training-workshop-2/ LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada CATEGORIES:Skills Training,Workshop ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/alberta-labour-arbitration-and-policy-skills-training-workshop-2.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260618 DTEND;VALUE=DATE:20260619 DTSTAMP:20260404T193314 CREATED:20260129T194446Z LAST-MODIFIED:20260326T195510Z UID:18957-1781740800-1781827199@lancasterhouse.com SUMMARY:After the Investigation: Defusing conflicts and restoring workplace relationships DESCRIPTION:Program Overview \nAfter the Investigation: Defusing Conflicts and Restoring Workplace Relationships focuses on what comes next once a workplace investigation has concluded. Designed for labour relations and HR practitioners\, this workshop explores practical strategies for managing post-investigation tensions\, addressing lingering conflict\, and supporting a return to functional working relationships. Participants will examine communication approaches\, risk considerations\, and intervention tools that help stabilize the workplace\, rebuild trust where possible\, and reduce the likelihood of recurring disputes. \n\nWho Should Attend\nThis workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes:\nBy the end of this workshop\, participants will be able to: \n\nDefuse workplace tension after an investigation and prevent conflicts from escalating\nCommunicate outcomes clearly while staying fair and legally sound\nRebuild relationships and restore team trust effectively\nNavigate complex dynamics balancing legal\, operational\, and human considerations\n\n\nWhat to Expect:\nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nAfter the Investigation: Defusing conflicts and restoring workplace relationships \nAn investigation after allegations of bullying or harassment in the workplace\, breaches of respectful workplace policies\, or other inappropriate behavior are only the first steps in addressing workplace conflict. An investigation of bullying or harassment in the workplace may have the unintended result of further fracturing a workplace. In this workshop\, panelists will explore how employers and unions can best defuse conflicts and restore relationships in the workplace after the conclusion of a formal investigation. The panel will address the following questions: \nInvestigations Refresher \n\nIn what circumstances are employers obligated to conduct a workplace investigation? What is the role of the union in workplace investigations?\nWhat are the consequences of an inadequate investigation or failing to investigate an allegation?\nHow can an employer’s or union’s actions during an investigation defuse or increase conflict in the workplace?\n\nCommunicating with Employees and Members \n\nWhat are the most effective approaches to communicating with employees and members about an investigation\, while it is ongoing and after it has been completed\, to alleviate concerns and defuse conflict?\nShould the union be made aware of allegations? What amount of detail is the respondent entitled to?\nWhat role does solicitor-client privilege\, litigation privilege\, labour relations privilege\, and privacy legislation play once the investigation process is over? Who is entitled to the investigator’s findings or the final investigation report?\nWhen is it advisable to disclose the investigator’s findings to all employees? How should the findings be disclosed to the complainant and others in the workplace in a way that preserves relationships?\nHow should employers and unions respond if a complainant or others in the workplace disagree with an investigator’s findings? What recourse\, if any\, does a complainant have?\n\nDiscipline \n\nWhat considerations should govern the imposition of discipline based on the findings of an investigation report? Does an apology by the offending party or parties play a useful role in conflict resolution? What if an employee who behaved inappropriately is unremorseful and unwilling to accept responsibility?\nWhat is the appropriate response to bad faith complaints?\nWhen should consideration be given to reassigning an employee to a different work area during or after a workplace investigation? When should an employee be placed on leave?\n\nWorkplace Restoration \n\nHow does an investigation affect relationships in the workplace and the workplace culture?\nWhat are the goals of workplace restoration after an investigation? Are restorative processes necessary even if an investigator finds that no misconduct occurred?\nWhat does an effective workplace restoration plan entail? What is the union’s role in workplace restoration?\nHow should employers and unions address allegations or findings of a “poisoned work environment” or systemic issues in the workplace?\nWhat steps should employers and unions take to reinforce expectations regarding applicable workplace policies and acceptable behaviour?\nWhen should an employer consider retaining an external individual to assist with ongoing conflicts in the workplace?