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SUMMARY:Dev Event Test One
DESCRIPTION:
URL:https://lancasterhouse.com/event/dev-event-test-one/
END:VEVENT
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DTSTART;TZID=America/Toronto:20251009T123000
DTEND;TZID=America/Toronto:20251127T160000
DTSTAMP:20260403T132905
CREATED:20250708T164616Z
LAST-MODIFIED:20251211T144533Z
UID:17137-1760013000-1764259200@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Fall 2025 (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\n2025 Fall Schedule† \nThe Fall 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Thursdays from 12:30 p.m. to 4 p.m. ET beginning October 9\, 2025. \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-fall-2025-virtual-program/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/TMU-header.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20251016T123000
DTEND;TZID=UTC:20251016T140000
DTSTAMP:20260403T132905
CREATED:20250505T190101Z
LAST-MODIFIED:20251008T192629Z
UID:16588-1760617800-1760623200@lancasterhouse.com
SUMMARY:Employee Privacy: Biometrics\, employee monitoring and emerging technologies in the modern workplace – where are we now?
DESCRIPTION:As the use of emerging technologies to monitor both in-office and remote employees continues to increase\, so too does the need for workplaces to implement proper privacy and security policies. In this webinar\, leading practitioners will discuss the following questions: \n$595.00Add to cart	\n			\n \n\nHow have attitudes of arbitrators evolved in assessing surveillance measures and evaluating privacy rights of workers?\nWhat does the increased use of artificial intelligence (AI) mean for privacy in the workplace? How can organizations effectively create guardrails to ensure privacy is maintained when integrating AI into their workplace?\nIn what circumstances can employers collect biometric data from their employees? What measures should employers put in place to ensure the protection of both employee privacy and the biometric data collected?\nWhat takeaways can public and private employers glean from the Supreme Court of Canada’s decision in the York Region case regarding an employee’s reasonable expectation of privacy in the workplace? How can these takeaways be applied to workplace policies?\nWhat changes to federal and provincial legislation are currently under consideration that will address gaps in the regulation of workplace surveillance?\nWhat key issues should employers and unions address in policies or collective agreements governing privacy and access to information?\n\nModerator\n\n \nSheilagh Murphy\nArbitrator\, Mediator\, and Independent Workplace Investigator\nMacNab Fagan & Murphy \n\n\nSpeakers\n\n \nOlalekan (Wole) Akinremi\nPartner\nWeirFoulds LLP \n\n\n \nSam Schonhoffer\nUnion Counsel\nGerrand Rath Johnson LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\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/employee-privacy-biometrics-employee-monitoring-and-emerging-technologies-in-the-modern-workplace-where-are-we-now/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Whats-left-of-privacy-3.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20251024T120000
DTEND;TZID=America/Halifax:20251024T140000
DTSTAMP:20260403T132905
CREATED:20250722T181236Z
LAST-MODIFIED:20251008T192137Z
UID:17192-1761307200-1761314400@lancasterhouse.com
SUMMARY:Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
DESCRIPTION:Program \nThis timely session brings together a respected arbitrator with experienced labour and management counsel to update you on current trends in grievance arbitration affecting fire services across Canada. \nAmong Topics to be Addressed: \n\nCan municipalities terminate accrual of vacation pay or other entitlements where firefighters are on workers’ compensation or long-term disability?\nCan firefighters on workers’ compensation or long-term disability accept temporary employment elsewhere?\nIs union consent required for a change in hours or shifts?\nWhen are reasonable and customary limits on firefighter benefits valid?\nCan employers require preauthorization of drugs by insurance providers?\nAnd more.\n\nThis session includes updates from a previous program\, but those who did not attend the earlier session will still gain tremendous value from the discussion. The content will be fully accessible for new attendees\, with updated insights and analysis throughout. \nThe session emphasizes interactive learning and real-world guidance. Participants will receive materials containing current legislation and key precedent-setting decisions. \n\nLearning OutcomesBy the end of this session\, participants will be able to: \n\nIdentify emerging issues and recent arbitration trends in the fire sector across Canada.\nAnalyze arbitration awards related to discipline\, accommodation\, privacy\, and workplace safety.\nApply legal principles to common grievances involving staffing\, scheduling\, leave\, and contract interpretation.\nUnderstand the scope and limits of management rights\, including remote work policies\, surveillance\, and contracting out.\nRecognize how human rights\, duty of loyalty\, and off-duty conduct are addressed in arbitration.\nUse the comprehensive reference package as an ongoing resource for grievance handling and workplace decision-making.\n\nEngage more confidently in grievance arbitration processes with enhanced legal insight and practical knowledge. \n\nWhat to ExpectThis session will feature an engaging panel discussion led by an experienced arbitrator and expert union and management counsel. \nPanelists will share insights on current issues in fire sector grievance arbitration\, using real-world examples and recent decisions to highlight key trends and challenges. \nYou’ll have the opportunity to ask questions throughout the session and take part in interactive Q&A periods designed to address practical concerns from the field. \nParticipants will receive a comprehensive reference package\, to keep and reference at any time\, which includes case summaries\, legal analysis\, and topic overviews. This package will be referred to throughout the session and will serve as a valuable resource long after the program concludes. \n\nWho Should Attend?\nHR directors\, professionals and executives\nFire chiefs and deputies\nUnion officers and representatives\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\n\n\nYou may also be interested inIf you’re interested in this session\, you may also want to attend Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update\, taking place. This companion panel offers a focused look at key developments and strategies in interest arbitration in the fire sector. Bundle pricing is available for those who wish to attend both programs. \n\nPricing \nGrievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update \n$495.00Add to cart	\n			\n  \n\nBundle Pricing: Includes Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update and Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update. \n\n$895.00Add to cart	\n			\n  \nSpeakers\n\n \nChris Albertyn\nLabour Arbitrator\nAlbertyn Arbitration \n\n\n \nTim Gleason\nUnion Counsel\nDewart Gleason LLP \n\n\n \nThomas Roper\, K.C.\nEmployer Counsel\nRoper Greyell LLP \n\n\n\nCPD \nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 2 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 2 Continuing Professional Development hours.\n\n\n\nThis program has been approved for 2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 2 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 2 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 2 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 2 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-grievance-arbitration-in-the-fire-sector-essentials-and-update/
LOCATION:Virtual Event
CATEGORIES:Fire Services,Skills Training,Workshop
ATTACH;FMTTYPE=image/png:https://lancasterhouse.com/wp-content/uploads/2025/07/ff-header-1.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20251024T143000
DTEND;TZID=America/Halifax:20251024T163000
DTSTAMP:20260403T132905
CREATED:20250722T180050Z
LAST-MODIFIED:20251008T192114Z
UID:17182-1761316200-1761323400@lancasterhouse.com
