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2025-10-08 08:00 - 17:00 (America/Toronto) | British Columbia

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

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

Program
The Labour Relations Certificate Program, presented by Toronto Metropolitan University and Lancaster House, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces.
Taught by Canada’s leading labour relations scholars and practitioners, this program combines theory, leading research, and professional experience to provide an education that has immediate application in participants’ workplaces.

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

Who should attend?

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

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

Sample Agenda

Video

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

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

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

Moderator

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

Speakers

Olalekan (Wole) Akinremi
Partner
WeirFoulds LLP

Sam Schonhoffer
Union Counsel
Gerrand Rath Johnson LLP

AccreditationCPD

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

$895.00Add to cart

Speakers

Chris Albertyn
Labour Arbitrator
Albertyn Arbitration

Tim Gleason
Union Counsel
Dewart Gleason LLP

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

CPD
Workshop CPD

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Who Should Attend?

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

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

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

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

$895.00Add to cart

Speakers

Chris Albertyn
Labour Arbitrator
Albertyn Arbitration

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

Jeffrey Sack, K.C.
Union Counsel

CPD
Workshop CPD

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

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

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

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

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

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

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

Richard E. Mueller
Professor
Department of Economics
University of Lethbridge

Catherine Rothrock
Chief Economist
Alberta Treasury Board and Finance

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

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

Break: 9:50 am – 10:05 am

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

Steve Bradshaw
President
Amalgamated Transit Union (ATU) Local 569

Gabriel Joshee-Arnal
Employer Counsel
Neuman Thompson

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

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

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

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

Break: 11:05 am – 11:20 am

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

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

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

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

Dan Bokenfohr
Employer Counsel
McLennan Ross

Ella Henry
Counsel
Canadian Union of Public Employees

Nancy Schlesinger
Chair and Essential Services Commissioner
Alberta Labour Relations Board

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

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

The session will also address key legislative changes, including:

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

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

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

Evangeline Berube
Associate Director
Robert Half

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

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

Rohit Gill
Labour Relations Officer at United Nurses of Alberta

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

Ryan K. Smith
Employer counsel
Neuman Thomson

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

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

Closing Remarks: 4:00 pm

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

Bargaining Beyond the Basics: Advanced skills in public sector bargaining

Paulette Dekelver
Arbitrator/Mediator

Teresa Haykowsky
Employer Counsel
McLennan Ross

Lisa Mason
Regional Director
CUPE Alberta

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

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

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

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

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

Conference Co-Chairs

Adam Cembrowski
Union Counsel
Nugent Law Office

Maurice Dransfeld
Employer Counsel
McLennan Ross

Conference Advisory Committee

Alison Adam
Employer Counsel
McLennan Ross

Heather Smith
President
United Nurses of Alberta

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

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

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

CPD
Conference CPD

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

Workshop CPD

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

Register

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

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

Moderator

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

Speakers

Megan Kheong
Partner
MLT Aikins

Riley Palmer
Partner
Watson Palmer Labour Lawyers

Accreditation
CPD

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

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

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

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

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

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

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

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

Susan Mowbray
Partner
Economics and Research
MNP

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

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

Break: 10:05 am – 10:20 am

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

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

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

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

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

Break: 11:35 am – 11:50 am

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

Krista James
Policy Director and Senior Legal Counsel
Vancouver Coastal Health

Networking Lunch: 12:20 pm – 1:20 pm

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

Jeremy Bryant
Union Counsel
Banister & Company

Tamara Ramusovic
Union Counsel
Moore Edgar Lyster LLP

Delayne Sartison
Employer Counsel
Roper Greyell LLP

Jessica Thomson
Employer Counsel
Pulver Crawford Munroe

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

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

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

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

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

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

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

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

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

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

Thom Yachnin
Union Counsel
Victory Square Law Office

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

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

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

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

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

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

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

Jitesh Mistry
Labour Arbitrator and Mediator
Mistry ADR

Erica Sandhu
Union Counsel
Hastings Labour Law Office

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

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

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

Termination

discharge and discipline
sexual harassment

Labour Board decisions

unfair labour practices
good faith bargaining
remedial certification

Workplace rights and responsibilities

privacy issues
drug and alcohol testing
workplace investigations

discrimination and accommodation
harassment and retaliation

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

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

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

Stephen Kelleher, K.C.
Arbitrator and Mediator

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

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

Brad Cocke
Employer counsel
Cooperwilliams Truman & Ito LLP

Jodie Gauthier
Union Counsel
Black Burke Mayor

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

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

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

Networking Lunch: 12:30 pm – 1:30 pm

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

Carolyn Janusz
Union Counsel
Goodwin Law

John McConchie
Arbitrator and Mediator

Break: 2:15 pm – 2:30 pm

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

Julia Bell
Employer Counsel
Roper Greyell LLP

Will Clements
Union Counsel
Koskie Glavin Gordon

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

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

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

New Formats:

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

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

Request for Particulars:

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

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

Preliminary Objections:

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

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

Evidence:

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

General:

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

Closing remarks: 3:45 pm – 4:00 pm

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

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

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

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

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

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

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

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

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

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

Carolyn MacEachern
Employer CounselYoung Anderson

Shelina Neallani
Lawyer, Mediator, and Workplace Assessor

Special opening session led by:

Emily Ohler
Chair British Columbia Human Rights Tribunal

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

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

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

Susanna Allevato Quail
Counsel
Allevato Quail & Associates

Mike Hamata
Employer Counsel
Roper Greyell

Gabriel Somjen
Arbitrator and Mediator

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

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

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

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

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

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

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

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

Bargaining in the Broader Public Sector ConferenceConference Co-chairs

Leanne Bowes
Chief Executive Officer
Post-Secondary Employers’ Association

Elisabeth Finney
Union Counsel
Black Burke Mayor

Conference Advisory Committee

Jeremy Bryant
Union Counsel
Banister & Company

Andrea Mears
Labour Relations Officer Professional Employees Association

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

Paul Reniers
Divison Manager, Collective Bargaining
Metro Vancouver

Labour Arbitration and Policy Conference
Conference Co-chairs

Carolyn Janusz
Union Counsel
Goodwin Law

James Kondopulos
Employer Counsel
Roper Greyell LLP

John McConchie
Arbitrator/Mediator

Conference Advisory Committee

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

Stephanie Mayor
Union Counsel
Black Burke Mayor

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

Marino Sveinson
Employer Counsel
Pulver Crawford Munroe

CPD
Bargaining in the Broader Public Sector Conference CPD

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

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

Vancouver Labour Arbitration and Policy Conference CPD

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

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

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

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

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

Vancouver Labour Arbitration And Policy Pre-Conference Workshop CPD

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

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

Register

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

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

Moderator

Jitesh Mistry
Labour Arbitrator/Mediator
Mistry ADR

Speakers

Jeffrey Stewart
Employer counsel
Sherrard Kuzz

Julia Williams
Lawyer
Ravenlaw LLP

Accreditation
CPD

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

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

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

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

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

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

Moderator

Laila Said Alam
Tribunal MemberBritish Columbia Human Rights Tribunal

Speakers

Connie Cheung
Employer Counsel
Sherrard Kuzz LLP

Mary Rolf
Union Counsel
Pink Larkin

AccreditationCPD

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

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

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

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

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

Program Leader

Paula Knopf
Arbitration/Mediator

Program Faculty

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

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

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

Who is this program designed for?

