B.C. Human Rights and Accommodation Conference
2026-04-15 - 2026-04-16 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
What to Expect
In this conference, leading labour relations, lawyers, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in B.C. and federally.
Throughout the event, panelists from union-side, employer-side, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel.
Participants will also be provided with a comprehensive set of digital materials including textbook chapters, case summaries, and other online resources relevant to panel discussions These resources, developed through hours of research by Lancaster House program lawyers, will prove invaluable for future reference.
Attendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development, taking place the day after the conference, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges.

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

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

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

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

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

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

Whether Gramsci did actually utter the exact words of the currently oft-quoted phrase, “The old world is dying, and the new world struggles to be born: now is the time of monsters”, or not, this statement is clearly a portent of our present moment. The persistent attack in this time on the values of equity, diversity, and inclusion is evident and pervasive. These values, central to Canadian human rights law and those whose work involves protecting human rights, are important and yet, they fail to include decolonization or meaningfully consider Indigenous human rights – this is particularly true in the context of human rights in workplaces. However, given the upheaval of the old, perhaps this moment provides an opportunity to imagine a new world that does not simply re-entrench previous systems that support equity, diversity, and inclusion, although these remain significant, but dares to instead reimagine a transformative approach to human rights that leads from a place of decolonization and Indigenous human rights.Panel 1 - New and Noteworthy: Major recent caselaw, legislation, and policy developments - 9:35 – 10:50 am

Jodie Gauthier
Union Counsel
Black Burke Mayor

Amanda Rogers
Arbitrator/Mediator/Lawyer

Lauren Soubolsky
Employer Counsel
McCarthy Tetrault

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

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

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

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

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

Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.
Break: 10:50 – 11:05 am
Panel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 11:05 – 12:15 pm

Kai Ying Chieh
Employer Counsel
Overholt Law LLP

Peter Eastwood
Union Counsel
Hamilton Howell Bain & Gould

Dr. Hajera Rostam
Registered Psychologist
Private Practice

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

What features of a general return-to-office mandate will violate human rights? How will collective agreement language affect the matter?
How do such requirements impact mental health? Does remote or hybrid work mitigate or exacerbate mental health? Inequity?
In what circumstances have arbitrators or adjudicators found that employees must be accommodated through work-from-home arrangements for health-related reasons or to accommodate child- or elder-care responsibilities? What information can employers require to support such a request?
When will an order that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that it would amount to undue hardship to allow an employee to work on a remote, hybrid, or flexible basis?
How can one distinguish personal preferences from legitimate accommodation needs? How can parties work effectively with medical and mental health professionals to identify and support accommodation needs?
What practical considerations should be taken into account when assessing whether employees should be permitted to work from home? What flexible working options are available other than remote or hybrid work?
What practices help reduce conflict, resentment, or disengagement when accommodations are being considered, implemented, or denied?

Networking lunch: 12:15 – 1:00 pm
Fireside Chat - Navigating resistance to EDI initiatives - 1:00 – 1:45 pm

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

Kasari Govender
Commissioner
BC’s Office of the Human Rights Commissioner

Join the B.C. Human Rights Commissioner and experienced labour relations practitioners in a candid conversation about the shifting landscape of EDI initiatives in Canada as they examine evolving pushback to this work, the implications for equity-deserving individuals, and what is and is not working in current approaches. Participants will leave better equipped to navigate EDI fatigue and opposition while upholding human rights and furthering the collective pursuit of safe, equitable workplaces for all.Break: 1:45 – 2:05 pm

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

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

Christianne Paras
Executive Director of Restorative Justice Association of BC

When human rights violations occur in the workplace, traditional labour relations tools alone – such as discipline – may fall short in addressing the needs of the complainant, repairing relationships, and preventing future harm. In this session, panelists will explore the use of restorative approaches, addressing questions such as:

What does it mean to adopt a “restorative approach” to conflict and human rights violations? What unique benefits can such approaches provide?
When can or should alternative dispute resolution (“ADR”) be used to address human rights transgressions at work? What ADR options exist, and what are the relevant advantages and disadvantages of each?
What steps can parties take to address barriers to equity when implementing restorative approaches?
What factors have arbitrators considered in recent cases in determining whether an employment relationship is salvageable following an employee’s human rights breaches? What room exists for education and reintegration rather than discipline?
What “early warning signs” indicate that a workplace is in need of restoration? How can restorative approaches, implemented early, assist in preventing future harm?
What steps can employers and unions take to ensure that a healthy and safe work environment is restored following a human rights violation? How can restorative approaches address systemic or collective harm?
What changes can be made to workplace policies or collective agreements to incorporate restorative approaches? What are the respective roles of employers, unions, and employees in implementing these approaches?

Closing remarks: 3:35 – 3:45 pm

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

Opening remarks: 9:00 – 9:05 am

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

Menachem Freedman
Union Counsel
Hamilton Howell Bain & Gould

Eric Ito
Employer Counsel
Cooperwilliams Truman & Ito LLP

Koml Kandola
Arbitrator and Mediator
Kandola Arbitration Services Ltd.

Mediation is a vital tool used to successfully resolve human rights disputes in the workplace. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically, the panel will answer the following questions:

What are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?
How should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for mediation?
How can the parties efficiently prepare for mediation? What information must be gathered?
How can the parties determine if power imbalances, accessibility barriers, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?
Is a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?
What information should be included in a settlement agreement?
What factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes?

Break: 10:20 – 10:40 am

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

Jessica Fairbairn
Employer Counsel
Harris & Co.

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

Caitlin Meggs
Union Counsel
Victory Square Law Office LLP

This panel will explore how employers can identify and respond to accommodation needs in complex situations, manage attendance and performance concerns fairly and consistently, and determine the scope and limits of accommodation over time. Panelists will address key questions, including:
Neurodivergence:

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

Mental Health:

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

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

What signs may indicate that an employee has a mental health condition or other condition that requires accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?
When does the employer have a ‘duty to inquire’ whether an employee is affected by a mental health condition or disability that is causing misconduct in the workplace?

Substance Use:

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

Absenteeism:

What are the components of an Attendance Management Program that addresses the accommodation of an employee’s disability-related absenteeism?
Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?
How should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?
What guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?
How does the test for ‘undue hardship’ vary in different safety sensitive industries with respect to substance addiction issues or other issues that may pose safety risks in the workplace?

Networking lunch: 11:40 – 12:40 pm

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

Shelley Ball
Lawyer and InvestigatorShelsu Pacific Law

Sandra Guarascio
Employer CounselRoper Greyell LLP

Dr. Nicole Legg
Licensed PsychologistCo-Founder of WellIntel Inc.

David Tarasoff
Union CounselHospital Employees Union

Investigating allegations of human rights violations in the workplace requires a commitment to understanding best practices, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions:

What is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?
What measures should employers and investigators implement to support the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role in supporting mental well-being?
How should employers, unions, and investigators proactively identify and remove accessibility barriers, as well as provide accommodations, during workplace investigations?
In what circumstances is hiring an external investigator preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?
What information can be shared with a complainant or respondent once an investigation is complete? How can employers communicate investigation results to complainants in a way that does not harm their mental health?
Must an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?
What risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?
What obligations do investigators have to disclose their report to the parties? What entitlement do the parties have to disclosure?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Break: 1:55 – 2:15 pm

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

Jessica Gregory
Arbitrator, Mediator and Investigator

Preston Parsons
Employer Counsel
Overholt LLP

Karen Segal
Allevato Quail & Associates

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

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

Closing remarks: 3:45 – 3:55 pm

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

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

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

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

Attendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the BC Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration:

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

Conference Co-Chairs

Jonathan Chapnick
Member
BC Human Rights Tribunal

Sara Hanson
Union Counsel
Moore Edgar Lyster LLP

Kristen Woo
Legal Counsel
BC Public School Employers’ Association

Advisory Committee

Kaity Cooper
Vice-Chair
B.C. Labour Relations Board

Peter Eastwood
Union Counsel
Hamilton Howell Bain & Gould

Jaime Hoopes
Employer Counsel
Roper Greyell LLP

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

Megan Tweedie
Director
Human Rights Office
Simon Fraser University

CPD
Conference Day 1

This program has been approved by CPHR BC & Yukon for 5.42 Continuing Professional Development hours.

This program has been approved by the Law Society of British Columbia for 5.42 Continuing Professional Development hours.

Conference Day 2

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

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

Accommodating Mental Health Conditions in the Workplace: The duty to inquire, medical information, undue hardship, and other core questions
2026-04-17 | Pan Pacific Hotel Vancouver, 999 Canada Pl #300, Vancouver, British Columbia, V6C 3B5, Canada
Program Overview
The BC Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals, union leaders, and employer representatives involved in labour law in BC and Western Canada. Designed with both legal rigour and practical application in mind, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes.
What You’ll Learn:

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

Who Should Attend

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

Delivery Format

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

Accommodating Mental Health Conditions in the Workplace: The duty to inquire, medical information, undue hardship, and other core questions
Mental health related accommodation continues to be one of the most complex and high-risk areas of workplace decision-making for employers and unions alike. Legal obligations are evolving, medical information is often incomplete or difficult to interpret, and workplace parties are increasingly required to respond to non-visible disabilities.
This workshop is designed to provide practical guidance on accommodating employees with mental health disabilities in the workplace.
Learn about the relevant legal tests and how to proactively address these issues in the workplace.
Investigations

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

How to Accommodate an Employee

What are signs that an employee may be experiencing a mental health crisis in the workplace? What are more subtle signs that an employee may be struggling and in need of assistance or accommodation?
When an employee notifies the employer of a mental health condition, what responsibilities are triggered for employers and unions?
How should employers and unions assess what constitutes a reasonable accommodation of an employee’s needs, and how can that be distinguished from employee preferences?
What trends, if any, are emerging from recent decisions about the test for undue hardship?
How should employers analyze the availability and suitability of alternative work within the workplace?
What resources may be proactively offered to employees in the workplace? How can employers ‘inclusively design’ their workplaces for neurodivergent employees?
What are successful elements of a Return-to-Work plan and Accommodation Plan?
How should managers respond to employees who reveal their diagnosis but do not provide sufficient information regarding their functional ability and what is required to accommodate? What communication tools and tips may be offered understanding that employees with mental illness may struggle with perceived stigma of their condition?
How should issues relating to stigma of mental health issues be approached in the workplace?
What resources may be offered to employees who continue to struggle with work despite accommodations?
When and how should termination of employment be considered?
Can liability be placed on employers for a failure to accommodate an employee’s unknown or not yet diagnosed mental health issue?
What are recent trends in damage awards for an employer’s failure to accommodate a mental health condition?
What legal obligations do employers have to assess and control workplace risk factors that may contribute to poor mental health?
What workplace practices promote physical and mental wellness? What role, if any, should the National Standard of Canada for Psychological Health and Safety in the Workplace play in protecting and promoting workers’ mental health?

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

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

Attendees also have the option to attend the B.C. Human Rights and Accommodation Conference, taking place the days before the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration:

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

Faciliatator

Megan Ashbury
Arbitrator and Mediator

Speakers

Daniel McBain
Union Counsel
Moore Edgar Lyster LLP

Julie Menten
Employer Counsel
Roper Greyell

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

CPD
CPD

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

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

A Trauma-informed Approach: Making grievance and complaint procedures a safe place
2026-04-29 | The Conference Center at the University of Toronto, Terrace 3rd Floor, 89 Chestnut St, Toronto, ON, M5G 1R1, Canada
Program Overview
The Ontario Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals, union leaders, and employer representatives involved in labour law in Ontario and Eastern Canada. Designed with both legal rigour and practical application in mind, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes.

