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DTSTART;TZID=UTC:20250313T123000
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DTSTAMP:20260404T081549
CREATED:20240829T172841Z
LAST-MODIFIED:20250306T203553Z
UID:14739-1741869000-1741874400@lancasterhouse.com
SUMMARY:Supporting Complainants\, Addressing Root Causes: Trauma-informed approaches to workplace violence\, harassment\, and bullying
DESCRIPTION:Understand Trauma-Informed Approaches in the Workplace\nAcross all sectors\, organizations are recognizing how much they can gain from applying trauma-informed principles when addressing workplace violence\, harassment\, and bullying. In this webinar\, experts will explore the benefits to employers\, unions\, and employees of adopting trauma-informed principles. Specifically\, panelists will discuss: \n\nWhat does it mean to be trauma-informed? What does it mean to implement trauma-informed approaches in labour relations processes?\nWhat legal obligations do employers and unions have to protect and promote employee mental health in the workplace and to address workplace violence\, harassment\, and bullying? How may adopting trauma-informed approaches help ensure that employers and unions meet these obligations?\nWhat are some trauma-informed best practices that employers and unions can employ throughout internal complaint\, alternative dispute resolution\, performance management\, disciplinary\, or accommodation processes?\nWhy are trauma-informed approaches important when conducting investigations into allegations of workplace violence\, harassment\, or bullying? What does recent caselaw suggest regarding what constitutes an appropriate investigative process and how may trauma-informed approaches assist in ensuring a fair\, adequate\, and effective process?\nCan employers and unions be held liable for failing to employ trauma-informed approaches?\nWhat does evidence suggest regarding how trauma-informed approaches can help to improve employee retention\, reduce workplace violence\, harassment\, and bullying\, and create psychologically safe workplaces?\n\nAdditional InformationMaterials\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nRegistration Fee – Single Attendee\nLive webinar\, video\, and MP3 bundle – $995\nLive webinar – $395\nVideo and MP3 – $695\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders. \nRegistration Information\nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready. \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nAccreditationCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\n\n\n\n\nModerator\n\n \nSharon Naipaul\nMediator/Investigator\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nSpeakers\n\n \nAshton Butler\nEmployer Counsel\nMLT Aikins \n\n\n \nNadja Rence\nLawyer\, Workplace Investigator\nSouthern Butler Price \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP
URL:https://lancasterhouse.com/event/supporting-complainants-addressing-root-causes-trauma-informed-approaches-to-workplace-violence-harassment-and-bullying/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Supporting-Complainants-Addressing-Root-Causes-Trauma-informed-approaches-to-workplace-violence-harassment-and-bullying.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20250318
DTEND;VALUE=DATE:20250328
DTSTAMP:20260404T081549
CREATED:20241211T173709Z
LAST-MODIFIED:20250327T160626Z
UID:15444-1742256000-1743119999@lancasterhouse.com
SUMMARY:Navigating Workplace Investigations: Best Practices
DESCRIPTION:4 half-day sessions over 2 weeks – Tuesdays and Thursdays\, 12:30 p.m. – 4:00 p.m. ET each day \nProgram$2\,095.00Read more	\n			\n \nAll workplace parties have an interest in ensuring that workplace investigations are conducted properly. Employers may face legal liability for workplace investigations that are improperly conducted. Employees subjected to investigation may find their jobs on the line. Unions must ensure that their members’ rights are protected. This program will prepare employer and union representatives to effectively represent the interests of their constituencies throughout the investigation process\, from the filing of the complaint to post-investigation review of the report. \nOver the course of four virtual sessions combining lectures\, case studies\, and interactive exercises\, participants will learn to: \n\nApply applicable law and policy\nDetermine when an external investigator is required\nIdentify the necessary steps in an investigation\nEnsure procedural fairness\nBe mindful of implicit bias\nAppreciate the role rules of evidence play in making findings\nAddress issues of confidentiality and privilege\nReview investigation reports\nTake appropriate action post-investigation\n\nIn association with:Registrants who participate in all four sessions will receive a certificate confirming their successful completion the program. \nProgram Leaders\n\n \nChris Davidson\nLawyer\nTurnpenney Milne LLP \n\n\n \nAsha Rampersad\nPartner\nTurnpenney Milne LLP \n\n\n \nKrista Siedlak\nPartner\nTurnpenney Milne LLP \n\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 12.6 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 12.6 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 12.6 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 12.6 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 12.6 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 12.6 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/navigating-workplace-investigations-best-practices/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/12/Navigating-Workplace-Investigations-March-2025-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20250404T110000
DTEND;TZID=America/Halifax:20250404T170000
DTSTAMP:20260404T081549
CREATED:20241205T183445Z
LAST-MODIFIED:20250318T181226Z
UID:15431-1743764400-1743786000@lancasterhouse.com
SUMMARY:Grievance and Interest Arbitration in the University Sector
DESCRIPTION:ProgramIn this virtual workshop\, experts will address key issues and trends in interest arbitration and grievance arbitration in the university sector\, as reflected in the decisions of leading arbitrators across Canada. Attendees can expect to learn principles and practices related to the following: \n$1\,195.00Read more	\n			\n \n\nAcademic freedom and the limits on faculty’s “free speech” rights\nSalary disputes and remedial options\nPension and benefit issues\, before and after retirement\nPrivacy concerns and access to information\nThe role and results of grievance arbitration\nFaculty bargaining and its outcomes\nChallenging promotion and merit pay decisions\nFaculty rights to design courses\, assign marks\, determine content\nUniversity governance issues: the roles of the President\, Senate and Faculty Association\n\n\nAdvancing EDI\nEnsuring accommodation\, combatting discrimination\nChallenging discipline\nDefending against harassment\nNavigating investigations\, invoking protections\nAppointments: tenured\, tenure stream\, teaching\, sessional\, contractually limited\nWorkload\nJob security: closures\, cutbacks\, abolition of programs\n\nAccompanied by materials\, developed by Lancaster House Lawyers\, that offer extensive case law analysis\, legislative updates\, summaries\, and practical guidance—all thoroughly researched and designed for easy reference.\nSpeakers\n\n \nChris Albertyn\nArbitrator \n\n\n \nWassim Garzouzi\nRavenlaw LLP \n\n\n \nJennifer S. Russell\nRoper Greyell LLP \n\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 4.5 Continuing Professional Development hours.\n\n\n\nThis program has been approved by CPHR BC & Yukon for 4.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 4.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 4.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 4.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/grievance-and-interest-arbitration-in-the-university-sector/
LOCATION:Virtual Event
CATEGORIES:Labour Law & Labour Policy,Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/12/IA-University-Sector-Apr-2025.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20250416
DTEND;VALUE=DATE:20250418
DTSTAMP:20260404T081550
CREATED:20240806T201553Z
LAST-MODIFIED:20250417T191019Z
UID:14518-1744761600-1744934399@lancasterhouse.com
SUMMARY:Vancouver Human Rights and Accommodation Conference 2025
DESCRIPTION:Championing Workplace Equity\, Inclusion\, and ComplianceWhat is the Vancouver Human Rights and Accommodation Conference 2025?The Vancouver Human Rights and Accommodation Conference 2025 is the premier event for HR professionals\, legal practitioners\, union representatives\, and business leaders seeking cutting-edge insights into human rights law\, workplace accommodations\, and equity\, diversity\, and inclusion (EDI) best practices. Hosted by Lancaster House\, this two-day event offers expert-led discussions\, real-world case studies\, and interactive sessions to help organizations navigate emerging legal challenges in the workplace. \nVancouver Human Rights and Accommodation Conference – Bundle: Conference + Workshop$1\,995.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nVancouver Human Rights and Accommodation Conference$1\,395.00Read more	\n			\n  \nWhat We’re CoveringOur 2025 agenda is carefully curated to address the latest human rights issues and accommodation challenges facing employers\, unions\, and employees. Key topics include: \n\nLandmark Human Rights Cases & Legislative Updates – Stay ahead of the latest legal changes impacting human rights law. \n\nHuman Rights in Hybrid Workplaces – Managing accommodations in the era of remote and hybrid work. \n\nEquity\, Diversity & Inclusion (EDI) Strategies – Tackling systemic discrimination and fostering inclusive workplace cultures. \n\nMental Health and Disability Accommodations – Proactive approaches to supporting employee wellness. \n\nFree Speech vs. Employer Rights – Navigating the complexities of employee expression in the workplace. \n\nRestorative Justice in Workplace Misconduct – When to use discipline vs. alternative dispute resolution. \nThis conference features leading legal experts\, HR professionals\, and policymakers\, ensuring attendees receive actionable strategies and the most up-to-date legal interpretations. \nWho Should Attend?This event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance. \n\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law. \n\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining. \n\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law. \n\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies. \nKey Learning OutcomesBy attending this conference\, you will:\n✔ Understand the latest human rights law updates and their impact on workplace policies.\n✔ Gain best practices for accommodation requests related to disability\, religion\, and family status.\n✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.\n✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.\n✔ Network with industry peers and build valuable professional connections. \nConference Packages & Registration DetailsChoose from a range of flexible registration options: \n🎟 Two-Day Conference Pass – Access to all panels\, keynotes\, and networking events.\n📚 Conference + Materials Bundle – Includes all session recordings and presentation slides for post-event reference.\n🏆 Group Discounts Available – Save when registering multiple team members. \nWhy Choose Lancaster House? \nWith over 45 years of excellence in legal education\, Lancaster House is Canada’s leading provider of workplace law expertise. Our conferences are trusted by top HR professionals\, legal experts\, and industry leaders for their unparalleled depth\, practical insights\, and real-world applicability. \n🔹 Expert-Driven Content – Learn from Canada’s leading human rights and labour law specialists.\n🔹 Unmatched Networking Opportunities – Connect with decision-makers and industry peers.\n🔹 Practical\, Actionable Insights – Walk away with strategies you can implement immediately.\n🔹 Comprehensive Resource Materials – Access detailed case law summaries and best practice guides. \nReserve Your Spot Today! \nSecure your place at Canada’s most essential human rights and accommodation event. Don’t miss this opportunity to enhance your expertise and ensure workplace compliance in 2025 and beyond! \nThursday\, April 17\, 2025Breakfast: 8:00 am – 9:00 am PT \nOpening remarks: 9:00 am – 9:05 am PT \nPanel 1 - Keeping Current on Human Rights: The latest cases and legislative developments - 9:05 am – 10:20 am PT\n\n\n \nRichard Coleman\nArbitrator/Mediator \n\n\n \nJadine (Jay) Lannon\nUnion Counsel\nForte Law \n\n\n \nAndrea L. Zwack\nEmployer Counsel\nGall Legge Grant Zwack LLP \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases on topics such as: \n\nidentifying and addressing stereotypes and/or bias;\nrights and restrictions relating to employee expression of personal or political views and beliefs at work;\ntrends in discipline\, damages\, and arbitration;\nprivacy\, monitoring\, and surveillance;\nremote work;\nsubstance use and testing;\nthe intersection between health and safety concerns and human rights obligations; and\nkey principles and best practices in investigating discrimination and harassment claims.\n\nThe panel will also address B.C. and federal legislative initiatives\, including reporting requirements under the B.C. Pay Transparency Act and obligations under the federal Pay Equity Act. \nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:20 am – 10:35 am PT \nPanel 2 - AI Through a Human Rights Lens: The potential uses and challenges posed by the use of artificial intelligence at work - 10:35 am – 11:35 am PT\n\n\n \nPreston Parsons\nPartner\nOverholt LLP \n\n\n \nRachel Roy\nPartner\nRachel Roy Law \n\n\n \nWendy H. Wong\nProfessor and Principal’s Research Chair\nUniversity of British Columbia \n\n\nIn this session\, panelists will provide expert guidance on the use of artificial intelligence (AI) at work\, exploring the potential benefits and pitfalls of AI from a human rights perspective. Panelists will address questions such as: \n\nWhat federal and provincial laws regulate the use of AI? What legislative initiatives are currently the subject of debate and how may they impact workplace parties if passed? What other legal obligations and principles govern or restrict the use of AI at work?\nWhat key human rights considerations and privacy concerns are raised by the use of AI in the workplace? Does AI have the potential to reduce systemic discrimination and improve working conditions for equity-seeking employees?\nWhat human rights concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other evolving technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow can parties address through collective bargaining the human rights and privacy impact resulting from the use of AI in workplaces?\nWhat steps can employers and unions take to mitigate the risk of bias\, discrimination\, or other breaches of human rights when using AI?\n\nBreak: 11:35 am – 11:45 am PT \nKeynote Speech by Kai Scott - Bridging the Divide – The Future of Gender Inclusion in the Workplace - 11:45 am – 12:15 pm PT\n\n\n \nKai Scott\nPresident\nTransFocus Consulting \n\n\nAs gender inclusion efforts in the workplace reach a critical juncture\, how do we move beyond division and toward solutions that benefit everyone—women\, men\, transgender\, and non-binary people alike? Drawing from nearly a decade of insights at TransFocus Consulting\, this keynote will explore the evolving landscape of workplace gender inclusion\, addressing both the progress made and the tensions that persist. \nAt a time when gender issues are increasingly polarized\, this session will focus on practical ways to foster connection across diverse gender experiences while meeting legal obligations and organizational goals. We’ll examine key lessons from the past decade\, emerging challenges\, and strategies for bridging gaps—whether in policy design\, workplace culture\, or leadership approaches. \nJoin Kai for a thought-provoking reflection on where we’ve been\, where we’re headed\, and how organizations can take meaningful\, sustainable steps toward gender inclusion that work for everyone. \nLunch: 12:15 pm – 1:15 pm PT \nPanel 3 - Free Speech and Human Rights at Work: Are they in conflict? Can they be reconciled? - 1:15 pm – 2:30 pm PT\n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nLeanne Monsma\nEmployer Counsel\nUniversity of British Columbia \n\n\n \nAmber Prince\nMember\nBC Human Rights Tribunal \n\n\nAs the political climate becomes increasingly polarized\, domestically and abroad\, employers must navigate how to cultivate a safe\, healthy\, and productive work environment while also respecting employees’ right to express their personal views. In this session\, panelists will explore how employers and unions should respond to the exercise of political speech in the workplace\, and in doing so will address the following questions: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nHow has the British Columbia Human Rights Tribunal interpreted the meaning of “political belief”?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat kinds of policies and guidelines should an employer put in place to address politically-based conflict in the workplace? Where conflicts arise among employees\, with respect to charges of discrimination and harassment\, which member should the union represent?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline a member for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\n\nBreak: 2:30 pm – 2:45 pm PT \nPanel 4 - Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm PT\n\n\n \nShirin Kiamanesh\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nTamisha Parris\nDiversity\, Equity\, Accessibility\, & Inclusion Consultant\nParris Consulting \n\n\n \nSalim Visram\nEmployer Counsel\nDentons \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing Remarks: 4:00 pm PT \nWednesday\, April 16\, 2025Workshop*Workshop sold separately from stand-alone conference. \nConducting Inclusive\, Barrier-Free Workplace Investigations: A practical\, hands-on workshop with the experts\n\n\n \nTonie Beharrell\nLawyer and Workplace Investigator\nSouther Butler Price LLP \n\n\n \nDr. Renée-Louise Franche Ph.D.\, R. Psych.\nConsultant in Mental Health and Work Ability Promotion \n\n\n \nSara Hanson\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nThe investigation process is an important tool for addressing harassment and discrimination in the workplace. However\, investigations may risk perpetuating harm if they are not conducted carefully. In this workshop\, a panel of experts will discuss how to run investigations in a manner that supports the well-being of all parties involved and benefits the workplace at large. Throughout this full day workshop the panel will address the following questions: \n\nWhat is trauma\, and how may it affect complainants before\, during\, and after the investigation process?\nWhy is it important that workplace investigators adopt trauma-informed\, anti-oppressive\, and intersectional approaches to the investigation process\, especially when dealing with discrimination and harassment allegations?\nWhat steps should investigators take to address their own unconscious and implicit biases during the investigation process?\nWhat do trauma-informed\, anti-oppressive\, and intersectional approaches to workplace investigations involve in practice? For example\, how can investigators conduct interviews in a trauma-informed manner? What steps can they take to address parties’ accessibility needs throughout the investigation process? How can they bring inclusivity into their report writing?\nWhat is systemic discrimination\, and how can investigators effectively address claims of systemic discrimination in the investigation process?\nWhat interim measures can employers put in place during the investigation process to ensure the well-being of the parties involved?\nWhat recourse can complainants seek if they disagree with the investigator’s findings?\n\nVancouver Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nCathy Knapp\nArbitrator and Mediator\nTribunal mediator\nBCHRT \n\n\n \nAndrew Schafer\nEmployer Counsel\nNorton Rose Fulbright Canada LLP \n\n\n \nLindsay Waddell\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nConference Advisory Committee\n\n \nMegan Ashbury\nArbitrator\, Mediator and Workplace Investigator \n\n\n \nMenachem Freedman\nUnion Counsel\nHHGB Lawyers \n\n\n \nDonovan Plomp\nEmployer Counsel\nMcCarthy Tetrault LLP \n\n\n \nKristen Woo\nLegal Counsel\nBC Public School Employers’ Association \n\n\n \nMatt Yun\nLegal and Legislative Representative\, CUPE \n\n\n \nLaura Track\nLaura Track\nHuman Rights Lawyer\nDirector\, Human Rights Clinic and Director\,\nPublic Legal Education\, Community Legal Assistance Society (CLAS) \n\n\nCPD Vancouver Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.\n\n\n\n Vancouver Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\nThe Hyatt Regency Vancouver - Discounted Room\nGroup rates are now available with limited space availability: \n\n\n\nCheck-in\nCheck-out\nGroup rate\n\n\nTuesday\, April 15\nSaturday\, April 19\n$295/night\n\n\n\nCut-Off Date \nReservations made by attendees must be received on or before Tuesday\, March 25\, 2025\, after which any reservations made will be based on a space-and rate-available basis. \nOnline reservations \nClick here to book online. \nPhone line reservations: 1-800-233-1234
URL:https://lancasterhouse.com/event/vancouver-human-rights-and-accommodation-conference-2025/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/08/Vancouver-Human-Rights-and-Accommodation-Conference-2025.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250424T123000
DTEND;TZID=UTC:20250424T140000
DTSTAMP:20260404T081550
CREATED:20241115T201850Z
LAST-MODIFIED:20250403T164200Z
UID:15353-1745497800-1745503200@lancasterhouse.com
SUMMARY:One Strike and You’re Out: When will misconduct warrant immediate dismissal? When is progressive discipline required?