SUMMARY:Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
DESCRIPTION:Program \nLed by a prominent arbitrator with seasoned union and management counsel\, this panel will examine current interest arbitration awards and discuss the treatment by negotiating parties and by arbitrators of emerging issues in the fire sector across Canada. \nAmong Topics to be Addressed: \n\nTo what extent do fire sector arbitrators take inflation into account? What role does it play in bargaining?\nHow much weight do arbitrators give to police-fire wage parity?\nAre municipal employee settlements relevant in fire sector bargaining/arbitration?\nWhat factors do arbitrators consider in deciding staffing issues?\nWill arbitrators prohibit a requirement for prior authorization of drugs by insurance companies?\nContracting out of bargaining unit work: can dispatch work be contracted out and if so\, must it be contracted out to a fire force represented by the firefighters’ association?\nHow much weight do arbitrators give to the employer’s ability to pay?\nCan parties introduce late demands and\, if so\, when?\nWill arbitrators grant an employer’s request to add part-time firefighters?\nHow do arbitrators apply the factors of wage comparability and demonstrated need\, total compensation\, and past bargaining history?\nCan the parties’ exchanges during negotiations be referred to at arbitration?\nAnd more.\n\nParticipants will receive materials containing current legislation and key precedent-setting decisions. \n\nLearning Outcomes \nBy the end of this session\, participants will be able to: \n\n\nUnderstand key principles and procedures involved in interest arbitration in the fire sector across Canada. \n\n\nIdentify and evaluate different arbitration formats\, including conventional arbitration\, med-arb\, final offer selection\, and first contract arbitration. \n\n\nApply key criteria used by arbitrators (such as replication\, comparability\, and demonstrated need) to issues like wages\, benefits\, and staffing. \n\n\nPrepare effectively for mediation meetings and arbitration hearings\, including how to present briefs and supporting documentation. \n\n\nRecognize how recent awards are addressing substantive and procedural issues such as inflation\, estoppel\, post-hearing settlements\, and admissibility of bargaining history. \n\n\nAssess the appropriateness and impact of various remedies\, including interim awards\, retroactivity\, referrals for negotiation\, and final orders. \n\n\nUse the provided reference materials to support future advocacy and decision-making in the interest arbitration process. \n\n\n\nWho Should Attend? \n\nHR directors\, professionals and executives\nFire chiefs and deputies\nUnion officers and representatives\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\n\n\nYou may also be interested in \nIf you’re interested in this session\, you may also want to attend Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update\, taking place. This companion panel offers a focused look at key developments and strategies in grievance arbitration in the fire sector. Bundle pricing is available for those who wish to attend both programs. \n\nPricing \nBargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update \n$495.00Add to cart	\n			\n  \n\nBundle Pricing: Includes Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update and Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update. \n\n$895.00Add to cart	\n			\n  \n\nSpeakers \n\n\n \nChris Albertyn\nLabour Arbitrator\nAlbertyn Arbitration \n\n\n \nThomas Roper\, K.C.\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJeffrey Sack\, K.C.\nUnion Counsel \n\n\n\nCPD \nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 2 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 2 Continuing Professional Development hours.\n\n\n\nThis program has been approved for 2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 2 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 2 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 2 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 2 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-interest-arbitration-in-the-fire-sector-essentials-and-update/
LOCATION:Virtual Event
CATEGORIES:Fire Services,Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/07/ff-header-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251106
DTEND;VALUE=DATE:20251108
DTSTAMP:20260403T132905
CREATED:20250218T164628Z
LAST-MODIFIED:20251030T165836Z
UID:15946-1762387200-1762559999@lancasterhouse.com
SUMMARY:Edmonton Bargaining in the Broader Public Sector Conference 2025
DESCRIPTION:Friday\, November 7\, 2025 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1: Dollars and Sense of Public Bargaining: Evaluating Alberta's economic and fiscal outlook - 9:05 am – 9:50 am\n\n\n \nRichard E. Mueller\nProfessor\nDepartment of Economics\nUniversity of Lethbridge \n\n\n \nCatherine Rothrock\nChief Economist\nAlberta Treasury Board and Finance \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in Alberta and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of trade with the United States; and\nEconomic priorities in 2026 Alberta and federal budgets.\n\nBreak: 9:50 am – 10:05 am \n\nPanel 2: From Statistics to Strategies: Navigating public sector negotiations in the current economic climate - 10:05 am – 11:05 am\n\n\n \nSteve Bradshaw\nPresident\nAmalgamated Transit Union (ATU) Local 569 \n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nDeborah Schaan\nGeneral VP North\, CUPE Alberta Division \nCUPE Local 417\, President \n\n\n \nAnna Turcza-Karhut\nSupervisor of the City of Edmonton Labour and Employment Lawyers \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Alberta’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do the recent fiscal update and economic statement\, fiscal plan\, and other communications from the Government of Alberta tell us about the provincial government’s bargaining priorities for the end of 2025 and beyond?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Alberta’s current economic situation that negotiators need to pay particular attention to in bargaining? How is the approach to bargaining affected by uncertain times?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response\, such as retaliatory tariffs\, impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect negotiating wage increases? How will inflation and the increased cost of living affect bargaining in this area? Does Alberta’s stagnant minimum wage play a role?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table? Can an employer meeting a union’s non-monetary demands make up for not meeting monetary demands?\nHow do hiring freezes and layoffs\, resulting in increased job complexity and workloads\, affect bargaining?\n\n\nBreak: 11:05 am – 11:20 am \n\nKeynote Speech by Leanne Young - The Human Dynamics of Alberta’s Unique Bargaining Framework - 11:20 am – 11:50 am\n\n\n \nLeanne Young\, K.C.\nChartered Arbitrator\, Mediator and Adjudicator\nResolve ADR \n\n\nExploring Alberta’s bargaining framework as a living system that is driven by people and not a set of laws or fiscal policies. Alberta’s specific framework demonstrates this using trust\, transparency\, and the invisible influence that government mandates create.Networking Lunch: 11:50 am – 12:50 pm \n\nPanel 3: Current and Critical: Exploring recent caselaw and legislative developments - 12:50 pm – 1:50 pm\n\n\n \nDan Bokenfohr\nEmployer Counsel\nMcLennan Ross \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, airline\, education\, and other sectors;\na recent Quebec Court of Appeal decision limiting the role of governments in the selection of impartial interest arbitrators;\nthe trends in recent labour board decisions addressing issues such as unfair labour practices\, good faith bargaining\, statutory freeze violations\, contracting out\, bargaining unit scope\, essential services agreements\, and delineating “core” and “non-core” union activities;\nthe impact of recent interest arbitration decisions addressing inflation\, morale\, staffing and retention\, and changing social\, political\, and economic conditions; and\nthe effectof recent grievance arbitration awards addressing collective agreement interpretation\, including the assessment of employees’ contractual entitlements during lay-offs and restructuring.