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

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

Labour and employment lawyers in their first 5 years of practice

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

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

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

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

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

Toronto Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
2025-12-08 - 2025-12-10 | Hilton Toronto, 145 Richmond Street West, Toronto, Ontario, M5H 2L2, Canada
Tuesday, December 9, 2025
Bargaining in the Broader Public Sector Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory Remarks: 9:00 am – 9:05 am

Panel 1 - Scanning the Economic Horizon: Expert insights into Ontario’s financial outlook - 9:05 am – 10:05 am

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

Doug Porter
Chief Economist and Managing Director, Economics
BMO

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

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

Break: 10:05 am – 10:20 am

Panel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:25 am

Robert Bass
Principal
Bass Associates

Kat Leonard
National Representative
Unifor

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

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

Break: 11:25 am – 11:40 am

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

Nicole Gauthier
Executive Officer and Chief Negotiator
OSSTF Toronto

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

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

Coming Soon.
Networking Lunch: 12:20 pm – 1:20 pm

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

Carla Black
Employer Counsel
Rae Christen Jeffries LLP

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

Lauren Pearce
Union Counsel
Jones Pearce

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

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

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

the latest changes introduced through the Working for Workers series of legislation, including new and amended leave provisions, restrictions on requesting medical notes from employees in support of sick leave, the incorporation of remote work into legislative harassment provisions, and new extended layoff provisions;
legislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and
legislation restricting the use of strike replacement workers passed federally and in Manitoba.

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

Panel 4 - Bargaining Emerging Issues: AI, gig and remote work, new leaves and innovative benefits, modern technologies, aging workforces, and more - 2:45 pm – 4:00 pm

Matt Hopkins
Executive Director PeopleToronto Transit Commission

Kirsty Niglas-Collins
Union counselCollins & Metcalfe LLP

Jeffrey Stewart
Employer CounselSherrard Kuzz

Cynthia Watt
Vice President
AMAPCEO

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

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

Topics will be finalized in the weeks prior to the conference, ensuring coverage of the latest and most pressing issues.

Closing Remarks: 4:00 pm

RegisterWednesday, December 10, 2025
Labour Arbitration and Policy Conference
Breakfast and Registration: 8:00 am – 9:00 am

Introductory Remarks: 9:00 am – 9:05 am

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

Tyler Boggs
Union Counsel
Cavalluzzo LLP

Mort Mitchnick
Arbitrator/Mediator

Erin Porter
Employer Counsel
Fasken

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

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

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

Termination

discharge and discipline
sexual harassment

Workplace rights and responsibilities

privacy issues
drug and alcohol testing
workplace investigations

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

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

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

Shiran Brener
Counsel
Ontario Treasury Board Secretariat

Brendan McCutchen
Union Counsel
Wright Henry LLP

Dr. Michael Schweigert
Occupational Medicine Specialist

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

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

Networking Lunch: 11:45 am – 12:45 pm

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

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

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

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

Natasha Zervoudakis
Employer counsel
Sherrard Kuzz

David Wright
Union Counsel
Ryder Wright Blair & Holmes

Over five years after the onset of the COVID-19 pandemic, employers and unions continue to grapple with issues related to remote, hybrid, and in-person work. In this session, experts will provide insight into issues currently facing an employee’s return to the office. Specifically, the following questions will be addressed:

As a matter of law, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right, what are they? How do workplace policies and collective agreement language affect the matter?
Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy?
Does an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so, what is considered reasonable accommodation?
In what circumstances have decision-makers found that employees should be permitted to work from home, on a full-time or part-time basis, in order to accommodate obligations related to family status, such as childcare or eldercare responsibilities?
What kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?
How have decision-makers determined whether employers have accommodated employees to the point of undue hardship in recent COVID-19 vaccination refusal decisions? More broadly, what lessons can employers and unions learn from these decisions as it relates to discrimination on the basis of religion or creed and the duty to accommodate?
What aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions? What best practices should employers and unions implement to ensure they meet the duty to accommodate?

Break: 2:30 pm – 2:45 pm

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

Michael McCreary
Arbitrator and Mediator
Michael McCreary Arbitration Mediation

Melissa Mustafa
Employer Counsel
Lakhani Campea LLP

Katie Rowen
Union Counsel
Ursel Phillips Fellows Hopkinson

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

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

Closing Remarks: 4:00 pm

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

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

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

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

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

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

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

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

Natasha Abraham
Union counsel
Cavalluzzo LLP

Maureen Doyle
Arbitrator and Mediator
Maureen Doyle Dispute Resolution Services

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

Lennie Lejasisaks
Employer counsel
Fasken

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

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

All participants also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference.
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Toronto Bargaining in the Broader Public Sector Conference$1,395.00Add to cart

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

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

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

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

Bargaining in the Broader Public Sector ConferenceConference Co-chairs

Jorge Hurtado
Lawyer
Morrison Watts Hurtado Labour & Employment Lawyers

Donna Walrond
Lawyer
Bass Associates

Advisory Committee

Samara Barak
Senior Advisor
Employee Relations
York University

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

Kevin Giddings
District Director, GTA North
AMAPCEO

Coleen Houlder
Regional Vice-President (Toronto)
OPSEU

Labour Arbitration and Policy Conference
Conference Co-chairs

Blaine Donais
Arbitrator/Mediator
President
Workplace Fairness International

Katherine Ferreira
Union Counsel
Koskie Minsky LLP

Michael Horvat
Employer Counsel
Aird & Berlis LLP

Conference Advisory Committee

Brett Christen
Employer Counsel
Rae Christen Jeffries LLP

Karen Ensslen
Partner
Ursel Phillips Fellows Hopkinson LLP

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

Nick E. Milanovic
Arbitrator/Mediator
Professor Carleton University

Jennifer Richards
Deputy Legal Director
Ontario Treasury Board Secretariat

CPD
Bargaining in the Broader Public Sector Conference CPD

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

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

Bargaining in the Broader Public Sector Workshop CPD

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

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

Labour Arbitration and Policy Conference CPD

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

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

Register

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

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

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

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

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

Anne Wallace
Arbitrator, Mediator and Investigator

Speakers

Margaret Bramhill
Employee Counsel
KBA Partners LLP

Joel Fairbrother
Employer Counsel
Bow River Law LLP

AccreditationCPD

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

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

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

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

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

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

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

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

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

David Mombourquette
Chairperson
New Brunswick Labour and Employment Board

Speakers

Preston Parsons
Employer counsel
Overholt LLP

Ruthie Wellen
Union counsel
Kastner Ko LLP

Accreditation
CPD

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

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

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

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

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

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

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

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

Moderator

Edith Bramwell
Chairperson
Federal Public Sector Labour Relations and Employment Board