What You’ll Learn:

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

Who Should Attend

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

Delivery Format

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

A Trauma-informed Approach: Making grievance and complaint procedures a safe place
In this full-day workshop, participants will hear from leading experts about how to apply a trauma-informed approach to complaint and grievance procedures in the human rights context. Participants will develop an understanding of: key concepts related to a trauma-informed approach, best practices when first responding to a complaint or grievance, meeting the needs of participants, and utilizing early resolution options. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. All participants receive a comprehensive set of digital materials, including case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. Questions to be addressed include:
Key Concepts

What is trauma and how does it show up in the workplace?
What is a trauma-informed workplace? Why is it particularly important that workplaces adopt a trauma-informed approach to complaint and grievance procedures during human rights disputes?
How does intersectionality and intercultural competence relate to a trauma-informed approach? What does this involve in practice?
Can a trauma-informed approach conflict with the rights of a respondent?

First Steps

What barriers do complainants face when filing complaints or grievances, especially in cases of discrimination or harassment? What steps can employers and unions take to address these barriers?
What resources should employers and unions provide to complainants, respondents, witnesses, and others in the workplace to support mental well-being in response to an incident, complaint, or grievance?
How should employers and unions handle anonymous complaints alleging discrimination or harassment by another employee? Why might a complainant feel more comfortable remaining anonymous?
What interim measures should employers implement to protect complainants? For example, when will it be appropriate for a respondent to be placed on leave?

Meeting the Needs of Participants

How should employers and unions eliminate accessibility barriers, and ensure appropriate accommodations are in place, throughout the complaint and grievance processes? What if an individual’s trauma impacts their ability to fully participate?
What aspects of complaint and grievance procedures can re-traumatize individuals? How can employers and unions reduce the likelihood of re-traumatization?
What does trauma-informed interviewing and writing entail? How should one respond if an employee’s behaviour during a discussion is influenced by trauma?
How can the parties assess a complainant’s credibility and the merits of a case, more generally, without penalizing trauma-related responses?
What strategies help reduce the risk of compassion fatigue for management and union representatives?

Early Resolution Options

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

Going Forward

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

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

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

Attendees also have the option to attend the Ontario Human Rights and Accommodation Conference, taking place the days after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration:

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

Speakers

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

Catherine Fan
Union CounselUrsel Phillips Fellows Hopkinson LLP

Melissa Roth
Employer CounselGowling WLG

CPD
CPD

This 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).

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

Ontario Human Rights and Accommodation Conference
2026-04-30 - 2026-05-01 | The Conference Center at the University of Toronto, Terrace 3rd Floor, 89 Chestnut St, Toronto, ON, M5G 1R1, Canada
Overview Lancaster House’s Ontario Human Rights and Accommodation Conference brings together top legal experts, labour relations professionals, and union representatives to examine the latest developments and emerging trends in workplace human rights and accommodation. Attendees will gain valuable insights on key topics, including recent legislative and policy changes and practical strategies for addressing workplace human rights matters.
Attendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development, taking place the day before the conference, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges.
What to Expect
In this conference, leading labour relations, lawyers, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in Ontario and federally.
Throughout the event, panelists from union-side, employer-side, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel.
Participants will also be provided with a comprehensive set of digital materials including textbook chapters, case summaries, and other online resources relevant to panel discussions These resources, developed through hours of research by Lancaster House program lawyers, will prove invaluable for future reference.
Who Should Attend?
This conference is essential for:

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

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

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

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

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

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

Shreya Patel
Employer Counsel
Torkin Manes

James Craig
Union Counsel
Morrison Watts LLP

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

In what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?
How do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment? What trends are emerging in damage awards for discrimination, failure to accommodate, and reprisal?
When will an employee’s controversial views, whether expressed online or in the workplace, justify discipline, discharge, or damages?
What forms of disability accommodation do courts and tribunals expect employers to implement? When do requested accommodations cross the line from what is reasonable to undue hardship?
What limits are courts and arbitrators placing on employer surveillance and monitoring of employees?
When does the Charter apply to decisions by employers or quasi-governmental bodies, particularly those involving vaccination policies, political expression, return-to-work, or collective bargaining?

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

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

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

Canada Labour Code amendments:

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

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

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

Dr. Elizabeth Aram
Clinical Psychologist

Nathaniel Marshall
Employer Counsel and
Workplace Investigator
Marshall Workplace Law

Shibil Siddiqi
Employer Counsel
Progressive Barristers

Aleisha Stevens
Union Counsel
CaleyWray

Investigating allegations of human rights violations in the workplace requires a commitment to understanding best practices, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions:

What is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?
What measures should employers and investigators implement to safeguard the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role?
How should employers, unions, and investigators proactively identify and remove accessibility barriers, as well as provide accommodations, during workplace investigations?
In what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?
What information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?
What obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?
Must an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?
What risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Networking lunch: 12:15 – 1:15 pm
Fireside Chat - The EDI Challenge - Meeting Human Rights Obligation in the Workplace - 1:15 – 2:00 pm

Patricia DeGuire
Chief Commissioner
Ontario Human Rights Commission

Across Ontario, organizations are grappling with equity, diversity and inclusion, and how it fits into their human rights obligations under the Code, while also facing growing skepticism and, at times, backlash. This conversation with Patricia DeGuire, the Chief Commissioner of the Ontario Human Rights Commission, seeks to explore how workplaces can navigate oppositions while still upholding their duty under the Code.Break: 2:00 – 2:20 pm
Panel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media, employee monitoring, and AI - 2:20 – 3:50 pm

James Kosa
Employer Counsel
WeirFoulds LLP

Lauren Pearce
Union Counsel
Jones Pearce LLP

Jagtaran Singh
Legal Counsel
Ontario Human Rights Commission (OHRC)

In this session, panelists will examine the complex human rights challenges – and potential opportunities – arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use, employee monitoring, and artificial intelligence (“AI”), addressing questions such as:

When can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced an employee’s freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?
How can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?
What limits do federal and provincial privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?
What potential human rights issues are raised by the use of AI in hiring, promoting, and managing employees? Can AI be used to reduce discrimination and promote equitable, diverse, and inclusive workplaces?
Can employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on a bias testing be sufficient to shield an organization from liability? What information are unions and employees entitled to when they suspect that use of an AI system is resulting in discrimination at work?

Scenarios will be finalized in the weeks prior to the conference, ensuring coverage of the latest and most pressing issues.Friday, May 1, 2026 Breakfast: 8:00 – 9:00 am
Introductory Remarks: 9:00 – 9:05 am
Panel 4 - Complex Accommodations: Neurodiversity, chronic absenteeism, and more - 9:05 – 10:20 am

Meg Atkinson
Union Counsel
Kastner Ko LLP

Liz Horvath
President and Management Consultant
Hale Health and Safety Solutions

James Jennings
Employer Counsel
Filion Wakely Thorup Angeletti LLP

Sharon Naipaul
Mediator, Trainer, Coach and Consultant
Strategic Workplace Equity and Conflict Resolution Solutions

Employers are required to balance evolving accommodation obligations with operational demands, performance expectations, and workplace standards.
This panel will explore how employers can identify and respond to accommodation needs in complex situations, manage attendance and performance concerns fairly and consistently, and determine the scope and limits of accommodation over time. Panelists will address key questions, including:
Neurodivergence:

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

Mental Health:

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

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

What signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?
When is a ‘duty to inquire’ about a potential mental health condition or disability triggered?

Substance Use:

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

Absenteeism:

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

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

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

Naomi Midanik
Registered Psychotherapist & Founder
Bright Balance Psychotherapy

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

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

What is burnout? How does it differ from stress, fatigue, or anxiety? What factors have been shown to contribute to burnout?
What is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?
What are the signs and symptoms of burnout and compassion fatigue? How can employers, managers, and employees recognize these conditions? What are the early warning signs?
Have legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?
What tools are available to assist employers and unions to identify organizational issues which may be contributing to burnout or compassion fatigue? What policies and practices should be implemented to address these factors?
How can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out, overwhelmed, or emotionally exhausted?
How long does it typically take to recover from burnout and compassion fatigue? How can employers and unions rebuild trust, engagement, and capacity in workplaces where these conditions have been prevalent?
Are overall systemic changes in the field of labour relations necessary to prevent or ameliorate stress, burnout, and compassion fatigue? If so, what changes need to be made?
What realistic, sustainable practices can employees and union representatives adopt to maintain their individual health and wellbeing? How can individuals effectively set boundaries, foster self-care, and navigate challenging and emotional files? What is “compassion satisfaction”, and how can employees best sustain healthy and fulfilling careers in human rights and labour relations?

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

Mark Hart
Arbitrator & Mediator

Jodi Martin
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

Ozlem Yucel
Employer Counsel
Turnpenney Milne LLP

Mediation is a vital tool used to successfully resolve human rights disputes in the workplace. With mediation now mandatory at the Human Rights Tribunal of Ontario (“HRTO”) for applications received on or after June 1, 2025, developing a strong understanding of the mediation process is crucial. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically, the panel will answer the following questions:

What are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?
How should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?
How should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for voluntary mediation?
How can the parties efficiently prepare for mediation? What information must be gathered?
How can the parties determine if power imbalances, accessibility barriers, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?
Is a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?
What information should be included in a settlement agreement?
What factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes? Are they prohibited by law?

Break: 2:05 – 2:25 pm
Panel 7 - Sexual Harassment, From Annoyance to Assault: A scenario-based panel on identifying and addressing the spectrum of unlawful behaviours in the workplace- 2:25 – 3:50 pm

Marcus McCann
Employer Counsel
Marcus McCann Law

Sheilagh Turkington
Arbitrator & Mediator
Turkington Dispute Resolution

In this session, panelists will provide expert insight into identifying and responding to sexual harassment in the workplace, using real cases to shed light on the application of these principles in practice. The panel will address questions such as:

How is sexual harassment defined under human rights and occupational health and safety legislation in Ontario and federally? What legal test have adjudicators and arbitrators typically applied when determining whether sexual harassment has occurred? How will collective agreements and workplace policies impact the determination?
When will off-duty sexual harassment be sufficiently connected to the workplace to bring it under the purview of human rights and occupational health and safety legislation, the collective agreement, and/or the employer’s authority to impose discipline?
What myths and stereotypes about sexual harassment, in particular with respect to witness credibility, have adjudicators and arbitrators recognized in recent years?
When does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?
How have arbitral attitudes changed in terms of appropriate disciplinary responses to sexual harassment? What factors will arbitrators consider? For example, how are factors such as power imbalances, workplace culture, and the impact on the employee who has been harassed taken into account? When will a single instance of sexual harassment be serious enough to warrant dismissal?
What trends in damage awards are evident in recent sexual harassment cases?
Is a formal complaint required to trigger an employer’s duty to investigate allegations of sexual harassment? When can an employer be held liable for the actions of an employee? When will sexual harassment be found to have created a poisoned work environment?
How should employers and unions respond when they receive a sexual harassment complaint? With more employees in remote and hybrid work arrangements, how can employers and unions ensure that sexual harassment does not go unnoticed?