\n\nSchedule \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast and Registration\n8:00 am – 9:00 am MT\n\n\nMorning Break\n10:25 am – 10:40 am MT\n\n\nNetworking Lunch\n12:00 pm – 1:00 pm MT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm MT\n\n\nWorkshop Ends\n4:00 pm MT\n\n\n\n\nFood and Beverages \nBreakfast 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. \n\nPricing \nAlberta Labour Arbitration and Policy Conference – Workshop $995.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \nAttendees also have the option to attend the Alberta Labour Arbitration and Policy Conference\, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration: \nAlberta Labour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop) $1\,995.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \nYou may also be interested in: \nWorkshop 1: Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nWorkshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation \n\nSpeakers \n\n\n \nAdam Norget \nHR Legal Services & Legal CounselEdmonton Police Service \n\n\n \nKyle Smith\nPresident and OwnerHarmonic Resonance Workplace Solutions \n\n\n \nLeanne Rosinski\nAssociate Director\, Labour RelationsAssociation of Academic Staff University of Alberta \n\n\n  \nCPD \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. \nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter 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. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 17\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com URL:https://lancasterhouse.com/event/alberta-labour-arbitration-and-policy-skills-training-workshop-3/ LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada CATEGORIES:Skills Training,Workshop ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/alberta-labour-arbitration-and-policy-skills-training-workshop-3.jpg END:VEVENT BEGIN:VEVENT DTSTART;VALUE=DATE:20260618 DTEND;VALUE=DATE:20260620 DTSTAMP:20260404T193314 CREATED:20251028T171445Z LAST-MODIFIED:20260326T194142Z UID:18337-1781740800-1781913599@lancasterhouse.com SUMMARY:44th Annual Alberta Labour Arbitration and Policy Conference DESCRIPTION:Sponsored by:Overview \nSince its launch in 1981\, the Annual Alberta Labour Arbitration and Policy Conference has served as a cornerstone gathering for Alberta’s labour relations community—offering not only timely legal and policy updates but also valuable networking opportunities with leading voices in the field. \nThis year’s conference brings together top arbitrators\, lawyers\, union representatives\, and HR professionals for in-depth discussions on the most pressing developments in labour arbitration and workplace policy. Expert-led panels will cover critical topics such as recent case law\, legislative changes\, policy trends\, and the practical challenges shaping today’s labour landscape in Alberta. \nThe conference will feature concurrent panels and hands-on workshops\, allowing attendees to customize their experience by choosing the sessions most relevant to their interests and professional roles. With a strong emphasis on connection and collaboration\, this event is designed to foster dialogue\, spark new ideas\, and strengthen professional relationships across the labour relations community. \nWhether you’re navigating complex arbitration issues or refining your workplace strategies\, the Alberta conference offers the insight\, flexibility\, and network you need to stay ahead. \n\nWhat to Expect \nThe event begins with an evening networking reception\, providing a relaxed setting to connect with fellow attendees\, speakers\, and leaders from the labour community. This will be followed by an evening plenary session\, offering thought-provoking discussion to set the stage for the next day’s program. \nThe following day features a full schedule of expert-led panels\, including concurrent sessions that allow participants to tailor their experience by choosing the topics most relevant to their interests and professional needs. Panelists will represent union-side\, employer-side\, and neutral perspectives\, offering balanced\, practical insights through moderated discussions. Attendees will have the opportunity to ask questions—either verbally or electronically—at the end of each session. \nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes \nBy attending this conference\, you will: \n✔ Stay up to date on the latest developments in labour arbitration\, workplace policy\, and employment law across Alberta. \n✔ Strengthen your skills in interpreting and applying arbitration awards\, legislative changes\, and policy decisions in real-world workplace contexts. \n✔ Gain practical strategies for resolving disputes\, drafting effective workplace policies\, and navigating complex issues in collective bargaining. \n✔ Learn from leading arbitrators\, legal experts\, union and employer representatives through engaging discussions and case-based analysis. \n✔ Connect with fellow practitioners\, negotiators\, and decision-makers to expand your professional network and exchange ideas. \n\nSample MaterialsClick here to see an excerpt from last year’s materials! \n\nThursday\, June 18\, 2026 \nRegistration: 4:30 pm – 5:00 pm \n\nOpening remarks: 5:00 pm – 5:05 pm \n\nKeynote - The Evolution of Labour Arbitration in Alberta: Change\, Challenges\, and Collaboration - 5:05 pm – 5:35 pm\n\n\n \nJames Casey\nArbitrator\nLabour Arbitration+Mediation \n\n\nBreak: 5:35 pm – 5:50 pm \n\nPlenary 1 - Uses and Abuses of Modern Technology: An interactive\, scenario-based session on social media\, employee monitoring\, and AI - 5:50 pm – 7:05 pm\n\n\n \nWilson Chan\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nPete Desrochers\nArbitrator/Mediator\nThe Negotiators \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\nIn this session\, panelists will examine the complex challenges and potential opportunities arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use\, employee monitoring\, and artificial intelligence (“AI”)\, addressing questions such as: \n\nWhen can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced employees’ freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?