Speakers

Daniel McBain
Union Counsel
Moore Edgar Lyster LLP

Khiam Nong
Employer Counsel
Gowling WLG

Accreditation
CPD

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

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

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

This program has been approved for EDI Professionalism hours by the Law Society of Ontario for 0 hours and 25 minutes.
This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.

Labour Relations Certificate - Winter 2026 (Virtual Program)
2026-02-05 12:30 - 2026-03-26 16:00 (America/Toronto) | Virtual Event
In association with:
Upon completion of this program, participants will receive a certificate of completion and a digital credential.
Program Leader

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

Program
The Labour Relations Certificate Program, presented by Toronto Metropolitan University and Lancaster House, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces.
Taught by Canada’s leading labour relations scholars and practitioners, this program combines theory, leading research, and professional experience to provide an education that has immediate application in participants’ workplaces.

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

Who should attend?

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

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

Sample Agenda

Video

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

2026 Annual Pensions Update: The latest cases and legislative updates, and policy developments
2026-02-12 12:30 - 14:00 UTC | Virtual Event
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Live Webinar

Live Webinar, video, and MP3 Bundle

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

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

Moderator

James Cameron
Arbitrator and Mediator
Cameron Mediation Arbitration

Speakers

Brittany Greenberg
Pensions Counsel
Koskie Minsky LLP

Kelleher Lynch
Pensions Counsel
McCarthy Tétrault LLP

Accreditation
CPD

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

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

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

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

Lancaster’s Employment Essentials: Non-disciplinary discharge and terminations
2026-02-26 12:30 - 14:00 UTC | Virtual Event
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Live Webinar

Live Webinar, video, and MP3 Bundle

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

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

Moderator

Nick E. Milanovic
Arbitrator and Mediator
Professor Carleton University

Speakers

Sotonye Godwin-Hart
Union Counsel
Koskie Glavin Gordon

Elisa Scali
Employer Counsel
Gowling WLG

Accreditation
CPD

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

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

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

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

Menopause in the Workplace: Supporting employees through a natural life transition
2026-03-05 12:30 - 13:30 (America/Toronto) | Virtual Event
Program
This Lancaster Speaker Series explores the experience of perimenopause and menopause and their impact on workplace. The session will discuss why this matters to employers and unions, and outline practical, concrete steps organizations can take to better support affected employees and foster a more inclusive work environment.

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Video and MP3

Live Webinar

Live Webinar, video, and MP3 Bundle

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Speakers
Dr. Karen Desrosiers
Obstetrician and gynecologist
Board Member
Canadian Menopause Society

Accreditation
CPD

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

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

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

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

Additional InformationRegistration Fee – Single Attendee
Live webinar, video, and MP3 Bundle: $395
Live webinar: $145
Video and MP3: $295
(Registrations must be paid in advance of the webinar)
Please contact us by email, or by phone at (416) 977-6618, for discount pricing for additional participants and group orders.
Registration Information
The video recording and MP3 file are available for download and viewing one business day after the live event. After purchasing, you will receive an e-mail with instructions on how to access and download the video recording and MP3 files. For purchases for upcoming events, once the video recording and MP3 file are available, registrants will receive an update e-mail informing them that the links are now ready.

Creating and Enforcing Effective AI Policies: Confidentiality, compliance & discipline at work
2026-03-19 12:30 - 14:00 UTC | Virtual Event
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Join 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.

How are AI tools (e.g. Chat GPT, Copilot, Gemini, DALL-E) being used by employees and employers?
Does existing federal or provincial legislation set any limits on the use of AI in the workplace?
What elements may go into an effective “AI policy” and how does it complement existing confidentiality, technology, and social media policies?
What is the current role of AI-driven tools in management decision-making, and how can AI make or support management decisions?
What 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?
How are employers and unions addressing the use of algorithmic management in collective agreements?
What legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?
What progressive discipline policies may apply in AI-related misconduct?
Will human resources be taken over by ‘algorithmic management,’ e.g. filtering applications for employment, assessing employee performance, making decisions regarding termination of employment?
How can workplace parties use AI to render it an asset while avoiding the drawbacks that may render it an adversary?

Moderator

Karen Scott
Arbitrator and Mediator

Speakers

James Craig
Union Counsel
Morrison Watts LLP

Teresa Haykowsky
Employer Counsel
McLennan Ross LLP

Accreditation
CPD

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

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

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

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

Responding to Sexual Harassment and Sexual Violence at Work: Union and employer duties
2026-04-09 12:30 - 14:00 UTC | Virtual Event
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Live Webinar, video, and MP3 Bundle

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Sexual 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:

What duties do employers have when sexual harassment or sexual violence is alleged?
What 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?
What lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?
Is 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?
What must be done to ensure that workplace violence and harassment policies are effectively drafted, implemented, reviewed, and improved?
How can employers and union representatives ensure that they are responding to a sexual harassment complaint in a ‘trauma informed’ way and process?
What are the most common mistakes made when responding to sexual harassment complaints, and how can these missteps be prevented or corrected those missteps?
How 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?
What can the union and employer do to restore a safe and healthy workplace for all parties following allegations and investigations?

Looking ahead, what legal, cultural, or workplace trends will shape how sexual harassment and sexual violence are addressed in Canadian workplaces?

Moderator

Edith Bramwell
Chairperson
Federal Public Sector Labour Relations and Employment Board

Speakers

Christine Johnson
Union Counsel
Champ and Associates

Katie Roebothan
Labour and Employment Lawyer
Nova Scotia Department of Justice

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

B.C. Human Rights and Accommodation Conference
2026-04-15 - 2026-04-16 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
What to Expect
In 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.
Throughout 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.
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.
Attendees 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.