Closing remarks: 3:50 – 4:00 pm
Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

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

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

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

Attendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the ON Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration:
Ontario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop)
$2,690.00Add to cart

Conference Co-Chairs

Esi Codjoe
Employer Counsel
Turnpenney Milne LLP

Archana Mathew
Arbitrator and Mediator

Wade Poziomka
Union Counsel
Ross & McBride LLP

Advisory Committee

Roger Love
Legal Counsel
Ontario Human Rights Commission

Marcus McCann
Employer Counsel
Marcus McCann Law

Kimalee Phillip
Director of Human Rights
CUPE National

Shyama Talukdar
Union Counsel
Paliare Roland Rosenberg Rothstein LLP

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

CPD
Day 1

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

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

Day 2

This program has been approved for Continuing Professional Development 5.33 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

Members of the Law Society of Ontario may consider counting this program for 5.33 Substantive hours; 0 Professionalism hours.

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

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

Advances in technology and evolving workplace operations will require the modernization of collective agreements. This webinar will prepare attendees to address emerging issues in the workplace, such as artificial intelligence (“AI”) and remote work, during bargaining. Specifically, the panel will answer the following questions:

What aspects of the use of AI, such as algorithmic management, should be addressed through bargaining and collective agreement language? Do standard “technological change” provisions effectively address concerns about the impact of AI on the workforce?
How can parties, through bargaining, tackle the privacy issues arising from the use of emerging technologies (e.g. GPS tracking, video surveillance, biometric scanning) in the workplace? What lessons can be learned from recent decisions regarding the monitoring and surveillance of employees?
When will an employer’s return-to-office mandate or limitations on remote work violate a collective agreement? What features of remote or hybrid work arrangements have been specifically addressed in collective agreement provisions? What options, other than remote or hybrid work, should employers and unions consider during bargaining to address presenteeism and/or absenteeism?
How are employers and unions responding to hiring freezes, layoffs, or labour shortages? What steps can the parties take during bargaining to ensure that staffing and workloads are appropriate and the workplace is physically and psychologically safe?
What are some examples of emerging leaves-benefits provisions? How should parties approach the bargaining of leaves and benefits?

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

Moderator

Najeeb Hassan
Mediator and Arbitrator
NHLC Consulting Ltd

Speakers

Erin Delaney
Solicitor
Government of Newfoundland & Labrador

Emily Home
Union Counsel
Ursel Phillips Fellows Hopkinson LLP

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

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

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

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

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

Managing in a Unionized Environment Certificate
2026-05-05 12:30 - 2026-05-21 16:00 (America/Toronto) | Virtual Event
6-Half Days | Tuesdays and Thursdays, 12:30 p.m. – 4:00 p.m. ET
Register by February 27th, 2026 and save $300 using promo code: r89hxcxp
In association with:
Upon completion of this program, participants will receive a certificate of completion and a digital credential.
Managing in a Unionized Environment | New Certificate Program
Managing unionized workplaces requires a different skill set, a different attitude, and an appreciation that the labour law regime is utterly unlike the legal framework in the non-union setting. Unionized employees cannot be fired by giving notice and writing a cheque. Just cause must be established and thoroughly documented. Managers cannot make abrupt changes to company policies without considering the labour relations implications. Every decision made by a manager is scrutinized. Does the decision respect the collective agreement? Has it been applied consistently? Is it reasonable?
This course will guide those who manage or supervise unionized employees, helping to avoid costly mistakes. Topics will include employee selection, use of the probationary period, discussion of performance problems and the discipline process, dealing with privacy rights, human rights concerns, and the duty to accommodate. Session leaders will discuss how to read and negotiate collective agreement provisions, comply with legislated employment standards, promote mental health, avert unfair labour practices, and achieve better relationships and more effective solutions. Hear the union perspective on workplace issues, and their expectations of managers, and learn about best practices to emulate and proven strategies to build trust and respect.
The objective of the course is to significantly improve participants’ professional skills and improve the practice of labour relations.

Key Learning OutcomesThe program is designed to be practical, not theoretical. Participants will therefore leave with tools they can use immediately in the workplace to reduce conflict, address issues effectively, and manage labour relations successfully.
By the end of this program, participants will be able to:

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

Program Curriculum

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

Course Instructors

Alex Brat
Senior Executive Director, Labour Relations
University of Toronto

Chris Davidson
Lawyer & Workplace Investigator
TurnpenneyMilne LLP

Blaine Donais
Arbitrator/Mediator

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

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

Erin Kuzz
Partner
Sherrard Kuzz LLP

Kat Leonard
National Representative
Unifor

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

Anil Verma
Professor Emeritus
Rotman School of Business
University of Toronto

Malini Vijaykumar
Union Counsel
Nelligan O’Brien Payne LLP

Pricing
$3,495.00Add to cart

CPD

This program has been approved by CPHR Alberta for 18 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 18 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 18 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 18 Continuing Professional Development hours.

Members of the Law Society of New Brunswick may consider this program for 18 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 18 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 18 Continuing Professional Development hours.

Suggested Learning Programs

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

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

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

How should parties assess the merits of a case and determine whether arbitration is appropriate or a settlement is feasible? When will mediation be indicated?
What procedural and fundamental objections are commonly raised at arbitration (g. failing to follow the grievance procedure, disclosure of documents, arbitrator bias, etc.)? When early should these objections be raised?
What types of documents are protected by solicitor-client privilege, labour relations privilege, or privacy laws?
What mistakes should be avoided when drafting particulars? What information is the other side entitled to?
What factors should parties take into account when choosing between virtual and in-person hearing formats if a choice is available?
How early should parties begin preparing for hearings? When will using generative artificial intelligence (“AI”) be of assistance during the pre-hearing stage?
What are frequent reasons for delays during the pre-hearing stage and how can parties avoid them? What types of behaviour leading to delay would be considered an abuse of process? What remedies are possible?

Moderator

Karen Scott
Arbitrator/Mediator

Speakers

Riley Kearns
Union Counsel
Teamsters Local 31

Alex Ognibene
Ognibene Law
Employer Counsel

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

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

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

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

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

Lancaster Speaker Series: Dr. Tanya De Mello - Unconscious Biases
2026-05-21 12:30 - 13:30 (America/Toronto) | Virtual Event
Program
This session will explore how inclusion, belonging, and equity operate in workplaces through a labour, employment, and human rights lens. Drawing on research and practice, Dr. De Mello will highlight how organizations, including universities, often fall short of reflecting the diversity of the communities they serve, despite widespread use of equity and diversity language. The session will emphasize that a genuine sense of belonging is a key driver of job satisfaction, employee well-being, and retention, and is shaped by everyday decisions about inclusion, recognition, and opportunity. Participants are invited to examine how conscious and unconscious biases influence the ways in which they engage and work. Rather than offering prescriptive solutions, the session intentionally centres introspection and discomfort as necessary components of meaningful change. The discussion connects individual decision making to broader structural patterns, reinforcing that inclusive workplaces are not created through intention alone but through sustained, reflective practice and accountability.

Select an option

Live Webinar

Add to Cart

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

Accreditation
CPD

This program has been approved by CPHR Alberta for 1 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 1 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 1 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 1 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 1 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 1 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 1 Continuing Professional Development hours.

Additional InformationRegistration Fee – Single Attendee
Live webinar: $49
(Registrations must be paid in advance of the webinar)
Please contact us by email, or by phone at (416) 977-6618, for discount pricing for additional participants and group orders.

Atlantic Labour Law Conference
2026-05-25 - 2026-05-26 | Halifax Marriott Harbourfront Hotel, 1919 Upper Water Street, Halifax, Nova Scotia, B3J 3J5, Canada
Sponsored by:Overview
The Atlantic Labour Law Conference is the must-attend event for legal practitioners, arbitrators, HR professionals, and labour relations experts in Nova Scotia, Newfoundland and Labrador, New Brunswick, and Prince Edward Island. This conference delivers in-depth analysis of the latest legislative changes, key case law developments, and emerging workplace issues specific to the Atlantic region. Featuring leading speakers from across the provinces, the program offers practical insights into how recent legal decisions are shaping labour relations strategies and compliance in Atlantic Canada. Designed for professionals seeking to stay current in a dynamic legal landscape, the conference also offers valuable opportunities to connect with experts and peers across the region. Strengthen your understanding of Atlantic labour law, refine your approach to workplace challenges, and expand your professional network.

What to Expect
In this conference, leading labour relations, lawyers, and human rights professionals will explore recent labour law developments, policies, and emerging workplace human rights challenges in Atlantic Canada (including content and expert speakers specific to Newfoundland and Labrador, Nova Scotia, PEI, and New Brunswick). Throughout the event, panelists from union-side, employer-side, and neutral perspectives from the Atlantic region will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. Participants will also be provided with a comprehensive set of digital materials including textbook chapters, case summaries, and other online resources relevant to panel discussions These resources, developed through hours of research by Lancaster House program lawyers, will prove invaluable for future reference.

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

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

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

Introductory Remarks: 9:00 – 9:05 am

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

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

James Farrell
Solicitor and Director
Industrial/Retail/Offshore Division
FFAW-Unifor

Annie Gray
Employer Counsel
Stewart McKelvey

Stay up to date on the latest developments in federal and provincial labour law through this comprehensive session exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address topics such as:
Caselaw

What lessons can be learned from recent cases addressing the legality of government intervention in strike actions? How have decision-makers balanced the competing interests and legal rights at stake?
What is the status of ongoing legal challenges to the federal government’s use of s. 107 of the Canada Labour Code to intervene in strike actions in the airline, railway, postal, and other sectors?
When can an employer discipline or dismiss an employee for offensive off-duty conduct including posting abusive messages on social media?
Will expressing personal or political beliefs at work warrant discipline?
What factors will carry weight when arbitrators determinewhen whether dismissal is justified for an employee’s dishonesty?
When will specifying an age “cut-off” for benefits constitute discrimination?
Is an employer obliged to investigate incidents involving harassment if there is no formal complaint?
How have arbitrators balanced privacy rights and workplace safety when determining whether substance use testing and policies are appropriate? Is a blanket off-duty ban on cannabis use in safety-sensitive positions likely to be considered reasonable?
In what circumstances may an employer or supervisor be found criminally liable for a workplace injury?
Can employees be dismissed for non-compliance with vaccine policies?

Legislation
The session and materials will also cover recent and upcoming changes to legislation in the federal jurisdiction and in Atlantic provinces, such as:

What new or expanded leaves have been introduced in Atlantic provinces in the past year?
What steps must workplace parties take to comply with Nova Scotia’s new “duty to cooperate” under occupational health and safety legislation?
What changes have been introduced through P.E.I.’s new Employment Standards Act?
What measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?
Which provinces have recently passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?
What measures impacting workplaces were proposed in the federal government’s recent “Canada Strong Budget 2025”? What amendments have recently been made to the Canada Labour Code?
How far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?
Are other provinces likely to follow the lead of Alberta and Quebec in introducing legislation restricting the use of union dues for non-core union activities?
What new limits have been introduced in Alberta with respect to the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?

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

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

Dale Darling
Mediator and Arbitrator

Gillian Lush
Senior Consultant and Lawyer
HR Atlantic

Kyle Rees
Union Counsel
O’Dea Earle

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

As a matter of law, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right, what are they? How do workplace policies and collective agreement language affect the matter?
When will an employee be allowed to work from home as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness in the workplace warrant accommodation?
a) In what circumstances have decision-makers found that employees should be permitted to work from home, on a full-time or part-time basis, in order to accommodate obligations related to family status, such as childcare or eldercare responsibilities?
b) What kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?
What flexible working options other than remote or hybrid work can be considered? Can these options help reduce increased absenteeism or presenteeism due to a return to the office?
What aspects of remote, hybrid, or flexible work arrangements have been specifically addressed in workplace policies or collective agreement provisions?