\nHow can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example\, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory\, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?\nWhat limits do federal and Alberta privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?\nWhen can an employer discipline an employee for misconduct discovered through routine monitoring or surveillance? For example\, can an employer that is monitoring employee devices for the stated purpose of ensuring performance and productivity discipline an employee for misconduct entirely unrelated to those criteria?\nWhat challenges and legal risks may arise in using artificial intelligence in hiring\, promotion\, and performance management? Can employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on bias testing be sufficient to shield an organization from liability?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.\nNetworking Reception: 7:05 pm – 9:00 pm \n\nFriday June 19\, 2026 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nOpening remarks: 9:00 am – 9:05 am \n\nPlenary 2 - New and Noteworthy: Key recent cases and legislative developments in Alberta - 9:05 am – 10:20 am\n\n\n \nLaura Dunnigan\nEmployer CounselMathews Dinsdale \n\n\n \nGreg Francis\nArbitrator and Mediator \n\n\n \nNatalia Makuch\nUnion CounselChivers Carpenter \n\n\nIn this session\, panelists will delve into recent significant developments in federal and provincial labour law\, exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address the following: \nCaselaw and Ongoing Legal Challenges \n\nHow has the Alberta government’s introduction of the Back to School Act (2025)\, ordering striking teachers to return to work\, impacted labour relations within the province? Is the provincial government’s use of the notwithstanding clause open to challenge\, and what lessons can be learned from recent uses of this clause? How have courts and tribunals balanced the competing interests and legal rights at stake when addressing the legality of government intervention in strike actions?\nWill expressing personal or political beliefs at work warrant discipline? Is it discriminatory to discipline or reprimand an employee for being “oversensitive” in conversations about certain subjects – for example\, about their country of origin or about Canada’s Indigenous relations policies?\nCan employees be dismissed for non-compliance with vaccine policies?\nHow have arbitral approaches to evaluating discipline for harassment\, discrimination\, and violence at work changed in recent years? What trends in damages are evident for workplace human rights violations?\nIs an employer obliged to investigate incidents involving harassment if there is no formal complaint?\nWill specifying an age “cut-off” for benefits constitute discrimination or violation of the Charter?\nHow far does the duty to inquire into a disability extend? Does the employer have a duty to inquire into the voluntariness of an employee’s resignation when that employee has a history of mental health concerns?\nWhat aspects of an absenteeism management policy will render that policy unreasonable?\nWhat factors will arbitrators consider when determining whether a hiring or promotion process was fair or reasonable? How does collective agreement language impact this analysis?\nWhat collective bargaining lessons can be learned from recent decisions from the Alberta Labour Relations Board addressing unfair labour practices\, bad faith bargaining\, and illegal strikes?\n\nLegislation \nThe session and materials will also cover recent and upcoming changes to legislation in Alberta and in the federal jurisdiction\, such as: \n\nWhat is the status of ongoing legal challenges to the federal government’s use of s. 107 of the Canada Labour Code to intervene in lawful strike actions in the airline\, railway\, postal\, and other sectors? Will recent controversial cases regarding the use by the federal government of Canada Labour Code 107 result in legislative changes?\nWhat new limits has Alberta’s government introduced regarding the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?\nWhat changes to Alberta’s private sector privacy legislation are being considered through the ongoing Personal Information Protection Act consultation? What is the deadline for public bodies to introduce a “privacy management program” pursuant to recent amendments to Alberta’s Protection of Privacy Act\, and what must be included in this program?\nWhat new or expanded leaves have been introduced in Alberta in the past year?