DESCRIPTION:In this webinar\, seasoned labour counsel will examine recent caselaw regarding when an employee’s misconduct may warrant immediate dismissal and when the application of progressive discipline may first be required. Panelists will address questions including: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat types of conduct may warrant immediate dismissal without application of progressive discipline? How does the analysis differ as between unionized and non-unionized environments?\nWhat mitigating or aggravating factors in recent cases have impacted the determination as to whether immediate dismissal was warranted? How will an organization’s workplace culture affect the analysis?\nWill an employee’s immediate dismissal be found to be inappropriate if the employer imposed a different penalty on other employees engaging in similar misconduct?\nWhat is “condonation\,” and how will it impact the determination of whether immediate dismissal is warranted?\n\n\n\n\nHow will the determination be affected\, where:\n\na “penalty provision” stipulates a severe consequence for a specific type of workplace misconduct?\nthe employer has a “zero tolerance” policy in place?\nthere is a “last chance agreement” in place?\n\n\nWhen may an employer rely on earlier misconduct by an employee in support of more serious disciplinary consequences for subsequent misdeeds?\nWhat consequences flow from a court’s or arbitrator’s finding that an employer improperly failed to apply a progressive approach to discipline?\n\n\n\nModerator\n\n \nGordon Nekolaichuk\nVice-Chair\nAlberta Labour Relations Board \n\n\nSpeakers\n\n \nMarjorie Savoie\nNational Representative\nCanadian Union of Public Employees \n\n\n \nJustina Sebastiampillai\nEmployer Counsel\nStikeman Elliott LLP \n\n\nAccreditationCPD\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/one-strike-and-youre-out-when-will-misconduct-warrant-immediate-dismissal-when-is-progressive-discipline-required/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/One-Strike-and-Youre-Out.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20250430
DTEND;VALUE=DATE:20250503
DTSTAMP:20260404T081550
CREATED:20241021T154910Z
LAST-MODIFIED:20250430T184338Z
UID:15154-1745971200-1746230399@lancasterhouse.com
SUMMARY:Toronto Human Rights and Accommodation Conference 2025
DESCRIPTION:Stay Ahead in Employment Law\, Workplace Accommodation & DiversityJoin Canada’s premier Human Rights and Accommodation Conference in Toronto and gain expert insights into the latest employment law updates\, workplace accommodation training\, and diversity & inclusion strategies. Hosted by Lancaster House\, the trusted leader in legal education\, this event brings together top employment lawyers\, HR professionals\, business leaders\, and policymakers to discuss the most pressing issues in workplace human rights. \nWhat You’ll LearnAt the Toronto Human Rights and Accommodation Conference 2025\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers. \n\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant. \n\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies. \n\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. \n\nReal-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions. \nWho Should Attend?This conference is essential for: \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions. \n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies. \n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace. \n\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies. \nToronto Human Rights and Accommodation Conference – Bundle: Conference + Workshop$2\,695.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Pre-Conference Workshop$1\,095.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Conference$2\,195.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 1$1\,395.00Read more	\n			\n  \nToronto Human Rights and Accommodation Conference – Day 2$1\,395.00Read more	\n			\n  \nWhy Choose Lancaster House?\nExpert-Led Sessions – Learn from Canada’s leading human rights lawyers\, policymakers\, and HR specialists. \n\nInteractive & Practical Training – Gain real-world\, applicable knowledge through case studies\, Q&A sessions\, and networking opportunities. \n\nAccredited Learning – Earn continuing legal education (CLE) credits while expanding your expertise. \n\nTrusted Legal Publisher – Lancaster House has been a leader in labor\, employment\, and human rights law education for over 40 years. \nWednesday\, April 30\, 2025Breakfast: 8:00 am – 9:00 am ET \nWorkshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET(The schedule will run concurrently for all three workshops until 4:00 pm) \nDisabilities that Elude Diagnosis: Accommodating employees with poorly understood conditions\n\n\n \nDr. Hy Bloom\nAssistant Professor\nPsychiatry\nUniversity of Toronto \n\n\n \nDiane Laranja\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSara Slinn\nArbitrator/Mediator\nAssociate Professor\nOsgoode Hall Law School \n\n\n \nKen Stuebing\nUnion Counsel\nCaleywray \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, panelists will examine key principles and best practices for accommodating employees with these conditions.  \nSpeakers will address: \n\nExamples of common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion” (including “long COVID”);\nLegal limits on medical information that employers can request from employees;\nHow to formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test;\nWhat to do when there are no available medical practitioners with the requisite knowledge or expertise to assess an employee’s condition;\nHow to approach\, with sensitivity\, employees/union members for needed medical information;\nDealing with stereotypes and stigmas associated with difficult-to-identify medical conditions;\nWhat types of accommodations will be of assistance to an employee suffering from persistent or chronic symptoms;\nWhether an employer can discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability; and\nDetermining when the duty to accommodate is at an end because undue hardship is unavoidable.\n\nDuring the workshop\, participants will engage in interactive exercises\, applying principles and practices learned throughout the day.\n \nThursday\, May 1\, 2025Breakfast: 8:00 am – 9:00 am ET \nOpening Remarks: 9:00 am – 9:05 am ET \nPanel 1 - Emerging Horizons in Human Rights: The latest cases and legislative developments - 9:05 am –10:35 am ET\n\n\n \nKristen Allen\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nMatthew Craig\nEmployer Counsel\nMatthews\, Dinsdale & Clark LLP \n\n\n \nNimal Dissanayake\nArbitrator \n\n\nIn this session\, panelists will delve into the numerous recent and significant developments in workplace human rights\, examining key cases and legislative changes. Speakers will discuss the latest cases addressing topics such as: \n\ntrends in discipline and damages for harassment and discrimination and evidentiary challenges in cases of allegations of harassment and discrimination;\nrights and restrictions involving employee expression of personal or political views and beliefs at work;\ntrends in discipline and damages for harassment and discrimination;\naccommodating neurodiverse employees;\nprivacy\, monitoring\, and surveillance;\nsubstance use and testing; and\nconflicts between health and safety obligations and human rights concerns.\n\nThe panel will also address recent Ontario and federal legislative initiatives\, including: \n\nrecent changes enacted through Ontario’s Working for Workers series of legislation addressing pay transparency\, the use of artificial intelligence\, harassment in virtual contexts\, and more; and\nongoing obligations for employers under the Ontario and federal Pay Equity Act.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments.Break: 10:35 am –10:50 am ET \nPanel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 10:50 am –12:05 pm ET\n\n\n \nRishi Bandhu\nArbitrator/Mediator \nRishi Bandu Arbitration and Mediation Services \n\n\n \nCassandra da Costa\nEmployer Counsel\nFilion Wakely Thorup Angeletti \n\n\n \nPatricia D’Heureux\nUnion Counsel\nCavalluzzo LLP \n\n\nIn this session\, panelists will examine the response to employee requests for accommodation through remote\, hybrid\, or other flexible work arrangements. The session will address questions including: \n\nDo employers have the right to require employees to return to in-person work? What aspects of a general return-to-office are vulnerable to challenge under human rights legislation or on other grounds? How does collective agreement language affect the matter?\nIn what circumstances have arbitrators and adjudicators found that employees must be permitted to work from home as a health-related accommodation? Does an employee’s demonstrated or perceived susceptibility to contracting COVID-19 or other illnesses warrant accommodation? Will employees be entitled to work from home during pregnancy or where a spouse or dependent may have increased susceptibility to infection?\nIn what circumstances have decision-makers found that employees should be permitted to work from home or on a remote or hybrid basis in order to accommodate obligations related to their family status\, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request?\nHow can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nWhen will insisting that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work from home? Is an impact on broader employee morale sufficient to establish undue hardship?\nIs it discriminatory for an employer to impose additional performance monitoring practices on an employee engaged in remote or hybrid work — such as a requirement for regular check-ins\, use of timesheets\, etc.?\nBeyond legal considerations\, what practical considerations should be taken into account when assessing whether an employee should be permitted to work from home? What flexible working options other than remote or hybrid work can be considered? What benefits and drawbacks do remote\, hybrid\, or flexible working arrangements have for employees requiring accommodation?\nWhat best practices can employers and unions implement to ensure that employees being accommodated through remote\, hybrid\, or flexible work do not become isolated from the team?\n\nLunch: 12:05 pm – 1:00 pm ET \nPanel 3 - Human Rights Investigations: Assuring investigator neutrality\, setting standards for proper training\, providing employee support\, and other pivotal issues - 1:00 pm –2:15 pm ET\n\n\n \nChris Davidson\nAssociate Lawyer and Workplace Investigator\nTurnpenney Milne LLP \n\n\n \nWilliam Goldbloom\nWG Resolutions \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\nConducting a workplace investigation into human rights-related allegations is a complex process that requires fairness and a commitment to best practices. This panel will examine recent caselaw addressing workplace investigations with a view to providing guidance in conducting “best practices” investigations. The panel will address a series of questions including: \n\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nWhat procedural flaws have been found to render an investigation unfair or inadequate — for instance\, flaws in timeliness\, thoroughness\, confidentiality\, and reporting?\nWhat steps should an employer take to address the impact of the human rights allegations? What actions should an employer take to prevent further discrimination?\nIs a formal investigation always required when an employee raises human rights-related concerns? What guidance do the courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhen is retaining a third-party investigator necessary?\nWhat is the role of a union in a workplace human rights investigation? What rights and/or responsibilities do unions have? What should unions do when both the complainant and the respondent are bargaining unit members?\nCan the grounds for an investigation be expanded after the investigation has commenced — for example\, if issues of systemic discrimination arise? What are the potential pitfalls of expanding the grounds of an investigation?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not taint the investigatory process?\nHow should employers and unions respond when an investigation reveals bad faith allegations by an employee?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following an investigation?\n\nBreak: 2:15 pm –2:30 pm ET \nPanel 4 - Deep Dive into Discrimination: Experts examine scenarios to determine when it is\, and when it isn't - 2:30 pm –3:55 pm ET\n\n\n \nNicole Biros-Bolton\nFounder and Lawyer\nBird Bolt Law \n\n\n \nAmandi Esonwanne\nSolicitor\nCity of Toronto \n\n\n \nMorgan Sim\nLawyer & Founder\nMorgan Sim Law \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle and systemic forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nWhat aspects of a hiring or promotion process will render that process more or less vulnerable to challenge as discriminatory?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing remarks: 3:55 pm –3:50 pm ET \nFriday\, May 2\, 2025Breakfast: 8:00 am – 9:00 am ET \nIntroduction: 9:00 am – 9:05 am ET \nPanel 5 - Beyond Repair? Examining the use of discipline and restorative solutions in response to human rights transgressions at work - 9:05 am – 10:20 am ET\n\n\n \nLorenzo Lisi\nEmployer Counsel\nAird & Berlis LLP \n\n\n \nAmer Mushtaq\nLawyer and investigator\nFormative LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\nIn this session\, expert panelists will examine legal obligations and best practices in responding effectively and appropriately to harassment and discrimination at work. Panelists will address questions including: \n\nWhat legal obligations govern an employer’s response to discrimination and harassment in the workplace? When is the duty to investigate triggered?\nAre employers obligated to impose discipline when employees have committed human rights violations at work? Where discipline is imposed\, what types of conduct may warrant more severe consequences? What considerations have arbitrators in recent cases taken into account in determining whether an employment relationship is salvageable following an employee’s human rights transgression?\nWhen can or should alternative dispute resolution (ADR) be used to address human rights violations at work? Can ADR be used in lieu of discipline? What ADR options exist\, and what are the relative advantages and disadvantages of each?\nBeyond legal considerations\, what practical considerations may impact whether use of ADR is appropriate? What power imbalances\, “invisible” barriers\, and other barriers to equity should be taken into account? What steps can parties take to address these barriers? What is a “trauma-informed approach\,” and how may it be beneficial in addressing human rights transgressions at work?\nWhat steps can or must employers and unions take that ensure a healthy and safe work environment is restored following a human rights violation? What steps should be taken where both the complainant and transgressor remain at work?\n\nBreak: 10:20 am – 10:35 am ET \nKeynote Speech by Cynthia Khoo - Of Data and Dissent: The Pursuit of Algorithmic Justice in Labour and Human Rights - 10:35 am – 11:05 am ET\n\n\n \nCynthia Khoo\nTechnology and Human Rights Lawyer\nSenior Fellow\nThe Citizen Lab \n\n\nWith every advent of a new technological phase — whether social media\, big data\, machine learning algorithms\, or generative artificial intelligence (AI) — one fundamental task among many falls to legal scholars and practitioners\, adjudicators\, and lawmakers to confront: determining what the new technology changes\, what it does not\, and where and how the differences matter (legally and otherwise). To that end\, this talk will address issues such as how algorithmic discrimination differs from “analogue” discrimination; how society and our laws should view human labour in a time when so much more of it seems instantly replicable by machines; and the connection between how automated decision-making works and proposed changes to liability frameworks when it comes to AI. \nWhat will become clear through this discussion is one thing that has never changed: technology is about power. Questions of technology thus carry particular weight in contexts built around systemic power imbalances\, whether as a matter of workplace relations or human rights law. Drawing on a panoply of work by lawyers\, academics\, researchers\, and grassroots community experts in various interdisciplinary combinations of law\, computer science\, labour\, human rights\, science and technology studies\, and algorithmic accountability scholarship\, this keynote will challenge the audience to reconceptualize AI not as a “neutral tool” or coherent technical object\, but as\, to quote anthropologist and computer scientist Ali Alkhatib\, “an ideological project to shift” power\, and consider the consequences of ignoring what that means for our legal and human rights. \nBreak: 11:05 am – 11:20 am ET \nPanel 6 - Clocking In\, Speaking Out: Squaring employee free speech and employer rights - 11:20 am – 12:15 pm ET\n\n\n \nKim Bernhardt\nArbitrator/Mediator \n\n\n \nKerri Kitchura\nSolicitor\nCity of Toronto \n\n\n \nGregory Ko\nUnion Counsel\nKastner Ko LLP \n\n\nHow can workplaces best manage the balance between an employee’s right to express themselves freely against an employer’s obligation to create\, foster\, and maintain a safe and respectful workplace for all? The panel will address: \n\nTo what extent\, if any\, can employers limit political expression in the workplace? How may this differ for public-sector employees?\nWhen will the expression of political views rise to the threshold of discrimination and/or harassment?\nWhat must employers consider when monitoring and responding to their employees’ off-work expressions\, particularly on social media? At what point does off-work employee conduct warrant discipline by the employer\, and are there limits on how an employer can discipline an employee for this conduct?\nWhat should employers consider when investigating incidents of alleged harmful or disrespectful employee expression? What are some characteristics of an effective investigation into these incidents?\nCan employers discipline employees for political expressions that are expressed outside of the workplace? For example\, can an employer discipline an employee for offensive posts made on social media?\nWhen are unions required to represent members who experience discipline for political expression? What does the union’s duty of fair representation require in these circumstances?\nHow should employers communicate expectations regarding appropriate workplace and off-work conduct? How should employers approach restoring workplace harmony after employee expression creates conflict in the workplace?\n\nLunch: 12:15 pm – 1:15 pm ET \nPanel 7 - Wellness in the Workplace: Expert guidance on proactively recognizing and responding to employee mental health concerns - 1:15 pm – 2:30 pm ET\n\n\n \nDr. Sahar Bhaloo\nClinical Psychologist\nFlourish Mental Health and Coaching Services \n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nSimmy Sahdra\nEmployer Counsel\nDentons \n\n\nIn this panel\, experts will provide guidance on how employers and unions can proactively identify and address mental health concerns in the workplace. The following questions will be discussed: \n\nWhat are the characteristics of a workplace that is psychologically healthy and safe? What steps can employers and unions take to create a workplace culture that supports mental well-being?\nWhat are employee responsibilities to maintain a psychologically healthy and safe workplace? How can employers and unions empower their employees/members to meet those responsibilities?\nHow can employers and unions identify mental health threats in the workplace? What tools and resources are available to assist in this process?\nWhat strategies should employers and unions apply to proactively recognize and address addiction and substance abuse in the workplace?\nWhat should employers and unions consider when creating employee wellness programs? What can cause these wellness programs to fail? How can employers and unions effectively assess the success of their wellness programs?\n\nBreak: 2:30 pm – 2:45 pm ET \nPanel 8 - The Road to Return: Implementing workplace disability management while respecting human rights - 2:45 pm – 4:00 pm ET\n\n\n \nLucas Mapplebeck\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nAli Mohamed\nManager\, Equity\, Diversity\, Inclusion\, and Accessibility for People with Disabilities\, Canada Post \n\n\n \nLauren Sheffield\nUnion Counsel\nCavalluzzo LLP \n\n\nCreating\, implementing\, and maintaining an effective and successful workplace disability management system ensures employers are fostering a healthy\, safe\, and inclusive workplace. In this session\, the panel will discuss how best to accomplish these goals through discussion of the following questions: \n\nWhat are the essential components of a comprehensive workplace disability management system? How can employers and unions build an effective system?\nWhat tools\, resources\, and/or training can be used to assist in creating\, implementing\, and maintaining a successful workplace disability management system?\nWhat measures can workplaces institute to both prevent work disability and help employees with disabilities remain safe at work?\nHow can employers and employees with disabilities meet their responsibilities under the duty to accommodate? How should employers and unions support employees with episodic or invisible disabilities?\nWhat can employers and unions do to ensure that employees experience a successful return to work after a leave of absence due to disability?\nWhat should employers and unions consider when evaluating the effectiveness of their workplace disability management system?\n\nClosing remarks: 4:00 pm ET \nToronto Human Rights and Accommodation ConferenceConference Co-Chairs\n\n \nKathryn Bird\nEmployer Counsel\nOgletree Deakins International LLP \n\n\n \nDanielle Bisnar\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMatthew Horner\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nConference Advisory Committee\n  \n\n \nTricia Wilson\nNational Human Rights Representative\nUnifor \n\n\n \nRon Franklin\nUnion Counsel\nFranklin Law \n\n\n \nLaura Freitag\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nKumail Karimjee\nArbitrator\, Mediator\, and Investigator\nKarimjee Resolutions \n\n\n \nBrandy Ryan\nDirector\, Equity\, Diversity and Inclusion\nCanada Post \n\n\nCPDToronto Human Rights and Accommodation Conference CPD\n\n\nThis program has been approved for Continuing Professional Development 10.59 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 10.59 Substantive hours; 0 Professionalism hours.\n\n\n\n\nToronto Human Rights and Accommodation Conference Workshop CPD\n\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\n\nHotels nearbyHilton145 Richmond Street West\nToronto\, ON\nM5H 2L2Visit hotel websiteOne King West Hotel1 King Street West\nToronto\, ON\nM5H 1A1Visit hotel websiteHyatt Regency Toronto370 King St W\,\nToronto ON\nM5V 1J9Visit hotel website
URL:https://lancasterhouse.com/event/toronto-human-rights-and-accommodation-conference-2025/
LOCATION:Vantage Venues\, 150 King Street West\, Toronto\, Ontario\, M5H 1J9\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/10/toronto-hra-banner-2025.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20250508T123000
DTEND;TZID=UTC:20250508T140000
DTSTAMP:20260404T081550
CREATED:20241115T201926Z
LAST-MODIFIED:20250430T184634Z
UID:15352-1746707400-1746712800@lancasterhouse.com
SUMMARY:Relative Accommodations: An update on family status discrimination (childcare\, eldercare\, spousal responsibilities\, etc.)