Who Should Attend?
This conference will provide invaluable learning and networking opportunities for:
This event is designed for professionals across multiple industries, including:

Human Resources Leaders – HR managers, directors, and disability management specialists navigating accommodations and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.
Union Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.
Corporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.
Government & Public Sector Professionals – HR and legal representatives working in municipal, provincial, and federal agencies.

Learning Outcomes
By attending this conference, you will:
✔ Understand the latest human rights law updates and their impact on workplace policies.
✔ Gain best practices for accommodation requests related to disability, religion, and family status.
✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.
✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.
✔ Network with industry peers and build valuable professional connections.

Wednesday, April 15, 2026
Breakfast: 8:00 – 9:00 am

Introductory Remarks: 9:00 – 9:05 am
Keynote - Indigenizing/Decolonizing the Workplace - 9:05 – 9:35 am

Patricia Barkaskas
Associate Professor
Allard School of Law
The University of British Columbia

Panel 1 - New and Noteworthy: Major recent caselaw, legislation, and policy developments - 9:55 – 10:25 am

Jodie Gauthier
Union Counsel
Black Burke Mayor

Amanda Rogers
Arbitrator/Mediator/Lawyer

Lauren Soubolsky
Employer counsel
McCarthy Tetrault

This session provides a focused review of significant developments in British Columbia labour, employment, and human rights law. Specifically, panelists will address:
Caselaw:

In what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?
How do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment?
When will an employee’s controversial views, whether expressed online or in the workplace, justify discipline, discharge, or damages?
What 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?
When does interference with a family obligation constitute discrimination? How does one distinguish between family responsibilities deserving of protection and personal preferences? ?
What limits are courts and arbitrators placing on employer surveillance and monitoring of employees?
When does the Charter apply to decisions by employers or quasi-governmental bodies, particularly those involving vaccination policies, political expression, or collective bargaining?
What trends are emerging in damage awards for discrimination, failure to accommodate, and reprisal?

Legislation:
This session will also cover recent and upcoming changes to BC and federal legislation, including:

C. Employment Standards Amendment Act, Bill 11 – 2025: new rules governing sick notes;
C. Pay Transparency Act: new pay reporting requirements; and
C. Employment Standards Act: new leaves for serious personal illness or injury.
Canada Labour Code amendments:

leaves for pregnancy and bereavement;
replacement workers during strikes and lockouts; and
and non-compete agreements.

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.
Break: 10:25 – 10:45 am

Panel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 10:45 – 12:00 pm

Kai Ying Chieh
Employer Counsel
Overholt Law LLP

Peter Eastwood
Union Counsel
Hamilton Howell Bain & Gould

Dr. Hajera Rostam
Psychologist and Professor
Department of Psychology
Douglas College

In this session, panelists will examine return-to-office mandates through a human rights lens.. The panel will address questions such as:

What features of a general return-to-office mandate will violate human rights? How will collective agreement language affect the matter?
How do such requirements impact mental health? Does remote or hybrid work mitigate or exacerbate mental health? Inequity?
In 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?
When 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?
How 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?
What 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?
What practices help reduce conflict, resentment, or disengagement when accommodations are being considered, implemented, or denied?

Networking lunch: 12:00 – 1:00 pm

Fireside Chat - Navigating resistance to EDI initiatives - 1:00 – 1:45 pm

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

Kasari Govender
Commissioner
BC Office of the Human Rights Commissioner

Break: 1:45 – 2:05 pm

Panel 3 - Repairing Harm: Exploring restorative solutions following human rights transgressions - 2:05 – 3:35 pm

Starleigh Grass
Assistant Director
Field Services Division
British Columbia Teachers Federation (BCTF)

Christianne Paras
Executive Director of Restorative Justice Association of BC

Joshua Sutherland
Employer Counsel
Zacharias Vickers McCann LLP

When 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:

What does it mean to adopt a “restorative approach” to conflict and human rights violations? What unique benefits can such approaches provide?
When 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?
What steps can parties take to address barriers to equity when implementing restorative approaches?
What 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?
What “early warning signs” indicate that a workplace is in need of restoration? How can restorative approaches, implemented early, assist in preventing future harm?
What 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?
What 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?

Closing remarks: 3:35 – 3:45 pm

Thursday, April 16, 2026
Breakfast and registration: 8:00 – 9:00 am

Opening remarks: 9:00 – 9:05 am

Panel 4 - Respecting Rights, Achieving Closure: Strategies for successful mediation of human rights disputes - 9:05 – 10:20 am

Menachem Freedman
Union Counsel
Hamilton Howell Bain & Gould

Eric Ito
Employer Counsel
Cooperwilliams Truman & Ito LLP

Koml Kandola
Arbitrator and Mediator
Kandola Arbitration Services Ltd.

Mediation 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:

What are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?
How 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?
How can the parties efficiently prepare for mediation? What information must be gathered?
How 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?
Is 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?
What information should be included in a settlement agreement?
What 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?

Break: 10:20 – 10:40 am

Panel 5 - Complex Accommodations: Neurodiversity, substance use, chronic absenteeism, and more - 10:40 – 11:40 am

Jessica Fairbairn
Employer Counsel
Harris & Co.

Ryan Goldvine
Arbitrator and Mediator
Goldvine Dispute Resolution Services
Member
BC Human Rights Tribunal

Caitlin Meggs
Union Counsel
Victory Square Law Office LLP

This 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:
Neurodivergence:

What does the term “neurodivergent” include? What are similarities and differences between learning disabilities, ADHD, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?
What type of medical information can employers request from neurodivergent employees seeking accommodation, g. a neuropsychological or psychoeducational evaluation?

Mental Health:

What accommodations would be most helpful for employees with the following:

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

What 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?
When 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?

Substance Use:

What guidance does recent case law provide on accommodating substance use disorders in the workplace?

Absenteeism:

What are the components of an Attendance Management Program that addresses the accommodation of an employee’s disability-related absenteeism?
Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?
How should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?
What guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?
How 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?

Networking lunch: 11:40 – 12:40 pm

Panel 6 - Shining a Light on Investigations: Expert guidance, best practices, recent caselaw - 12:40 – 1:55 pm

Shelley Ball
Lawyer and Investigator
Shelsu Pacific Consulting Inc.

Sandra Guarascio
Employer Counsel
Roper Greyell LLP

Dr. Nicole Legg
Clinical Psychology​
Co-Founder and CEO
WellIntel Inc.