\nWhat are the similarities and differences between Alberta and Quebec legislation restricting the use of union dues for non-core union activities? How has the Alberta Labour Relations Board defined “core” and “non-core activities” when interpreting the relevant provincial legislation?\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhich provinces have passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?\nWhat measures impacting workplaces were proposed in the federal government’s recent “Canada Strong Budget 2025”? What amendments have recently been made to the Canada Labour Code?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?\n\nFinal selection of topics will take place in the weeks prior to the conference\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nBreak: 10:20 am – 10:35 am \n\nPlenary 3 - Navigating Alberta's Economic and Political Currents: Examining the implications for labour relations and collective bargaining - 10:35 am – 11:35 am\n\n\n \nThomas Hesse\nPresident\, united Food and commercial workers Canada local 401 \n\n\n \nChantel Kassongo\nEmployer Counsel\nNeuman Thompson \n\n\n \nJoseph Marchand\nDirector\nAlberta Centre for Labour Market Research (ACLMR)\nCo-Director\, Institute for Public Economics (IPE)\nProfessor\, Faculty of Arts – Economics Department\nUniversity of Alberta \n\n\nAmid economic uncertainty\, with looming deficits and oil price complications the bargaining environment is more complex than ever. This plenary brings together labour relations experts to explore the latest trends\, emerging bargaining priorities\, and strategies for negotiating effectively in 2026. Specifically\, panelists will address: \n\nHow is Alberta’s economy currently performing\, and what do near-term economic forecasts suggest for public-sector bargaining in 2026\, including expectations around compensation growth and affordability?\nIn what ways has recent legislation\, including the Back to School Act and the use of the notwithstanding clause\, influenced collective bargaining and labour relations dynamics in Alberta?\nWhat non‑monetary provisions (e.g.\, job protections\, health and safety workload management\, training and development) are becoming important bargaining priorities in the current climate?\nIs uncertainty surrounding U.S. trade policies likely to affect bargaining outcomes in Alberta’s broader public sector? Are there other international or federal policy developments that negotiators should be mindful of?\nHow can employers and unions best adapt their bargaining strategies to remain effective\, constructive\, and sustainable amid ongoing economic and political uncertainty?\n\nLunch: 11:35 am – 12:35 pm \n\nConcurrent Sessions: 12:35 PM – 1:50 PM (Choice of 2 of 3) Concurrent 1 - Bargaining in the Evolving Workplace: Generational differences\, remote and flexible work arrangements\, new technologies\, EDI\, and more\n\n\n \nChris Monfette\nEmployer Counsel\nNeuman Thompson\n\n\n \nTerry Sway\nAssociate Director\, Negotiations\nNon-Academic Staff Association (NASA) at University of Edmonton \n\n\nTechnological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically\, the panel will address: \n\nIn what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?\nHow are parties dealing with equity\, diversity\, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?\nHow do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties\, during bargaining\, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?\nHow are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?\nHow is the use of artificial intelligence (“AI”) impacting employee hiring\, management\, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?\nWhat are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning\, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?\nHow can parties best learn about the needs of employees or members when preparing for bargaining?\n\nConcurrent 2 - Clocking In\, Falling Behind: Expert insights on performance\, attendance\, and time theft issues in the workplace\n\n\n \nBruce Graham\nEmployer Counsel\nFasken \n\n\n \nKaren Thibault\nUnion Representative\nDisputes and Arbitrations\nAlberta Union of Provincial Employees (AUPE) \n\n\nFrom keystroke logging to recorded video calls\, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address: \n\nWhat 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?\nWhat types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?\nHow 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?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?\nWhat consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?\nHow do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?\nHow should workplace policies and collective agreements proactively address time theft?\n\nConcurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations\, lay-offs\, contracting in/out\, and more\n\n\n \nErin Ludwig\nAssociate General Counsel – Labour and Employment\nAlberta Health Services \n\n\n \nLisa Mason\nActing Regional Director – Alberta\nAlberta Regional Office\nCanadian Union of Public Employees (CUPE) \n\n\nAs the country navigates turbulent economic times\, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. In this session\, panelists will address key considerations including: \n\nWhat options\, short of large-scale restructuring\, are available to employers and unions seeking to mitigate economic pressures?