\n\nThe session will also address key legislative changes\, including: \n\nthe implications for protest activity of Alberta’s Justice Statutes Amendment Act\, adding certain healthcare facilities to the province’s Critical Infrastructure Defence Act;\nchanges to Alberta’s healthcare system introduced through Alberta’s latest Health Statutes Amendment Acts and related concerns with respect to privatization and working conditions;\nthe “Common Front Solidarity Pact” recently reached between the Alberta Federation of Labour and other unions within the province.\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a changing legal and political landscape. \nBreak: 1:50 pm – 2:05 pm \n\nFireside Chat - The Multigenerational Advantage - Building Stronger Teams\, Now and for the Future - 2:05 pm – 2:35 pm\n\n\n \nEvangeline Berube\nAssociate Director\nRobert Half \n\n\nThe diverse age range of today’s workforce can often leave employers struggling to balance hiring strategies\, compensation and benefit decisions\, and workplace cultures based on how they support and resonate differently with employees across generations. The good news is the gap between generations frequently isn’t as wide as you might think\, and the differences that exist aren’t necessarily the ones you’d expect. From emerging opportunities to generational insights\, this session will explore the influence of baby boomers\, Gen X\, millennials\, and Gen Z on today’s workforce\, along with the impacts of various policies on their productivity and well-being.\nJoin Adam Cembrowski\, a partner with Nugent Law Office as he discusses the multigenerational workforce with Evangeline Berube\, Vice President and Associate Director with Robert Half.Break:  2:35 pm – 2:45 pm \n\nPanel 4: Modernizing Collective Agreements: AI\, EDI\, remote work\, restructuring\, outsourcing\, scope of benefits and leaves\, new technologies\, and more - 2:45 pm – 4:00 pm\n\n\n \nRohit Gill\nLabour Relations Officer at United Nurses of Alberta \n\n\n \nAdam Norget\nDirector of HR Legal Services & Legal Counsel\nEdmonton Police Service \n\n\n \nRyan K. Smith\nEmployer counsel\nNeuman Thomson \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, evolving workplace expectations\, and legal developments are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management\nNew technologies relating to surveillance and monitoring of employees at work\nRemote work and flexible workplace arrangements\nEquity\, Diversion and Inclusion (“EDI”) in the workplace\nThe right to disconnect\nScope of benefits and leaves of absence\nOutsourcing work\nRestructuring\nSocial media during bargaining\n\nClosing Remarks: 4:00 pm \n\nRegisterThursday\, November 6\, 2025 \nWorkshop \n*Workshop sold separately from stand-alone conference. \n\nBargaining Beyond the Basics: Advanced skills in public sector bargaining\n\n\n \nPaulette Dekelver\nArbitrator/Mediator \n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross \n\n\n \nLisa Mason\nRegional Director \nCUPE Alberta \n\n\nIn this full-day workshop\, experts will help participants improve their bargaining skills beyond the basics\, with a focus on overcoming negotiating roadblocks\, communicating during bargaining\, and crafting appropriate collective agreement language. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. Topics include: \n\nApplying negotiation strategies to preserve relationships during bargaining and improve outcomes;\nCommunicating with members or employees and the media during bargaining;\nCounteracting bad faith bargaining;\nAddressing confidential mandates under Alberta’s Public Sector Employers Act;\nDetermining the cost of benefits under a collective agreement;\nInterpreting collective agreement language; and\nCrafting clear and compelling collective agreement language.\n\nRegister \nEdmonton Bargaining in the Broader Public Sector Conference – Single day$1\,395.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \nEdmonton Bargaining in the Broader Public Sector Conference – Workshop$1\,295.00Add to cart	\n			\n  \n\nEdmonton Bargaining in the Broader Public Sector Conference & Workshop$2\,195.00Add to cart	\n			\n  \n\nConference Co-Chairs\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law Office \n\n\n \nMaurice Dransfeld\nEmployer Counsel\nMcLennan Ross \n\n\n\nConference Advisory Committee \n\n\n \nAlison Adam\nEmployer Counsel\nMcLennan Ross \n\n\n \nHeather Smith\nPresident\nUnited Nurses of Alberta \n\n\n \nSteve Stringfellow\nAssistant Deputy Minister\, Labour Relations Policy & Programs \nPublic Service Commission \nGovernment of Alberta \n\n\n \nTerry Sway\nAssociate Director of Operations \nNon-Academic Staff Association (NASA)  \nUniversity of Edmonton \n\n\n \nRuth Strong\, Retired\nSenior Lead\, Disputes and Advisory Services\nCity of Edmonton \n\n\n\nCPD \nConference CPD\n\n\nThis program has been approved by CPHR Alberta for 5 Continuing Professional Development hours.\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.33 Continuing Professional Development hours.\n\nRegister
URL:https://lancasterhouse.com/event/edmonton-bargaining-in-the-broader-public-sector-conference-2025/
LOCATION:Westin Edmonton\, 10135 100th Street\, Edmonton\, Alberta\, T5J 0N7\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/02/Edmonton-Bargaining-in-the-Broader-Public-Sector-Conference-2025-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251113T123000
DTEND;TZID=UTC:20251113T140000
DTSTAMP:20260403T132906
CREATED:20250505T184604Z
LAST-MODIFIED:20251017T172432Z
UID:16585-1763037000-1763042400@lancasterhouse.com
SUMMARY:Arbitrating AI in the Workplace: Real-world scenarios and legal strategies
DESCRIPTION:This session will provide employers and unions with the best available insight into grievances concerning AI and algorithmic management. Specific issues to be addressed include: \n$595.00Add to cart	\n			\n  \n\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management would arbitrators find most compelling?\nWhat legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions or to evaluate job applicants based on their internet activity?\n\n\nModerator \n\n\n \nKelly Williams-Witt\nArbitrator/Mediator \nDean\, Faculty of Business\, Communication Studies and Aviation \nProfessor of Labour Relations and Human Resources Management \nMount Royal University \n\n\n\nSpeakers \n\n\n \nMegan Kheong\nPartner\nMLT Aikins \n\n\n \nRiley Palmer\nPartner \nWatson Palmer Labour Lawyers \n\n\nAccreditation \nCPD\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 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.\n\n\n 
URL:https://lancasterhouse.com/event/arbitrating-ai-in-the-workplace-real-world-scenarios-and-legal-strategies/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/Arbitrating-AI-in-the-Workplace-Real-World-Scenarios-and-Legal-Strategies.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251119
DTEND;VALUE=DATE:20251122
DTSTAMP:20260403T132906
CREATED:20250218T171753Z
LAST-MODIFIED:20251118T173922Z
UID:16027-1763510400-1763769599@lancasterhouse.com
SUMMARY:Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