Networking Lunch: 11:35 – 12:30 pm

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

Ashley Hamp-Gonsalves
Burchell Wickwire Bryson LLP

Leah Kutcher
In-House Counsel
Nova Scotia Teachers Union

Carey Majid
Executive Director
Newfoundland and Labrador Human Rights Commission

Ignoring workplace discrimination, harassment, psychological harm, and toxic cultures can be extremely costly financially, legally, and for employee wellbeing. This session will examine legal and practical approaches for prevention, policy development, investigations, and discipline. Specifically, panelists will address:

How do occupational health and safety requirements related to workplace harassment differ across Atlantic provinces? Across Canada? What does Nova Scotia’s new Stronger Workplaces for Nova Scotia Act require?
What must be included in a harassment prevention policy?
What tests and standards do adjudicators apply when determining whether discrimination, harassment, or workplace-related psychological harm has occurred? What factors do arbitrators consider, including power imbalances, workplace culture, the severity of psychological harm, and the impact on affected employees? When might a single incident justify dismissal?
How have recent decisions shaped employers’ duties to investigate allegations of discrimination, harassment, psychological harm, and other alleged toxic workplace behaviours? What triggers an employer’s responsibility to act, even without a formal complaint?
What steps should employers take to proactively recognize and address signs of a potentially toxic workplace culture?
What steps should employers and unions take when discrimination or harassment occurs between employees? Between an employee and a manager?
How should employers and unions address discrimination, harassment, and psychological harm in remote and hybrid workplaces?
When does off-duty conduct fall within the employer’s authority under human rights legislation? Occupational health and safety legislation? Collective agreements and disciplinary policies?
What trends are emerging in damage awards for discrimination, harassment, failure to accommodate, reprisal, psychological harm, and toxic workplace claims?

Break: 1:45 – 2:00 pm

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

Chris King, KC
Employer CounselMcInnes Cooper

Rosellen Sullivan
Sexual Harassment InvestigationSullivan Investigative Insights

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

Investigating allegations in the workplace requires a compliance with best practices and keeping up with recent caselaw. In this panel, experts will offer insights into conducting or overseeing fair and appropriate workplace investigations. Specifically, panelists will address:

What guidance can be gleaned from recent caselaw on the requirements of a fair and appropriate workplace investigation and procedural flaws to be avoided during an investigation?
In what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?
Must an employer investigate allegations even in the absence of a formal complaint? How should anonymous complaints be investigated?
What risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate?
What are best practices for interviewing complainants, respondents, and witnesses in a trauma-informed manner?
What information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants? What entitlement do the parties have to a copy of the investigator’s report or notes? What right do the parties have to respond?
What comes next after a workplace investigation? What does an effective workplace restoration process entail?

Break: 3:15 – 3:30 pm

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

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

Workplace dynamics are shifting as organizations navigate increasing concerns about incivility, intergenerational tensions, and evolving expectations around respectful conduct. In this fireside chat, Sally Wells will explore how aging workforces and changing workplace norms are reshaping conversations about respect, communication, and accountability. Attendees will gain practical insights into recognizing and addressing incivility while fostering healthier, more respectful workplace cultures.Tuesday, May 26, 2026
Networking Breakfast and Registration: 8:00 – 9:00 am
Opening remarks: 9:00 – 9:05 am

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

Michael Bourgeois
Labour & Employment Lawyer
CUPE

Isabelle Keeler
Director of Faculty Relations
University of Prince Edward Island

Sheilagh Murphy
Arbitrator/Mediator/Investigator
MacNab Fagan and Murphy

As the country navigates turbulent sociopolitical and economic times, it is critical for employers and unions to understand legal principles and best practices regarding workplace restructuring. In this session, panelists will address key considerations for organizations facing economic strain, including:

What options, short of large-scale restructuring, are available to employers and unions seeking to mitigate economic pressures?
When is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?
Will a unilateral reduction in an employee’s working hours or changes to an employee’s shift time, position, job classification, or job location constitute a layoff? Can management unilaterally schedule vacations to achieve a temporary shutdown without engaging layoff provisions?
How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?
When will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?
Must employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?
What steps should be taken to preserve the morale, health, and safety of employees following a workplace reorganization?
What legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?
What measures have parties negotiated in collective agreements toaddress the possibility of future workplace reorganizations?

Break: 10:20 – 10:35 am

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

Dr. Abraham Rudnick
Professor
Department of Psychiatry
Dalhousie University

Caroline Spindler
Employer Counsel
Mathews Dinsdale & Clarke LLP

Kelly VanBuskirk
Kelly VanBuskirk, KC, PhD C. Arb.

Neurodiversity and mental health are playing an increasingly prominent role in discussions on workplace accommodation, human rights, and equity obligations. For employers and unions, these matters raise complex legal and practical questions about risk management and appropriate day-to-day workplace responses. Through moderated discussions and practical examples, speakers will unpack key questions, including:

How are legal and human rights obligations evolving around mental health, neurodivergence, stress, and burnout?
What indicators have adjudicators found sufficient to trigger a duty to accommodate and how have employers reasonably been expected to respond?
When is a ‘duty to inquire’ triggered? What steps are employers expected to take to identify and address risks before they escalate?
When do recruitment and onboarding processes unintentionally exclude certain candidates, and what practical improvements can be made without compromising operational needs?
What limits have courts and tribunals placed on medical information requests, and when have formal assessments been found a) necessary b) excessive?
How should employers evaluate accommodation requests related to remote work? What medical information can be obtained?
What guidance does recent case law provide regarding the threshold at which absenteeism exceeds reasonable accommodation and constitutes undue hardship?

Networking Lunch: 11:50 – 12:50 pm

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

Andrea MacNevin
Lawyer, Mediator and Investigator
MacNevin Law & Mediation Inc.

Michelle McCann
Legal Counsel
Health Association Nova Scotia

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

Employers and unions can choose between various strategies to efficiently and effectively resolve disputes. In this panel, speakers will explore these strategies and look forward to how they may evolve in the coming years. Specifically, the panel will address:

Does the growing “judicialization” of arbitration undermine its unique advantages or is it necessary to ensure procedural protections for parties?
What options exist outside of the conventional arbitration process? In what circumstances should parties consider these alternatives? Are any of these alternatives gaining popularity?
How is artificial intelligence (“AI”) being used to prepare for mediation, arbitration, or other events? How will the use of AI develop going forward?
What are the advantages and disadvantages of virtual mediation, mediation-arbitration, or arbitration? Will virtual formats become the default option?
What factors should be considered when selecting a third party neutral?

Break: 2:05 – 2:20 pm

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

David Mombourquette
Chairperson
New Brunswick Labour and Employment Board

Ian Pickard
Employer counsel
McInnes Cooper

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

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

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

Closing remarks: 3:45 pm

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Atlantic Labour Law Conference – Both Days $1,455.00Add to cart

Atlantic Labour Law Conference – Day 1 $1,045.00Add to cart

Atlantic Labour Law Conference – Day 2 $1,045.00Add to cart

Attendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real labour relations challenges and is designed to complement the Atlantic Labour Law Conference. The conference and workshop may be attended separately or as a bundled registration:

Atlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop)
$2,095.00Add to cart

Conference Co-Chairs

Kiersten Amos
Employer Counsel
McInnes Cooper

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

Daniel Wilband
Labour and Employment, Human Rights and Administrative Lawyer
VanBuskirk Law

Advisory Committee

Brian Johnston
Employer Counsel
Stewart McKelvey

Karen Milligan
HR Manager
Health PEI

Chris Montigny
Employer Counsel
HR Atlantic

Sandra Mullen
President
Nova Scotia Government & General Employees Union

Susie Proulx-Daigle
President
New Brunswick Union (NBU)

Mary Rolf
Union Counsel
Pink Larkin

CPD
CPDLancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come.
Halifax Marriott Harbourfront Hotel - Discounted Room
Reserve By: Thursday, April 23, 2026.
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start Date
End Date
Room Rate

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

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

Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
2026-05-27 | Halifax Marriott Harbourfront Hotel, 1919 Upper Water Street, Halifax, Nova Scotia, B3J 3J5, Canada
Program Overview
The Atlantic Labour Law Skills Training Workshop is a highly focused professional development opportunity for HR professionals, union leaders, and employer representatives involved in labour law in Newfoundland, Nova Scotia, New Brunswick, and P.E.I.. Designed with both legal rigour and practical application in mind, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes.

What You’ll Learn:

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

Who Should Attend

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

Delivery Format

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

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

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

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Atlantic Labour Law Skills Training Workshop: Honing your grievance and arbitration skills: Tools and tactics for effective representation
$1,195.00Add to cart

Attendees also have the option to attend the Atlantic Labour Law Conference, taking place the days before the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in labour relations and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration:

Atlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop)

$2,095.00Add to cart

Speakers

Brenda Comeau
Union Counsel
Pink Larkin

Noella Martin
Employer Counsel
Burchell Wickwire Bryson LLP

John Whelan
Arbitrator and Dispute Resolution Lawyer
Whelan Dispute Resolution

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

Remote and Cross-Jurisdictional Work: Drafting compliant and effective employment contracts
2026-05-28 12:30 - 14:00 UTC | Virtual Event
Select an option

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

As the world becomes more interconnected through technology, understanding the legal implications of remote and cross-border work is essential. During this webinar, speakers will address the difficulties of drafting employment contracts for remote workers across multiple jurisdictions and equip attendees with the knowledge to create employment contracts that are compliant and effective. Specifically, speakers will discuss:

How can one determine which set of legislated employment standards applies to a remote employee? Is the location where an employee works remotely the determining factor? Can a clause designating the location where the remote employee works be included in an employment contract?
How can you ensure that remote work contracts comply with employment standards legislation? Should employment contracts be tailored to specific jurisdictions or are general contracts acceptable?
When will “choice of law” or “choice of forum” clauses be found to be enforceable? Not enforceable?
Is a non-competition clause enforceable in cases involving an employee working remotely? Does the analysis differ for non-solicitation clauses?
Do employees working remotely have a right to know if and how their employer utilizes monitoring and surveillance technologies to monitor performance? Should the potential monitoring and surveillance of employees be mentioned in an employment contract? How can an employer ensure that its activities are compliant with privacy legislation?
Are employers required to ensure the health and safety of workers employed remotely? What aspects of health and safety in a remote work environment should be specifically addressed in employment contracts or workplace policies?
Will an employer mandated ordering an employee’s return to the office be considered constructive dismissal?