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff requiring the application of seniority rights?\nHow does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nWhat measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?\n\nBreak: 1:50 pm – 2:05 pm \n\nConcurrent Sessions: 2:05 PM – 3:20 PM  (Choice of 2 of 3) \nConcurrent 1 - Bargaining in the Evolving Workplace: Generational differences\, remote and flexible work arrangements\, new technologies\, EDI\, and more\n\n\n \nChris Monfette\nEmployer Counsel\nNeuman Thompson\n\n\n \nTerry Sway\nAssociate Director\, Negotiations\nNon-Academic Staff Association (NASA) at University of Edmonton \n\n\nTechnological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically\, the panel will address: \n\nIn what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?\nHow are parties dealing with equity\, diversity\, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?\nHow do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties\, during bargaining\, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?\nHow are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?\nHow is the use of artificial intelligence (“AI”) impacting employee hiring\, management\, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?\nWhat are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning\, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?\nHow can parties best learn about the needs of employees or members when preparing for bargaining?\n\nConcurrent 2 - Clocking In\, Falling Behind: Expert insights on performance\, attendance\, and time theft issues in the workplace\n\n\n \nBruce Graham\nEmployer Counsel\nFasken \n\n\n \nKaren Thibault\nUnion Representative\nDisputes and Arbitrations\nAlberta Union of Provincial Employees (AUPE) \n\n\nFrom keystroke logging to recorded video calls\, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address: \n\nWhat 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?\nWhat types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?\nHow 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?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?\nWhat consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?\nHow do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?\nHow should workplace policies and collective agreements proactively address time theft?\n\nConcurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations\, lay-offs\, contracting in/out\, and more\n\n\n \nErin Ludwig\nAssociate General Counsel – Labour and Employment\nAlberta Health Services \n\n\n \nLisa Mason\nActing Regional Director – Alberta\nAlberta Regional Office\nCanadian Union of Public Employees (CUPE) \n\n\nAs the country navigates turbulent economic times\, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. In this session\, panelists will address key considerations including: \n\nWhat options\, short of large-scale restructuring\, are available to employers and unions seeking to mitigate economic pressures?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff requiring the application of seniority rights?\nHow does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nWhat measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?\n\nBreak: 3:20 pm – 3:35 pm \n\nPlenary 4 - Complex Issues in Accommodation: Neurodiversity\, family status\, return-to-office mandates\, medical information\, and more - 3:35 pm – 4:50 pm\n\n\n \nBob Blakely\nUnion Counsel\nBlakely & Dushensky Legal Counsel \n\n\n \nApril Kosten\nEmployer Counsel\nDentons \n\n\n \nDr. Perry Sirota\nClinical & Forensic Psychologist\nSirota Psychological Services \n\n\nEmployers and unions often need to address the needs of employees and members that may not be immediately visible. In this panel\, experts will provide insight into complex accommodation issues and provide guidance on the types of information that can be requested or must be provided in support of various accommodation requests. Specifically: \n\nWhen will an employee be allowed to work from home as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness in the workplace warrant accommodation? What medical information is required to support such a request?\nWhat is “neurodivergence”? What types of medical information can employers request from neurodivergent employees seeking accommodation? What are common workplace accommodations for neurodivergent employees?\n\nWhat are the unique privacy concerns Involved? \n\nWhat are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional? Is an employer ever entitled to an employee’s diagnosis?\nHow should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhen will it be appropriate for an employer to request a fitness-to-work assessment or an Independent Medical Examination (“IME”)? What is the union’s role in this process?\nIn what circumstances have decision-makers found that employees should be permitted to work from home or on a full-time or part-time basis\, in order to accommodate obligations related to family status\, such as childcare or eldercare??