David Tarasoff
Union Counsel
Hospital Employees Union

Investigating 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:

What is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?
What 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?
How should employers, unions, and investigators proactively identify and remove accessibility barriers, as well as provide accommodations, during workplace investigations?
In 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?
What 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?
Must an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?
What 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?
What obligations do investigators have to disclose their report to the parties? What entitlement do the parties have to disclosure?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Break: 1:55 – 2:15 pm

Panel 7 - Uses and Abuses of Modern Technology: A scenario-based session on social media, employee monitoring, and AI - 2:15 – 3:45 pm

Jessica Gregory
Arbitrator, Mediator and Investigator

Preston Parsons
Employer Counsel
Overholt LLP

Karen Segal
Union Counsel
Allevato Quail & Roy LLP

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

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

Closing remarks: 3:45 – 3:55 pm

Food and Beverages
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.

Pricing
B.C. Human Rights and Accommodation Conference – Both Days
$1,995.00Add to cart

B.C. Human Rights and Accommodation Conference – Day 1
$1,195.00Add to cart

B.C. Human Rights and Accommodation Conference – Day 2
$1,195.00Add to cart

Attendees 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:

B.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2,690.00Add to cart

Conference Co-Chairs

Jonathan Chapnick
Member
BC Human Rights Tribunal

Sara Hanson
Union Counsel
Moore Edgar Lyster LLP

Kristen Woo
Legal counsel
BC Public School Employers’ Association

Advisory Committee

Kaity Cooper
General Counsel
Health Employees’ Union (HEU)

Peter Eastwood
Union Counsel
Hamilton Howell Bain & Gould

Jaime Hoopes
Employer Counsel
Roper Greyell LLP

Laura Track
Director of Human Rights Clinic
Director of Public Legal Education
Community Legal Assistance Society (CLAS)

Megan Tweedie
Director
Human Rights Office
Simon Fraser University

CPD
CPDLancaster 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.
Pan Pacific Hotel - Discounted Room
Reserve By: Monday, March 16, 2026.
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start Date
End Date
Room Rate

April 14, 2026
April 17, 2026
$359 per night

Reservations Direct Phone: 1-(604) 662-8111
Toll-Free Number: 1-800-663-1515
Reservations E-mail: reservations@panpacificvancouver.com
URL booking link: https://book.passkey.com/go/LancasterHouse2026
Reservations ID: LANC0426 (Please quote to the Reservations Agent)

Accommodating Mental Health Conditions in the Workplace: The duty to inquire, medical information, undue hardship, and other core questions
2026-04-17 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
Program Overview
The 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.
What You’ll Learn:

Strategies for proactive problem solving
Scenario-based exercises and expert feedback
Legislative updates and case study analysis
Tools to improve communication and resolution at the front lines

Who Should Attend

Human Resources Professionals
Labour Relations Officers
Union Stewards & Counsel
Legal Advisors and Advocates

Delivery Format

In-Person session led by leading labour law experts
Interactive case studies and guided discussion

Accommodating Mental Health Conditions in the Workplace: The duty to inquire, medical information, undue hardship, and other core questions
Mental 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.
This workshop is designed to provide practical guidance on accommodating employees with mental health disabilities in the workplace.
Using two detailed scenarios the panel will explore how accommodation principles apply across a spectrum of mental health conditions — from anxiety and post-traumatic stress disorder to complex diagnoses such as Bipolar I Disorder with psychosis and acquired brain injury.
Learn about the relevant legal tests and how to proactively address these issues in the workplace.
Scenarios:
Scenario #1: How to accommodate an employee with anxiety disorder and traits of post-traumatic stress disorder in the workplace?
Scenario #2: How to accommodate an employee with a complex mental illness in the workplace – Bipolar Type 1 Disorder with psychosis with recent acquired brain injury
Investigation

Is an employer entitled to information regarding an employee’s condition or only about any restrictions on job duties?
What can employers or unions do when medical information is based largely on employee self-reporting? Must employees provide “objective evidence” of their conditions, such as the results of a medical test or standardized clinical measure?
How can the parties request more specific information where the information provided is vague, deficient, or contradictory?
When is it permissible to request that an employee provide a specialist report or undergo an independent medical examination (“IME”)? What is the union’s role when this has been requested?
Are employers or unions entitled to communicate directly with an employee’s physician or require that the employee provide a “blanket release” of employee medical information?

How to Accommodate an Employee

What 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?
When an employee notifies the employer of a mental health condition, what responsibilities are triggered for employers and unions?
How should employers and unions assess what constitutes a reasonable accommodation of an employee’s needs, and how can that be distinguished from employee preferences?
What trends, if any, are emerging from recent decisions about the test for undue hardship?
How should employers analyze the availability and suitability of alternative work within the workplace?
What resources may be proactively offered to employees in the workplace? How can employers ‘inclusively design’ their workplaces for neurodivergent employees?
What are successful elements of a Return-to-Work plan and Accommodation Plan?
How 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?
How should issues relating to stigma of mental health issues be approached in the workplace?
What resources may be offered to employees who continue to struggle with work despite accommodations?
When and how should termination of employment be considered?
Can liability be placed on employers for a failure to accommodate an employee’s unknown or not yet diagnosed mental health issue?
What are recent trends in damage awards for an employer’s failure to accommodate a mental health condition?
What legal obligations do employers have to assess and control workplace risk factors that may contribute to poor mental health?
What 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?

Food and Beverages
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.

Pricing
B.C. Human Rights and Accommodation Conference – Workshop$1,095.00Add to cart

Attendees 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:

B.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2,690.00Add to cart

Speakers

Daniel McBain
Union Counsel
Moore Edgar Lyster LLP

Julie Menten
Employer Counsel
Roper Greyell

Dr. Izabela Schultz
Registered psychologist
Clinical Director
CORTEX Centre for Advanced Assessment

CPD
CPDLancaster 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.
HRA Vancouver - Pan Pacific Hotel
Reserve By:
Monday, March 16, 2026. After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Check-in date
Check-out date

April 14, 2026
April 18, 2026

Booking link to be provided in coming weeks.

A Trauma-informed Approach: Making grievance and complaint procedures a safe place
2026-04-29 | U of T Chestnut Conference Centre, Terrace 3rd Floor, 89 Chestnut St, Toronto, ON, M5G 1R1, Canada
Program Overview
The 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.

What You’ll Learn:

Strategies for proactive problem solving
Scenario-based exercises and expert feedback
Legislative updates and case study analysis
Tools to improve communication and resolution at the front lines

Who Should Attend

Human Resources Professionals
Labour Relations Officers
Union Stewards & Counsel
Legal Advisors and Advocates

Delivery Format

In-Person session led by leading labour law experts
Interactive case studies and guided discussion

A Trauma-informed Approach: Making grievance and complaint procedures a safe place
In 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:
Key Concepts

What is trauma and how does it show up in the workplace?
What 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?
How does intersectionality and intercultural competence relate to a trauma-informed approach? What does this involve in practice?
Can a trauma-informed approach conflict with the rights of a respondent?