DESCRIPTION:The applicable test for prima facie discrimination on the basis of family status varies across jurisdictions\, creating uncertainty in the absence of definitive guidance from the Supreme Court of Canada. This panel will critically examine how decision-makers address the growing range of family status claims and explore emerging trends in this area of law. Specifically\, panelists will address: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat are the various tests for establishing prima facie discrimination based on family status in Canada — including the Moore\, Johnstone\, Misetech\, and Campbell River tests — and in which jurisdictions are they applied?\nWhat approach do decision-makers take to family status discrimination cases in Ontario? What is the Johnstone test and is it still good law? What is the impact of the Ontario Human Rights Tribunal’s Misetech v. Value Village Stores Inc. decision? What approach have decision-makers taken post Misetech?\nWhat is the current legal approach to family status discrimination in British Columbia? What impact has the B.C. Court of Appeal’s Gibraltar Mines decision had on family status discrimination claims in the province?\n\n\nWhat forms of caregiving fall under the scope of family status protection? Which relationships are protected? What types of activities\, responsibilities\, and obligations flowing from these relationships give rise to legal protection?\nWhat constitutes a serious interference with a family obligation such that it will amount to family status discrimination? How can employers and unions distinguish between protected family responsibilities and personal preferences?\nWhat kinds of accommodations have courts recognized as reasonable accommodations? What qualifies as “undue hardship” for an employer when it comes to family status accommodation?\nWhat are the emerging trends in damage awards for discrimination\, failure to accommodate\, and reprisals relating to family status claims?\n\nModerator\n  \n\n \nKrista Smith\nFounder\, Root & Branch – Workplace Conflict Resolutions Inc.\n \n\n\nSpeakers\n\n \nDayna Steinfeld\nUnion Counsel\nRavenlaw LLP \n\n\n \nMelanie Vipond\nEmployer Counsel\nGall Legg Grant Zwack \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/relative-accommodations-an-update-on-family-status-discrimination-childcare-eldercare-spousal-responsibilities-etc/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Relative-Accommodations2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20250520
DTEND;VALUE=DATE:20250522
DTSTAMP:20260404T081550
CREATED:20240820T164441Z
LAST-MODIFIED:20250516T173928Z
UID:14650-1747699200-1747871999@lancasterhouse.com
SUMMARY:Atlantic Labour Law Conference 2025
DESCRIPTION:Tuesday\, May 20\, 2025Workshop*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm AT\n(The schedule will run concurrently for all three workshops until 4:00 pm) \nFrom Conflict to Calm: Experts examine proactive and restorative strategies to address workplace conflict\n\n\n \nChris Hattie\nAssociate Vice-President of People and Culture\, Mount Saint Vincent University \n\n\n \nDaniel Wilband\nCounsel\nVanBuskirk Law \n\n\n \nShelley Roach Dumouchel\nDumouchel Dispute Resolution \n\n\nIn the modern polarized world\, how can employers and unions work together to effectively resolve and minimize workplace conflict before it escalates? This interactive workshop provides practical strategies for identifying and addressing conflict. Through panel discussions and hands-on exercises\, attendees will learn to: \n\nIdentify common sources of workplace conflict\, including personality clashes\, differing beliefs\, and interpersonal communication issues.\nUnderstand the distinct roles of unions and employers in resolving disputes\, investigating complaints\, and fostering a harmonious workplace.\nComply with legal requirements for addressing workplace conflict (e.g.\, health and safety requirements\, wrongful dismissal claims\, duties to investigate\, duties of fair representation\, duties to accommodate).\nRecognize when and how employers and unions must monitor or intervene\, including in circumstances where questionable behaviour occurs outside the workplace.\nDevelop clear workplace policies that outline acceptable behavior\, detail internal complaint procedures\, and set guidelines for initiating and conducting investigations and mediation processes.\n\nWednesday\, May 21\, 2025Introduction: 9:00 am – 9:05 am AT \nPanel 1: The Latest in Labour: Significant recent cases and legislative developments - 9:05 am – 10:20 am AT\n\n\n \nGeoffrey Breen\nEmployer Counsel\nCox & Palmer \n\n\n \nDale Darling\, K.C.\nMediator and Arbitrator \n\n\n \nChristina R. Kennedy\nSenior Labour Relations Counsel\nAir Line Pilots Association\, International \n\n\nIn this session\, experts will examine recent significant developments in federal and provincial labour law. Panelists will address the latest cases on topics including: \n\nthe legality of recent federal government interventions pausing or prohibiting strikes in the railway\, postal\, and other sectors;\nimplications of the Supreme Court’s decision in the Quebec Casino case denying collective bargaining rights to front line supervisors;\nQuebec Court of Appeal decision upholding role of unions in selection of interest arbitrators;\ndiscrimination\, harassment\, and accommodation;\nemployee expression of political views and/or religious beliefs at work;\ntrends in discipline and damage awards;\nupdates on privacy\, surveillance\, and monitoring;\nremote work — employer discretion and employee entitlement;\nissues of justification for substance use testing; and\noccupational health and safety — liability and damages.\n\nPanelists will also address recent legislative and regulatory developments\, such as: \n\nupdated government guidance regarding requirements under federal supply chain transparency legislation;\nnew collaborative return-to-work obligations introduced under Nova Scotia’s workers’ compensation legislation;\nNew Brunswick’s new accessibility legislation;\nnew sick leave employee entitlements and restrictions on employers’ entitlements to medical notes for short-term sick leave; and\nNew Quebec legislation on arbitrator selection and government powers to pause or prohibit strikes.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments in a changing economic and political landscape. \nBreak: 10:20 am – 10:35 am AT \nPanel 2: About Time: Examining time theft\, performance\, and productivity in the age of AI and remote work - 10:35 am – 11:35 am AT\n\n\n \nLucia DeMaio\nLabour Relations Lawyer\nAssociation of University of New Brunswick Teachers (AUNBT) \n\n\n \nChris Peddigrew\nArbitrator\, Mediator and Investigator \nPeddigrew Wade Law \nVice-Chairperson\nNewfoundland and Labrador Labour Relations Board \n\n\n \nTwila Reid\nEmployer Counsel\nStewart McKelvey \n\n\n \nJake van der Laan\nProfessor\nDepartment of Computer Science\nUniversity of New Brunswick \n\n\nCan employers monitor employee activity to ensure wages correspond to hours worked? In this webinar\, experts will examine the impact of AI and remote workplaces on work habits\, provide practical guidance on the scope and limitations of workplace surveillance\, and discuss arbitrator responses to claims of employee “time theft.” Panelists will address: \n\nWhat constitutes employee “time theft”?\nHow can AI be used for workplace surveillance? What steps should workplaces take to develop policies that comply with Bill C-27\, the Digital Charter Implementation Act (which includes the introduction of the Artificial Intelligence Data Act)?\nIs the nature of the workplace relevant when implementing surveillance? Is the sensitivity of the information relevant?\nIs reasonable suspicion of “time theft” required before implementing workplace surveillance? Can surveillance originally implemented for safety or security purposes be used to monitor employee productivity?\nIs the scope of surveillance different for remote workers?\nWhat disciplinary measures do adjudicators and arbitrators consider appropriate for “time theft”?\nAre there limits to an employer’s retention and use of employee information obtained through surveillance?\n\nBreak: 11:35 am – 11:50 am AT \nKeynote Speech by Michael Marin\, K.C. - Employee Privacy in the MUSH Sector and Beyond - 11:50 am – 12:20 pm AT\n\n\n \nMichael Marin\, K.C.\nDean and Associate Professor\nFaculty of Law\nUniversity of New Brunswick \n\n\nFollowing the Supreme Court’s judgment in York Region District School Board v. Elementary Teachers’ Federation of Ontario\, the extent to which s.8 of the Charter protects the privacy of employees in the public sector has become one of the most talked about workplace law issues in Canada. While labour arbitrators have long recognized the privacy rights of employees\, they often did so without explicit reference to the Charter. In addition\, York and other cases suggest that the Charter may soon extend to other workplaces in the “MUSH” sector\, notably universities\, which have long been considered Charter-free zones. At the same time\, the blending of personal and work-related uses of technology has resulted in a line of arbitral cases that applies Charter-like reasoning to private sector workplaces. \nThis presentation will discuss York‘s practical implications for both public and private sector workplaces. Although the Charter does not generally apply to the private sector\, the judgment’s emphasis on the employment context in assessing the reasonableness of a search is useful guidance. And the Supreme Court’s “Charter-always” approach will have implications for how counsel and arbitrators tackle cases that engage privacy concerns in the public sector. Overall\, these developments reflect a trend toward formalizing the recognition of employees’ right to privacy no matter where they work. But\, in typical Charter fashion\, this right is not absolute and may be invaded by employers for legitimate reasons and if personal information is not unduly exposed. \nLunch Break: 12:20 pm – 1:20 pm AT \nPanel 3: What's Fresh in Fact-Finding? The latest on best practices for fair and effective workplace investigations - 1:20 pm – 2:30 pm AT\n\n\n \nJudy Begley\nLawyer\, Workplace Investigator\, and Mediator\nBegley Law \n\n\n \nJoël Michaud\nUnion Counsel\nPink Larkin \n\n\n \nKathleen O’Neill\, K.C.\nEmployer Counsel\nCox & Palmer \n\n\nConducting workplace investigations is a delicate and complex process that demands fairness\, precision\, and a commitment to best practices. The panel will examine recent caselaw addressing workplace investigations and will explore key principles\, best practices\, and emerging guidance about conducting reasonable and effective investigations. The panel will address a series of questions including: \n\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nWhat are best practices for countering unconscious and implicit bias and otherwise ensuring stereotypes and discrimination do not impact the investigatory process?\nWhat is the role of the union in an investigation? What are the limitations of union involvement?\nHow much latitude do employers have to order investigations into off-duty conduct? Can workplace investigators request access to employees’ personal devices\, such as laptops or cellphones\, used primarily or exclusively for personal purposes?\nWhat strategies can workplace parties implement to address the challenges of conducting investigations in a remote work environment? Is there any proven or perceived benefit to conducting workplace investigations in-person?\nWhat lessons can be learned from recent caselaw about what information is protected in the investigative process?\nIn what circumstances have arbitrators given remedies for an employer’s failure to investigate allegations?\nWhat should employers and unions be looking for when reviewing investigation reports?\n\nBreak: 2:30 pm – 2:45 pm AT \nPanel 4: Is it Discrimination? Or Isn’t It? An interactive panel seeks answers from actual case studies - 2:45 pm – 4:00 pm AT\n\n\n \nGreg Anthony\nEmployer Counsel\nMcInnes Cooper \n\n\n \nCarey Majid\nExecutive Director\nNewfoundland and Labrador Human Rights Commission \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nIn this interactive session\, panelists will address scenarios based on real cases involving allegations of discrimination\, examining legal principles for identifying and addressing subtle\, systemic\, and complex forms of discrimination as well as meeting obligations such as the duty to accommodate. Panelists will address questions such as: \n\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhat contextual factors have decision-makers considered in determining whether conduct which may seem innocuous on its face is\, in fact\, a subtle form of discrimination?\nWhat matters should be considered in determining whether systemic discrimination has adversely impacted an employee?\nHow does the test for discrimination differ depending on the ground of discrimination that is alleged? For example\, what unique considerations apply when determining whether an employee has been discriminated against on the basis of religion?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nIn what circumstances will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\n\nScenarios will be finalized in the weeks leading up to the conference\, ensuring coverage of the most relevant cases. \nClosing remarks: 4:00 pm AT \nAtlantic Labour Law Conference Bundle: Conference + Pre-Conference Workshop$1\,495.00Read more	\n			\n  \nAtlantic Labour Law Conference – Pre-Conference Workshop$895.00Read more	\n			\n  \nAtlantic Labour Law Conference$995.00Read more	\n			\n  \nAtlantic Labour Law ConferenceConference Co-Chairs\n\n \nJamie Eddy\nEmployer Counsel\nCox and Palmer \n\n\n \nSophie Landry Mockler\nLegal Counsel\nNew Brunswick Union (NBU) \n\n\n \nLynne Poirier\nArbitrator/Mediator\nVice-Chairperson\nCanada Industrial Relations Board \n\n\nConference Advisory Committee\n\n \nBrenda Comeau\nUnion Counsel\nPink Larkin \n\n\n \nMichael Keliher\nLabour Relations Lawyer\nAssociation of University of New Brunswick Teachers (AUNBT) \n\n\n \nTracy McPhee\nLegal Counsel\nLabour Relations & Compensation Analysis\nHealth Association Nova Scotia \n\n\n \nIan Pickard\nEmployer Counsel\nMcInnes Cooper \n\n\nCPDConference CPD\n\n\n \n\nThis program has been approved by CPHR Nova Scotia for 5.25 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 5.25 Continuing Professional Development hours.\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 5.25 Continuing Professional Development hours.\nMembers of the CPHR PEI may consider counting this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nWorkshop CPD\n\n\n \n\nThis program has been approved by CPHR Nova Scotia for 5.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 5.3 Continuing Professional Development hours.\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 5.3 Continuing Professional Development hours.\nMembers of the CPHR PEI may consider counting this program for 5.3 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/atlantic-labour-law-conference-2025/
LOCATION:Virtual Event
CATEGORIES:Conference,Labour Law & Labour Policy
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250522T123000
DTEND;TZID=UTC:20250522T140000
DTSTAMP:20260404T081550
CREATED:20241115T202027Z
LAST-MODIFIED:20250430T184732Z
UID:15351-1747917000-1747922400@lancasterhouse.com
SUMMARY:The Consequences of Dishonesty: At what point does dishonesty become a fireable offence or preclude reinstatement? Does it depend on the context?
DESCRIPTION:Dishonesty and breaches of trust are among the most serious types of workplace misconduct\, often justifying disciplinary action. But when does dishonesty rise to the level of justifying termination? In this session\, practitioners will examine the factors that arbitrators and courts consider when deciding whether dishonest behaviour warrants termination. Specifically\, panelists will address: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nWhat approach do Canadian courts and labour arbitrators take when considering whether or not to uphold a discharge for dishonest conduct? When is “automatic discharge” warranted?\nWhat guidance do labour arbitrators provide about the relevance of mitigating and aggravating factors in cases of dishonesty and breach of trust? What is the impact of the Supreme Court’s McKinley decision in which the Court held that discipline must be proportional to the particular form of dishonesty involved?\nWhat evidence is required to establish that an employee has engaged in dishonest behaviour? What responsibility does the grievor have to provide an exculpatory explanation? What is the “duty to explain” and how does it interact with the burden of proof in dishonesty cases?\n\n\nHow will arbitrators view the dishonest recording of attendance or the dishonest use of sick time?\nHow do arbitrators view misuse of worktime? When does it rise to the level of time theft? Are some kinds of misuse of worktime more serious than others?\nWill off-duty dishonest conduct that is criminal in nature justify discharge? If it is unrelated to the employee’s job?\nWhere dishonesty is causally related to an employee’s disability\, must the employer accommodate the employee rather than dismissing the employee?\n\nModerator\n\n \nJames Cameron\nArbitrator/Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n  \n\n \nGreg Bartel\nUnion Counsel\nMyers LLP \n\n\n \nDaniel Weber\nEmployer Counsel\nMcLennan Ross LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/the-consequences-of-dishonesty-at-what-point-does-dishonesty-become-a-fireable-offence-or-preclude-reinstatement-does-it-depend-on-the-context/
LOCATION:Virtual Event
CATEGORIES:Webinar
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DTSTART;TZID=America/Toronto:20250603T123000
DTEND;TZID=America/Toronto:20250626T160000
DTSTAMP:20260404T081550
CREATED:20250228T183941Z
LAST-MODIFIED:20250605T183915Z
UID:16138-1748953800-1750953600@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Spring/Summer 2025 (Virtual Program)
DESCRIPTION:In association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader \n\nDaphne Taras\nProfessor Emerita\nToronto Metropolitan University (TMU) \nProgram Faculty \n\n\n \nLeanne Anderson\nMember Services Officer\, Advocacy\nUBC Association of Administrative and Professional Staff \n\n\n \nSharan Basran\nChief Legal Officer\, Legal Counsel\nOntario Nurses’ Association (ONA) \n\n\n \nAlex Brat\nSenior Executive Director\, Labour Relations\nUniversity of Toronto \n\n\n \nBruce Curran\nAssociate Professor\nFaculty of Law\nUniversity of Manitoba \n\n\n \nChris Davidson\nLawyer & Workplace Investigator\nTurnpenney Milne LLP \n\n\n \nShana French\nEmployer Counsel\nLittler LLP \n\n\n \nAvner Levin\nProfessor\nLincoln Alexander School of Law\nTed Rogers School of Management\nToronto Metropolitan University (TMU) \n\n\n \nNiki Lundquist\nSenior Director of Equity and Education\nUnifor \n\n\n \nIan Mackenzie\nWriter\, Trainer\, Consultant\, and Facilitator \n\n\n \nDionne Pohler\nAssociate Professor\nUniversity of Saskatchewan \n\n\n \nShannon Sproule\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nJim Stanford\nEconomist and Director\nCentre for Future Work\nAustralia Institute \n\n\n \nBob Thompson\nProfessor\, Human Resources\nSeneca Polytechnic \n\n\n\nProgram\nThe Labour Relations Certificate Program\, presented by Toronto Metropolitan University and Lancaster House\, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces. \nTaught by Canada’s leading labour relations scholars and practitioners\, this program combines theory\, leading research\, and professional experience to provide an education that has immediate application in participants’ workplaces. \n\nAccess to leading Canadian experts in a small-group setting\nActive learning through group discussion\, case studies\, and simulations\nBalanced coverage of labour and management points of view\nManagement\, union\, and neutral attendees learn together\nExposure to diverse opinions and extensive knowledge of fellow participants\nVariety of speakers (academics\, lawyers\, practitioners\, subject-matter experts)\n\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n\n2025 Spring/Summer Schedule† \nThe Spring/Summer 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 4 weeks\, and will take place on Tuesdays and Thursdays from 12:30 p.m. to 4 p.m. ET beginning June 3\, 2025. \n\nSample Agenda\n\nVideo\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours\, per session.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours\, per session.\n\n\n\n\nThis program has been approved for 3.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA)\, per session\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Law Society of Ontario may consider counting this program for 3.5 substantive hours; 0 professionalism hours\, per session.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours\, per session.