\nWhat kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\n\nFood and Beverages \nBreakfast 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. \n\nPricing \nAlberta Labour Arbitration and Policy Conference – Evening Day 1 and Full Day 2 (Skills Training Workshop sold separately) \n$1\,495.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \nBundle pricing is available: \n\nAlberta Labour Arbitration and Policy Conference – Bundle (Conference Day + Workshop) \n$1\,995.00Select options \n This product has multiple variants. The options may be chosen on the product page \n \nYou may also be interested in: \nAttendees can also register for one of three concurrent skills training workshops offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference. The workshop includes panel discussions and hands-on scenarios addressing bargaining and labour arbitration challenges and is designed to complement the Alberta Labour Arbitration and Policy Conference. The conference and workshop may be attended separately or as a bundled registration. Attendees have the option to pick one of: \nWorkshop 1: Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nWorkshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation \nWorkshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships \nConference Co-Chairs \n\n\n \nThomas Hesse\nPresident\nUnited Food and commercial workers Canada local 401 \n\n\n \nJacqueline Lacasse\nGeneral Counsel and VP People & Culture\nUniversity of Calgary \n\n\n \nJeremy Schick\nVice-Chair with the Labour Relations Board \n\n\n\nAdvisory Committee \n\n  \n\n \nMark Asbell\, K.C.\nArbitrator\, Mediator\, and Adjudicator\nAsbell Dispute Resolutions \n\n\n \nClayton Cook\nUnion Counsel\nMcGowan Cook \n\n\n \nMarcella Clarke\nSenior Labour Relations Advisor\nAlberta Health Services \n\n\n \nJackie Laviolette\nEmployer Counsel\nMatthews Dinsdale & Clarke \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board \n\n\n \nBen Zorn\nManager of Labour Relations\nAUPE \n\n\n\nCPD \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come. \nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter 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. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 19\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com URL:https://lancasterhouse.com/event/44th-annual-alberta-labour-arbitration-and-policy-conference/ LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada CATEGORIES:Conference,Labour Law & Labour Policy ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/44th-Annual-Alberta-Labour-Arbitration-and-Policy-Conference.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260716T123000 DTEND;TZID=UTC:20260716T140000 DTSTAMP:20260404T193314 CREATED:20250825T185242Z LAST-MODIFIED:20260317T173914Z UID:17477-1784205000-1784210400@lancasterhouse.com SUMMARY:Lancaster's Workplace Essentials: Off-duty Conduct DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nAs social media usage has grown\, the off-duty conduct of employees is more conspicuous than ever. In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will provide attendees with a guideline to key principles pertaining to off-duty conduct and associated discipline. Questions to be discussed include: \n\nWhat is encompassed by off-duty conduct? What factors do decision-makers consider in determining if the off-duty conduct in question is work-related?\nWhat lessons can be learned from recent decisions in which decision-makers have addressed whether an employer was correct to discipline or dismiss an employee due to off-duty conduct?\nIn what circumstances have arbitrators found an employer’s decision to discipline or dismiss an employee due to inappropriate social media posts justified? Not justified?\nWhen will employers be required to investigate violence or harassment that occurred off duty? Could employers face liability for failing to investigate in these circumstances?\nHow should employers and unions handle incidents where employees or members have been charged with a criminal offence? Can an employer suspend an employee without pay pending the outcome of the charges?\nWhen can an employer dismiss an employee who has been convicted of a criminal offence? Is a connection between the offence and the employee’s duties required for the dismissal to be justified?\nWhat aspects of off-duty conduct have been specifically addressed in workplace policies or collective agreement provisions?\n\nModerator \n\n \nRobert Basque\nArbitrator/Mediator\nGirard Bell \n\n\nSpeakers\n\n \nSabrina Anis\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJason Edwards\nUnion Counsel\nPink Larkin \n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-off-duty-conduct/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/lancasters-workplace-essentials-off-duty-conduct.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260806T123000 DTEND;TZID=UTC:20260806T140000 DTSTAMP:20260404T193314 CREATED:20250825T185620Z LAST-MODIFIED:20260325T164308Z UID:17481-1786019400-1786024800@lancasterhouse.com SUMMARY:Addressing Gambling\, Technology\, & Pornography Addictions at Work: Legal and Human Rights Obligations DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \nBehavioural and technology-related addictions\, from online gambling to excessive pornography use\, are pushing the limits of traditional policies and unsettled laws. As caselaw develops\, employers and unions are facing tough questions about evolving human rights obligations and workplace accountability. Panelists will explore: \n\nDo employees with gambling\, technology\, or pornography addictions have legal protection in the workplace? Must the addiction be formally diagnosed?