First Steps

What 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?
What 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?
How should employers and unions handle anonymous complaints alleging discrimination or harassment by another employee? Why might a complainant feel more comfortable remaining anonymous?
What interim measures should employers implement to protect complainants? For example, when will it be appropriate for a respondent to be placed on leave?

Meeting the Needs of Participants

How 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?
What aspects of complaint and grievance procedures can re-traumatize individuals? How can employers and unions reduce the likelihood of re-traumatization?
What does trauma-informed interviewing and writing entail? How should one respond if an employee’s behaviour during a discussion is influenced by trauma?
How can the parties assess a complainant’s credibility and the merits of a case, more generally, without penalizing trauma-related responses?
What strategies help reduce the risk of compassion fatigue for management and union representatives?

Early Resolution Options

What early resolution options are available to the parties? Is early resolution appropriate for human rights disputes?
What safeguards should the parties implement to ensure that early resolution is an informed and voluntary choice?

Going Forward

What are the negative consequences of failing to adopt a trauma-informed approach to complaint and grievance procedures?
How can employers and unions develop a workplace culture where employees feel safe disclosing problems in the workplace, reporting incidents, or filing complaints and grievances?

Food and Beverages
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.

Pricing
Ontario Human Rights and Accommodation Conference – Workshop$1,095.00Add to cart

Attendees 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:

Ontario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2,690.00Add to cart

Speakers

Tenniel Brown, BA, MSW, RSW
Speaker, Trauma Therapist, Facilitator
Centre for Anti-Oppressive Communication

Catherine Fan
Union Counsel
Ursel Phillips Fellows Hopkinson LLP

Shana French
Employer Counsel
Littler

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

Ontario Human Rights and Accommodation Conference
2026-04-30 - 2026-05-01 | U of T Chestnut Conference Centre, Terrace 3rd Floor, 89 Chestnut St, Toronto, ON, M5G 1R1, Canada
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.
Attendees 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.
What to Expect
In 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.
Throughout 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.
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.
Who Should Attend?
This conference is essential for:

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

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

Diversity, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive, discrimination-free workplace.
Union Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.

Learning Outcomes
At the Toronto Human Rights and Accommodation Conference 2026, you’ll gain actionable insights on:

Human Rights Law Updates – Stay informed on recent tribunal decisions, legislative changes, and legal obligations for employers.
Workplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.
Diversity and Inclusion in the Workplace – Discover best practices for fostering equity, inclusion, and anti-discrimination policies.
HR Legal Compliance & Best Practices – Understand your responsibilities in employee rights, workplace fairness, and accessibility requirements. Real-World Case Studies & Expert Panels – Hear directly from legal experts, HR specialists, and human rights advocates about emerging challenges and solutions.

Thursday, April 30, 2026 Breakfast: 8:00 – 9:00 am
Introductory Remarks: 9:00 – 9:05 am
Panel 1 - New and Noteworthy: Major recent caselaw, legislation, and policy developments - 9:05 – 10:35 am

Shreya Patel
Employer Counsel
Torkin Manes

James Craig
Union Counsel
Morrison Watts LLP

This session provides a focused review of significant recent and emerging developments in Ontario labour, employment, and human rights law. Specifically, panelists will address:
Caselaw:

In what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?
How 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?
When will an employee’s controversial views, whether expressed online or in the workplace, justify discipline, discharge, or damages?
What 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?
What limits are courts and arbitrators placing on employer surveillance and monitoring of employees?
When 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?

Legislation:
This session will also cover recent and upcoming changes to Ontario and federal legislation, including:

Bill 30, Working for Workers Seven Act, 2025 amendments:

procedures for fraudulent job postings;
unpaid leaves for job searches;
extended layoffs;
health and safety systems under the Occupational Health and Safety Act; and
prohibitions on false or misleading statements to the Workplace Safety and Insurance Board.

Canada Labour Code amendments:

leaves for pregnancy and bereavement;
replacement workers during strikes and lockouts; and
non-compete agreements.

Alberta legislation prohibiting regulatory bodies from disciplining professionals for off-duty conduct
Alberta legislation prohibiting unions from making contributions to non-collective bargaining clauses without membership approval
Quebec legislation expanding government power to end lawful strikes

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.
Break: 10:35 – 10:55 am
Panel 2 - Shining a Light on Investigations: Expert guidance, best practices, recent caselaw - 10:55 – 12:15 pm

Dr. Elizabeth Aram
Clinical Psychologist

Nathaniel Marshall
Employer Counsel and
Workplace Investigator
Marshall Workplace Law

Shibil Siddiqi
Employer Counsel
Progressive Barristers

Aleisha Stevens
Union Counsel
CaleyWray

Investigating 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:

What is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?
What 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?
How should employers, unions, and investigators proactively identify and remove accessibility barriers, as well as provide accommodations, during workplace investigations?
In 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?
What information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?
What obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?
Must an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?
What 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?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Networking lunch: 12:15 – 1:15 pm
Fireside Chat - Navigating resistance to EDI initiatives - 1:15 – 2:00 pm

Patricia DeGuire
Chief Commissioner
Ontario Human Rights Commission

Break: 2:00 – 2:20 pm
Panel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media, employee monitoring, and AI - 2:20 – 3:50 pm

James Kosa
Employer Counsel
WeirFoulds LLP

Lauren Pearce
Union Counsel
Jones Pearce LLP

Jagtaran Singh
Legal Counsel
Ontario Human Rights Commission (OHRC)

In 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:

When 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?
How 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?
What 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?
What 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?
Can employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on 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?

Scenarios 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
Introductory Remarks: 9:00 – 9:05 am
Panel 4 - Complex Accommodations: Neurodiversity, substance use, chronic absenteeism, and more - 9:05 – 10:20 am

Meg Atkinson
Union Counsel
Kastner Ko LLP

Liz Horvath
President and Management Consultant
Hale Health and Safety Solutions

James Jennings
Employer Counsel
Filion Wakely Thorup Angeletti LLP

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

Employers are required to balance evolving accommodation obligations with operational demands, performance expectations, and workplace standards.
This 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:
Neurodivergence:

What does the term “neurodivergent” include? What are similarities and differences between learning disabilities, ADHD, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?
What type of medical information can employers request from neurodivergent employees seeking accommodation, e.g. a neuropsychological or psychoeducational evaluation?