URL:https://lancasterhouse.com/event/labour-relations-certificate-spring-summer-2025-virtual-program/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250605T123000
DTEND;TZID=UTC:20250605T140000
DTSTAMP:20260404T081550
CREATED:20241115T202103Z
LAST-MODIFIED:20250605T135946Z
UID:15350-1749126600-1749132000@lancasterhouse.com
SUMMARY:Annual Update on Gender Equity: The latest cases and legislative developments
DESCRIPTION:In this webinar\, practitioners will examine recent noteworthy cases and legislative developments relating to gender equity in the workplace. Speakers will address questions such as: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n  \n\nWhen can an employer discipline\, an employee for expressing controversial or discriminatory views regarding gender equity at work? What rights and restrictions exist with respect to employees expressing views regarding gender equity in the workplace? When will free speech rights prevail?\nWhat factors relating to gender equity have been found to render hiring processes discriminatory in recent cases? How can employers and unions ensure that hiring and promotion processes are equitable and do not reinforce systemic barriers to advancement?\nWhat trends in discipline and damages are emerging in recent cases dealing with sexual harassment and discrimination on the basis of sex\, gender\, sexual orientation\, and/or family status?\nWhat lessons can be learned from recent cases addressing the procedure for investigating discrimination and harassment claims related to gender equity concerns?\nHow have arbitrators\, courts\, and human rights tribunals resolved evidentiary challenges relating to establishing sexual harassment and discrimination on the basis of sex\, gender\, sexual orientation\, and/or family status? Is direct evidence of discrimination required? When may expert evidence be necessary?\n\n\n\nWhen will an employer’s refusal to allow an employee to work from home be considered discriminatory on the basis of the employee’s pregnancy and/or family status?\nWhat lessons can be learned from recent cases addressing legislative pay equity requirements? For example:\n\nAre employers required to disclose information on an ongoing basis relating to the maintenance of legislative pay equity?\nWhen are disputes regarding legislative pay equity requirements grievable/arbitrable?\n\n\nWhat federal and provincial legislative initiatives have recently been enacted addressing issues of gender equity? For example\, which provinces have recently passed pay transparency legislation and how do these legislative enactments differ in their requirements? What changes have been implemented through Ontario’s Working for Workers legislation? What is the status of the federal government’s proposed amendments to the federal Employment Equity Act?\n\n\n\nFinal selection of topics will take place in the weeks leading up to the webinar\, ensuring coverage of the latest and most newsworthy developments. \nModerator \n\n\n \nHeather Hoiness\nStaff Lawyer\nBC Office of the Human Rights Commissioner \n\n\n\nSpeakers \n\n\n \nKristine Barr\nLegal Representative\,\nCanadian Union of Public Employees (Manitoba Regional Office) \n\n\n \nLauren Jamieson\nPartner\nEmond Harnden LLP \n\n\n \nNatasha Savoline\nPartner and Investigations Practice Lead\nBernardi Law \n\n\n\nAccreditation \nCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/annual-update-on-gender-equity-the-latest-cases-and-legislative-developments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Annual-Update-on-Gender-Equity-The-latest-cases-and-legislative-developments.jpg
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20250612
DTEND;VALUE=DATE:20250614
DTSTAMP:20260404T081550
CREATED:20240813T154727Z
LAST-MODIFIED:20250612T134137Z
UID:14571-1749686400-1749859199@lancasterhouse.com
SUMMARY:43rd Annual Calgary Labour Arbitration and Policy Conference
DESCRIPTION:Navigating Labour Relations\, Arbitration\, and Employment Policies in AlbertaWhat is the Calgary Labour Arbitration and Policy Conference 2025?The Calgary Labour Arbitration and Policy Conference 2025 is designed to provide HR professionals\, labour relations specialists\, legal practitioners\, and union representatives with the latest insights into labour arbitration\, employment law\, and workplace policies. Hosted by Lancaster House\, this two-day conference offers a comprehensive program featuring expert-led workshops\, keynote speeches\, and interactive sessions focused on the unique challenges and developments in Alberta’s labour landscape. \nPre-Conference Workshop – Calgary Labour Arbitration and Policy ConferenceRead more	\n			\n  \nCalgary Labour Arbitration and Policy Conference & Pre-Conference WorkshopRead more	\n			\n  \nCalgary Labour Arbitration and Policy ConferenceRead more	\n			\n  \nWhat We’re CoveringThis year’s conference addresses critical topics shaping the future of labour relations and employment policies: \n\nEssentials of Advocacy in Mediation – Strategies for effective preparation and delivery in the mediation process. \n\nConducting Fair and Bias-Free Investigations – Practical approaches to ensure integrity and impartiality in workplace investigations. \n\nAccommodating Elusive Disabilities – Best practices for obtaining medical information and creating appropriate accommodations. \n\nLabour Relations in Uncertain Times – Exploring the implications of economic and political climates on the world of work. \n\nTechnological Change and Workplace Privacy – Addressing issues related to surveillance\, monitoring\, and privacy in the digital age. \n\nImplementing Equity\, Diversity\, and Inclusion (EDI) – Strategies for fostering inclusive environments within unionized workplaces. \nWho Should Attend?This conference is tailored for professionals involved in labour relations and employment law: \n\nHR Managers and Directors – Enhance your understanding of arbitration processes and policy development. \n\nLabour Relations Specialists – Stay informed on the latest arbitration cases and legislative changes. \n\nLegal Practitioners – Gain insights into emerging trends and case law in labour and employment sectors. \n\nUnion Representatives – Learn effective advocacy and negotiation strategies. \n\nCorporate Executives – Understand the impact of labour policies on organizational operations. \nKey Learning OutcomesBy attending\, you will: \n\nDevelop skills to conduct impartial and thorough workplace investigations. \n\nUnderstand legal requirements and best practices for accommodating disabilities. \n\nAnalyze the impact of economic and political factors on labour relations. \n\nNavigate challenges posed by technological advancements in workplace privacy. \n\nImplement effective EDI initiatives within unionized environments. \nWhy Choose Lancaster House?With a legacy of excellence in legal publishing and labour arbitration insights\, Lancaster House is committed to delivering high-quality educational experiences. Our conferences are curated by leading experts\, ensuring participants receive current\, relevant\, and practical information applicable to their professional roles. \n\nExpert-Led Sessions – Learn from distinguished professionals in labour law and arbitration. \n\nComprehensive Materials – Access detailed resources and case studies. \n\nNetworking Opportunities – Connect with peers and industry leaders. \n\nPractical Insights – Gain strategies ready for immediate implementation. \nThursday\, June 12\, 2025Breakfast: 8:00 am – 8:40 am MT \nIntroductory remarks: 9:00 am – 9:10 am MT \nPre-Conference Concurrent Workshops (Choice of 1 of 3)*Workshops sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm MT\n(The schedule will run concurrently for all three workshops until 4:00 pm) \nWorkshop 1 - Essentials of Advocacy in the Mediation Process: Strategy\, preparation and delivery \n\n\n \nWilson Chan\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nPaulette DeKelver\nMediator\nDeKelver Dispute Resolution \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\n \nBruce Moffatt\nMediator\nBM consulting \n\n\nThe ability to use mediation to successfully resolve grievances is essential for labour relations practitioners and requires effective preparation\, strong negotiation and advocacy skills\, and attention to the needs and interests of each party. In this workshop\, panelists will provide expert guidance on representing workplace parties at mediation. The session will cover practical skills and key legal concepts\, equipping attendees to: \n\nRecognize how power imbalances and “invisible” barriers may impact the mediation process and take steps to address those barriers;\nDetermine when it is appropriate to use mediation to seek to resolve a grievance;\nSelect a mediation process (such as mediation-arbitration versus distinct mediation and arbitration processes) and select an appropriate mediator;\nPrepare for the mediation strategically and thoroughly;\nCommunicate effectively and use different negotiating styles to relay a position and bridge impasses;\nUnderstand and leverage opposing parties’ interests and objectives;\nApply key legal and practical considerations in crafting settlement agreements; and\nRecognize when settlement is unlikely and arbitration is necessary.\n\nAttendees will work together on an interactive exercise guided by the workshop facilitators\, allowing participants to apply principles and practice skills learned throughout the day in a supportive setting. \nWorkshop 2 - Conducting Effective\, Fair\, and Bias-Free Investigations: A practical\, hands-on workshop \n\n\n \nSylvie Lang\nLawyer and Workplace Investigator\nSouthern Butler Price \n\n\n \nJackie Laviolette\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nMaryna McTague\nUnion Counsel\nSeveny Scott \n\n\nWorkplace investigations are essential for addressing harassment and discrimination\, but if mishandled\, they can cause further harm to employee well-being and lead to the loss of valuable employees. This full-day workshop offers hands-on scenarios and practical insights to ensure fair\, effective investigations that strengthen workplace culture. The panel will explore the following questions: \n\nIdentify procedural mistakes that can render investigations inadequate;\nUnderstand how adjudicators assess and award damages for an employer’s failure to investigate;\nEvaluate when to conduct an internal investigation versus retaining an external investigator;\nRecognize signs of trauma in complainants and witnesses and adapt investigative approaches accordingly;\nApply interview techniques that encourage participation while minimizing re-traumatization;\nEnsure investigations accommodate employees with disabilities\, language barriers\, and other diverse needs;\nImplement practical steps to protect involved parties during an ongoing investigation;\nEnhance transparency in investigative decision-making processes; and\nExplore ways unions and management can support workplace positive workplace relations after an investigation.\n\nWorkshop 3 - Disabilities that Elude Diagnosis: Obtaining medical information\, creating appropriate accommodations \n\n\n \nGreg Francis\nArbitrator and Mediator \n\n\n \nApril Kosten\nEmployer Counsel\nDentons LLP \n\n\n \nDr. Maryana Kravtsenyuk\nAssistant Clinical Professor Department of Psychiatry\nUniversity of Alberta \n\n\n \nCherie Langlois-Klassen\nUnion Counsel\nBlair Chahley Klassen \n\n\nAn employer’s duty to accommodate an employee’s disability can apply even without a formal diagnosis. This session explores the challenges of complex disabilities\, offering guidance on appropriate inquiries\, effective accommodations\, and when undue hardship has been established. Participants will engage in practical scenarios and leave this session with an understanding of key issues\, including: \n\nWhat it means to have a medical condition that eludes diagnosis;\nRequirements for establishing a disability and how this applies to disabilities that are difficult to diagnose;\nWhat information an employer is entitled to in the accommodation process for difficult-to-diagnose disabilities and how employers can approach asking for this information;\nWhat information an employee must and/or should provide in the accommodation process for these disabilities;\nHow employers and unions can approach accommodation where information and expertise may be scarce\, the disability difficult to diagnose\, and/or more information than provided is needed;\nHow employers can distinguish between difficult-to-diagnose disabilities and sick leave abuse;\nThe role of the employer\, employee\, and union in accommodating disabilities that are difficult to diagnose;\nHow employers should respond to requests for accommodation prior to an official diagnosis and colleague complaints regarding these accommodations;\nSuggested accommodations for common difficult-to-diagnose conditions; and\nWhen undue hardship has been established.\n\nConferenceSponsored by:Conference registration includes access to an evening networking reception and plenary on June 12\, as well as three plenary sessions and your choice of two concurrent sessions on June 13. \nCocktail networking reception: 5:00 pm – 7:00 pm MT \nIntroductory remarks by co-chairs: 7:00 pm – 7:05 pm MT \nKeynote Speech by The Honourable Justice Michele H. Hollins - Lessons from my Breakdown - 7:05 pm – 7:35 pm MT\n\n\n \nThe Honourable Justice Michele H. Hollins\n\n\nLessons from my Breakdown \nBreak: 7:35 pm – 7:45 pm MT \nEvening Plenary - Labour Relations in Uncertain Times: Exploring the implications of the economic and political climate for the world of work - 7:45 pm – 9:00 pm MT\n\n\n \nTricia Gibbs\nLabour Relations Officer\nUnited Nurses of Alberta (UNA) \n\n\n \nChantel Kassongo\nEmployer Counsel\nNeuman Thompson \n\n\n \nCharles St-Arnaud\nChief Economist\nCredit Union Central Alberta \n\n\n \nTrevor Tombe\nProfessor\nDepartment of Economics\nUniversity of Calgary \n\n\nIn an era of economic uncertainty and political change\, unions and employers must address evolving labour policies\, geopolitical pressures\, and shifting worker expectations. The panel will examine key economic and political trends shaping collective bargaining and workplace relations in 2025\, specifically addressing: \n\nWhat short- and long-term economic and political trends are predicted in 2025 in Alberta? In Canada?\nHow are broader geopolitical events\, including global economic instability\, supply chain disruptions\, rail strikes\, and international trade agreements\, affecting labour relations and economic security for workers in Alberta and across Canada?\nHow will U.S. tariffs on Canadian goods and services impact workplace stability and collective bargaining in Alberta\, and what ongoing effects can be expected? What strategies can unions and employers implement to navigate these challenges?\nWhat changes can be expected to employment standards and regulations on strike activity\, and how will they influence bargaining strategies?\nWhat key demands are emerging at the bargaining table in the current climate? How are debates on workplace rights\, AI\, remote work\, EDI\, gig work\, job security\, and social justice influencing priorities at the bargaining table?\nHow can unions and employers address the growing political polarization in workplaces\, especially when employees have diverging views on economic policy\, government intervention\, and labour rights?\n\nFriday\, June 13\, 2025Breakfast: 8:00 am – 8:40 am MT \nIntroductory remarks by co-chairs: 8:40 am – 8:45 am MT \nPlenary 2 - The Latest in Labour Law: Significant recent cases and legislative developments - 8:45 am – 10:00 am MT\n\n\n \nBob Blakely\nUnion Counsel\nBlakely + Dushenski Legal Counsel \n\n\n \nKaren Scott\nArbitrator/Mediator \n\n\n \nJean Torrens\nEmployer Counsel\nMLT Aikins LLP \n\n\nIn this session\, panelists will delve into recent significant developments in federal and provincial labour law\, exploring guiding principles and emerging trends in a changing world of work. Panelists will address the latest cases on topics including: \n\nthe legality of recent federal government interventions pausing or prohibiting strikes in the railway\, postal\, and other sectors;\nimplications of the Supreme Court’s decision in the Quebec Casinos\, case denying collective bargaining rights to front line supervisors;\na recent Quebec Court of Appeal decision upholding the role of unions in the selection of interest arbitrators;\ndiscrimination\, harassment\, and accommodation;\nemployee social media use and expression of political views and/or religious beliefs at work;\ntrends in discipline and damages awards;\nremote work – employer discretion and employee entitlement; and\nissues of justification for substance use testing.\n\nPanelists will also address recent legislative and regulatory developments\, such as: \n\nupdated government guidance regarding requirements under federal supply chain transparency legislation;\nupdates to Alberta’s access to information and privacy legislation\, including new obligations regarding reporting privacy breaches\, notice requirements regarding the use of automated decision-making\, and new powers to disregard access to information requests in certain circumstances;\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba; and\nnewly proposed legislation in Quebec on arbitrator selection and government powers to pause or prohibit strikes.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments in a shifting socioeconomic and political landscape. \nMorning break: 10:00 am – 10:15 am MT \nPlenary 3 - Bargaining Chips and Microchips: Addressing technological change\, surveillance\, monitoring\, and privacy in the workplace - 10:15 am – 11:20 am MT\n\n\n \nMark Asbell\nArbitrator\, Mediator\, and Adjudicator\nAsbell Dispute Resolutions \n\n\n \nDr. Gideon Christian\nUniversity Excellence Research Chair (AI and Law)\nFaculty of Law\nUniversity of Calgary \n\n\n \nClayton Cook\nUnion Counsel\nMcGown Cook \n\n\n \nVicki Giles\nEmployer Counsel\nMcLennan Ross LLP \n\n\nHow can workplaces ensure that their use of technology complies with existing employee privacy and human rights laws while also navigating emerging legal and technological uncertainties? The panel will explore the potential impact of emerging artificial intelligence (AI) and surveillance technologies on employee privacy and productivity\, and how workplaces can address these challenges in collective agreements. Specifically\, the panel will address: \n\nHow have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity? What lessons can be learned from these decisions when negotiating collective agreement language?\nWhat current issues related to using technology in the workplace\, particularly the use of AI\, should employers and unions address through collective bargaining?\nAre employees entitled to information about how their employer is using AI\, monitoring\, and surveillance technologies? What role do unions have in what employee information employers collect and how it is used?\nHow can collective bargaining be used to protect against the risks of emerging technologies such as “algorithmic management” and address the relevant concerns of both employers and unions?\nDoes the use of emerging surveillance technology make it more difficult for employers to ensure they are avoiding employee privacy breaches\, particularly in terms of the limits on off-duty surveillance? How should the limits on off-duty surveillance be addressed through collective agreement language?\nWhat language should be included in collective agreement provisions addressing AI\, technology\, and employee privacy?\n\nBreak: 11:20 am – 11:35 am MT \nConcurrent Sessions (Choice of 2 of 3) Concurrent 1 - What’s Fresh in Fact-Finding? The latest on best practices in workplace investigations\n\n\n \nDana Christianson\nUnion Lawyer\nSeveny Scott \n\n\n \nSarah Coderre\nCounsel\nBow River Law \n\n\n \nJennifer Hawkins\nPartner\nSouthern Butler Price LLP \n\n\nIn this panel\, experts will examine recent cases addressing workplace investigations and explore key principles and best practices towards conducting fair\, adequate\, and effective investigations into human rights related allegations. The panel will address: \n\nWhat lessons can be learned from recent cases as to what constitutes a fair and adequate investigation process? What procedural flaws have been found to render an investigation unfair or inadequate?\nTo what extent are investigations privileged? How should employers navigate issues of privilege and confidentiality when conducting workplace investigations? How can investigators protect an employee’s privacy rights during a workplace investigation?\nHow can employers best determine who should lead an investigation? How much should independence factor into who should investigate workplace incidents and harassment? When should an external investigator be retained?\nHow can investigators address systemic inequalities and unconscious biases in the workplace during the fact-finding process? How does adopting a trauma-informed approach to conducting witness interviews affect an investigation?\nWhat measures should an employer take when an allegation is not substantiated? Does the union have a role in restoring workplace harmony following an unsubstantiated investigation?\n\nConcurrent 2 - Compliance and Compassion: Providing representation while accommodating disabilities and meeting professional obligations\n\n\n \nKara O’Halloran\nUnion Counsel\nChivers Carpenter \n\n\n \nJeremy Schick\nVice-Chair\nAlberta Labour Relations Board \n\n\n \nJill Wilkie\nEmployer Counsel\nMiller Thomson LLP \n\n\nNavigating the complexities of representing employees who may seem “difficult to work with” (e.g. combative\, non-responsive\, or invested in their matter to an above-average degree) requires a balance of compassionate representation and adherence to legal obligations. Panelists will provide practical guidance for labour relations professionals in handling these sensitive situations. Topics to be addressed include: \n\nWhat key rules of professional conduct establish obligations when representing grievors? What legal duties apply to union representatives?\nWhat signs may indicate that an employee has a mental health condition or other disability impacting their conduct while being represented? How can parties distinguish a “vexatious” grievor from an individual who simply needs additional support?\nHow should representatives respond when the employee being represented is exhibiting behavior such as being hostile or non-responsive\, and/or exhibiting diminished capacity? What legal duties do representatives have in this context?\nHow might trauma\, cultural factors\, or previous experiences of discrimination impact the way an individual acts throughout a complaint? How can representatives approach helping grievors navigate through these issues?\nHow can representatives ensure that their own biases do not impact their representation? Are there circumstances where a representative should refuse or step away from representing a grievor?\n\nConcurrent 3 - From Resolution to Results: Implementing EDI in the unionized workplace\n\n\n \nSania Chaudhry\nInvestigator\nUBC Investigations Office \n\n\n \nSteve Durrell\nRegional Executive Officer – Alberta\nUnited Steelworkers Local 1944 \n\n\n \nJames Demers\nSenior Strategist and Trainer\nCanadian Equality Consulting \n\n\nCanadian workplaces are increasingly recognizing the need to apply the principles of equity\, diversity\, and inclusion (EDI) in their policies and practices. In this panel\, experts will provide practical guidance on how employers and unions can foster a work environment that ensures the full and fair participation of employees. Questions discussed will include: \n\nIn what ways does systemic racism manifest in the workplace? What factors should be considered in determining whether systemic discrimination has adversely impacted an employee?\nHow have arbitrators and human rights tribunals resolved evidentiary and credibility challenges when determining whether discrimination has occurred?\nWhen will a rule or standard that on its face appears to be discriminatory be justified as a bona fide occupational requirement? When will accommodating an employee amount to undue hardship?\nWhen will employers be held liable for the discriminatory conduct of employees toward other employees in the workplace?\nAre changing social contexts affecting how workplace parties approach the task of preventing and responding to discrimination and harassment? What is the role of diversity and inclusion training?\nWhat are the required features of an effective workplace policy on discrimination? How can employers ensure their violence and harassment policies are compliant with upcoming amendments to Alberta’s Occupational Health and Safety Code?\n\nConcurrent Session: 11:35 am – 12:35 pm MT \nLunch: 12:35 pm – 1:45 pm MT \nConcurrent Session: 1:45 pm – 2:45 pm MT \nAfternoon break: 2:45 pm – 3:00 pm MT \nPlenary 4 - Discrimination and Harassment at Arbitration: Experts examine key cases\, evolving arbitral perspectives\, evidentiary considerations\, and more - 3:00 pm – 4:15 pm MT\n\n\n \nDamon Bailey\, K.C.\nPartner\nMcLennan Ross LLP \n\n\n \nLeanne Chahley\nUnion Counsel\nBlair Chahley Klassen \n\n\n \nAndrew C.L. Sims K.C.\nArbitration & Mediation \n\n\nIn this session\, panelists will explore evolving arbitral perspectives with respect to discrimination and harassment and examine systemic barriers in grievance and arbitration processes. Specifically\, panelists will discuss: \n\nHow does systemic discrimination influence decisions about how grievances are handled\, including which should proceed to arbitration?\nWhat do recent decisions suggest about how arbitral approaches are evolving with respect to discrimination and harassment claims? Are damage awards increasing? Is there a greater willingness to impose discipline?\nHow have arbitrators and other decision-makers resolved evidentiary and credibility challenges when determining whether discrimination or harassment has occurred? What evidence must be presented at arbitration to such claims? When is it necessary or appropriate to present expert evidence?\nHow can trauma\, cultural factors\, or experiences of discrimination impact the way in which a witness delivers evidence? How can bias and stereotypes impact a decision-maker’s assessment as to credibility?\nShould parties use non-disclosure agreements or clauses when settling discrimination- or harassment-related grievances? Is legislative prohibition of NDAs a likely prospect?\nWhat policy updates should employers and unions implement to address discrimination and harassment claims and ensure that such grievances are not improperly prevented from reaching arbitration?\n\nCalgary Labour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nDavid Lardner\nUnion Representative\, Disputes and Arbitration\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nErin Ludwig\nAssociate General Counsel Labour and Employment\nAlberta Health Services (AHS) \n\n\n \nJames Casey\nArbitrator and Mediation\nLabour Arbitration+Mediation \n\n\nConference Advisory Committee\n\n \nCheryl Yingst Bartel\nArbitrator/Mediator\nYingst Bartel ADR Inc. \n\n\n \nMaurice Dransfeld\nEmployer Counsel\nMcLennan Ross \n\n\n \nTom Hesse\nPresident\nUFCW Local 401 \n\n\n \nJacqueline Lacasse\nGeneral Counsel and VP People & Culture\nUniversity of Calgary \n\n\n \nNatalia Makuch\nUnion Counsel\nChivers Carpenter Lawyers \n\n\n \nJeremy Schick\nVice-Chair with the Labour Relations Board \n\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 7.3 Continuing Professional Development hours.\n\nWorkshop CPD\n\n\nEach Pre-Conference Workshop has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/calgary-labour-arbitration-and-policy-conference-2025/
LOCATION:Sheraton Suites Calgary Eau Claire\, 255 Barclay Parade Southwest\, Calgary\, Alberta\, T2P 5C2\, Canada
CATEGORIES:Conference,Labour Arbitration and Policy Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250619T123000
DTEND;TZID=UTC:20250619T140000
DTSTAMP:20260404T081550
CREATED:20241115T202156Z
LAST-MODIFIED:20250610T214652Z
UID:15349-1750336200-1750341600@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Employee medical information for sick leave\, accommodation\, and return-to-work – When and what medical information can employers request?