\nHow should employers assess credibility and evidence when addiction by an employee as a defence is raised only after misconduct has occurred?\nWhat steps must employers take if they merely suspect an employee has an addiction?\nWhat are employer accommodation obligations when an addiction is behavioural or technology-related?\nWhich monitoring mechanisms for technology or inappropriate online activity have been found to violate privacy rights?\nWhat disciplinary measures have been applied when addictions lead to misconduct such as time theft\, misuse of employer equipment\, or financial improprieties? Are there differences in how courts and arbitrators treat behavioural versus substance-related addictions in the workplace?\nHow have employers and unions address addiction in workplace policies and collective agreements?\n\n\nModerator \n\n\n \nNick E. Milanovic\nArbitrator/Mediator\nProfessor Carleton University \n\n\n\nSpeakers \n\n\n \nRita De Fazio\nUnion counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/addressing-gambling-technology-pornography-addictions-at-work-legal-and-human-rights-obligations/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/addressing-gambling-technology-pornography-addictions-at-work-legal-and-human-rights-obligations.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260820T123000 DTEND;TZID=UTC:20260820T140000 DTSTAMP:20260404T193314 CREATED:20250825T190008Z LAST-MODIFIED:20260326T190826Z UID:17486-1787229000-1787234400@lancasterhouse.com SUMMARY:Effective and Privacy-Compliant Medical Inquiries: Getting the right info from medical practitioners for accommodation\, leaves\, and return to work DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \n\nNavigating an employer’s duty to accommodate while respecting employees’ privacy rights presents an ongoing challenge. This webinar will explore how to effectively request medical information and determine when a request for medical information is inappropriate. Specifically\, the panel will address: \n\nWhat are the privacy concerns associated with an employer requesting an employee’s medical information\, especially information related to mental health disabilities? What measures should employers and unions implement to safeguard an employee’s medical information and limit access to authorized individuals?\nDoes the extent of the medical information that an employer is entitled to request vary depending on the underlying purpose of the request (e.g. for accommodation\, leave\, or return to work) or the length of the absence? Do employers ever have a right to obtain an employee’s diagnosis rather than simply restrictions on work?\nWhat are best practices for drafting letters to medical practitioners regarding an employee’s accommodation\, leave\, or return to work? Can employers or unions communicate directly with an employee’s medical practitioner?\nWhen can an employer request an Independent Medical Examination (“IME”)? What is the union’s role in this process?\nHow should employers and unions assess medical information that relies exclusively or primarily on an employee’s subjective self-reporting of symptoms? Does the assessment differ in the context of mental health disabilities where diagnoses are predominantly based on self-reported information?\nHow should employers and unions approach an employee who is reluctant to provide medical information or fails to provide the requested information?\nHow should employers and unions update collective agreements and workplace policies to ensure that they are compliant with recent changes to legislation in various jurisdictions (e.g. restrictions on sick notes for short-term absences\, long-term illness leave)?\n\nModerator \n\nComing Soon. \n\n\nSpeakers \n\n\n \nEvon Gayle\nEmployer Counsel\nMiller Thomson \n\n\n \nDr. Marina Afanasyeva\nOccupational Medicine\, Public Health & Prevention Medicine Specialist \n\n\n \nShelley Solomon\nLabour Relations Professional\nCUPE \n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/effective-and-privacy-compliant-medical-inquiries-getting-the-right-info-from-medical-practitioners-for-accommodation-leaves-and-return-to-work/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Toronto:20260910T110000 DTEND;TZID=America/Toronto:20260910T170000 DTSTAMP:20260404T193314 CREATED:20240618T185328Z LAST-MODIFIED:20260317T185037Z UID:13659-1789038000-1789059600@lancasterhouse.com SUMMARY:Winning Cases at WSIB and WSIAT (Virtual Event) DESCRIPTION:Program Overview \n\n\nAppearing before the WSIB and the WSIAT requires more than familiarity with workers’ compensation legislation and policy; it requires strategic thinking\, careful preparation\, and effective advocacy. In this workshop\, experienced advocates will guide participants through the key stages of a successful appeal\, highlighting both procedural requirements and advocacy best practices. \nTopics will include: \n  \n\nAppealing a board-level decision within mandated timelines;\nIdentifying\, sorting\, and prioritizing issues in an appeal;\nDeveloping a persuasive “theory of the case”;\nMeeting pre-hearing disclosure obligations;\nObtaining and organizing relevant evidence;\nAnticipating and responding to the other side’s arguments;\nPreparing clients for hearings;\nEffectively using and challenging medical information;\nMaking compelling opening statements and final arguments; and\nQuestioning and cross-questioning witnesses.