Mental Health:

What accommodations would be most helpful for employees with the following:

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

What 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?
When is a ‘duty to inquire’ about a potential mental health condition or disability triggered?

Substance Use:

What guidance does recent case law provide on accommodating substance use disorders in the workplace?

Absenteeism:

What are the components of a successful Attendance Management Program related to the accommodation of an employee’s disability-related absenteeism?
Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?
When will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?
How should employers and unions address increased absenteeism due to RTO? Are there options that help improve attendance?
What guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?
How 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?

Break: 10:20 – 10:40 am
Panel 5 - The Hidden Toll: Preventing and managing burnout of human rights and labour relations practitioners - 10:40 – 11:50 am

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

Jenny Neiman
Director, Human Rights Office
People & Equity Division
City of Toronto

In this session, panelists will examine the hidden realities of burnout and compassion fatigue for human rights and labour relations practitioners, addressing questions such as:

What is burnout? How does it differ from stress, fatigue, or anxiety? What factors have been shown to contribute to burnout?
What is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?
What 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?
Have legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?
What 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?
How can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out, overwhelmed, or emotionally exhausted?
How 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?
Are 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?
What 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?

Networking lunch: 11:50 – 12:50 pm
Panel 6 - Respecting Rights, Achieving Closure: Strategies for successful mediation of human rights disputes- 12:50 – 2:05 pm

Mark Hart
Arbitrator & Mediator

Jodi Martin
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

Ozlem Yucel
Employer Counsel
Turnpenney Milne LLP

Mediation 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:

What are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?
How should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?
How 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?
How can the parties efficiently prepare for mediation? What information must be gathered?
How 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?
Is 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?
What information should be included in a settlement agreement?
What 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?

Break: 2:05 – 2:25 pm
Panel 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

Marcus McCann
Employer Counsel
Marcus McCann Law

Sheilagh Turkington
Arbitrator & Mediator
Turkington Dispute Resolution

In 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:

How 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?
When 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?
What myths and stereotypes about sexual harassment, in particular with respect to witness credibility, have adjudicators and arbitrators recognized in recent years?
When does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?
How 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?
What trends in damage awards are evident in recent sexual harassment cases?
Is 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?
How 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?

Closing remarks: 3:50 – 4:00 pm
Food and Beverages
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.

Pricing
Ontario Human Rights and Accommodation Conference – Both Days $1,995.00Add to cart

Ontario Human Rights and Accommodation Conference – Day 1 $1,195.00Add to cart

Ontario Human Rights and Accommodation Conference – Day 2 $1,195.00Add to cart

Attendees 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:
Ontario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2,690.00Add to cart

Conference Co-Chairs

Esi Codjoe
Employer Counsel
Turnpenney Milne LLP

Archana Mathew
Arbitrator and Mediator

Wade Poziomka
Union Counsel
Ross & McBride LLP

Advisory Committee

Roger Love
Legal Counsel
Ontario Human Rights Commission

Marcus McCann
Employer Counsel
Marcus McCann Law

Kimalee Phillip
Director of Human Rights
CUPE National

Shyama Talukdar
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

Winslow Taylor
Director of Human Rights and Investigations
Toronto Transit Commission (TTC)

CPD
CPD
Lancaster 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.

Bargaining Emerging Issues: AI, remote work, new leaves, and the changing workplace
2026-04-30 12:30 - 14:00 UTC | Virtual Event
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Live Webinar

Live Webinar, video, and MP3 Bundle

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Advances 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:

What 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?
How 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?
When 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?
How 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?
What are some examples of emerging leaves-benefits provisions? How should parties approach the bargaining of leaves and benefits?

What steps are employers and unions taking to draft or review bargaining proposals and collective agreement language relating to equity, diversity, and inclusion (“EDI”)?

Moderator

Najeeb Hassan
Mediator and Arbitrator
NHLC Consulting Ltd

Speakers

Erin Delaney
Solicitor
Government of Newfoundland & Labrador

Emily Home
Union Counsel
Ursel Phillips Fellows Hopkinson LLP

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

Managing in a Unionized Environment Certificate
2026-05-05 12:30 - 2026-05-21 16:00 (America/Toronto) | Virtual Event
6-Half Days | Tuesdays and Thursdays, 12:30 p.m. – 4:00 p.m. ET
Register by February 18th, 2026 and save $300 using promo code: r89hxcxp

In association with:
Upon completion of this program, participants will receive a certificate of completion and a digital credential.
Managing in a Unionized Environment | New Certificate Program
Managing 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?
This 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.
The objective of the course is to significantly improve participants’ professional skills and improve the practice of labour relations.

Key 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.
By the end of this program, participants will be able to:

Understand management rights and the union’s representation role, and how these shape day-to-day decision-making.
Apply collective agreement provisions effectively in areas such as recruitment, probation, performance management, and promotions.
Deal with seniority issues and their impact on staffing decisions and morale.
Develop 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.
Comply with human rights obligations, including the duty to accommodate.
Manage off-duty conduct and social media–related concerns appropriately.
Conduct fair and thorough workplace investigations that stand up to scrutiny.
Navigate grievance and arbitration processes strategically and avoid common pitfalls.
Maintain effective labour–management relationships and avoid unfair labour practices.
Foster a culture of trust that supports long-term workplace stability.

Program Curriculum

Day 1: Foundations of Management in Unionized Workplaces
Day 2: Recruitment, Probation, Promotions and Seniority
Day 3: Policy Implementation
Day 4: Human Rights and Complex Employee Issues
Day 5: Investigations, Grievances, and Arbitration
Day 6: Maintaining Stability and Preventing Disputes

Course Instructors

Rafael Gomez
Professor; Director
Centre for Industrial Relations and Human Resources (CIRHR)
University of Toronto

Daphne Taras
Former Dean and Professor Emerita
Ted Rogers School of Management (TRSM)
Toronto Metropolitan University

Anil Verma
Professor Emeritus
Rotman School of Business
University of Toronto

Pricing
$3,495.00Add to cart

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

Suggested Learning Programs

Winning Pre-Hearing Strategies: Navigating delays, settlements, and disclosure requirements
2026-05-14 12:30 - 14:00 UTC | Virtual Event
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Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

In this webinar, attendees will examine guiding legal principles and best practices during the pre-hearing stage. Specifically, speakers will address the following questions:

How should parties assess the merits of a case and determine whether arbitration is appropriate or a settlement is feasible? When will mediation be indicated?
What 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?
What types of documents are protected by solicitor-client privilege, labour relations privilege, or privacy laws?
What mistakes should be avoided when drafting particulars? What information is the other side entitled to?
What factors should parties take into account when choosing between virtual and in-person hearing formats if a choice is available?
How early should parties begin preparing for hearings? When will using generative artificial intelligence (“AI”) be of assistance during the pre-hearing stage?
What 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?