DESCRIPTION:Thursday\, November 20\, 2025 \nBargaining in the Broader Public Sector Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - Scanning the Economic Horizon: Expert insights into B.C.'s financial outlook - 9:05 am – 10:05 am\n\n\n \nAlex Hemingway\nSenior Economist and Public Finance\nBC Society for Policy Solutions \n\n\n \nSusan Mowbray\nPartner\nEconomics and Research\nMNP \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in B.C. and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of tariffs on trade with the United States; and\nEconomic priorities in 2026 B.C and federal budgets.\n\nBreak: 10:05 am – 10:20 am \n\nPanel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:35 am\n\n\n \nNorah Miner\nDirector of Bargaining\nHealth Sciences Association of BC (HSABC) \n\n\n \nMike Vizsolyi\nExecutive Director\, Employee and Labour Relations\nUniversity of British Columbia (UBC) \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of British Columbia’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do recent communications from the Government of British Columbia tell us about the provincial government’s bargaining priorities for currently and for the year ahead?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to British Columbia’s current economic situation that negotiators need to pay particular attention to in bargaining?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?\nHow are the parties coping with freezes and layoffs as well as labour shortages in negotiations?\n\nBreak: 11:35 am – 11:50 am \n\nFireside Chat with Krista James - Meeting the Needs of our Intergenerational Workplaces - 11:50 am – 12:20 pm\n\n\n \nKrista James\nPolicy Director and Senior Legal Counsel\nVancouver Coastal Health \n\n\nNetworking Lunch: 12:20 pm – 1:20 pm \n\nPanel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in B.C. and nationwide - 1:20 pm – 2:30 pm\n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent federal government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, education\, airline\, and other sectors;\n\n\nrecent labour board decisions addressing issues such as secondary picketing\, unfair labour practices and the duty to bargain in good faith\, and the use of out-of-province workers to perform struck work;\nthe impact of recent interest arbitration decisions addressing inflation\, staffing and retention\, and changing social\, political\, and economic conditions;\nthe effect of recent grievance arbitration awards\, including cases addressing discriminatory collective agreement language\, the use of hiring incentives\, and the application of the Charter to B.C. employers in the broader public sector; and\nnavigating potential conflicts between collective agreement language and changing requirements in employment standards legislation; and\naftermath of the Quebec Casinos \n\nThe session will also address key legislative and policy updates\, including: \n\nthe latest developments in the ongoing review of the B.C. Labour Relations Code;\nmeasures introduced by the federal and B.C. government to avoid or cushion the impacts of ongoing trade conflict;\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape. \nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Bargaining Emerging Issues: Climate change\, disaster leaves\, gig and remote work\, new leaves and innovative benefits\, new technologies\, generational differences and more - 2:45 pm – 4:00 pm\n\n\n \nChris Beneteau\nExecutive Director\, Labour Relations\nBC Public School Employers’ Association \n\n\n \nErin Cutler\nSenior Legal Director and General Counsel\nHealth Employers Association of BC (HEABC) \n\n\n \nRichard Tones\nDirector of Negotiations\nBC General Employees Union (BCGEU) \n\n\n \nThom Yachnin\nUnion Counsel\nVictory Square Law Office \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, current events\, and evolving societal and workplace expectations are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management;\nNew technologies related to surveillance and monitoring of employees;\nRemote work\, flexible work arrangements\, and gig work;\nMental health\, staffing levels\, and workload;\nWorkplace violence;\nEmerging leave and benefit provisions;\nClimate change and disaster preparedness;\nEquity\, diversity\, and inclusion; and\nGenerational differences in workplace and bargaining priorities.\n\nTopics will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues. \nClosing Remarks: 4:00 pm \n\nRegisterFriday\, November 21\, 2025 \nLabour Arbitration and Policy Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am\n\n\n \nValerie Dixon\nLegal Counsel – Labour\, Employment and Human Rights\nCity of Vancouver \n\n\n \nJitesh Mistry\nLabour Arbitrator and Mediator\nMistry ADR \n\n\n \nErica Sandhu\nUnion Counsel\nHastings Labour Law Office \n\n\nIn this session\, panelists will examine recent significant developments in federal and provincial labour law\, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including: \nCaselaw: \n\nGovernment intervention in recent collective bargaining disputes including issues of freedom of association under the Charter\nRemedies for breach of employment standards\n\nclass actions\narbitration agreements\nSupreme Court hearing on Quebec’s secular dress code\nupcoming changes\n\n\nTermination\n\ndischarge and discipline\nsexual harassment\n\n\nLabour Board decisions\n\nunfair labour practices\ngood faith bargaining\nremedial certification\n\n\nWorkplace rights and responsibilities\n\nprivacy issues\ndrug and alcohol testing\nworkplace investigations\n\n\n\n\ndiscrimination and accommodation\nharassment and retaliation\n\n\nLegislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;\nlegislation dealing dealing with federal supply chain transparency;\nNew restrictions on the use of strike replacement workers in federally regulated industries; and\nQuebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit 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 in a shifting economic and political landscape. \nBreak: 10:20 am – 10:35 am \n\nKeynote by Stephen Kelleher - Perspectives of a Supreme Court Judge returning to Labour Arbitration and Mediation - 10:35 am – 11:05 am\n\n\n \nStephen Kelleher\, K.C.\nArbitrator and Mediator \n\n\nArbitrator Kelleher will discuss how labour arbitration has evolved from its original purpose and how it has continued to change with the times. He will compare and contrast litigation in court and labour arbitration. Finally\, he will ask whether some court procedures should be considered for the labour arbitration context.Break: 11:05 am – 11:20 am \n\nPanel 2 - Hidden Needs\, Hard Questions: Navigating complex workplace accommodations - 11:20 am – 12:30 pm\n\n\n \nBrad Cocke\nEmployer counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nJodie Gauthier\nUnion Counsel\nBlack Burke Mayor \n\n\n \nLesley Maisey\nOccupational Health Nurse\nSpecialist For Disability Case Management\nSharezen Group \n\n\nAs workplaces reopen\, accommodation requests are becoming more varied and complex. This panel will address health-related accommodations in the context of return-to-work mandates. Specifically\, the following questions will be addressed: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? How do the stereotypes and stigma associated with these conditions contribute to the challenge of providing accommodation?\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?\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 an Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?\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? Will an employee be entitled to work from home during pregnancy? What is the type and scope of medical information that is required to support these requests?\nDoes an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nHow should collective agreements and workplace policies be updated to comply with British Columbia’s new restrictions on sick notes for short-term absences? How do these restrictions affect other responsibilities\, such as the duty to accommodate?\n\n\nNetworking Lunch: 12:30 pm – 1:30 pm \n\nFireside chat - AI and the Labour Relations Problem-Solver: Building Towards Your Irreplaceable Edge - 1:30 pm – 2:15 pm\n\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJohn McConchie\nArbitrator and Mediator \n\n\n\nBreak: 2:15 pm – 2:30 pm \n\nPanel 3 - Pre-hearing Primer: Handling procedural delays\, preliminary objections\, requests for particulars\, and more - 2:30 pm – 3:45 pm\n\n\n \nJulia Bell\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nWill Clements\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nRyan Goldvine\nMediator and Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\nEffective pre-hearing procedures are critical to the smooth and timely resolution of labour arbitration cases. This panel will offer practical insights on minimizing delays\, leveraging emerging technologies\, managing preliminary objections\, and responding to requests for particulars and production. Panelists will share strategies for addressing common procedural challenges and ensuring hearings proceed efficiently. Specifically\, panelists will address: \nDelay: \n\nWhat are the most common pre-hearing bottlenecks and how can they be avoided?