\n\n\nWhat to Expect: \nIn this virtual skills training workshop\, experienced worker and employer advocates will guide participants through the workers’ compensation appeal process\, from an adverse Workplace Safety and Insurance Board (WSIB) decision to a hearing before the Workplace Safety and Insurance Appeals Tribunal (WSIAT).  \nDesigned for advocates appearing before the WSIB and WSIAT\, the session will focus on practical advocacy strategies\, evidentiary considerations\, and common challenges that arise at each stage of the appeal process. Participants will have opportunities to ask questions and engage with approaches they can apply directly in their own files.  \nParticipants will also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources developed by Lancaster House program lawyers for continued learning and future reference.  \n\nWho Should Attend? \nThis workshop is well suited for professionals involved in WSIB and WSIAT advocacy\, including: \n\nWorker Advocates and Representatives – Individuals representing injured workers in appeals who want to strengthen case strategy\, evidence development\, and hearing advocacy skills. \nEmployer Advocates and Consultants – Professionals acting for employers before the WSIB or WSIAT who require a deeper understanding of effective appeal preparation and presentation. \n\n\nLearning Outcomes: \nParticipants will leave this training equipped to:  \n\nNavigate the WSIB appeal pathway\, from a board-level decision to a WSIAT hearing; \nIdentify\, organize\, and prioritize issues in workers’ compensation appeals; \nDevelop and present a clear and persuasive theory of the case; and \nPrepare effectively for hearings\, including witness examination and argument. \n\n\n\nPricing \n\n$995.00Add to cart \n \n \nSpeakers Coming Soon. \nCPD\n\n\nThis program has been approved by CPHR Alberta for 4.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 4.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 4.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 4.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4.5 Continuing Professional Development hours.\n\n\n\n\nSupported by the Institute for Work & Health: URL:https://lancasterhouse.com/event/winning-cases-at-wsib-and-wsiat-virtual-event/ LOCATION:Virtual Event CATEGORIES:Skills Training ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/winning-cases-1.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=UTC:20260910T123000 DTEND;TZID=UTC:20260910T140000 DTSTAMP:20260404T193314 CREATED:20250825T190233Z LAST-MODIFIED:20260317T175053Z UID:17490-1789043400-1789048800@lancasterhouse.com SUMMARY:Lancaster's Workplace Essentials: Investigations DESCRIPTION:Select an option\n \n Live Webinar \n \n Live Webinar\, video\, and MP3 Bundle \n \n\n \n\n Add to Cart\n \n\n \n \n\nIn this installment of Lancaster’s Workplace Essentials webinar series\, panelists will examine key principles\, recent caselaw\, and best practices relating to workplace investigations. Specifically\, the panel will discuss: \n\nWhat does a fair and effective workplace investigation process entail? What procedural flaws should be avoided during the investigation process?\nWhat is the union’s role in an investigation? Does a member have a right to union representation during an investigation?\nWhen should an employer hire an external investigator instead of conducting an internal investigation? Does the union have a role in ensuring the impartiality of the investigator?\nCan employers commence investigations without a formal complaint? How should employers and unions approach the investigation of anonymous complaints?\nWhen will an employer be required to investigate the off-duty conduct of employees? What if the off-duty conduct involves violence and harassment?\nWhat information can/should/must be disclosed to a complainant or respondent at the conclusion of an investigation (e.g. findings\, actions taken)? Are unions entitled to a copy of the final investigation report or the investigator’s notes? Are they entitled to a response?\nIn what situations have damages been awarded for an employer’s inadequate investigation or failure to investigate?\n\n\nModerator \n\n\n \nJeff Palamar\nArbitrator and Lawyer\nTaylor McCaffrey \n\n\n\nSpeakers \n\n\n \nDana J. Campbell-Stevens\nPartner and Investigator\nRubin Thomlinson \n\n\n \nBrett Hughes\nAssociate\nDewart Gleason LLP \n\n\n \nMeaghan MacMaster\nEmployer Counsel\nStewart McKelvey \n\n\n\nAccreditation \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-investigations/ LOCATION:Virtual Event CATEGORIES:Webinar ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/06/speaker-header.jpg END:VEVENT END:VCALENDAR