Moderator

Karen Scott
Arbitrator/Mediator

Speakers

Riley Kearns
Union Counsel
Teamsters Local 31

Alex Ognibene
Ognibene Law
Employer Counsel

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

Lancaster Speaker Series: Dr. Tanya De Mello - Unconscious Biases
2026-05-21 12:30 - 13:30 (America/Toronto) | Virtual Event
Program
This 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.

Select an option

Live Webinar

Add to Cart

Speakers
Dr. Tanya (Toni) De Mello
Vice President, Equity and Community Inclusion

Accreditation
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada.
Additional InformationRegistration Fee – Single Attendee
Live webinar: $145
(Registrations must be paid in advance of the webinar)
Please contact us by email, or by phone at (416) 977-6618, for discount pricing for additional participants and group orders.

Atlantic Labour Law Conference
2026-05-25 - 2026-05-26 | Halifax Marriott Harbourfront Hotel, 1919 Upper Water Street, Halifax, Nova Scotia, B3J 3J5, Canada
Overview
The 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.

What to Expect
In 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.

Who Should Attend?
This event is designed for professionals across multiple industries, including:

Human Resources Leaders – HR managers, directors, and disability management specialists navigating accommodations and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.
Union Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.
Corporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.
Government & Public Sector Professionals – HR and legal representatives working in municipal, provincial, and federal agencies.

Monday, May 25, 2026
Networking Breakfast and Registration: 8:00 – 9:00 am

Introductory Remarks: 9:00 – 9:05 am

Panel 1 - New and Noteworthy: Major recent caselaw, legislation, and policy developments - 9:05 – 10:20 am

Frank E. DeMont, K.C.
Arbitrator and MediatorResolve Arbitration & Mediation Services

James Farrell
Solicitor and DirectorIndustrial/Retail/Offshore DivisionFFAW-Unifor

Annie Gray
Employer CounselStewart McKelvey

Break: 10:20 – 10:35 am

Panel 2 - Many Happy Returns? Navigating return-to-office mandates, hybrid and flex work, and the duty to accommodate - 10:35 – 11:35 am

Dale Darling
Mediator and Arbitrator

Gillian Lush
Senior Consultant and Lawyer
HR Atlantic

Kyle Rees
Union Counsel
O’Dea Earle

Networking Lunch: 11:35 – 12:30 pm

Panel 3 - Workplaces that Work: Preventing discrimination, harassment, and psychological harm - 12:35 – 1:45 pm

Ashley Hamp-Gonsalves
Burchell Wickwire Bryson LLP

Leah Kutcher
In-House CounselNova Scotia Teachers Union

Carey Majid
Executive DirectorNewfoundland and Labrador Human Rights Commission

Break: 1:45 – 2:00 pm

Panel 4 - Investigating Investigations: Expert guidance, best practices and recent caselaw - 2:00 – 3:15 pm

Chris King, KC
Employer CounselMcInnes Cooper

Rosellen Sullivan
Sexual Harassment InvestigationSullivan Investigative Insights

Paula Theriault
Labour Relations OfficerNew Brunswick Union of Public Employees (NBU)

Break: 3:15 – 3:30 pm

Fireside Chat - Incivility, Aging Workforces, & the New Realities of Workplace Culture - 3:30 – 4:00 pm

Sally Wells
Respectful Workplace and Workplace HarassmentSally J. Wells Inc.

Tuesday, May 26, 2026
Networking Breakfast and Registration: 8:00 – 9:00 am
Opening remarks: 9:00 – 9:05 am

Panel 5 - Terminations and Transformations: Navigating restructuring, layoffs, economic pressures - 9:05 – 10:20 am

Michael Bourgeois
Labour & Employment LawyerCUPE

Isabelle Keeler
Director of Faculty RelationsUniversity of Prince Edward Island

Break: 10:20 – 10:35 am

Panel 6 - Building an Inclusive Workplace: Supporting and accommodating mental health and neurodivergence at work - 10:35 – 11:50 am

Caroline Spindler
Employer CounselMathews Dinsdale & Clarke LLP

Kelly VanBuskirk
Union CounselVanBuskirk Law

Networking Lunch: 11:50 – 12:50 pm

Panel 7 - Pursuing the Road to Resolution: The future of arbitration, ADR, Med-Arb, and other strategies to resolve disputes - 12:50 – 2:05 pm

Alyssa Rahey
Legal Counsel and Business AgentService Employees International Union, Local 2

Break: 2:05 – 2:20 pm

Panel 8 - Uses and Abuses of Modern Technology: A scenario-based session on social media, employee monitoring, and AI - 2:20 – 3:45 pm

David Mombourquette
Chairperson
New Brunswick Labour and Employment Board

Ian Pickard
Employer counsel
McInnes Cooper

Paula Schumph
General Counsel
Newfoundland & Labrador Association of Public & Private Employees (NAPE)

Closing remarks: 3:45 pm

Food and Beverages
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.

Pricing
Atlantic Labour Law Conference – Both Days $1,395.00Add to cart

Atlantic Labour Law Conference – Day 1 $995.00Add to cart

Atlantic Labour Law Conference – Day 2 $995.00Add to cart

Attendees 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:

Atlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop) $1,995.00Add to cart

Conference Co-Chairs

Kiersten Amos
Employer Counsel
McInnes Cooper

Chantelle MacDonald Newhook, KC
Arbitrator, Mediator and Investigator
Dispute Winners
Vice-Chair
Newfoundland and Labrador Labour Relations Board

Daniel Wilband
Union Counsel
VanBuskirk Law

Advisory Committee

Brian Johnston
Employer Counsel
Stewart McKelvey

Karen Milligan
HR Manager
Health PEI

Chris Montigny
Employer Counsel
HR Atlantic

Sandra Mullen
President
Nova Scotia Government & General Employees Union

Susie Proulx-Daigle
President
New Brunswick Union (NBU)

Mary Rolf
Union Counsel
Pink Larkin

CPD
CPDLancaster 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.
Halifax Marriott Harbourfront Hotel - Discounted Room
Reserve By: Thursday, April 23, 2026.
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start Date
End Date
Room Rate

May 24, 2026
May 27, 2026
$289 per night

Reservations Direct Phone: 1-800-943-6760
URL booking link: Reservation Link