Moderator

Robert Basque
Arbitrator/Mediator
Girard Bell

Speakers

Mark Repath
Employee Counsel
Israel Foulon LLP

Dianne Rideout
Employer Counsel
Norton Rose Fulbright Canada LLP

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

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

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

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

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

Intensive Collective Bargaining Certificate
2026-06-09 12:30 - 2026-06-25 16:00 (America/Toronto) | Virtual Event
Tuesdays and Thursdays, 12:30 p.m. – 4:00 p.m. ET each day

In association with:
Upon completion of this program, participants will receive a certificate of completion and a digital credential.
Program
Effective collective bargaining requires far more than negotiating skills. It demands a sophisticated understanding of contract language, costing, communication strategy, and the organizational and legal frameworks that underpin the bargaining process. This intensive certificate program brings together the strengths of Toronto Metropolitan University, Lancaster House, and the Centre for Labour Relations Training & Development (CLRTD) to deliver a rigorous, practice-focused learning experience.
Grounded in a balanced and evidence-based approach, this program prepares participants to navigate complex negotiations, interpret and draft collective agreement language with precision, manage costing with confidence, and communicate strategically with stakeholders and the public. Designed for experienced HR professionals, union representatives, labour relations specialists, and managers involved in negotiations, the program blends asynchronous learning with interactive virtual sessions to support deep skill development.
Learning Outcomes
By the end of this program, participants will be able to:

Demonstrate an advanced understanding of the legal and practical foundations of collective bargaining.
Interpret collective agreement language accurately and apply core principles of contract interpretation.
Draft clear and enforceable collective agreement clauses that reduce ambiguity and prevent disputes.
Analyze a complete collective agreement to identify risks, gaps, and areas for improvement.
Use Excel effectively to organize bargaining data, build templates, and support evidence-based decision-making.
Calculate the financial impact of bargaining proposals using appropriate costing models.
Evaluate the sustainability and organizational implications of contract changes.
Integrate costing results into overall bargaining preparation and strategy.
Develop a coherent bargaining strategy that aligns goals, communications, and negotiation priorities.
Communicate strategically with members, media, leadership, and bargaining counterparts.
Navigate difficult bargaining scenarios using principled, consistent messaging.

Program Topics

Day 1: Bargaining Foundations
Day 2: Drafting and Interpreting Collective Agreements
Day 3: Excel Bootcamp
Day 4: Costing
Day 5: Bargaining Strategy
Day 6: Advanced Bargaining Simulation

Speakers

Leanne Bowes, Chief Executive Officer
Post-Secondary Employers’ Association

David Lardner
Union Representative, Disputes and ArbitrationAlberta Union of Provincial Employees (AUPE)

Craig Lawrence
Employer CounselDentons

Kate Robinson
NegotiatorAlberta Union of Provincial Employees (AUPE)

CPD

This program has been approved by CPHR Alberta for 18 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 18 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 18 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 18 Continuing Professional Development hours.

Members of the Law Society of New Brunswick may consider this program for 18 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 18 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 18 Continuing Professional Development hours.

AI at Work: Human rights, privacy, and equity considerations for employers and unions
2026-06-11 12:30 - 14:00 UTC | Virtual Event
Select an option

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

Panelists will explore the potential benefits and pitfalls of the use of artificial intelligence (“AI”) in the workplace from a human rights perspective, providing expert guidance on using AI in ways that promote equity and preserve privacy. Panelists will address questions such as:

What federal and provincial laws currently regulate the use of AI? What other human rights and privacy laws or legal principles govern or restrict the use of AI at work?
What key human rights and privacy concerns are raised by the use of AI by employers? In particular, what concerns are raised by the prospect of algorithmic management, defined as delegating to algorithms certain managerial tasks such as screening applications for employment, assessing employee performance, or even making decisions regarding the termination of employment?
Are employers required to inform unions and employees about whether and how the employer is using AI in managing the workplace? Are employers required to secure employees’ consent before introducing AI technologies which may collect or use their personal information?
What lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other technologies in the workplace, such as biometric monitoring, audio and video surveillance, and GPS tracking?
How might the introduction of AI into a workplace impact psychological safety and worker well-being? How can employers and unions ensure that the use of AI at work does not negatively impact employees’ mental health? What is “AI psychosis”, and are employers required to accommodate employees who claim to be experiencing this?
If an employer uses an AI system that ultimately discriminates against employees or breaches employee privacy rights, can the employer be held liable for the system’s flaws? Can the employer be held liable when a flawed AI system is used by a third party engaged by the employer, such as a benefits administrator?
How can employers and unions address the use of AI through collective bargaining and workplace policies to promote equity and protect privacy? What other best practices should the parties implement to safeguard employee rights? What guidance has been released by the government and human rights bodies to this effect?
Finally, how can AI be applied in the workplace in a manner that reduces systemic discrimination and improves working conditions?

Moderator

Jennifer Hawkins
Lawyer and Workplace Investigator
Hawkins Lang & Price LLP

Speakers

Ryan Fritsch
Legal Counsel
Law Commission of Ontario

Anne K. Gallop
Partner
Norton Rose Fulbright Canada LLP

Kieran Meehan
Legal Counsel
BC Teachers’ Federation

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

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

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

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

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

Bargaining in Complex Times: Advanced skills to prepare for, cost, negotiate, and communicate in collective bargaining
2026-06-18 | The Best Western Premier Calgary Plaza Hotel and Conference Centre, 1316 33 Street NE, Calgary, Alberta, T2A 6B6, Canada
Program Overview
Bargaining in Complex Times is a workshop designed for experienced labour relations practitioners navigating increasingly challenging collective bargaining environments. The program focuses on building strategic skills to effectively prepare for negotiations, cost proposals, manage complex trade-offs, and communicate positions clearly at the table and beyond. Through practical analysis and real-world scenarios, participants will strengthen their ability to respond to economic uncertainty, heightened stakeholder expectations, and evolving workplace pressures with clarity and confidence.

Who Should Attend
This workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy, arbitration, and labour relations. It is designed for individuals across a range of industries, including:

Arbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.
Negotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.
Human Resources Leaders – HR managers, directors, and disability management specialists navigating workplace accommodations, discipline, and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on arbitration trends, case law, and legislative changes.
Union Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.
Corporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.
Government & Public Sector Professionals – HR and legal representatives working within municipal, provincial, and federal public service contexts.

Whether you are resolving disputes, negotiating agreements, or developing workplace policy, this conference offers the insights and connections you need to stay informed and effective.

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

Develop strategic bargaining preparation plans tailored to complex economic, operational, and workplace conditions
Analyze and cost collective agreement proposals to support informed decision-making at the bargaining table
Apply advanced negotiation techniques to manage trade-offs, pressure points, and competing priorities
Respond effectively to uncertainty and change, including inflationary pressures and evolving workforce expectations
Communicate bargaining positions clearly and persuasively to bargaining teams, leadership, and internal stakeholders
Anticipate and manage bargaining dynamics, including power imbalances, timing challenges, and external scrutiny
Strengthen alignment between bargaining strategy and organizational objectives

What to Expect:
In addition to the live content, participants will receive a comprehensive package of digital materials, including textbook chapters, case summaries, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers, these materials are designed to support continued learning long after the event.

Bargaining in Complex Times: Advanced skills to prepare for, cost, negotiate, and communicate in collective bargaining
Take your bargaining skills to the next level.
This program focuses on real-world, modern challenges in today’s economic climate, emphasizing strategic decision-making and effective communication before, during, and after bargaining, with practical guidance participants can apply immediately.
Topics include:

Economic & Strategic Insights

Factoring inflation, wage pressures, minimum wage stagnation, and U.S./Canada trade policy impacts into bargaining
Understanding how hiring freezes, layoffs, and increased workloads affect negotiations
Leveraging non-monetary items to complement monetary proposals
Analyzing the cost and financial implications of proposals, including wage, benefits, and operational impacts

Practical Bargaining Skills

Negotiation strategies that preserve relationships and drive stronger outcomes
Communicating effectively with members, employees, and media
Recognizing bad faith bargaining and navigating confidential mandates
Interpreting and drafting clear, enforceable collective agreement language

Modern & Future-Focused Agreements

Adapting collective agreements for AI, remote work, and new workplace technologies
Integrating Equity, Diversity, and Inclusion (EDI) considerations
Managing employee privacy and monitoring, the right to disconnect, and social media use
Addressing outsourcing, restructuring, benefits, and leaves of absence

Schedule

Time
Schedule

Breakfast and Registration
8:00 am – 9:00 am MT

Morning Break
10:25 am – 10:40 am MT

Networking Lunch
12:00 pm – 1:00 pm MT

Afternoon Break
2:20 pm – 2:35 pm MT

Workshop Ends
4:00 pm MT

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Alberta Labour Arbitration and Policy Conference – Workshop $995.00Select options
This product has multiple variants. The options may be chosen on the product page

Attendees also have the option to attend the Alberta Labour Arbitration and Policy Conference, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration:
Alberta Labour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop) $1,995.00Select options
This product has multiple variants. The options may be chosen on the product page

You may also be interested in:
Workshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
Workshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships

Speakers

Tricia Gibbs
Labour Relations OfficerUnited Nurses of Alberta (UNA)

Gabriel Joshee-Arnal
Employer CounselNeuman Thompson

Adam Letourneau
Arbitrator and Mediator

CPD
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada.
The Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room
Reserve By: Monday, May 18, 2026
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start date
End date
Room rate

June 17, 2026
June 17, 2026
$139 per night

Reservations Direct Phone: 1-(403) 248-888
Toll-Free Number: 1-800-661-1464
Group Name: Lancaster House 2026
Attendee Block Block ID Number: 394952
Booking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1
Email your reservation request to res@calgaryplaza.com

Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
2026-06-18 | The Best Western Premier Calgary Plaza Hotel and Conference Centre, 1316 33 Street NE, Calgary, Alberta, T2A 6B6, Canada
Program Overview
Honing Your Grievance and Arbitration Skills is a practical, skills-focused workshop designed for labour relations practitioners seeking to strengthen their effectiveness in grievance handling and arbitration. Participants will explore proven tools and tactical approaches for assessing grievances, building persuasive cases, managing evidence, and advocating clearly and credibly at arbitration. Through applied discussion and real-world examples, the workshop emphasizes strategic decision-making, effective preparation, and practical advocacy skills that translate directly to day-to-day representation.

Who Should Attend
This workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy, arbitration, and labour relations. It is designed for individuals across a range of industries, including:

Arbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.
Negotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.
Human Resources Leaders – HR managers, directors, and disability management specialists navigating workplace accommodations, discipline, and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on arbitration trends, case law, and legislative changes.
Union Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.
Corporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.
Government & Public Sector Professionals – HR and legal representatives working within municipal, provincial, and federal public service contexts.

Whether you are resolving disputes, negotiating agreements, or developing workplace policy, this conference offers the insights and connections you need to stay informed and effective.

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

Assess grievances strategically to determine merit, risk, and appropriate next steps
Build clear and persuasive grievance and arbitration cases, including organizing facts, evidence, and arguments
Apply effective advocacy techniques in grievance meetings and arbitration hearings
Prepare and manage evidence and witnesses to support strong representation
Navigate procedural and tactical issues in arbitration with confidence
Make informed decisions about settlement, withdrawal, or proceeding to arbitration

What to Expect:
In addition to the live content, participants will receive a comprehensive package of digital materials, including textbook chapters, case summaries, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers, these materials are designed to support continued learning long after the event.

Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
Build your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution, explore how to build a persuasive case, and discuss what matters most at the hearing.
Through a facilitated discussion and interactive exercises, attendees will learn how to:

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

Schedule

Time
Schedule

Breakfast and Registration
8:00 am – 9:00 am MT

Morning Break
10:25 am – 10:40 am MT

Networking Lunch
12:00 pm – 1:00 pm MT

Afternoon Break
2:20 pm – 2:35 pm MT

Workshop Ends
4:00 pm MT

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Alberta Labour Arbitration and Policy Conference – Workshop $995.00Select options
This product has multiple variants. The options may be chosen on the product page

Attendees also have the option to attend the Alberta Labour Arbitration and Policy Conference, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration:
Alberta Labour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop) $1,995.00Select options
This product has multiple variants. The options may be chosen on the product page

You may also be interested in:Workshop 1: Bargaining in Complex Times: Advanced skills to prepare for, cost, negotiate, and communicate in collective bargaining
Workshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships
Speakers

Megan Kheong
Employer CounselMLT Aikins

Pat Nugent
Union CounselNugent Law Office

Leanne Young, K.C.
Legal Counsel,Chartered Arbitrator, Mediator and AdjudicatorResolve ADR

CPD
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada.
The Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room
Reserve By: Monday, May 18, 2026
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start date
End date
Room rate

June 17, 2026
June 17, 2026
$139 per night

Reservations Direct Phone: 1-(403) 248-888
Toll-Free Number: 1-800-661-1464
Group Name: Lancaster House 2026
Attendee Block Block ID Number: 394952
Booking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1
Email your reservation request to res@calgaryplaza.com

After the Investigation: Defusing conflicts and restoring workplace relationships
2026-06-18 | The Best Western Premier Calgary Plaza Hotel and Conference Centre, 1316 33 Street NE, Calgary, Alberta, T2A 6B6, Canada
Program Overview
After the Investigation: Defusing Conflicts and Restoring Workplace Relationships focuses on what comes next once a workplace investigation has concluded. Designed for labour relations and HR practitioners, this workshop explores practical strategies for managing post-investigation tensions, addressing lingering conflict, and supporting a return to functional working relationships. Participants will examine communication approaches, risk considerations, and intervention tools that help stabilize the workplace, rebuild trust where possible, and reduce the likelihood of recurring disputes.

Who Should Attend
This workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy, arbitration, and labour relations. It is designed for individuals across a range of industries, including:

Arbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.
Negotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.
Human Resources Leaders – HR managers, directors, and disability management specialists navigating workplace accommodations, discipline, and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on arbitration trends, case law, and legislative changes.
Union Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.
Corporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.
Government & Public Sector Professionals – HR and legal representatives working within municipal, provincial, and federal public service contexts.

Whether you are resolving disputes, negotiating agreements, or developing workplace policy, this conference offers the insights and connections you need to stay informed and effective.

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

Defuse workplace tension after an investigation and prevent conflicts from escalating
Communicate outcomes clearly while staying fair and legally sound
Rebuild relationships and restore team trust effectively
Navigate complex dynamics balancing legal, operational, and human considerations

What to Expect:
In addition to the live content, participants will receive a comprehensive package of digital materials, including textbook chapters, case summaries, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers, these materials are designed to support continued learning long after the event.

After the Investigation: Defusing conflicts and restoring workplace relationships
An investigation after allegations of bullying or harassment in the workplace, breaches of respectful workplace policies, or other inappropriate behavior are only the first steps in addressing workplace conflict. An investigation of bullying or harassment in the workplace may have the unintended result of further fracturing a workplace. In this workshop, panelists will explore how employers and unions can best defuse conflicts and restore relationships in the workplace after the conclusion of a formal investigation. The panel will address the following questions:
Investigations Refresher

In what circumstances are employers obligated to conduct a workplace investigation? What is the role of the union in workplace investigations?
What are the consequences of an inadequate investigation or failing to investigate an allegation?
How can an employer’s or union’s actions during an investigation defuse or increase conflict in the workplace?

Communicating with Employees and Members

What are the most effective approaches to communicating with employees and members about an investigation, while it is ongoing and after it has been completed, to alleviate concerns and defuse conflict?
Should the union be made aware of allegations? What amount of detail is the respondent entitled to?
What role does solicitor-client privilege, litigation privilege, labour relations privilege, and privacy legislation play once the investigation process is over? Who is entitled to the investigator’s findings or the final investigation report?
When is it advisable to disclose the investigator’s findings to all employees? How should the findings be disclosed to the complainant and others in the workplace in a way that preserves relationships?
How should employers and unions respond if a complainant or others in the workplace disagree with an investigator’s findings? What recourse, if any, does a complainant have?

Discipline

What considerations should govern the imposition of discipline based on the findings of an investigation report? Does an apology by the offending party or parties play a useful role in conflict resolution? What if an employee who behaved inappropriately is unremorseful and unwilling to accept responsibility?
What is the appropriate response to bad faith complaints?
When should consideration be given to reassigning an employee to a different work area during or after a workplace investigation? When should an employee be placed on leave?

Workplace Restoration

How does an investigation affect relationships in the workplace and the workplace culture?
What are the goals of workplace restoration after an investigation? Are restorative processes necessary even if an investigator finds that no misconduct occurred?
What does an effective workplace restoration plan entail? What is the union’s role in workplace restoration?
How should employers and unions address allegations or findings of a “poisoned work environment” or systemic issues in the workplace?
What steps should employers and unions take to reinforce expectations regarding applicable workplace policies and acceptable behaviour?
When should an employer consider retaining an external individual to assist with ongoing conflicts in the workplace?

Schedule

Time
Schedule

Breakfast and Registration
8:00 am – 9:00 am MT

Morning Break
10:25 am – 10:40 am MT

Networking Lunch
12:00 pm – 1:00 pm MT

Afternoon Break
2:20 pm – 2:35 pm MT

Workshop Ends
4:00 pm MT

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Alberta Labour Arbitration and Policy Conference – Workshop $995.00Select options
This product has multiple variants. The options may be chosen on the product page

Attendees also have the option to attend the Alberta Labour Arbitration and Policy Conference, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration:
Alberta Labour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop) $1,995.00Select options
This product has multiple variants. The options may be chosen on the product page

You may also be interested in:
Workshop 1: Bargaining in Complex Times: Advanced skills to prepare for, cost, negotiate, and communicate in collective bargaining
Workshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation

Speakers

Adam Norget
HR Legal Services & Legal CounselEdmonton Police Service

Kyle Smith
President and OwnerHarmonic Resonance Workplace Solutions

Leanne Rosinski
Associate Director, Labour RelationsAssociation of Academic Staff University of Alberta

CPD
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada.
The Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room
Reserve By: Monday, May 18, 2026
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start date
End date
Room rate

June 17, 2026
June 17, 2026
$139 per night

Reservations Direct Phone: 1-(403) 248-888
Toll-Free Number: 1-800-661-1464
Group Name: Lancaster House 2026
Attendee Block Block ID Number: 394952
Booking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1
Email your reservation request to res@calgaryplaza.com

44th Annual Alberta Labour Arbitration and Policy Conference
2026-06-18 - 2026-06-19 | The Best Western Premier Calgary Plaza Hotel and Conference Centre, 1316 33 Street NE, Calgary, Alberta, T2A 6B6, Canada
Sponsored by:Overview
Since its launch in 1981, the Annual Alberta Labour Arbitration and Policy Conference has served as a cornerstone gathering for Alberta’s labour relations community—offering not only timely legal and policy updates but also valuable networking opportunities with leading voices in the field.
This year’s conference brings together top arbitrators, lawyers, union representatives, and HR professionals for in-depth discussions on the most pressing developments in labour arbitration and workplace policy. Expert-led panels will cover critical topics such as recent case law, legislative changes, policy trends, and the practical challenges shaping today’s labour landscape in Alberta.
The conference will feature concurrent panels and hands-on workshops, allowing attendees to customize their experience by choosing the sessions most relevant to their interests and professional roles. With a strong emphasis on connection and collaboration, this event is designed to foster dialogue, spark new ideas, and strengthen professional relationships across the labour relations community.
Whether you’re navigating complex arbitration issues or refining your workplace strategies, the Alberta conference offers the insight, flexibility, and network you need to stay ahead.

What to Expect
The event begins with an evening networking reception, providing a relaxed setting to connect with fellow attendees, speakers, and leaders from the labour community. This will be followed by an evening plenary session, offering thought-provoking discussion to set the stage for the next day’s program.
The following day features a full schedule of expert-led panels, including concurrent sessions that allow participants to tailor their experience by choosing the topics most relevant to their interests and professional needs. Panelists will represent union-side, employer-side, and neutral perspectives, offering balanced, practical insights through moderated discussions. Attendees will have the opportunity to ask questions—either verbally or electronically—at the end of each session.
In addition to the live content, participants will receive a comprehensive package of digital materials, including textbook chapters, case summaries, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers, these materials are designed to support continued learning long after the event.

Who Should Attend?
This conference will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy, arbitration, and labour relations. It is designed for individuals across a range of industries, including:

Arbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.
Negotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.
Human Resources Leaders – HR managers, directors, and disability management specialists navigating workplace accommodations, discipline, and compliance.
Employment & Labour Lawyers – Legal professionals seeking updates on arbitration trends, case law, and legislative changes.
Union Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.
Corporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.
Government & Public Sector Professionals – HR and legal representatives working within municipal, provincial, and federal public service contexts.

Whether you are resolving disputes, negotiating agreements, or developing workplace policy, this conference offers the insights and connections you need to stay informed and effective.

Learning Outcomes
By attending this conference, you will:
✔ Stay up to date on the latest developments in labour arbitration, workplace policy, and employment law across Alberta.
✔ Strengthen your skills in interpreting and applying arbitration awards, legislative changes, and policy decisions in real-world workplace contexts.
✔ Gain practical strategies for resolving disputes, drafting effective workplace policies, and navigating complex issues in collective bargaining.
✔ Learn from leading arbitrators, legal experts, union and employer representatives through engaging discussions and case-based analysis.
✔ Connect with fellow practitioners, negotiators, and decision-makers to expand your professional network and exchange ideas.

Sample MaterialsClick here to see an excerpt from last year’s materials!

Thursday, June 18, 2026
Registration: 4:30 pm – 5:00 pm

Opening remarks: 5:00 pm – 5:05 pm

Keynote - The Evolution of Labour Arbitration in Alberta: Change, Challenges, and Collaboration - 5:05 pm – 5:35 pm

James Casey
Arbitrator
Labour Arbitration+Mediation

Break: 5:35 pm – 5:50 pm

Plenary 1 - Uses and Abuses of Modern Technology: An interactive, scenario-based session on social media, employee monitoring, and AI - 5:50 pm – 7:05 pm

Wilson Chan
Employer Counsel
Mathews, Dinsdale & Clark LLP

Pete Desrochers
Arbitrator/Mediator
The Negotiators

Ella Henry
Counsel
Canadian Union of Public Employees

In this session, panelists will examine the complex challenges and potential opportunities arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use, employee monitoring, and artificial intelligence (“AI”), addressing questions such as:

When can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced employees’ freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?
How can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?
What limits do federal and Alberta privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?
When can an employer discipline an employee for misconduct discovered through routine monitoring or surveillance? For example, can an employer that is monitoring employee devices for the stated purpose of ensuring performance and productivity discipline an employee for misconduct entirely unrelated to those criteria?
What challenges and legal risks may arise in using artificial intelligence in hiring, promotion, and performance management? Can employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on bias testing be sufficient to shield an organization from liability?