\nWhen does delay cross the line into abuse of process? What remedies (such as costs or adjournments) are available?\n\nNew Formats: \n\nHow do virtual and hybrid formats contribute to pre-hearing efficiency\, and what procedural or practical challenges might they create?\n\n\nDoes any guidance exist on permissible uses of Generative AI in pre-hearing stages (g. for document review\, timeline automation\, etcetera)?\n\nRequest for Particulars: \n\nWhat are best practices for responding to and drafting effective requests for particulars?\n\n\nWhat types of statements\, information\, or documents are protected by privilege\, confidentiality agreements\, or privacy laws?\n\nPreliminary Objections: \n\nWhat are the most common types of preliminary objections (e.g. jurisdiction\, timeliness\, standing)\, and when should they be raised?\n\n\nShould parties always raise preliminary objections early\, or are there risks in doing so prematurely?\n\nEvidence: \n\nHow do arbitrators deal with attempts to introduce evidence regarding exchanges during negotiations\, estoppel notices\, counterproposals in bargaining\, etcetera?\n\nGeneral: \n\nAs prehearing processes grow more complex with expanded preliminary issues and interim orders\, are they strengthening procedural fairness or complicating efficiency and proportionality?\n\n\nClosing remarks: 3:45 pm – 4:00 pm \n\nRegisterRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nWednesday\, November 19\, 2025Workshops \n(The schedule will run concurrently for all workshops) \n\nBargaining In The Broader Public Sector Conference Workshop \nBargaining for Change: Advancing Equity\, Diversity\, and Inclusion (EDI) at the table\n\n\n \nHasan Alam\nStaff LawyerBC Government and Service Employees’ Union(BCGEU) \n\n\n \nNatasha Aruliah\nConsultantJEDDI (Justice\, Equity\, Decolonising\, Diversity and Inclusion) Specialist \n\n\n \nCarolyn MacEachern\nEmployer CounselYoung Anderson \n\n\n \nShelina Neallani\nLawyer\, Mediator\,  and Workplace Assessor \n\n\n\n\nSpecial opening session led by: \n \nEmily Ohler\nChair British Columbia Human Rights Tribunal \n\n\nIn this interactive workshop\, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity\, diversity\, and inclusion (“EDI”). \nParticipants will hear from leading experts and work in small groups on skill-building exercises\, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to: \n\nPrepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;\nReview collective agreements for problematic language and update commonly-used but exclusionary terminology;\nApply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;\nCraft new collective agreement clauses to remove barriers and promote EDI\, incorporating emerging language addressing topics such as cultural and religious diversity\, anti-racism\, decolonization and Indigenization\, disability and mental health\, and gender equity and diversity; and\nNavigate potential conflicts between language aimed at promoting EDI and other collective agreement rights\, such as seniority provisions.\n\nAll participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nLabour Arbitration And Policy Conference Workshop \nHoning Your Grievance and Arbitration Skills: Tools and tactics for success\n\n\n \nSusanna Allevato Quail\nCounsel\nAllevato Quail & Associates \n\n\n \nMike Hamata\nEmployer Counsel\nRoper Greyell \n\n\n \nGabriel Somjen\nArbitrator and Mediator \n\n\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 in the hearing room. \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\nAttendees will be encouraged to ask questions and engage with other participants. All other participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop)$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nBargaining in the Broader Public Sector ConferenceConference Co-chairs\n\n \nLeanne Bowes\nChief Executive Officer\nPost-Secondary Employers’ Association \n\n\n \nElisabeth Finney\nUnion Counsel\nBlack Burke Mayor \n\n\n\nConference Advisory Committee \n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nAndrea Mears\nLabour Relations Officer Professional Employees Association \n\n\n \nAlissa Perry\nDirector\, Employee Relations\nBC Public School Employers’ Association \n\n\n \nPaul Reniers\nDivison Manager\, Collective Bargaining\nMetro Vancouver \n\n\n\nLabour Arbitration and Policy Conference \nConference Co-chairs\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJohn McConchie\nArbitrator/Mediator \n\n\n\nConference Advisory Committee \n\n\n \nGretchen Brown\nUnion Counsel\nBritish Columbia Teachers’ Federation (BCTF) \n\n\n \nStephanie Mayor\nUnion Counsel\nBlack Burke Mayor \n\n\n \nCarolynn Ryan\nSenior VP People & Chief Human Resources Officer\nBC Hydro \n\n\n \nMarino Sveinson\nEmployer Counsel\nPulver Crawford Munroe \n\n\n\nCPD \nBargaining in the Broader Public Sector Conference CPD\n\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.\n\n\n\n\n\nVancouver Labour Arbitration and Policy Conference CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Bargaining in the Broader Public Sector Pre-Conference Workshop CPD\n\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.\n\n\n\n\n\nVancouver Labour Arbitration And Policy Pre-Conference Workshop CPD\n\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.\n\n\n\n\n\nRegister
URL:https://lancasterhouse.com/event/vancouver-bargaining-in-the-broader-public-sector-and-labour-arbitration-and-policy-conference-2025/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/02/Vancouver-Bargaining-in-the-Broader-Public-Sector-and-Labour-Arbitration-and-Policy-Conference-2025-banner-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251127T123000
DTEND;TZID=UTC:20251127T140000
DTSTAMP:20260403T132906
CREATED:20250505T184203Z
LAST-MODIFIED:20251118T172759Z
UID:16584-1764246600-1764252000@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Outsourcing\, layoff\, recall\, severance and other key issues in restructuring
DESCRIPTION:In today’s turbulent sociopolitical and economic climate\, it is critical for employers and unions to have a firm grasp of foundational principles regarding workplace reorganizations. In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will address key issues regarding restructuring\, including: \n$595.00Add to cart	\n			\n  \n\n\nWhat is meant by the terms “contracting out” and “contracting in”? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine\, “contracting out”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring? Can they reassign duties formerly performed by full-time employees to part-time employees?\nWill a unilateral reduction in working hours or changes to an employee’s shift times\, position\, job classification\, or job location constitute a lay-off? Can management unilaterally schedule vacation to achieve a temporary shut-down without engaging lay-off provisions?\nHow does collective agreement language impact the order in which employees must be laid off and their recall rights? What is “bumping up” and “bumping down” and when will either be permissible?\nWhen will a “lay-off” in fact amount to termination of employment?\nHow will employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? How do employer obligations\, and union rights\, differ when a restructuring is due to technological change as opposed to economic reasons?\nWhen will a merger\, amalgamation\, sale\, or transfer of all or part of a business result in the new or acquiring entity being considered a successor or related employer?\nMust employers disclose plans to restructure during collective bargaining?\nWhat measures do parties seek to negotiate in collective agreements when restructuring occurs?\nWhat remedies can unions or employees seek when employers fail to adhere to their collective agreement or statutory obligations with respect to restructuring? How does insolvency or a declaration of bankruptcy impact employers’ liability and union and employee rights?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impacts of large-scale downsizing or loss of employment through restructuring?\n\n\nModerator \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n\nSpeakers \n\n\n \nJeffrey Stewart\nEmployer counsel\nSherrard Kuzz \n\n\n \nJulia Williams\nLawyer\nRavenlaw 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 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/lancasters-workplace-essentials-outsourcing-layoff-recall-severance-and-other-key-issues-in-restructuring/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/05/Lancasters-Workplace-Essentials-Outsourcing-Layoff-Recall-Severance-and-Other-Key-Issues-in-Restructuring.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251202T123000