DESCRIPTION:In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will review key principles governing the collection of employee medical information in unionized workplaces. \nThe webinar will address questions including: \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \n\nDoes the type and scope of information that employers can request differ depending on the purpose for which the information is being collected (e.g. in relation to benefits administration\, sick leaves\, accommodation\, attendance management\, or certification of fitness and return to work)?\nIs an employer entitled to information regarding an employee’s condition? Or only about any restrictions on job duties?\nWhat can employers or unions do when medical information is based largely on self-reporting? Must employees provide “objective evidence” of their conditions\, such as the results of a medical test or standardized clinical measure?\nCan workplace parties request more specific information where the information provided is vague\, deficient\, or contradictory?\n\n\nWhen is it permissible to request that an employee provide a specialist report or undergo an independent medical examination? What is the union’s role when this has been requested?\nAre employers or unions entitled to communicate directly with an employee’s physician or require the employee be authorized to do so or provide a “blanket release” of employee medical information?\nIn what circumstances have arbitrators found standardized medical forms to be overbroad or otherwise inappropriate?\nHow should employers and unions respond where an employee fails to provide medical information that has legitimately been requested?\n\nModerator\n\n \nArvin Asadi\nLawyer and Workplace Investigator\nSouthern Butler Price \n\n\nSpeakers\n\n \nPhilip Abbink\nUnion Counsel\nCavalluzzo LLP \n\n\n \nMarc Rodrigue\nPartner\, Fasken Martineau DuMoulin LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-employee-medical-information-for-sick-leave-accommodation-and-return-to-work-when-and-what-medical-information-can-employers-request/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/11/Lancasters-Workplace-Essentials-Employee-medical-information-for-sick-leave.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250717T123000
DTEND;TZID=America/New_York:20250717T140000
DTSTAMP:20260404T081551
CREATED:20250128T190418Z
LAST-MODIFIED:20250626T154032Z
UID:15675-1752755400-1752760800@lancasterhouse.com
SUMMARY:Testing\, Testing\, One-Two-Three: The latest word on workplace drug and alcohol tests
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nProgramDrug and alcohol testing can be key to workplace safety\, but raises challenges of balancing safety and privacy rights. This webinar will explore justification for drug and alcohol testing\, accommodation processes\, reasonable cause testing\, and post-incident testing. Specifically\, the following questions will be addressed: \n\nWhen can employers request that an employee submit to reasonable cause or post-incident testing?\nWhen is pre-placement\, pre-access\, and random testing justified? Does this analysis differ for safety-sensitive positions?\nWhat are recent examples of alcohol and drug testing or monitoring mechanisms that are deemed a) minimally intrusive and justified or b) excessively intrusive and in violation of privacy rights?\nWhat privacy rules must employers adhere to when requesting drug and alcohol tests or utilizing monitoring mechanisms?\n\n\nCan an employer require that employees undertake treatment for alcohol or substance use disorder as part of an accommodation process? Can an employer designate a specific treatment program even if an employee provides an alternative treatment option? Can an employer enforce monitoring mechanisms?\nCan employers impose discipline for alcohol or substance use without inquiring about an employee’s disability? What if an employee does not disclose a disability requiring accommodation? What is the role of the union in this process?\n\nModerator\n\n \nDavid Jewitt\nPrincipal\nJewitt Arbitration & Mediation Services Inc. \n\n\nSpeakers\n\n \nJames Green\nEmployer Counsel\nCox and Palmer \n\n\n \nRebecca Kantwerg\nUnion Counsel\nVictory Square Law LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/testing-testing-one-two-three-the-latest-word-on-workplace-drug-and-alcohol-tests/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Testing-Testing-One-Two-Three-banner-2.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250731T123000
DTEND;TZID=America/New_York:20250731T140000
DTSTAMP:20260404T081551
CREATED:20250128T190630Z
LAST-MODIFIED:20250723T182320Z
UID:15676-1753965000-1753970400@lancasterhouse.com
SUMMARY:Clothes Encounters: Balancing safety\, accommodation\, and management rights in workplace dress code policy
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nProgramHow can workplaces effectively develop and enforce dress code policies that meet business needs while complying with human rights and safety obligations. Specifically\, the panel will discuss: \n\nWhat is the purpose of workplace dress codes\, and how can organizations ensure that they are reasonable\,effective\, and enforceable?\nWill courts or tribunals find that requiring an employee to remove religious attire to comply with a dress code was discriminatory?\nTo what extent can employers regulate or restrict employees from wearing clothing or accessories indicating personal beliefs or affiliations (e.g.\, wearing union insignia or attire with political slogans)?\nCan employers regulate the grooming habits of employees? In what circumstances\, if any\, can an employer restrict the use of make-up or jewelry\, or the visibility of tattoos and body modifications in the workplace?\n\n\nAre dress code policies enforceable for remote workers? Can employers enforce dress code policies for positions that don’t involve client or public interaction?\nCan dress code policies regulate how employees dress outside of work hours?\nMust employees comply with the “work now\, grieve later” principle when asked to alter their appearance (e.g. remove false nails\, shave a beard\, remove piercings\, etc.)?\nWhat are best practices for employers and unions when addressing an employee’s non-compliance with dress code policies? Will past inconsistent enforcement of dress code policies affect discipline and/or enforcement?\n\nModerator\n\n \nLisa Gallivan\nArbitrator\, Mediator and Workplace Investigator \n\n\nSpeakers\n\n \nJaime Hoopes\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nChetan Muram\nDewart Gleason LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/clothes-encounters-balancing-safety-accommodation-and-management-rights-in-workplace-dress-code-policy/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250814T123000
DTEND;TZID=America/New_York:20250814T140000
DTSTAMP:20260404T081551
CREATED:20250128T190726Z
LAST-MODIFIED:20250814T140635Z
UID:15677-1755174600-1755180000@lancasterhouse.com
SUMMARY:Responding to Employees in Distress: Recognizing and responding to mental health crises at work
DESCRIPTION:$595.00Add to cart	\n			\n  \nProgramIf a mental health emergency occurred at work today\, would you and your organization know how to respond? In this webinar\, expert panelists will examine key legal obligations and provide essential guidance in proactively addressing mental health crises in the workplace. The webinar will examine questions including: \n\nWhat signs may indicate that an employee is struggling with a mental health issue? How can these concerns be identified for employees working remotely? When may the “duty to inquire” arise and what steps must employers and unions take to fulfill this duty?\nHow\, where\, and when should employers or union representatives ask someone if support and/or accommodation is needed for a mental health issue? How should managers and union representatives engage with someone who is reluctant to discuss a possible mental illness or disability?\nDoes an employer’s duty to provide a safe work environment extend to ensuring psychological safety at work? What steps can organizations take to create workplaces where employees feel able to come forward before reaching a crisis point?\n\n\nWhat signs may indicate that an employee is in crisis and what steps should be taken in response? For example\, how should employers and union representatives respond when an employee:\n\n\n\n\nExperiences a panic attack?\nEngages in or expresses thoughts of self-harm or suicide?\nAppears out of touch with reality or intoxicated?\nUtters threats or appears on the verge of violence?\n\n\n\n\n\n\nWhat steps should be taken following a mental health crisis at work? How can organizations balance the need to communicate with other employees regarding the situation while respecting employee privacy? What additional steps should be taken where the crisis involves or impacts multiple employees (for example\, in the event of a traumatic incident in the workplace)?\nIs it ever permissible or appropriate to discipline an employee who engages in misconduct as a result of a mental health crisis? May an employer require medical proof that an employee is fit to return to work following a crisis?\nCan employers and unions be held liable for failing to appropriately respond to a mental health crisis?\nWhat steps should organizations take now to prepare for potential future mental health emergencies?\n\nModerator\n\n \nGeneviève Debané\nMediator and Arbitrator\nVice-Chair\, Ontario Labour Relations Board \n\n\nSpeakers\n\n \nJenna Brookfield\nNational Health and Safety Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nLiz Horvath\nFounder and President\nHale Health and Safety Solutions Ltd. \n\n\n \nVeronica Ukrainetz\nAssociate Counsel and Mediator\nAscent Employment Law \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/responding-to-employees-in-distress-recognizing-and-responding-to-mental-health-crises-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Responding-to-Employees-in-Distress-banner.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20250909T123000
DTEND;TZID=America/New_York:20250909T140000
DTSTAMP:20260404T081551
CREATED:20250128T190801Z
LAST-MODIFIED:20250905T194125Z
UID:15678-1757421000-1757426400@lancasterhouse.com
SUMMARY:It’s a Matter of Time: The latest on monitoring\, time theft\, and productivity in a digital world
DESCRIPTION:$595.00Add to cart	\n			\n \nProgramEmerging technologies have equipped employers with novel methods of monitoring employees and tracking productivity. The panel will explore the permissibility of monitoring and surveillance in relation to employees’ privacy concerns and discuss recent cases addressing “time theft”. Specifically\, the speakers will address the following questions: \n\nWhat constitutes employee “time theft”? How does “time theft” differ from a lack of productivity? Do employees’ intentions matter when determining if they committed “time theft”?\nWhat types of evidence can employers rely on to demonstrate “time theft” or productivity issues? Will circumstantial evidence suffice?\nHow should an employer approach “time theft” and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?\n\n\nWhat are consequences for employers that impose discipline due to “time theft” without properly considering or inquiring into an employee’s disability? How should unions support members with disabilities accused of “time theft”?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for “time theft”?\nHow are adjudicators balancing an employer’s right to enforce productivity and an employee’s right to privacy? Does the scope of surveillance differ for remote workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use previously collected data in a future dispute?\nHow should workplace policies and collective agreements effectively address “time theft”?\n\nModerator\n\n \nDavid Orfald\nBoard Member\nFederal Public Sector Labour Relations Employment Board \n\n\nSpeakers\n\n \nAndrew Astritis\nUnion Counsel\nRavenLaw LLP \n\n\n \nJena Montgomery\nSenior Counsel\, Department of Justice Canada \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/its-a-matter-of-time-the-latest-on-monitoring-time-theft-and-productivity-in-a-digital-world/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Its-a-Matter-of-Time-banner-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20250910T123000
DTEND;TZID=America/Halifax:20250910T163000
DTSTAMP:20260404T081551
CREATED:20241205T192411Z
LAST-MODIFIED:20250905T184451Z
UID:15432-1757507400-1757521800@lancasterhouse.com
SUMMARY:National Health & Safety Conference 2025
DESCRIPTION:Advancing Workplace Health\, Safety\, and Compliance Across CanadaWhat is the National Health & Safety Conference 2025?The National Health & Safety Conference 2025 is a premier virtual event designed to equip HR professionals\, industrial relations specialists\, executives\, union representatives\, health and safety experts\, workers’ compensation specialists\, and labour and employment lawyers with the latest insights and strategies in workplace health and safety. Hosted by Lancaster House\, this half-day conference on September 10\, 2025\, offers a dynamic platform for industry leaders and practitioners to engage in insightful discussions and collaborative exchanges. \n$699.00Read more	\n			\n \nWhat We’re CoveringThis year’s conference delves into critical topics shaping the future of workplace health and safety: \n\nAnnual Check-Up: Key Cases and Legislative Developments – Experts dissect significant legal cases and legislative updates\, providing participants with a comprehensive understanding of the evolving legal landscape. \n\nFrom Insult to Injury: Addressing psychological and physical harm in the workplace \nEach session is led by renowned experts\, ensuring participants gain actionable insights and up-to-date knowledge. \nWho Should Attend?This conference is tailored for professionals dedicated to enhancing workplace health and safety: \nHuman Resources Managers and Directors – Stay informed on the latest health and safety regulations and best practices.Industrial Relations Specialists – Navigate the complexities of workplace safety in unionized environments.Executives and Business Leaders – Understand the strategic implications of health and safety compliance.\nUnion Officers and Representatives – Advocate effectively for worker safety and well-being. \n\nHealth and Safety/Workers’ Compensation Specialists – Deepen your expertise in risk assessment and injury prevention. \n\nLabour and Employment Lawyers/Consultants – Provide informed counsel on health and safety legal matters. \nKey Learning OutcomesBy attending\, you will: \nGain a comprehensive understanding of recent legal cases and legislative changes affecting workplace health and safety.Develop effective strategies for monitoring productivity while respecting employee privacy in a digitalized work environment.Learn to identify and address various causes of workplace impairment\, implementing appropriate risk mitigation and accommodation measures.Engage with leading experts through interactive panels and discussions\, enhancing your professional practice.Network with peers across industries\, fostering collaborative approaches to common health and safety challenges.Why Choose Lancaster House?With a legacy of excellence in legal publishing and labour arbitration insights\, Lancaster House is committed to delivering high-quality educational experiences. Our conferences are curated by leading experts\, ensuring that participants receive current\, relevant\, and practical information applicable to their professional roles. \n\nExpert-Led Content – Learn from Canada’s foremost authorities in workplace health and safety. \n\nEngaging Virtual Platform – Participate in an interactive and user-friendly virtual environment. \n\nComprehensive Resources – Access meticulously crafted materials designed to support your ongoing professional development. \n\nNetworking Opportunities – Connect with a diverse group of professionals dedicated to advancing workplace health and safety. \nWednesday\, September 10\, 2025Introductory remarks: 12:30 pm – 12:35 pm ET \nKeynote Speech by Kevin Hedges - Learning the lessons from COVID-19 for worker protection\, accessibility\, and inclusion - 12:35 pm – 1:05 pm ET\n\n\n \nKevin Hedges\nOccupational Hygienist at Occupational Health Clinics for Ontario Workers Inc (OHCOW) \n\n\nBreak: 1:05 pm – 1:20 pm ET \nPanel 1 - Your Annual Check-Up: The latest caselaw and legislative developments - 1:20 pm – 2:50 pm ET\n\n\n \nColin Gusikoski\nUnion Counsel\nVictory Square Law \n\n\n \nShaheen Hirani\nUnion Counsel\nUnited Steelworkers \n\n\n \nDavid Myrol\, K.C. \nCEO\nNational Safety Services Inc. \n\n\n \nThelma Zindoga\nEmployment Lawyer \n\n\nThis panel will highlight recent and significant developments in health and safety law across the country. Experts will discuss the latest decisions with a focus on the following topics: \n\nLiability:\n\ntrends in prosecutions and enforcement actions\, including employer and supervisor liability; and\ndamage awards.\n\n\nInvestigations and compliance:\n\norganizing workplace harassment investigations; and\nemployment standards.\n\n\nMedical information and workplace health:\n\nrequesting and relying on medical information;\nemployee sickness and provision of medical notes;\nconsequences of non-compliance with COVID-19 vaccination policies; and\ndrug and alcohol policies and justification for testing.\n\n\n\nExperts will also review developments impacting workplace health and safety\, such as: \n\nemployment standards under the federal Accessible Canada Act (CAN/ASC-1.1:2024 – Employment);\nworkplace health barriers for migrant workers and newcomers to Canada; and\nmandatory minimum fines and defining workplace harassment (Ontario’s Working for Workers Act series).\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments in a shifting political landscape. \nBreak: 2:50 pm – 3:05 pm ET \nPanel 2 - From Insult to Injury: Addressing psychological and physical harm in the workplace - 3:05 pm – 4:30 pm ET\n\n\n \nTony Hart\nCertified Health and Safety Consultant\nPublic Services Health and Safety Association \n\n\n \nPaul Macchione\nPartner\nNorton Rose Fulbright Canada LLP \n\n\n \nNancy MacLean\nRegional Health & Safety Representative\nPublic Service Alliance of Canada (PSAC) Atlantic \n\n\nThis panel will explore the expanding definitions of workplace violence\, encompassing both physical and psychological harm\, and the legal\, organizational\, and human responses needed to prevent harm\, promote employee well-being\, and strengthen workplaces overall. Specifically\, panelists will address: \n\nIs violence limited to actions that cause physical harm to a person\, or does it include threats\, verbal abuse\, or property damage?\nWhat must be done to ensure that policies are effectively drafted\, implemented\, reviewed\, and improved?\nHow should workplace parties assess the general risk of workplace violence from clients\, patients\, or other third parties?\nWhat legal obligations do employers have to assess and control workplace risk factors that may contribute to poor mental health?\nWhat 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?\nHow can conflict management strategies mitigate the risk of harassment or violence in the workplace?\nWhat obligations do unions have to support members who are facing violence and/or harassment from third parties?\nWhen can employees refuse work due to the belief in the risk of violence from members of the public? Can workers excluded from the general right to refuse unsafe work under occupational health and safety legislation (i.e. police officers\, firefighters\, correctional officers\, health care workers)\, refuse work on the basis that a patient or client poses a danger?\nIn light of recent changes to Alberta’s OHS Code (Part 27)\, Ontario’s Working for Workers Act\, and other provincial legislative changes\, what must employers do to ensure their policies remain compliant and up to date?\nWhat workplace practices promote physical and mental wellness? What resources\, both in terms of guidance and data\, are available?\n\nClosing Remarks: 4:30 pm ET \nConference Co-Chairs\n  \n\n \nChris Bryden\nUnion Counsel\nRyder Wright Holmes Bryden Nam LLP \n\n\n \nMichelle Jones\nEmployer Counsel\nLawson Lundell LLP \n\n\nConference Advisory Committee\n\n \nLori Harreman\nLegal Coordinator \nOntario Nurses’ Association (ONA) \n\n\n \nArif Jetha\nAssociate Scientific Director \nInstitute for Work and Health \nAssociate Professor \nUniversity of Toronto’s Dalla Lana School of Public Health \n\n\n \nLindsay Mullen\nEmployer Counsel\nNorton Rose Fulbright LLP \n\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 3.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 3.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours.\nThis event contains 3.5 technical hours and may be eligible for BCRSP CPD points. See the BCRSP website at www.bcrsp.ca for CPD point criteria.\n\n\n\n\nSupportThis conference is supported by the Institute for Work & Health.