Scenarios will be finalized in the weeks prior to the conference, ensuring coverage of the latest and most pressing issues.
Networking Reception: 7:05 pm – 9:00 pm

Friday June 19, 2026
Breakfast and Registration: 8:00 am – 9:00 am

Opening remarks: 9:00 am – 9:05 am

Plenary 2 - New and Noteworthy: Key recent cases and legislative developments in Alberta - 9:05 am – 10:20 am

Laura Dunnigan
Employer CounselMathews Dinsdale

Greg Francis
Arbitrator and Mediator

Natalia Makuch
Union CounselChivers Carpenter

In this session, panelists will delve into recent significant developments in federal and provincial labour law, exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address the following:
Caselaw and Ongoing Legal Challenges

How has the Alberta government’s introduction of the Back to School Act (2025), ordering striking teachers to return to work, impacted labour relations within the province? Is the provincial government’s use of the notwithstanding clause open to challenge, and what lessons can be learned from recent uses of this clause? How have courts and tribunals balanced the competing interests and legal rights at stake when addressing the legality of government intervention in strike actions?
Will expressing personal or political beliefs at work warrant discipline? Is it discriminatory to discipline or reprimand an employee for being “oversensitive” in conversations about certain subjects – for example, about their country of origin or about Canada’s Indigenous relations policies?
Can employees be dismissed for non-compliance with vaccine policies?
How have arbitral approaches to evaluating discipline for harassment, discrimination, and violence at work changed in recent years? What trends in damages are evident for workplace human rights violations?
Is an employer obliged to investigate incidents involving harassment if there is no formal complaint?
Will specifying an age “cut-off” for benefits constitute discrimination or violation of the Charter?
How far does the duty to inquire into a disability extend? Does the employer have a duty to inquire into the voluntariness of an employee’s resignation when that employee has a history of mental health concerns?
What aspects of an absenteeism management policy will render that policy unreasonable?
What factors will arbitrators consider when determining whether a hiring or promotion process was fair or reasonable? How does collective agreement language impact this analysis?
What collective bargaining lessons can be learned from recent decisions from the Alberta Labour Relations Board addressing unfair labour practices, bad faith bargaining, and illegal strikes?

Legislation
The session and materials will also cover recent and upcoming changes to legislation in Alberta and in the federal jurisdiction, such as:

What is the status of ongoing legal challenges to the federal government’s use of s. 107 of the Canada Labour Code to intervene in lawful strike actions in the airline, railway, postal, and other sectors? Will recent controversial cases regarding the use by the federal government of Canada Labour Code 107 result in legislative changes?
What new limits has Alberta’s government introduced regarding the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?
What changes to Alberta’s private sector privacy legislation are being considered through the ongoing Personal Information Protection Act consultation? What is the deadline for public bodies to introduce a “privacy management program” pursuant to recent amendments to Alberta’s Protection of Privacy Act, and what must be included in this program?
What new or expanded leaves have been introduced in Alberta in the past year?
What are the similarities and differences between Alberta and Quebec legislation restricting the use of union dues for non-core union activities? How has the Alberta Labour Relations Board defined “core” and “non-core activities” when interpreting the relevant provincial legislation?
What measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?
Which provinces have passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?
What measures impacting workplaces were proposed in the federal government’s recent “Canada Strong Budget 2025”? What amendments have recently been made to the Canada Labour Code?
How far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?

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

Plenary 3 - Navigating Alberta's Economic and Political Currents: Examining the implications for labour relations and collective bargaining - 10:35 am – 11:35 am

Thomas Hesse
President, united Food and commercial workers Canada local 401

Chantel Kassongo
Employer Counsel
Neuman Thompson

Joseph Marchand
Director
Alberta Centre for Labour Market Research (ACLMR)
Co-Director, Institute for Public Economics (IPE)
Professor, Faculty of Arts – Economics Department
University of Alberta

Amid economic uncertainty, with looming deficits and oil price complications the bargaining environment is more complex than ever. This plenary brings together labour relations experts to explore the latest trends, emerging bargaining priorities, and strategies for negotiating effectively in 2026. Specifically, panelists will address:

How is Alberta’s economy currently performing, and what do near-term economic forecasts suggest for public-sector bargaining in 2026, including expectations around compensation growth and affordability?
In what ways has recent legislation, including the Back to School Act and the use of the notwithstanding clause, influenced collective bargaining and labour relations dynamics in Alberta?
What non‑monetary provisions (e.g., job protections, health and safety workload management, training and development) are becoming important bargaining priorities in the current climate?
Is uncertainty surrounding U.S. trade policies likely to affect bargaining outcomes in Alberta’s broader public sector? Are there other international or federal policy developments that negotiators should be mindful of?
How can employers and unions best adapt their bargaining strategies to remain effective, constructive, and sustainable amid ongoing economic and political uncertainty?

Lunch: 11:35 am – 12:35 pm

Concurrent Sessions: 12:35 PM – 1:50 PM (Choice of 2 of 3) Concurrent 1 - Bargaining in the Evolving Workplace: Generational differences, remote and flexible work arrangements, new technologies, EDI, and more

Chris Monfette
Employer Counsel
Neuman Thompson

Terry Sway
Associate Director, Negotiations
Non-Academic Staff Association (NASA) at University of Edmonton

Technological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically, the panel will address:

In what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?
How are parties dealing with equity, diversity, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?
How do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties, during bargaining, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?
How are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?
How is the use of artificial intelligence (“AI”) impacting employee hiring, management, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?
What are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?
How can parties best learn about the needs of employees or members when preparing for bargaining?

Concurrent 2 - Clocking In, Falling Behind: Expert insights on performance, attendance, and time theft issues in the workplace

Bruce Graham
Employer Counsel
Fasken

Karen Thibault
Union Representative
Disputes and Arbitrations
Alberta Union of Provincial Employees (AUPE)

From keystroke logging to recorded video calls, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address:

What constitutes employee “time theft”? How does time theft differ from a lack of productivity? Do employees’ intentions matter when determining if they committed time theft?
What types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?
How should an employer approach time theft and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?
What disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?
What consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?
How do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?
Are there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?
How should workplace policies and collective agreements proactively address time theft?

Concurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations, lay-offs, contracting in/out, and more

Erin Ludwig
Associate General Counsel – Labour and Employment
Alberta Health Services

Lisa Mason
Acting Regional Director – Alberta
Alberta Regional Office
Canadian Union of Public Employees (CUPE)

As the country navigates turbulent economic times, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. In this session, panelists will address key considerations including:

What options, short of large-scale restructuring, are available to employers and unions seeking to mitigate economic pressures?
When is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?
Will a unilateral reduction in an employee’s working hours or changes to an employee’s shift time, position, job classification, or job location constitute a layoff requiring the application of seniority rights?
How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?
When will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?
Must employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?
What steps should be taken to preserve the morale, health, and safety of employees following a workplace reorganization?
What legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?
What measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?

Break: 1:50 pm – 2:05 pm

Concurrent Sessions: 2:05 PM – 3:20 PM (Choice of 2 of 3)
Concurrent 1 - Bargaining in the Evolving Workplace: Generational differences, remote and flexible work arrangements, new technologies, EDI, and more

Chris Monfette
Employer Counsel
Neuman Thompson

Terry Sway
Associate Director, Negotiations
Non-Academic Staff Association (NASA) at University of Edmonton

Technological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically, the panel will address:

In what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?
How are parties dealing with equity, diversity, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?
How do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties, during bargaining, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?
How are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?
How is the use of artificial intelligence (“AI”) impacting employee hiring, management, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?
What are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?
How can parties best learn about the needs of employees or members when preparing for bargaining?

Concurrent 2 - Clocking In, Falling Behind: Expert insights on performance, attendance, and time theft issues in the workplace

Bruce Graham
Employer Counsel
Fasken

Karen Thibault
Union Representative
Disputes and Arbitrations
Alberta Union of Provincial Employees (AUPE)

From keystroke logging to recorded video calls, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address:

What constitutes employee “time theft”? How does time theft differ from a lack of productivity? Do employees’ intentions matter when determining if they committed time theft?
What types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?
How should an employer approach time theft and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?
What disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?
What consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?
How do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?
Are there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?
How should workplace policies and collective agreements proactively address time theft?

Concurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations, lay-offs, contracting in/out, and more

Erin Ludwig
Associate General Counsel – Labour and Employment
Alberta Health Services

Lisa Mason
Acting Regional Director – Alberta
Alberta Regional Office
Canadian Union of Public Employees (CUPE)

As the country navigates turbulent economic times, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. In this session, panelists will address key considerations including:

What options, short of large-scale restructuring, are available to employers and unions seeking to mitigate economic pressures?
When is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?
Can employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?
Will a unilateral reduction in an employee’s working hours or changes to an employee’s shift time, position, job classification, or job location constitute a layoff requiring the application of seniority rights?
How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?
When will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring?
Must employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?
What steps should be taken to preserve the morale, health, and safety of employees following a workplace reorganization?
What legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?
What measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?

Break: 3:20 pm – 3:35 pm

Plenary 4 - Complex Issues in Accommodation: Neurodiversity, family status, return-to-office mandates, medical information, and more - 3:35 pm – 4:50 pm

Bob Blakely
Union Counsel
Blakely & Dushensky Legal Counsel

April Kosten
Employer Counsel
Dentons

Dr. Perry Sirota
Clinical & Forensic Psychologist
Sirota Psychological Services

Employers and unions often need to address the needs of employees and members that may not be immediately visible. In this panel, experts will provide insight into complex accommodation issues and provide guidance on the types of information that can be requested or must be provided in support of various accommodation requests. Specifically:

When will an employee be allowed to work from home as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness in the workplace warrant accommodation? What medical information is required to support such a request?
What is “neurodivergence”? What types of medical information can employers request from neurodivergent employees seeking accommodation? What are common workplace accommodations for neurodivergent employees?

What are the unique privacy concerns Involved?

What are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional? Is an employer ever entitled to an employee’s diagnosis?
How should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?
When will it be appropriate for an employer to request a fitness-to-work assessment or an Independent Medical Examination (“IME”)? What is the union’s role in this process?
In what circumstances have decision-makers found that employees should be permitted to work from home or on a full-time or part-time basis, in order to accommodate obligations related to family status, such as childcare or eldercare??
What kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Alberta Labour Arbitration and Policy Conference – Evening Day 1 and Full Day 2 (Skills Training Workshop sold separately)
$1,495.00Select options
This product has multiple variants. The options may be chosen on the product page

Bundle pricing is available:

Alberta Labour Arbitration and Policy Conference – Bundle (Conference Day + Workshop)
$1,995.00Select options
This product has multiple variants. The options may be chosen on the product page

You may also be interested in:
Attendees can also register for one of three concurrent skills training workshops offered by our Centre for Labour Relations Training & Development, taking place the day before the conference. The workshop includes panel discussions and hands-on scenarios addressing bargaining and labour arbitration challenges and is designed to complement the Alberta Labour Arbitration and Policy Conference. The conference and workshop may be attended separately or as a bundled registration. Attendees have the option to pick one of:
Workshop 1: Bargaining in Complex Times: Advanced skills to prepare for, cost, negotiate, and communicate in collective bargaining
Workshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
Workshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships
Conference Co-Chairs

Thomas Hesse
President
United Food and commercial workers Canada local 401

Jacqueline Lacasse
General Counsel and VP People & Culture
University of Calgary

Jeremy Schick
Vice-Chair with the Labour Relations Board

Advisory Committee

Mark Asbell, K.C.
Arbitrator, Mediator, and Adjudicator
Asbell Dispute Resolutions

Clayton Cook
Union Counsel
McGowan Cook

Marcella Clarke
Senior Labour Relations Advisor
Alberta Health Services

Jackie Laviolette
Employer Counsel
Matthews Dinsdale & Clarke

Nancy Schlesinger
Chair and Essential Services Commissioner
Alberta Labour Relations Board

Ben Zorn
Manager of Labour Relations
AUPE

CPD
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come.
The Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room
Reserve By: Monday, May 18, 2026
After this date, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates.