DTEND;TZID=UTC:20251202T140000
DTSTAMP:20260403T132906
CREATED:20250505T184939Z
LAST-MODIFIED:20251114T180141Z
UID:16586-1764678600-1764684000@lancasterhouse.com
SUMMARY:EDI Policies: Assessing the impact of U.S. developments on Canadian law and practice
DESCRIPTION:The panel will examine how Canadian firms can handle changing practices in the U.S. assess legal and reputational risks of altering EDI commitments\, and identify strategies to advance equity amid shifting legal and political climates. Specifically\, the panel will discuss: \n$595.00Add to cart	\n			\n \n\nHow are U.S. political and legal developments around EDI influencing Canadian law firm approaches to EDI? What should workplace leaders be paying attention to as they monitor developments?\nTo what extent could offering EDI initiatives conflict with provincial law society mandates on EDI education\, human rights\, and rules of professional responsibility?\nAre rollbacks of EDI permissible under Canadian human rights and employment equity legislation? How might legislative and Charter provisions permitting “special programs” impact that analysis?\nIf a firm discontinues a specific EDI initiative\, what steps should it take to ensure continued alignment with its values\, avoid reputational harm\, and protect the well-being of employees?\nWhat practical strategies can Canadian firms adopt to maintain EDI integrity while navigating cross-border business pressures and polarized public discourse?\nIn a shifting regulatory environment\, what steps can workplaces take to uphold EDI values in hiring\, client relationships\, and firm culture?\n\nModerator\n\n \nLaila Said Alam\nTribunal MemberBritish Columbia Human Rights Tribunal \n\n\nSpeakers\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\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.\nLSO EDI Professionalism: 1 hour(s) and 30 minutes(s)\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/edi-policies-assessing-the-impact-of-u-s-developments-on-canadian-law-and-practice/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20251204T090000
DTEND;TZID=America/New_York:20251204T170000
DTSTAMP:20260403T132906
CREATED:20250129T185640Z
LAST-MODIFIED:20250617T151236Z
UID:15681-1764838800-1764867600@lancasterhouse.com
SUMMARY:Intensive Mediation Workshop
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a digital credential from Toronto Metropolitan University. \n\n\n \nDaphne Taras\nProfessor and DirectorCentre for Labour-Management RelationsToronto Metropolitan University \n\n\nProgram Leader\n\n \nPaula Knopf\nArbitration/Mediator \n\n\nProgram Faculty\n\n \nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \n\n\nThis intensive professional learning program is designed to develop the advanced dispute resolution skills that labour relations professionals need in order to be successful in their roles. \nParticipants will have the opportunity to observe dispute resolution techniques used by experienced professional mediators — and to use those techniques as they attempt to resolve a workplace dispute. To make the simulation as realistic as possible\, actors will play the role of the aggrieved party. \nAimed at labour relations professionals with basic to intermediate knowledge of mediation and workplace dispute resolution techniques\, this session aims not to create professional mediators but to equip participants with the knowledge and skills necessary to: \n\nDefuse tensions and manage workplace conflict\nResolve grievances without resorting to lengthy and expensive arbitration processes\nMake effective use of informal and formal mediation as a management or union representative\n\nWho is this program designed for? \n\nGraduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program\nLabour relations professionals with 3 or more years of experience working full-time for an employer or a union\, including:\n\nHuman resources professionals\nLabour relations officers\nLocal union leadership\nManagers\nUnion staff\n\n\nLabour and employment lawyers in their first 5 years of practice\n\nTo ensure interactivity as well as opportunities for skill-building and personalized feedback\, spaces in this program are extremely limited. We hope you’ll join us. \nCPD\n\n\nThis program has been approved by CPHR Alberta for 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 6.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development 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 6.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 6.5 substantive hours; 0 professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 6.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 6.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/intensive-mediation-workshop-2025/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20251208
DTEND;VALUE=DATE:20251211
DTSTAMP:20260403T132906
CREATED:20250319T191035Z
LAST-MODIFIED:20251204T191322Z
UID:16289-1765152000-1765411199@lancasterhouse.com
SUMMARY:Toronto Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
DESCRIPTION:Tuesday\, December 9\, 2025 \nBargaining in the Broader Public Sector Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory Remarks: 9:00 am – 9:05 am \n\nPanel 1 - Scanning the Economic Horizon: Expert insights into Ontario’s financial outlook - 9:05 am – 10:05 am\n\n\n \nRafael Gomez\nProfessor\nDirector of the Centre for Industrial Relations and Human Resources \n\n\n \nDoug Porter\nChief Economist and Managing Director\, Economics\nBMO \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in Ontario and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of tariffs on trade with the United States; and\nEconomic priorities in 2026 Ontario and federal budgets.\n\nBreak: 10:05 am – 10:20 am \n\nPanel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:25 am\n\n\n \nRobert Bass\nPrincipal\nBass Associates \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Ontario’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do recent communications from the Government of Ontario tell us about the provincial government’s bargaining priorities for currently and for the year ahead?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Ontario’s current economic situation that negotiators need to pay particular attention to in bargaining?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?\nHow are the parties coping with freezes and layoffs as well as labour shortages in negotiations?\n\nBreak: 11:25 am – 11:40 am \n\nFireside Chat - Using AI in Bargaining - 11:40 am – 12:20 pm\n\n\n \nNicole Gauthier\nExecutive Officer and Chief Negotiator\nOSSTF Toronto \n\n\n \nAl Hounsell\nNational Director of AI\, Innovation & Knowledge\nGowling WLG \n\n\n \nAlison Warrian\nSenior Manager\, Labour Relations\, Ontario Public School Boards’ Association \n\n\nComing Soon. \nNetworking Lunch: 12:20 pm – 1:20 pm \n\nPanel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in Ontario - 1:20 pm – 2:30 pm\n\n\n \nCarla Black\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nMichael McFadden\nArbitrator and Mediator\nVice-chair\nOntario Labour Relations Board \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, education\, airline\, and other sectors;\ntrends in recent labour board and court decisions addressing issues such as secondary picketing\, unfair labour practices\, and the duty to bargain in good faith;\nthe impact of recent interest arbitration decisions addressing inflation\, staffing and retention\, and changing social\, political\, and economic conditions; and\nthe effect of recent grievance arbitration awards\, including cases addressing collective agreement interpretation\, discriminatory contract language\, and contracting in/out.