URL:https://lancasterhouse.com/event/national-health-safety-conference-2025/
LOCATION:Virtual Event
CATEGORIES:Conference,Gender Equity
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2024/12/National-Health-Safety-Conference-2025-banner.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251007
DTEND;VALUE=DATE:20251009
DTSTAMP:20260404T081551
CREATED:20250204T184709Z
LAST-MODIFIED:20250925T181846Z
UID:15873-1759795200-1759967999@lancasterhouse.com
SUMMARY:Ottawa Labour Law Conference 2025
DESCRIPTION:Wednesday\, October 8\, 2025 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nOpening Remarks: 9:00 am – 9:05 am \n\nOpening Plenary by Alan Arcand - From Trade Shocks to Job Losses: Weathering the New Economic Landscape - 9:05 am – 9:35 am\n\n\n \nAlan Arcand\nChief Economist\, Canadian Manufacturers & Exporters (CME) \n\n\nThis address will provide an overview of Canada’s economic outlook\, focusing on the impact of U.S. tariffs and the country’s ongoing competitiveness challenges. We will then examine how these forces\, together with structural factors such as population aging and rising retirement rates\, are reshaping the labour market \, particularly their effects on different demographic groups and what they mean for workers and employers across Canada. \n\nPanel 1: From Hearings to Headlines: Key developments in cases and legislation - 9:35 am – 11:05 am\n\n\n \nKatherine Cotton\nLawyer and Workplace Investigator \n\n\n \nSean Kelly\nDirector and Senior Counsel\nTreasury Board Secretariat – Legal Services \n\n\n \nAmanda Montague-Reinholdt\nUnion Counsel\nRaven Law LLP \n\n\nIn this session\, panelists will delve into recent significant developments in federal and Ontario labour law\, exploring guiding principles and emerging trends in a changing world of work. Panelists will address the latest cases on topics including: \n\nGovernment intervention in collective bargaining disputes raising issues of freedom of association under the Charter of Rights\nEmployment standards and termination\n\ndischarge and discipline\noff-duty conduct\n\n\nEconomic issues\n\nTariffs and economic uncertainty\n\n\nWorkplace rights and responsibilities\n\ndiscrimination\, harassment\, and accommodation\nprivacy\ndrug and alcohol testing\nworkplace investigations\n\n\nFreedom of expression\n\nPanelists will also address recent federal and Ontario legislative and regulatory developments\, such as: \n\nThe Working for Workers’ Act series;\nupdated government guidance regarding requirements under federal supply chain transparency legislation;\nlegislation restricting the use of strike replacement workers passed federally; and\nQuebec legislation on arbitrator selection and government powers to pause or prohibit strikes.\n\nBreak: 11:05 am – 11:20 am \n\nKeynote Speech by Sheila James - DEI and the Political Pendulum - 11:20 am – 11:50 am\n\n\n \nSheila James\nDirectorOffice of I-IDEAS Indigeneity- Inclusion\, Diversity\, Equity\, Access and Social justiceChildren’s Hospital of Eastern Ontario (CHEO) \n\n\nFrom the global reckoning sparked by COVID-19\, the murder of George Floyd\, and findings of unmarked graves of children at former residential schools to the polarizing rhetoric of the present moment and escalating global conflict\, equity\, diversity\, and inclusion (EDI) professionals are navigating workplaces that are increasingly divisive or silenced. This keynote explores the impact of policy changes in the U.S. on Canadian organizations. Which organizations have dropped their EDI programs\, and which have retained them. How has the EDI conversation evolved — and how are professionals moving through these turbulent times. \nLunch: 11:50 am – 1:00 pm \n\nPanel 2: Out of Sight\, Out of Line? Managing Absenteeism\, Undue Hardship and RTO Compliance in Remote Work Arrangements - 1:00 pm – 2:15 pm\n\n\n \nChristine Johnson\nUnion Counsel\nChamp & Associates \n\n\n \nRussell MacCrimmon\nEmployer Counsel\nBird Richard \n\n\nOver five years after the onset of the COVID-19 pandemic\, employers and unions continue to grapple with issues related to remote\, hybrid\, and in-person work. In this session\, experts will provide insight into  issues currently facing an employee’s return to the office (“RTO”)\, including: absenteeism\, presenteeism\,  and the employer’s duty to accommodate to the point of undue hardship. Specifically\, the following questions will be addressed: \n\nAs a matter of law\, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right\, what are they? How do workplace policies and collective agreement language affect the matter?\nCan an employee insist on remote work as a form of health-related accommodation? Will an employee be entitled to work from home during pregnancy? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nIn what circumstances have decision-makers found that employees should be permitted to work from home\, on a full-time or part-time basis\, in order to accommodate obligations related to their family status\, such as childcare or eldercare responsibilities? What kinds of information can employers require to support such a request? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\nHow have arbitrators dealt with employees’ requests to work from home because of difficulty commuting to the workplace due to a disability? Does an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nWhen will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?\nHow should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?\nHow should employers and unions address presenteeism\, i.e. when employees attend work knowing that they are ill and maybe contagious?\nWhat aspects of work-from-home or hybrid work arrangements should be specifically addressed in policies or collective agreement provisions. e.g. cost of equipment\, availability for virtual meetings\, office communications?\n\nBreak: 2:15 pm – 2:30 pm \n\nPanel 3: Social Media\, Surveillance\, & AI-Driven Management Decisions: Where are we now? Where are we headed? An interactive session - 2:30 pm – 4:00 pm\n\n\n \nJustin Amaral\nLegal Counsel\nNational Police Federation \n\n\n \nMarie-Pier Dupont\nEmployer counsel\nEmond Harnden \n\n\n \nSteven Gaon\nMediator\, Arbitrator\, Investigator\nADR Ottawa Inc. \n\n\nThis session will provide employers and unions with the best available insight into AI-driven management decisions\, employee surveillance\, and social media. Experienced management and union counsel will join an arbitrator to discuss three hypothetical scenerios relating to AI management\, social media use\, and surveillance. \nSpecific issues to be addressed include: \n\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nWhat arguments for and against the use of algorithmic management will  arbitrators find most compelling?\nWhat arguments for and against the use of employee surveillance have arbitrators accepted or rejected?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\n\nConference End: 4:00 pm \n\nTuesday\, October 7\, 2025 \nWorkshop \n*Workshop sold separately from stand-alone conference. \nWorkshop schedule: 9:00 am – 4:00 pm ET \nDesigning for Inclusivity: Supporting and accommodating mental health and neurodivergence at work\n\n\n \nDavid Bennett\nMediator\, Arbitrator\, and Investigator \n\n\n \nOdessa O’Dell\nEmployer Counsel\nBorden Ladner Gervais LLP \n\n\n \nMorgan Rowe\nUnion Counsel\nRavenLaw LLP \n\n\n \nDr. Julia Ryan\nRegistered Psychologist \n\n\nAs awareness of mental health and neurodiversity grows\, workplaces are adapting to create inclusive environments where neurodivergent employees can thrive. This includes understanding their unique strengths\, providing necessary accommodations\, and fostering a culture of acceptance and understanding. This interactive workshop will explore how employers\, unions\, and employees can work together to build inclusive environments that support neurodivergent individuals and those experiencing mental health challenges. Through panel discussion and practical scenarios\, participants will address key questions\, including: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat can employers and unions do to reduce the barriers faced by neurodivergent job seekers in the hiring and onboarding processes?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, g. a neuropsychological or psychoeducational evaluation?\nHow can employers\, unions\, and employees address systemic barriers at work throughout the employment relationship?\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nHave legal obligations evolved to include a duty to promote workplace mental health and prevent workplace mental harms such as stress and burnout?\nWhat proactive steps can employers\, unions\, and employees take now to address organizational and individual factors contributing to stress and burnout?\nHow can employers and unions measure efforts and progress toward workplace equity?\nWhat role are unions playing in setting workplace equity policies and programs\, implementing them\, and measuring their progress as it relates to neurodiversity initiatives?\nIs a ‘right to disconnect’ necessary to promote psychological health and safety? If so\, how should this right be defined? Do amendments to Ontario’s Employment Standards Act\, 2000 provide adequate guidance?\nWhat signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support?\nHow can employers and unions identify threats to mental well-being specific to their workplace?\n\nPricing \nOttawa Labour Law Conference$1\,395.00Add to cart	\n			\n  \n\nOttawa Labour Law Conference – Workshop$1\,195.00Add to cart	\n			\n  \n\nOttawa Labour Law Conference & Workshop$2\,195.00Add to cart	\n			\n  \n\nConference Co-Chairs \n\n\n \nSophie Arseneault\nEmployer Counsel\nFasken Martineau DuMoulin LLP \n\n\n \nPaul Champ\nUnion Counsel\nChamp & Associates \n\n\n \nDavid Jewitt\nPrincipal\nJewitt Arbitration & Mediation Services Inc. \n\n\n\nAdvisory Committee \n\n\n \nLauren Brecher\nEmployer Counsel\nEmond Harnden LLP \n\n\n \nSasha Hart\nFounder\nSasha Hart Law \n\n\n \nHenry Huang\nCrown Counsel\nTreasury Board Secretariat\, Legal Services Branch\nOntario Ministry of the Attorney General \n\n\n \nJordan Levis-Leduc\nGeneral Counsel\nNational Police Federation \n\n\n\nCPD \nConference CPD\n\n\nThis program (CPD Code) has been approved for 5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5 Substantive hours; 0 Professionalism hours.\n\n\n\nWorkshop CPD\n\n\nThis program (CPD Code) has been approved for 5.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.\n\n\n\nDoubleTree by Hilton Ottawa Downtown\nReserve By:\nSaturday\, September 15\, 2025. After this date\, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates. \n\n\n\nStart Date\nEnd Date\nRoom Type\nSingle\n\n\nOctober 6\, 2025\nOctober 9\, 2025\nStandard 1 Kg Bed\n$299\n\n\n\nIf any attendees wish to extend their stay by 3 days before the event (October 6\, 2025) or 3 days after the event ends (October 7\, October 9\, 2025)\, they can easily modify their reservation by calling our front desk at 613-230-3033 or emailing us at doubletree@doubletreeottawa.com mentioning the group name example: Lancaster Individual. \nReserve Online
URL:https://lancasterhouse.com/event/ottawa-labour-law-conference-2025/
LOCATION:Rogers Centre Ottawa\, 55 Colonel By Drive\, Ottawa\, Ontario\, K1N 9J2\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20251008T080000
DTEND;TZID=America/Toronto:20251008T170000
DTSTAMP:20260404T081551
CREATED:20251008T130753Z
LAST-MODIFIED:20251008T130753Z
UID:18136-1759910400-1759942800@lancasterhouse.com
SUMMARY:Dev Event Test One
DESCRIPTION:
URL:https://lancasterhouse.com/event/dev-event-test-one/
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Toronto:20251009T123000
DTEND;TZID=America/Toronto:20251127T160000
DTSTAMP:20260404T081551
CREATED:20250708T164616Z
LAST-MODIFIED:20251211T144533Z
UID:17137-1760013000-1764259200@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Fall 2025 (Virtual Program)
DESCRIPTION:In association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader \n\nDaphne Taras\nProfessor Emerita\nToronto Metropolitan University (TMU) \nProgram Faculty \nComing Soon. \n\nProgram\nThe Labour Relations Certificate Program\, presented by Toronto Metropolitan University and Lancaster House\, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces. \nTaught by Canada’s leading labour relations scholars and practitioners\, this program combines theory\, leading research\, and professional experience to provide an education that has immediate application in participants’ workplaces. \n\nAccess to leading Canadian experts in a small-group setting\nActive learning through group discussion\, case studies\, and simulations\nBalanced coverage of labour and management points of view\nManagement\, union\, and neutral attendees learn together\nExposure to diverse opinions and extensive knowledge of fellow participants\nVariety of speakers (academics\, lawyers\, practitioners\, subject-matter experts)\n\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n\n2025 Fall Schedule† \nThe Fall 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Thursdays from 12:30 p.m. to 4 p.m. ET beginning October 9\, 2025. \n\nSample Agenda\n\nVideo\n\nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada.
URL:https://lancasterhouse.com/event/labour-relations-certificate-fall-2025-virtual-program/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/TMU-header.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251016T123000
DTEND;TZID=UTC:20251016T140000
DTSTAMP:20260404T081551
CREATED:20250505T190101Z
LAST-MODIFIED:20251008T192629Z
UID:16588-1760617800-1760623200@lancasterhouse.com
SUMMARY:Employee Privacy: Biometrics\, employee monitoring and emerging technologies in the modern workplace – where are we now?