\n\nThe session will also address key legislative and policy developments\, including: \n\nthe latest changes introduced through the Working for Workers series of legislation\, including new and amended leave provisions\, restrictions on requesting medical notes from employees in support of sick leave\, the incorporation of remote work into legislative harassment provisions\, and new extended layoff provisions;\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape. \nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Bargaining Emerging Issues: AI\, gig and remote work\, new leaves and innovative benefits\, modern technologies\, aging workforces\, and more - 2:45 pm – 4:00 pm\n\n\n \nMatt Hopkins\nExecutive Director PeopleToronto Transit Commission \n\n\n \nKirsty Niglas-Collins\nUnion counselCollins & Metcalfe LLP \n\n\n \nJeffrey Stewart\nEmployer CounselSherrard Kuzz \n\n\n \nCynthia Watt\nVice President \nAMAPCEO \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, current events\, and evolving societal\, political\, and workplace expectations are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management;\nNew technologies related to surveillance and monitoring of employees;\nRemote\, hybrid\, and flexible work arrangements and back-to-work mandates;\nMental health\, staffing levels\, and workload;\nWorkplace violence;\nEmerging leave and benefit provisions;\nEquity\, diversity\, and inclusion;\nJob security and workplace restructuring\, contracting in/out\, and assignment of bargaining unit work; and\nGenerational differences in workplace and bargaining priorities.\n\nTopics will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues. \n  \nClosing Remarks: 4:00 pm \n\nRegisterWednesday\, December 10\, 2025 \nLabour Arbitration and Policy Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory Remarks: 9:00 am – 9:05 am \n\nPanel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am\n\n\n \nTyler Boggs\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMort Mitchnick\nArbitrator/Mediator \n\n\n \nErin Porter\nEmployer Counsel\nFasken \n\n\nIn this session\, panelists will examine recent significant developments in federal and provincial labour law\, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including: \nCaselaw: \n\nGovernment intervention in recent collective bargaining disputes including issues of freedom of association under the Charter\nRemedies for breach of employment standards\n\nclass actions\nSupreme Court hearing on Quebec’s secular dress code\nupcoming changes\n\n\nTermination\n\ndischarge and discipline\nsexual harassment\n\n\nWorkplace rights and responsibilities\n\nprivacy issues\ndrug and alcohol testing\nworkplace investigations\n\n\ndiscrimination and accommodation\nharassment and retaliation\nLegislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;\nlegislation dealing with federal supply chain transparency;\nNew restrictions on the use of strike replacement workers in federally regulated industries; and\nQuebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit 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 in a shifting economic and political landscape. \nBreak: 10:20 am – 10:35 am \n\nPanel 2 - Mental Health and Medical Privacy at Arbitration: Disclosure obligations\, WSIB claims\, reasonable and customary limits\, and more - 10:35 am – 11:45 am\n\n\n \nShiran Brener\nCounsel\nOntario Treasury Board Secretariat \n\n\n \nBrendan McCutchen\nUnion Counsel\nWright Henry LLP \n\n\n \nDr. Michael Schweigert\nOccupational Medicine Specialist \n\n\nBalancing an employer’s duty to accommodate and the privacy rights of employees is a growing challenge. This panel will explore the complex intersection of mental health disabilities\, medical information\, and limits on disclosure. Experts will examine recent decisions and offer practical guidance on preparing and presenting cases while protecting an employee’s sensitive personal health information. Specifically\, the panel will address: \n\nWhat are the unique privacy concerns associated with employers requesting medical information related to mental health disabilities? How can employers and unions safeguard an employee’s medical information to ensure only the relevant individuals have access? Can an employee’s medical information received for the purpose of one proceeding be used in another (e.g. an employer using medical information from the WSIB claim file at arbitration)?\nWhat are best practices for drafting initial and follow-up letters to medical professionals regarding an employee’s mental health disability? Are employers or unions entitled to communicate directly with an employee’s medical professional?\nIs an employer ever entitled to an employee’s diagnosis? What about at the arbitration stage?\nWhat are some examples of requests for medical information that arbitrators or adjudicators have found to be discriminatory? Can an employer be held liable for the unlawful actions of a benefits provider?\nIn what circumstances have arbitrators determined that expenses being limited to reasonable and customary limits violates a collective agreement? Is the analysis different for psychological benefits claims?\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?\nWhat is the difference between inquiring about health conditions and restrictions on job duties?\nWhen will it be appropriate for an employer to request a psychiatric or psychological Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?\nHow should employers and unions approach an employee that has difficulty providing medical information due to a possible or confirmed mental health disability? What if an employee has difficulty accessing a medical professional due to\, for example\, long wait lists?\n\nNetworking Lunch: 11:45 am – 12:45 pm \n\nKeynote - Beyond the Evidence: Trauma-Informed Approaches to Arbitration and Grievances - 12:45 pm – 1:15 pm\n\n\n \nBrian Knowler\nFounder and Principal Coach\, Leadership and Resilience Strategies\nKnowler Consulting – The Change Co \n\n\nArbitration and grievance processes are designed to resolve disputes\, but too often they overlook the human impact of trauma on those involved. Drawing on lived experience as both a lawyer and a police officer\, Brian Knowler will explore how trauma can shape testimony\, credibility\, and workplace dynamics in ways that the traditional process may miss. This keynote will highlight how trauma-informed approaches help arbitrators\, counsel\, and workplace parties move beyond procedural outcomes to foster fairness\, dignity\, and resilience. Attendees will learn practical ways to recognize signs of trauma\, adapt questioning and process design\, and reduce re-traumatization in hearings. By connecting trauma awareness to pressing issues like mental health disclosure\, return-to-work accommodations\, and technology-driven surveillance\, Brian will show how integrating a trauma-informed lens strengthens both justice and workplace relationships.Break: 1:15 pm – 1:30 pm \n\nPanel 3 - Emerging Accommodation Issues: Return-to-work mandates and alternate work arrangements\, family status and religious accommodations\, and more - 1:30 pm – 2:30 pm\n\n\n \nNatasha Zervoudakis\nEmployer counsel\nSherrard Kuzz \n\n\n \nDavid Wright\nUnion Counsel\nRyder Wright Blair & Holmes \n\n\nOver five years after the onset of the COVID-19 pandemic\, employers and unions continue to grapple with issues related to remote\, hybrid\, and in-person work. In this session\, experts will provide insight into issues currently facing an employee’s return to the office. Specifically\, the following questions will be addressed: \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?\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? Will an employee be entitled to work from home during pregnancy?\nDoes an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nIn 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?\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?