DESCRIPTION:As the use of emerging technologies to monitor both in-office and remote employees continues to increase\, so too does the need for workplaces to implement proper privacy and security policies. In this webinar\, leading practitioners will discuss the following questions: \n$595.00Add to cart	\n			\n \n\nHow have attitudes of arbitrators evolved in assessing surveillance measures and evaluating privacy rights of workers?\nWhat does the increased use of artificial intelligence (AI) mean for privacy in the workplace? How can organizations effectively create guardrails to ensure privacy is maintained when integrating AI into their workplace?\nIn what circumstances can employers collect biometric data from their employees? What measures should employers put in place to ensure the protection of both employee privacy and the biometric data collected?\nWhat takeaways can public and private employers glean from the Supreme Court of Canada’s decision in the York Region case regarding an employee’s reasonable expectation of privacy in the workplace? How can these takeaways be applied to workplace policies?\nWhat changes to federal and provincial legislation are currently under consideration that will address gaps in the regulation of workplace surveillance?\nWhat key issues should employers and unions address in policies or collective agreements governing privacy and access to information?\n\nModerator\n\n \nSheilagh Murphy\nArbitrator\, Mediator\, and Independent Workplace Investigator\nMacNab Fagan & Murphy \n\n\nSpeakers\n\n \nOlalekan (Wole) Akinremi\nPartner\nWeirFoulds LLP \n\n\n \nSam Schonhoffer\nUnion Counsel\nGerrand Rath Johnson LLP \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/employee-privacy-biometrics-employee-monitoring-and-emerging-technologies-in-the-modern-workplace-where-are-we-now/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20251024T120000
DTEND;TZID=America/Halifax:20251024T140000
DTSTAMP:20260404T081551
CREATED:20250722T181236Z
LAST-MODIFIED:20251008T192137Z
UID:17192-1761307200-1761314400@lancasterhouse.com
SUMMARY:Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
DESCRIPTION:Program \nThis timely session brings together a respected arbitrator with experienced labour and management counsel to update you on current trends in grievance arbitration affecting fire services across Canada. \nAmong Topics to be Addressed: \n\nCan municipalities terminate accrual of vacation pay or other entitlements where firefighters are on workers’ compensation or long-term disability?\nCan firefighters on workers’ compensation or long-term disability accept temporary employment elsewhere?\nIs union consent required for a change in hours or shifts?\nWhen are reasonable and customary limits on firefighter benefits valid?\nCan employers require preauthorization of drugs by insurance providers?\nAnd more.\n\nThis session includes updates from a previous program\, but those who did not attend the earlier session will still gain tremendous value from the discussion. The content will be fully accessible for new attendees\, with updated insights and analysis throughout. \nThe session emphasizes interactive learning and real-world guidance. Participants will receive materials containing current legislation and key precedent-setting decisions. \n\nLearning OutcomesBy the end of this session\, participants will be able to: \n\nIdentify emerging issues and recent arbitration trends in the fire sector across Canada.\nAnalyze arbitration awards related to discipline\, accommodation\, privacy\, and workplace safety.\nApply legal principles to common grievances involving staffing\, scheduling\, leave\, and contract interpretation.\nUnderstand the scope and limits of management rights\, including remote work policies\, surveillance\, and contracting out.\nRecognize how human rights\, duty of loyalty\, and off-duty conduct are addressed in arbitration.\nUse the comprehensive reference package as an ongoing resource for grievance handling and workplace decision-making.\n\nEngage more confidently in grievance arbitration processes with enhanced legal insight and practical knowledge. \n\nWhat to ExpectThis session will feature an engaging panel discussion led by an experienced arbitrator and expert union and management counsel. \nPanelists will share insights on current issues in fire sector grievance arbitration\, using real-world examples and recent decisions to highlight key trends and challenges. \nYou’ll have the opportunity to ask questions throughout the session and take part in interactive Q&A periods designed to address practical concerns from the field. \nParticipants will receive a comprehensive reference package\, to keep and reference at any time\, which includes case summaries\, legal analysis\, and topic overviews. This package will be referred to throughout the session and will serve as a valuable resource long after the program concludes. \n\nWho Should Attend?\nHR directors\, professionals and executives\nFire chiefs and deputies\nUnion officers and representatives\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\n\n\nYou may also be interested inIf you’re interested in this session\, you may also want to attend Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update\, taking place. This companion panel offers a focused look at key developments and strategies in interest arbitration in the fire sector. Bundle pricing is available for those who wish to attend both programs. \n\nPricing \nGrievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update \n$495.00Add to cart	\n			\n  \n\nBundle Pricing: Includes Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update and Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update. \n\n$895.00Add to cart	\n			\n  \nSpeakers\n\n \nChris Albertyn\nLabour Arbitrator\nAlbertyn Arbitration \n\n\n \nTim Gleason\nUnion Counsel\nDewart Gleason LLP \n\n\n \nThomas Roper\, K.C.\nEmployer Counsel\nRoper Greyell LLP \n\n\n\nCPD \nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 2 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 2 Continuing Professional Development hours.\n\n\n\nThis program has been approved for 2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 2 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 2 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 2 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 2 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-grievance-arbitration-in-the-fire-sector-essentials-and-update/
LOCATION:Virtual Event
CATEGORIES:Fire Services,Skills Training,Workshop
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Halifax:20251024T143000
DTEND;TZID=America/Halifax:20251024T163000
DTSTAMP:20260404T081551
CREATED:20250722T180050Z
LAST-MODIFIED:20251008T192114Z
UID:17182-1761316200-1761323400@lancasterhouse.com
SUMMARY:Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update
DESCRIPTION:Program \nLed by a prominent arbitrator with seasoned union and management counsel\, this panel will examine current interest arbitration awards and discuss the treatment by negotiating parties and by arbitrators of emerging issues in the fire sector across Canada. \nAmong Topics to be Addressed: \n\nTo what extent do fire sector arbitrators take inflation into account? What role does it play in bargaining?\nHow much weight do arbitrators give to police-fire wage parity?\nAre municipal employee settlements relevant in fire sector bargaining/arbitration?\nWhat factors do arbitrators consider in deciding staffing issues?\nWill arbitrators prohibit a requirement for prior authorization of drugs by insurance companies?\nContracting out of bargaining unit work: can dispatch work be contracted out and if so\, must it be contracted out to a fire force represented by the firefighters’ association?\nHow much weight do arbitrators give to the employer’s ability to pay?\nCan parties introduce late demands and\, if so\, when?\nWill arbitrators grant an employer’s request to add part-time firefighters?\nHow do arbitrators apply the factors of wage comparability and demonstrated need\, total compensation\, and past bargaining history?\nCan the parties’ exchanges during negotiations be referred to at arbitration?\nAnd more.\n\nParticipants will receive materials containing current legislation and key precedent-setting decisions. \n\nLearning Outcomes \nBy the end of this session\, participants will be able to: \n\n\nUnderstand key principles and procedures involved in interest arbitration in the fire sector across Canada. \n\n\nIdentify and evaluate different arbitration formats\, including conventional arbitration\, med-arb\, final offer selection\, and first contract arbitration. \n\n\nApply key criteria used by arbitrators (such as replication\, comparability\, and demonstrated need) to issues like wages\, benefits\, and staffing. \n\n\nPrepare effectively for mediation meetings and arbitration hearings\, including how to present briefs and supporting documentation. \n\n\nRecognize how recent awards are addressing substantive and procedural issues such as inflation\, estoppel\, post-hearing settlements\, and admissibility of bargaining history. \n\n\nAssess the appropriateness and impact of various remedies\, including interim awards\, retroactivity\, referrals for negotiation\, and final orders. \n\n\nUse the provided reference materials to support future advocacy and decision-making in the interest arbitration process. \n\n\n\nWho Should Attend? \n\nHR directors\, professionals and executives\nFire chiefs and deputies\nUnion officers and representatives\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\n\n\nYou may also be interested in \nIf you’re interested in this session\, you may also want to attend Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update\, taking place. This companion panel offers a focused look at key developments and strategies in grievance arbitration in the fire sector. Bundle pricing is available for those who wish to attend both programs. \n\nPricing \nBargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update \n$495.00Add to cart	\n			\n  \n\nBundle Pricing: Includes Bargaining and Interest Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update and Grievance Arbitration in the Fire Sector: Essentials and 2024 – 2025 Update. \n\n$895.00Add to cart	\n			\n  \n\nSpeakers \n\n\n \nChris Albertyn\nLabour Arbitrator\nAlbertyn Arbitration \n\n\n \nThomas Roper\, K.C.\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJeffrey Sack\, K.C.\nUnion Counsel \n\n\n\nCPD \nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 2 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 2 Continuing Professional Development hours.\n\n\n\nThis program has been approved for 2 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 2 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 2 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 2 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 2 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-interest-arbitration-in-the-fire-sector-essentials-and-update/
LOCATION:Virtual Event
CATEGORIES:Fire Services,Skills Training,Workshop
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251106
DTEND;VALUE=DATE:20251108
DTSTAMP:20260404T081551
CREATED:20250218T164628Z
LAST-MODIFIED:20251030T165836Z
UID:15946-1762387200-1762559999@lancasterhouse.com
SUMMARY:Edmonton Bargaining in the Broader Public Sector Conference 2025
DESCRIPTION:Friday\, November 7\, 2025 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1: Dollars and Sense of Public Bargaining: Evaluating Alberta's economic and fiscal outlook - 9:05 am – 9:50 am\n\n\n \nRichard E. Mueller\nProfessor\nDepartment of Economics\nUniversity of Lethbridge \n\n\n \nCatherine Rothrock\nChief Economist\nAlberta Treasury Board and Finance \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in Alberta and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of trade with the United States; and\nEconomic priorities in 2026 Alberta and federal budgets.\n\nBreak: 9:50 am – 10:05 am \n\nPanel 2: From Statistics to Strategies: Navigating public sector negotiations in the current economic climate - 10:05 am – 11:05 am\n\n\n \nSteve Bradshaw\nPresident\nAmalgamated Transit Union (ATU) Local 569 \n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nDeborah Schaan\nGeneral VP North\, CUPE Alberta Division \nCUPE Local 417\, President \n\n\n \nAnna Turcza-Karhut\nSupervisor of the City of Edmonton Labour and Employment Lawyers \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of Alberta’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do the recent fiscal update and economic statement\, fiscal plan\, and other communications from the Government of Alberta tell us about the provincial government’s bargaining priorities for the end of 2025 and beyond?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to Alberta’s current economic situation that negotiators need to pay particular attention to in bargaining? How is the approach to bargaining affected by uncertain times?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response\, such as retaliatory tariffs\, impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect negotiating wage increases? How will inflation and the increased cost of living affect bargaining in this area? Does Alberta’s stagnant minimum wage play a role?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table? Can an employer meeting a union’s non-monetary demands make up for not meeting monetary demands?\nHow do hiring freezes and layoffs\, resulting in increased job complexity and workloads\, affect bargaining?\n\n\nBreak: 11:05 am – 11:20 am \n\nKeynote Speech by Leanne Young - The Human Dynamics of Alberta’s Unique Bargaining Framework - 11:20 am – 11:50 am\n\n\n \nLeanne Young\, K.C.\nChartered Arbitrator\, Mediator and Adjudicator\nResolve ADR \n\n\nExploring Alberta’s bargaining framework as a living system that is driven by people and not a set of laws or fiscal policies. Alberta’s specific framework demonstrates this using trust\, transparency\, and the invisible influence that government mandates create.Networking Lunch: 11:50 am – 12:50 pm \n\nPanel 3: Current and Critical: Exploring recent caselaw and legislative developments - 12:50 pm – 1:50 pm\n\n\n \nDan Bokenfohr\nEmployer Counsel\nMcLennan Ross \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, airline\, education\, and other sectors;\na recent Quebec Court of Appeal decision limiting the role of governments in the selection of impartial interest arbitrators;\nthe trends in recent labour board decisions addressing issues such as unfair labour practices\, good faith bargaining\, statutory freeze violations\, contracting out\, bargaining unit scope\, essential services agreements\, and delineating “core” and “non-core” union activities;\nthe impact of recent interest arbitration decisions addressing inflation\, morale\, staffing and retention\, and changing social\, political\, and economic conditions; and\nthe effectof recent grievance arbitration awards addressing collective agreement interpretation\, including the assessment of employees’ contractual entitlements during lay-offs and restructuring.\n\nThe session will also address key legislative changes\, including: \n\nthe implications for protest activity of Alberta’s Justice Statutes Amendment Act\, adding certain healthcare facilities to the province’s Critical Infrastructure Defence Act;\nchanges to Alberta’s healthcare system introduced through Alberta’s latest Health Statutes Amendment Acts and related concerns with respect to privatization and working conditions;\nthe “Common Front Solidarity Pact” recently reached between the Alberta Federation of Labour and other unions within the province.\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a changing legal and political landscape. \nBreak: 1:50 pm – 2:05 pm \n\nFireside Chat - The Multigenerational Advantage - Building Stronger Teams\, Now and for the Future - 2:05 pm – 2:35 pm\n\n\n \nEvangeline Berube\nAssociate Director\nRobert Half \n\n\nThe diverse age range of today’s workforce can often leave employers struggling to balance hiring strategies\, compensation and benefit decisions\, and workplace cultures based on how they support and resonate differently with employees across generations. The good news is the gap between generations frequently isn’t as wide as you might think\, and the differences that exist aren’t necessarily the ones you’d expect. From emerging opportunities to generational insights\, this session will explore the influence of baby boomers\, Gen X\, millennials\, and Gen Z on today’s workforce\, along with the impacts of various policies on their productivity and well-being.\nJoin Adam Cembrowski\, a partner with Nugent Law Office as he discusses the multigenerational workforce with Evangeline Berube\, Vice President and Associate Director with Robert Half.Break:  2:35 pm – 2:45 pm \n\nPanel 4: Modernizing Collective Agreements: AI\, EDI\, remote work\, restructuring\, outsourcing\, scope of benefits and leaves\, new technologies\, and more - 2:45 pm – 4:00 pm\n\n\n \nRohit Gill\nLabour Relations Officer at United Nurses of Alberta \n\n\n \nAdam Norget\nDirector of HR Legal Services & Legal Counsel\nEdmonton Police Service \n\n\n \nRyan K. Smith\nEmployer counsel\nNeuman Thomson \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, evolving workplace expectations\, and legal developments are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management\nNew technologies relating to surveillance and monitoring of employees at work\nRemote work and flexible workplace arrangements\nEquity\, Diversion and Inclusion (“EDI”) in the workplace\nThe right to disconnect\nScope of benefits and leaves of absence\nOutsourcing work\nRestructuring\nSocial media during bargaining\n\nClosing Remarks: 4:00 pm \n\nRegisterThursday\, November 6\, 2025 \nWorkshop \n*Workshop sold separately from stand-alone conference. \n\nBargaining Beyond the Basics: Advanced skills in public sector bargaining\n\n\n \nPaulette Dekelver\nArbitrator/Mediator \n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross \n\n\n \nLisa Mason\nRegional Director \nCUPE Alberta \n\n\nIn this full-day workshop\, experts will help participants improve their bargaining skills beyond the basics\, with a focus on overcoming negotiating roadblocks\, communicating during bargaining\, and crafting appropriate collective agreement language. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. Topics include: \n\nApplying negotiation strategies to preserve relationships during bargaining and improve outcomes;\nCommunicating with members or employees and the media during bargaining;\nCounteracting bad faith bargaining;\nAddressing confidential mandates under Alberta’s Public Sector Employers Act;\nDetermining the cost of benefits under a collective agreement;\nInterpreting collective agreement language; and\nCrafting clear and compelling collective agreement language.\n\nRegister \nEdmonton Bargaining in the Broader Public Sector Conference – Single day$1\,395.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \nEdmonton Bargaining in the Broader Public Sector Conference – Workshop$1\,295.00Add to cart	\n			\n  \n\nEdmonton Bargaining in the Broader Public Sector Conference & Workshop$2\,195.00Add to cart	\n			\n  \n\nConference Co-Chairs\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law Office \n\n\n \nMaurice Dransfeld\nEmployer Counsel\nMcLennan Ross \n\n\n\nConference Advisory Committee \n\n\n \nAlison Adam\nEmployer Counsel\nMcLennan Ross \n\n\n \nHeather Smith\nPresident\nUnited Nurses of Alberta \n\n\n \nSteve Stringfellow\nAssistant Deputy Minister\, Labour Relations Policy & Programs \nPublic Service Commission \nGovernment of Alberta \n\n\n \nTerry Sway\nAssociate Director of Operations \nNon-Academic Staff Association (NASA)  \nUniversity of Edmonton \n\n\n \nRuth Strong\, Retired\nSenior Lead\, Disputes and Advisory Services\nCity of Edmonton \n\n\n\nCPD \nConference CPD\n\n\nThis program has been approved by CPHR Alberta for 5 Continuing Professional Development hours.\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.33 Continuing Professional Development hours.\n\nRegister
URL:https://lancasterhouse.com/event/edmonton-bargaining-in-the-broader-public-sector-conference-2025/
LOCATION:Westin Edmonton\, 10135 100th Street\, Edmonton\, Alberta\, T5J 0N7\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20251113T123000
DTEND;TZID=UTC:20251113T140000
DTSTAMP:20260404T081551
CREATED:20250505T184604Z
LAST-MODIFIED:20251017T172432Z
UID:16585-1763037000-1763042400@lancasterhouse.com
SUMMARY:Arbitrating AI in the Workplace: Real-world scenarios and legal strategies
DESCRIPTION:This session will provide employers and unions with the best available insight into grievances concerning AI and algorithmic management. Specific issues to be addressed include: \n$595.00Add to cart	\n			\n  \n\nCan employers rely on management rights to justify the use of AI to evaluate employee performance and manage employees?\nWhat arguments for and against the use of algorithmic management would arbitrators find most compelling?\nWhat legal concerns are raised when an employer uses AI to assess candidates’ suitability for positions or to evaluate job applicants based on their internet activity?\n\n\nModerator \n\n\n \nKelly Williams-Witt\nArbitrator/Mediator \nDean\, Faculty of Business\, Communication Studies and Aviation \nProfessor of Labour Relations and Human Resources Management \nMount Royal University \n\n\n\nSpeakers \n\n\n \nMegan Kheong\nPartner\nMLT Aikins \n\n\n \nRiley Palmer\nPartner \nWatson Palmer Labour Lawyers \n\n\nAccreditation \nCPD\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n \n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n \n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n \n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\n\n\n 
URL:https://lancasterhouse.com/event/arbitrating-ai-in-the-workplace-real-world-scenarios-and-legal-strategies/
LOCATION:Virtual Event
CATEGORIES:Webinar
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END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20251119
DTEND;VALUE=DATE:20251122
DTSTAMP:20260404T081551
CREATED:20250218T171753Z
LAST-MODIFIED:20251118T173922Z
UID:16027-1763510400-1763769599@lancasterhouse.com
SUMMARY:Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference 2025
DESCRIPTION:Thursday\, November 20\, 2025 \nBargaining in the Broader Public Sector Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - Scanning the Economic Horizon: Expert insights into B.C.'s financial outlook - 9:05 am – 10:05 am\n\n\n \nAlex Hemingway\nSenior Economist and Public Finance\nBC Society for Policy Solutions \n\n\n \nSusan Mowbray\nPartner\nEconomics and Research\nMNP \n\n\nWhat economic conditions will we face in 2026? In this forward-looking session\, economists will examine 2026 economic and fiscal forecasts in B.C. and federally. Specifically\, the panel will address: \n\nProvincial and federal growth forecasts;\nInflation\, interest rates\, and cost-of-living expectations;\nEmployment and labour market conditions;\nProvincial comparisons and impact of tariffs on trade with the United States; and\nEconomic priorities in 2026 B.C and federal budgets.\n\nBreak: 10:05 am – 10:20 am \n\nPanel 2 - From Numbers to Negotiations: Translating economic forecasts into bargaining strategies - 10:20 am – 11:35 am\n\n\n \nNorah Miner\nDirector of Bargaining\nHealth Sciences Association of BC (HSABC) \n\n\n \nMike Vizsolyi\nExecutive Director\, Employee and Labour Relations\nUniversity of British Columbia (UBC) \n\n\nExperienced negotiators will address challenges in the next round of bargaining in the broader public sector in light of British Columbia’s economic outlook. Specifically\, the panelists will address the following questions: \n\nWhat do recent communications from the Government of British Columbia tell us about the provincial government’s bargaining priorities for currently and for the year ahead?\nWhat economic factors should employers and unions consider when determining bargaining priorities and drafting proposals? Is there anything unique to British Columbia’s current economic situation that negotiators need to pay particular attention to in bargaining?\nHow will the uncertainty surrounding U.S. tariffs and the Canadian response impact bargaining? Will any other policies of the current U.S. administration affect bargaining in the broader public sector in Canada? Is the effect of these policies different in the broader public sector than in the private sector?\nHow will the current state of the economy affect the negotiation of wage increases? How will inflation and the increased cost of living affect bargaining in this area?\nHow important are non-monetary items for employers and unions when negotiating in the current economic climate? What are some examples of novel non-monetary items that unions are raising at the bargaining table?\nHow are the parties coping with freezes and layoffs as well as labour shortages in negotiations?\n\nBreak: 11:35 am – 11:50 am \n\nFireside Chat with Krista James - Meeting the Needs of our Intergenerational Workplaces - 11:50 am – 12:20 pm\n\n\n \nKrista James\nPolicy Director and Senior Legal Counsel\nVancouver Coastal Health \n\n\nNetworking Lunch: 12:20 pm – 1:20 pm \n\nPanel 3 - Coping with Current Legislation: Highlighting the top recent cases and legislative developments impacting bargaining in B.C. and nationwide - 1:20 pm – 2:30 pm\n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJessica Thomson\nEmployer Counsel\nPulver Crawford Munroe \n\n\nIn this session\, panelists will examine the latest decisions\, legislative changes\, and other key developments impacting bargaining in the public sector. The session and materials will delve into topics including: \n\nthe legality of recent federal government interventions pausing or prohibiting strikes in the railway\, ports\, postal\, education\, airline\, and other sectors;\n\n\nrecent labour board decisions addressing issues such as secondary picketing\, unfair labour practices and the duty to bargain in good faith\, and the use of out-of-province workers to perform struck work;\nthe impact of recent interest arbitration decisions addressing inflation\, staffing and retention\, and changing social\, political\, and economic conditions;\nthe effect of recent grievance arbitration awards\, including cases addressing discriminatory collective agreement language\, the use of hiring incentives\, and the application of the Charter to B.C. employers in the broader public sector; and\nnavigating potential conflicts between collective agreement language and changing requirements in employment standards legislation; and\naftermath of the Quebec Casinos \n\nThe session will also address key legislative and policy updates\, including: \n\nthe latest developments in the ongoing review of the B.C. Labour Relations Code;\nmeasures introduced by the federal and B.C. government to avoid or cushion the impacts of ongoing trade conflict;\nlegislation in Quebec expanding government power to restrict or end strikes and lock-outs and refer certain labour disputes to interest arbitration; and\nlegislation restricting the use of strike replacement workers passed federally and in Manitoba.\n\nFinal topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments in a rapidly changing legal and political landscape. \nBreak: 2:30 pm – 2:45 pm \n\nPanel 4 - Bargaining Emerging Issues: Climate change\, disaster leaves\, gig and remote work\, new leaves and innovative benefits\, new technologies\, generational differences and more - 2:45 pm – 4:00 pm\n\n\n \nChris Beneteau\nExecutive Director\, Labour Relations\nBC Public School Employers’ Association \n\n\n \nErin Cutler\nSenior Legal Director and General Counsel\nHealth Employers Association of BC (HEABC) \n\n\n \nRichard Tones\nDirector of Negotiations\nBC General Employees Union (BCGEU) \n\n\n \nThom Yachnin\nUnion Counsel\nVictory Square Law Office \n\n\nThe future of work is here – is your collective agreement ready? Join this dynamic session to explore how technology\, current events\, and evolving societal and workplace expectations are driving the need for modernization. Topics to be addressed include: \n\nThe impact of artificial intelligence (“AI”) on employee hiring and management;\nNew technologies related to surveillance and monitoring of employees;\nRemote work\, flexible work arrangements\, and gig work;\nMental health\, staffing levels\, and workload;\nWorkplace violence;\nEmerging leave and benefit provisions;\nClimate change and disaster preparedness;\nEquity\, diversity\, and inclusion; and\nGenerational differences in workplace and bargaining priorities.\n\nTopics will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues. \nClosing Remarks: 4:00 pm \n\nRegisterFriday\, November 21\, 2025 \nLabour Arbitration and Policy Conference \nBreakfast and Registration: 8:00 am – 9:00 am \n\nIntroductory remarks: 9:00 am – 9:05 am \n\nPanel 1 - From Hearings to Headlines: Key developments in cases and legislation - 9:05 am – 10:20 am\n\n\n \nValerie Dixon\nLegal Counsel – Labour\, Employment and Human Rights\nCity of Vancouver \n\n\n \nJitesh Mistry\nLabour Arbitrator and Mediator\nMistry ADR \n\n\n \nErica Sandhu\nUnion Counsel\nHastings Labour Law Office \n\n\nIn this session\, panelists will examine recent significant developments in federal and provincial labour law\, exploring emerging trends in a changing world of work. Panelists will address the latest decisions on topics including: \nCaselaw: \n\nGovernment intervention in recent collective bargaining disputes including issues of freedom of association under the Charter\nRemedies for breach of employment standards\n\nclass actions\narbitration agreements\nSupreme Court hearing on Quebec’s secular dress code\nupcoming changes\n\n\nTermination\n\ndischarge and discipline\nsexual harassment\n\n\nLabour Board decisions\n\nunfair labour practices\ngood faith bargaining\nremedial certification\n\n\nWorkplace rights and responsibilities\n\nprivacy issues\ndrug and alcohol testing\nworkplace investigations\n\n\n\n\ndiscrimination and accommodation\nharassment and retaliation\n\n\nLegislation: The B.C. Labour Relations Code Review Panel report on recommended amendments;\nlegislation dealing dealing with federal supply chain transparency;\nNew restrictions on the use of strike replacement workers in federally regulated industries; and\nQuebec legislation ensuring parties’ role in arbitrator selection and expansion of government powers to pause or prohibit strikes.\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments in a shifting economic and political landscape. \nBreak: 10:20 am – 10:35 am \n\nKeynote by Stephen Kelleher - Perspectives of a Supreme Court Judge returning to Labour Arbitration and Mediation - 10:35 am – 11:05 am\n\n\n \nStephen Kelleher\, K.C.\nArbitrator and Mediator \n\n\nArbitrator Kelleher will discuss how labour arbitration has evolved from its original purpose and how it has continued to change with the times. He will compare and contrast litigation in court and labour arbitration. Finally\, he will ask whether some court procedures should be considered for the labour arbitration context.Break: 11:05 am – 11:20 am \n\nPanel 2 - Hidden Needs\, Hard Questions: Navigating complex workplace accommodations - 11:20 am – 12:30 pm\n\n\n \nBrad Cocke\nEmployer counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nJodie Gauthier\nUnion Counsel\nBlack Burke Mayor \n\n\n \nLesley Maisey\nOccupational Health Nurse\nSpecialist For Disability Case Management\nSharezen Group \n\n\nAs workplaces reopen\, accommodation requests are becoming more varied and complex. This panel will address health-related accommodations in the context of return-to-work mandates. Specifically\, the following questions will be addressed: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? How do the stereotypes and stigma associated with these conditions contribute to the challenge of providing accommodation?\nWhat are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional?\nHow should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhen will it be appropriate for an employer to request an Independent Medical Examination (“IME”)? What if an employee is in a safety-sensitive position or the safety of other employees may be at risk? What is the union’s role in this process?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? Will an employee be entitled to work from home during pregnancy? What is the type and scope of medical information that is required to support these requests?\nDoes an employer have a duty to accommodate an employee’s commute to work where the employee has a disability? If so\, what is considered reasonable accommodation?\nHow should collective agreements and workplace policies be updated to comply with British Columbia’s new restrictions on sick notes for short-term absences? How do these restrictions affect other responsibilities\, such as the duty to accommodate?\n\n\nNetworking Lunch: 12:30 pm – 1:30 pm \n\nFireside chat - AI and the Labour Relations Problem-Solver: Building Towards Your Irreplaceable Edge - 1:30 pm – 2:15 pm\n\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJohn McConchie\nArbitrator and Mediator \n\n\n\nBreak: 2:15 pm – 2:30 pm \n\nPanel 3 - Pre-hearing Primer: Handling procedural delays\, preliminary objections\, requests for particulars\, and more - 2:30 pm – 3:45 pm\n\n\n \nJulia Bell\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nWill Clements\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nRyan Goldvine\nMediator and Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\nEffective pre-hearing procedures are critical to the smooth and timely resolution of labour arbitration cases. This panel will offer practical insights on minimizing delays\, leveraging emerging technologies\, managing preliminary objections\, and responding to requests for particulars and production. Panelists will share strategies for addressing common procedural challenges and ensuring hearings proceed efficiently. Specifically\, panelists will address: \nDelay: \n\nWhat are the most common pre-hearing bottlenecks and how can they be avoided?\nWhen does delay cross the line into abuse of process? What remedies (such as costs or adjournments) are available?\n\nNew Formats: \n\nHow do virtual and hybrid formats contribute to pre-hearing efficiency\, and what procedural or practical challenges might they create?\n\n\nDoes any guidance exist on permissible uses of Generative AI in pre-hearing stages (g. for document review\, timeline automation\, etcetera)?\n\nRequest for Particulars: \n\nWhat are best practices for responding to and drafting effective requests for particulars?\n\n\nWhat types of statements\, information\, or documents are protected by privilege\, confidentiality agreements\, or privacy laws?\n\nPreliminary Objections: \n\nWhat are the most common types of preliminary objections (e.g. jurisdiction\, timeliness\, standing)\, and when should they be raised?\n\n\nShould parties always raise preliminary objections early\, or are there risks in doing so prematurely?\n\nEvidence: \n\nHow do arbitrators deal with attempts to introduce evidence regarding exchanges during negotiations\, estoppel notices\, counterproposals in bargaining\, etcetera?\n\nGeneral: \n\nAs prehearing processes grow more complex with expanded preliminary issues and interim orders\, are they strengthening procedural fairness or complicating efficiency and proportionality?\n\n\nClosing remarks: 3:45 pm – 4:00 pm \n\nRegisterRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nWednesday\, November 19\, 2025Workshops \n(The schedule will run concurrently for all workshops) \n\nBargaining In The Broader Public Sector Conference Workshop \nBargaining for Change: Advancing Equity\, Diversity\, and Inclusion (EDI) at the table\n\n\n \nHasan Alam\nStaff LawyerBC Government and Service Employees’ Union(BCGEU) \n\n\n \nNatasha Aruliah\nConsultantJEDDI (Justice\, Equity\, Decolonising\, Diversity and Inclusion) Specialist \n\n\n \nCarolyn MacEachern\nEmployer CounselYoung Anderson \n\n\n \nShelina Neallani\nLawyer\, Mediator\,  and Workplace Assessor \n\n\n\n\nSpecial opening session led by: \n \nEmily Ohler\nChair British Columbia Human Rights Tribunal \n\n\nIn this interactive workshop\, participants will learn legal principles and best practices in negotiating and drafting collective agreements that meet human rights obligations and promote equity\, diversity\, and inclusion (“EDI”). \nParticipants will hear from leading experts and work in small groups on skill-building exercises\, learning how to apply an EDI lens to bargaining from start to finish. Attendees will learn how to: \n\nPrepare to address EDI effectively in bargaining by evaluating areas for improvement and identifying key issues to be addressed at the table;\nReview collective agreements for problematic language and update commonly-used but exclusionary terminology;\nApply lessons learned from recent arbitration decisions in which collective agreement language was proved to be discriminatory;\nCraft new collective agreement clauses to remove barriers and promote EDI\, incorporating emerging language addressing topics such as cultural and religious diversity\, anti-racism\, decolonization and Indigenization\, disability and mental health\, and gender equity and diversity; and\nNavigate potential conflicts between language aimed at promoting EDI and other collective agreement rights\, such as seniority provisions.\n\nAll participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nLabour Arbitration And Policy Conference Workshop \nHoning Your Grievance and Arbitration Skills: Tools and tactics for success\n\n\n \nSusanna Allevato Quail\nCounsel\nAllevato Quail & Associates \n\n\n \nMike Hamata\nEmployer Counsel\nRoper Greyell \n\n\n \nGabriel Somjen\nArbitrator and Mediator \n\n\nBuild your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution\, explore how to build a persuasive case\, and discuss what matters most in the hearing room. \nThrough a facilitated discussion and interactive exercises\, attendees will learn how to: \n\nAssess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;\nWork with grievors who may present as “difficult to work with\,” recognizing underlying disabilities\, trauma\, and other factors which may be impacting communication;\nIdentify when settlement or mediation is appropriate;\nRecognize when a matter is unlikely to settle\, assess the appropriate forum\, and determine when arbitration is necessary;\nPrepare for arbitration and make the most of pre-hearing processes\, laying the groundwork to succeed at the hearing;\nNavigate key rules of evidence\, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and\nAdvocate effectively in the hearing\, advancing the interests of your member\, organization\, or client.\n\nAttendees will be encouraged to ask questions and engage with other participants. All other participants also receive a comprehensive set of digital materials\, including textbook chapters\, case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. \nRegister Vancouver Bargaining in the Broader Public Sector Conference$1\,395.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference$1\,395.00Add to cart	\n			\n  \nVancouver Bargaining in the Broader Public Sector Workshop$1\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference Workshop$1\,295.00Add to cart	\n			\n  \n\nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference$2\,295.00Add to cart	\n			\n  \nVancouver Labour Arbitration and Policy Conference & Bargaining in the Broader Public Sector Conference – Bundle (Conference + Workshop)$2\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \n\nBargaining in the Broader Public Sector ConferenceConference Co-chairs\n\n \nLeanne Bowes\nChief Executive Officer\nPost-Secondary Employers’ Association \n\n\n \nElisabeth Finney\nUnion Counsel\nBlack Burke Mayor \n\n\n\nConference Advisory Committee \n\n\n \nJeremy Bryant\nUnion Counsel\nBanister & Company \n\n\n \nAndrea Mears\nLabour Relations Officer Professional Employees Association \n\n\n \nAlissa Perry\nDirector\, Employee Relations\nBC Public School Employers’ Association \n\n\n \nPaul Reniers\nDivison Manager\, Collective Bargaining\nMetro Vancouver \n\n\n\nLabour Arbitration and Policy Conference \nConference Co-chairs\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJohn McConchie\nArbitrator/Mediator \n\n\n\nConference Advisory Committee \n\n\n \nGretchen Brown\nUnion Counsel\nBritish Columbia Teachers’ Federation (BCTF) \n\n\n \nStephanie Mayor\nUnion Counsel\nBlack Burke Mayor \n\n\n \nCarolynn Ryan\nSenior VP People & Chief Human Resources Officer\nBC Hydro \n\n\n \nMarino Sveinson\nEmployer Counsel\nPulver Crawford Munroe \n\n\n\nCPD \nBargaining in the Broader Public Sector Conference CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Labour Arbitration and Policy Conference CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Bargaining in the Broader Public Sector Pre-Conference Workshop CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\n\n\nVancouver Labour Arbitration And Policy Pre-Conference Workshop CPD\n\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\n\n\n\n\n\nRegister
URL:https://lancasterhouse.com/event/vancouver-bargaining-in-the-broader-public-sector-and-labour-arbitration-and-policy-conference-2025/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20251127T123000
DTEND;TZID=UTC:20251127T140000
DTSTAMP:20260404T081552
CREATED:20250505T184203Z
LAST-MODIFIED:20251118T172759Z
UID:16584-1764246600-1764252000@lancasterhouse.com
SUMMARY:Lancaster’s Workplace Essentials: Outsourcing\, layoff\, recall\, severance and other key issues in restructuring
DESCRIPTION:In today’s turbulent sociopolitical and economic climate\, it is critical for employers and unions to have a firm grasp of foundational principles regarding workplace reorganizations. In this installment of Lancaster’s Workplace Essentials webinar series\, panelists will address key issues regarding restructuring\, including: \n$595.00Add to cart	\n			\n  \n\n\nWhat is meant by the terms “contracting out” and “contracting in”? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine\, “contracting out”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring? Can they reassign duties formerly performed by full-time employees to part-time employees?\nWill a unilateral reduction in working hours or changes to an employee’s shift times\, position\, job classification\, or job location constitute a lay-off? Can management unilaterally schedule vacation to achieve a temporary shut-down without engaging lay-off provisions?\nHow does collective agreement language impact the order in which employees must be laid off and their recall rights? What is “bumping up” and “bumping down” and when will either be permissible?\nWhen will a “lay-off” in fact amount to termination of employment?\nHow will employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? How do employer obligations\, and union rights\, differ when a restructuring is due to technological change as opposed to economic reasons?\nWhen will a merger\, amalgamation\, sale\, or transfer of all or part of a business result in the new or acquiring entity being considered a successor or related employer?\nMust employers disclose plans to restructure during collective bargaining?\nWhat measures do parties seek to negotiate in collective agreements when restructuring occurs?\nWhat remedies can unions or employees seek when employers fail to adhere to their collective agreement or statutory obligations with respect to restructuring? How does insolvency or a declaration of bankruptcy impact employers’ liability and union and employee rights?\nWhat legislative changes and government programs have recently been introduced to avoid or cushion the impacts of large-scale downsizing or loss of employment through restructuring?\n\n\nModerator \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n\nSpeakers \n\n\n \nJeffrey Stewart\nEmployer counsel\nSherrard Kuzz \n\n\n \nJulia Williams\nLawyer\nRavenlaw LLP \n\n\nAccreditation \nCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-outsourcing-layoff-recall-severance-and-other-key-issues-in-restructuring/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=UTC:20251202T123000
DTEND;TZID=UTC:20251202T140000
DTSTAMP:20260404T081552
CREATED:20250505T184939Z
LAST-MODIFIED:20251114T180141Z
UID:16586-1764678600-1764684000@lancasterhouse.com
SUMMARY:EDI Policies: Assessing the impact of U.S. developments on Canadian law and practice
DESCRIPTION:The panel will examine how Canadian firms can handle changing practices in the U.S. assess legal and reputational risks of altering EDI commitments\, and identify strategies to advance equity amid shifting legal and political climates. Specifically\, the panel will discuss: \n$595.00Add to cart	\n			\n \n\nHow are U.S. political and legal developments around EDI influencing Canadian law firm approaches to EDI? What should workplace leaders be paying attention to as they monitor developments?\nTo what extent could offering EDI initiatives conflict with provincial law society mandates on EDI education\, human rights\, and rules of professional responsibility?\nAre rollbacks of EDI permissible under Canadian human rights and employment equity legislation? How might legislative and Charter provisions permitting “special programs” impact that analysis?\nIf a firm discontinues a specific EDI initiative\, what steps should it take to ensure continued alignment with its values\, avoid reputational harm\, and protect the well-being of employees?\nWhat practical strategies can Canadian firms adopt to maintain EDI integrity while navigating cross-border business pressures and polarized public discourse?\nIn a shifting regulatory environment\, what steps can workplaces take to uphold EDI values in hiring\, client relationships\, and firm culture?\n\nModerator\n\n \nLaila Said Alam\nTribunal MemberBritish Columbia Human Rights Tribunal \n\n\nSpeakers\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nLSO EDI Professionalism: 1 hour(s) and 30 minutes(s)\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/edi-policies-assessing-the-impact-of-u-s-developments-on-canadian-law-and-practice/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20251204T090000
DTEND;TZID=America/New_York:20251204T170000
DTSTAMP:20260404T081552
CREATED:20250129T185640Z
LAST-MODIFIED:20250617T151236Z
UID:15681-1764838800-1764867600@lancasterhouse.com
SUMMARY:Intensive Mediation Workshop
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a digital credential from Toronto Metropolitan University. \n\n\n \nDaphne Taras\nProfessor and DirectorCentre for Labour-Management RelationsToronto Metropolitan University \n\n\nProgram Leader\n\n \nPaula Knopf\nArbitration/Mediator \n\n\nProgram Faculty\n\n \nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \n\n\nThis intensive professional learning program is designed to develop the advanced dispute resolution skills that labour relations professionals need in order to be successful in their roles. \nParticipants will have the opportunity to observe dispute resolution techniques used by experienced professional mediators — and to use those techniques as they attempt to resolve a workplace dispute. To make the simulation as realistic as possible\, actors will play the role of the aggrieved party. \nAimed at labour relations professionals with basic to intermediate knowledge of mediation and workplace dispute resolution techniques\, this session aims not to create professional mediators but to equip participants with the knowledge and skills necessary to: \n\nDefuse tensions and manage workplace conflict\nResolve grievances without resorting to lengthy and expensive arbitration processes\nMake effective use of informal and formal mediation as a management or union representative\n\nWho is this program designed for? \n\nGraduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program\nLabour relations professionals with 3 or more years of experience working full-time for an employer or a union\, including:\n\nHuman resources professionals\nLabour relations officers\nLocal union leadership\nManagers\nUnion staff\n\n\nLabour and employment lawyers in their first 5 years of practice\n\nTo ensure interactivity as well as opportunities for skill-building and personalized feedback\, spaces in this program are extremely limited. We hope you’ll join us. \nCPD\n\n\nThis program has been approved by CPHR Alberta for 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for 6.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 6.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 6.5 substantive hours; 0 professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 6.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 6.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/intensive-mediation-workshop-2025/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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