\nHow have decision-makers determined whether employers have accommodated employees to the point of undue hardship in recent COVID-19 vaccination refusal decisions? More broadly\, what lessons can employers and unions learn from these decisions as it relates to discrimination on the basis of religion or creed and the duty to accommodate?\nWhat aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions? What best practices should employers and unions implement to ensure they meet the duty to accommodate?\n\n\nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Social Media\, Surveillance\, and AI-Driven Management Decisions: An interactive\, scenario-based session on uses and abuses of modern technology - 2:45 pm – 4:00 pm\n\n\n \nMichael McCreary\nArbitrator and Mediator\nMichael McCreary Arbitration Mediation \n\n\n \nMelissa Mustafa\nEmployer Counsel\nLakhani Campea LLP \n\n\n \nKatie Rowen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson \n\n\nThis interactive session will provide employers and unions with the best available insights into AI-driven management decisions\, monitoring and surveillance tools\, and employee social media use. Experienced management and union counsel will join an arbitrator to examine three hypothetical scenarios\, exploring legal principles and best practices when addressing the use of modern technologies both at work and off-duty. \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 legal 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 are employers and unions addressing the use of algorithmic management in collective agreements?\n\nClosing Remarks: 4:00 pm \n\nRegister \nToronto Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference \n$2\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Bargaining in the Broader Public Sector Conference Workshop) \n\n$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nMonday\, December 8\, 2025 \nWorkshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET (The schedule will run concurrently for both workshops until 4:00 pm.) \nAdditional Details: Breakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. Our Networking Lunch is from 12:00 to 1:00 p.m. Between sessions\, during refreshment breaks and lunch\, you’ll have the chance to connect with peers\, share strategies\, and engage directly with speakers and fellow attendees. \n\nBargaining In The Broader Public Sector Conference Workshop \nBargaining for Change: Advancing Equity\, Diversity\, and Inclusion (EDI) at the table\n\n\n \nNatasha Abraham\nUnion counsel\nCavalluzzo LLP \n\n\n \nMaureen Doyle\nArbitrator and Mediator\nMaureen Doyle Dispute Resolution Services \n\n\n \nNora Hindy\nDirector\nCentre for Global Citizenship Education\nCentennial College\nMember Board of Directors\nUrban Alliance on Race Relations \n\n\n \nLennie Lejasisaks\nEmployer counsel\nFasken \n\n\nIn this interactive workshop\, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity\, diversity\, and inclusion (“EDI”). \nParticipants will hear from leading experts and work in small groups on skill-building exercises\, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to: \n\nPrepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;\nReview collective agreements for problematic language and update commonly-used but exclusionary terminology;\nApply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;\nCraft new collective agreement clauses to remove barriers and promote EDI\, incorporating emerging language addressing topics such as cultural and religious diversity\, anti-racism\, decolonization and Indigenization\, disability and mental health\, and gender equity and diversity; and\nNavigate potential conflicts between language aimed at promoting EDI and other collective agreement rights\, such as seniority provisions.\n\nAll participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nRegister \nToronto Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \n\nToronto Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference \n$2\,295.00Add to cart	\n			\n  \n\nToronto Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop) \n$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nBargaining in the Broader Public Sector ConferenceConference Co-chairs\n  \n\n \nJorge Hurtado\nLawyer\nMorrison Watts Hurtado Labour & Employment Lawyers \n\n\n \nDonna Walrond\nLawyer\nBass Associates \n\n\n\nAdvisory Committee \n\n\n \nSamara Barak\nSenior Advisor\nEmployee Relations\nYork University \n\n\n \nDavid Brook\nVice President\, Labour Relations & Chief Negotiations Officer\nOntario Hospital Association \n\n\n \nKevin Giddings\nDistrict Director\, GTA North\nAMAPCEO \n\n\n \nColeen Houlder\nRegional Vice-President (Toronto)\nOPSEU \n\n\n\nLabour Arbitration and Policy Conference \nConference Co-chairs\n\n \nBlaine Donais\nArbitrator/Mediator \nPresident\nWorkplace Fairness International \n\n\n \nKatherine Ferreira\nUnion Counsel\nKoskie Minsky LLP \n\n\n \nMichael Horvat\nEmployer Counsel\nAird & Berlis LLP \n\n\n\nConference Advisory Committee \n\n\n \nBrett Christen\nEmployer Counsel\nRae Christen Jeffries LLP \n\n\n \nKaren Ensslen\nPartner\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nJawara Gairey\nDirector – Regional Offices Branch\nPublic Service Alliance of Canada \n\n\n \nNick E. Milanovic\nArbitrator/Mediator\nProfessor Carleton University \n\n\n \nJennifer Richards\nDeputy Legal Director\nOntario Treasury Board Secretariat \n\n\n\nCPD \nBargaining in the Broader Public Sector Conference CPD\n\n\n• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\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.\n\n\n\nBargaining in the Broader Public Sector Workshop CPD\n\n\n• This program has been approved for 5.17 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\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\nLabour Arbitration and Policy Conference CPD\n\n  \n\n• This program has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\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.\n\n\n\n\nRegister
URL:https://lancasterhouse.com/event/toronto-bargaining-in-the-broader-public-sector-and-labour-arbitration-and-policy-conference-2025/
LOCATION:Hilton Toronto\, 145 Richmond Street West\, Toronto\, Ontario\, M5H 2L2\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/iStock-1903061976-scaled-e1755282613919.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251216T123000
DTEND;TZID=UTC:20251216T140000
DTSTAMP:20260403T132906
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:20260403T132906
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:20260403T132906
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:20260403T132906
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:20260403T132906
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:20260403T132906
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:20260403T132906
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:20260403T132906
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:20260403T132907
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
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260417
DTEND;VALUE=DATE:20260418
DTSTAMP:20260403T132907
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
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20260429
DTEND;VALUE=DATE:20260430
DTSTAMP:20260403T132907
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:20260403T132907
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
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BEGIN:VEVENT
DTSTART;TZID=UTC:20260430T123000
DTEND;TZID=UTC:20260430T140000
DTSTAMP:20260403T132907
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
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DTSTART;TZID=America/Toronto:20260505T123000
DTEND;TZID=America/Toronto:20260521T160000
DTSTAMP:20260403T132907
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
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260514T123000
DTEND;TZID=UTC:20260514T140000
DTSTAMP:20260403T132907
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:20260403T132907
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:20260403T132907
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:20260403T132907
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
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