Start date
End date
Room rate

June 17, 2026
June 19, 2026
$139 per night

Reservations Direct Phone: 1-(403) 248-888
Toll-Free Number: 1-800-661-1464
Group Name: Lancaster House 2026
Attendee Block Block ID Number: 394952
Booking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1
Email your reservation request to res@calgaryplaza.com

Lancaster's Workplace Essentials: Off-duty Conduct
2026-07-16 12:30 - 14:00 UTC | Virtual Event
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As social media usage has grown, the off-duty conduct of employees is more conspicuous than ever. In this installment of Lancaster’s Workplace Essentials webinar series, panelists will provide attendees with a guideline to key principles pertaining to off-duty conduct and associated discipline. Questions to be discussed include:

What is encompassed by off-duty conduct? What factors do decision-makers consider in determining if the off-duty conduct in question is work-related?
What lessons can be learned from recent decisions in which decision-makers have addressed whether an employer was correct to discipline or dismiss an employee due to off-duty conduct?
In what circumstances have arbitrators found an employer’s decision to discipline or dismiss an employee due to inappropriate social media posts justified? Not justified?
When will employers be required to investigate violence or harassment that occurred off duty? Could employers face liability for failing to investigate in these circumstances?
How should employers and unions handle incidents where employees or members have been charged with a criminal offence? Can an employer suspend an employee without pay pending the outcome of the charges?
When can an employer dismiss an employee who has been convicted of a criminal offence? Is a connection between the offence and the employee’s duties required for the dismissal to be justified?
What aspects of off-duty conduct have been specifically addressed in workplace policies or collective agreement provisions?

Moderator

Robert Basque
Arbitrator/Mediator
Girard Bell

Speakers

Sabrina Anis
Employer Counsel
Roper Greyell LLP

Jason Edwards
Union Counsel
Pink Larkin

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

Addressing Gambling, Technology, & Pornography Addictions at Work: Legal and Human Rights Obligations
2026-08-06 12:30 - 14:00 UTC | Virtual Event
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Behavioural and technology-related addictions, from online gambling to excessive pornography use, are pushing the limits of traditional policies and unsettled laws. As caselaw develops, employers and unions are facing tough questions about evolving human rights obligations and workplace accountability. Panelists will explore:

Do employees with gambling, technology, or pornography addictions have legal protection in the workplace? Must the addiction be formally diagnosed?
How should employers assess credibility and evidence when addiction by an employee as a defence is raised only after misconduct has occurred?
What steps must employers take if they merely suspect an employee has an addiction?
What are employer accommodation obligations when an addiction is behavioural or technology-related?
Which monitoring mechanisms for technology or inappropriate online activity have been found to violate privacy rights?
What disciplinary measures have been applied when addictions lead to misconduct such as time theft, misuse of employer equipment, or financial improprieties? Are there differences in how courts and arbitrators treat behavioural versus substance-related addictions in the workplace?
How have employers and unions address addiction in workplace policies and collective agreements?

Moderator

Nick E. Milanovic
Arbitrator/Mediator
Professor Carleton University

Speakers

Rita De Fazio
Union counsel
Ursel Phillips Fellows Hopkinson LLP

Justina Sebastiampillai
Employer Counsel
Stikeman Elliott

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

Effective and Privacy-Compliant Medical Inquiries: Getting the right info from medical practitioners for accommodation, leaves, and return to work
2026-08-20 12:30 - 14:00 UTC | Virtual Event
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Navigating an employer’s duty to accommodate while respecting employees’ privacy rights presents an ongoing challenge. This webinar will explore how to effectively request medical information and determine when a request for medical information is inappropriate. Specifically, the panel will address:

What are the privacy concerns associated with an employer requesting an employee’s medical information, especially information related to mental health disabilities? What measures should employers and unions implement to safeguard an employee’s medical information and limit access to authorized individuals?
Does the extent of the medical information that an employer is entitled to request vary depending on the underlying purpose of the request (e.g. for accommodation, leave, or return to work) or the length of the absence? Do employers ever have a right to obtain an employee’s diagnosis rather than simply restrictions on work?
What are best practices for drafting letters to medical practitioners regarding an employee’s accommodation, leave, or return to work? Can employers or unions communicate directly with an employee’s medical practitioner?
When can an employer request an Independent Medical Examination (“IME”)? What is the union’s role in this process?
How should employers and unions assess medical information that relies exclusively or primarily on an employee’s subjective self-reporting of symptoms? Does the assessment differ in the context of mental health disabilities where diagnoses are predominantly based on self-reported information?
How should employers and unions approach an employee who is reluctant to provide medical information or fails to provide the requested information?
How should employers and unions update collective agreements and workplace policies to ensure that they are compliant with recent changes to legislation in various jurisdictions (e.g. restrictions on sick notes for short-term absences, long-term illness leave)?

Moderator

Coming Soon.

Speakers

Evon Gayle
Employer Counsel
Miller Thomson

Dr. Marina Afanasyeva
Occupational Medicine, Public Health & Prevention Medicine Specialist

Shelley Solomon
Labour Relations Professional
CUPE

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

Winning Cases at WSIB and WSIAT (Virtual Event)
2026-09-10 11:00 - 17:00 (America/Toronto) | Virtual Event
Program Overview

Appearing before the WSIB and the WSIAT requires more than familiarity with workers’ compensation legislation and policy; it requires strategic thinking, careful preparation, and effective advocacy. In this workshop, experienced advocates will guide participants through the key stages of a successful appeal, highlighting both procedural requirements and advocacy best practices.
Topics will include:

Appealing a board-level decision within mandated timelines;
Identifying, sorting, and prioritizing issues in an appeal;
Developing a persuasive “theory of the case”;
Meeting pre-hearing disclosure obligations;
Obtaining and organizing relevant evidence;
Anticipating and responding to the other side’s arguments;
Preparing clients for hearings;
Effectively using and challenging medical information;
Making compelling opening statements and final arguments; and
Questioning and cross-questioning witnesses.

What to Expect:
In this virtual skills training workshop, experienced worker and employer advocates will guide participants through the workers’ compensation appeal process, from an adverse Workplace Safety and Insurance Board (WSIB) decision to a hearing before the Workplace Safety and Insurance Appeals Tribunal (WSIAT).
Designed for advocates appearing before the WSIB and WSIAT, the session will focus on practical advocacy strategies, evidentiary considerations, and common challenges that arise at each stage of the appeal process. Participants will have opportunities to ask questions and engage with approaches they can apply directly in their own files.
Participants will also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources developed by Lancaster House program lawyers for continued learning and future reference.

Who Should Attend?
This workshop is well suited for professionals involved in WSIB and WSIAT advocacy, including:

Worker Advocates and Representatives – Individuals representing injured workers in appeals who want to strengthen case strategy, evidence development, and hearing advocacy skills.
Employer Advocates and Consultants – Professionals acting for employers before the WSIB or WSIAT who require a deeper understanding of effective appeal preparation and presentation.

Learning Outcomes:
Participants will leave this training equipped to:

Navigate the WSIB appeal pathway, from a board-level decision to a WSIAT hearing;
Identify, organize, and prioritize issues in workers’ compensation appeals;
Develop and present a clear and persuasive theory of the case; and
Prepare effectively for hearings, including witness examination and argument.

Pricing

$995.00Add to cart

Speakers Coming Soon.
CPD

This program has been approved by CPHR Alberta for 4.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 4.5 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 4.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 4.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 4.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may count this program for 4.5 Continuing Professional Development hours.

Supported by the Institute for Work & Health:

Lancaster's Workplace Essentials: Investigations
2026-09-10 12:30 - 14:00 UTC | Virtual Event
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In this installment of Lancaster’s Workplace Essentials webinar series, panelists will examine key principles, recent caselaw, and best practices relating to workplace investigations. Specifically, the panel will discuss:

What does a fair and effective workplace investigation process entail? What procedural flaws should be avoided during the investigation process?
What is the union’s role in an investigation? Does a member have a right to union representation during an investigation?
When should an employer hire an external investigator instead of conducting an internal investigation? Does the union have a role in ensuring the impartiality of the investigator?
Can employers commence investigations without a formal complaint? How should employers and unions approach the investigation of anonymous complaints?
When will an employer be required to investigate the off-duty conduct of employees? What if the off-duty conduct involves violence and harassment?
What information can/should/must be disclosed to a complainant or respondent at the conclusion of an investigation (e.g. findings, actions taken)? Are unions entitled to a copy of the final investigation report or the investigator’s notes? Are they entitled to a response?
In what situations have damages been awarded for an employer’s inadequate investigation or failure to investigate?

Moderator

Jeff Palamar
Arbitrator and Lawyer
Taylor McCaffrey

Speakers

Dana J. Campbell-Stevens
Partner and Investigator
Rubin Thomlinson

Brett Hughes
Associate
Dewart Gleason LLP

Meaghan MacMaster
Employer Counsel
Stewart McKelvey

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

Tackling Workplace Impairment: Identifying causes, addressing risks, providing accommodation
2026-09-17 12:30 - 16:00 (America/New_York) | Virtual Event
Thursday, September 17, 2026 Use of alcohol, cannabis, and illicit substances has increased significantly as Canadians cope with mental health challenges and social isolation. In this virtual workshop, experts will discuss recent cases on drug and alcohol testing, fitness-for-duty assessments, suitable accommodations, and disciplinary sanctions, addressing:

Do recent cases provide guidance on how to conduct an individualized assessment to determine whether an employee is fit for duty?
To what extent will an employer be required to accommodate an employee who fails to disclose or denies having an issue with substance use?
Where do recent cases draw the line on accommodating relapses, ruling that any further obligation to tolerate relapses would amount to undue hardship?
On what grounds have arbitrators recently overturned last-chance agreements, ruling that a violation of their terms is not sufficient to establish undue hardship?

What factors do adjudicators consider when determining appropriate disciplinary penalties for violations of workplace drug and alcohol policies?
What constitutes reasonable cause to justify alcohol and drug testing? Can the mere fact that a worker smells of cannabis or alcohol justify administering a reasonable cause test?
What are some recent examples of treatment or monitoring mechanisms that have been found to be violations of privacy rights or excessively intrusive?
What do recent decisions tell us about the circumstances required to justify post-incident testing? What qualifies as a “significant” incident that would be sufficiently serious to warrant an invasive drug or alcohol test? How does this analysis apply in the case of a near-miss incident?
What must an employer demonstrate aside from the risk of residual impairment in order to establish that accommodation in a safety-sensitive position or workplace would constitute undue hardship?

Pricing $695.00Add to cart

Speakers

Dan Demers
Director of Business Development
CannAmm Occupational Testing Services

Jillian Houlihan
Union Counsel
Pink Larkin

Norm Keith
Partner
Employment & Labour Law, KPMG Law LLP

CPD
CPD

This program has been approved by CPHR Alberta for 3 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 3 Continuing Professional Development hours.

This program has been approved for Continuing Professional Development 3 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 3 Continuing Professional Development hours.

Members of the Law Society of New Brunswick may consider this program for 3 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 3 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 3 Continuing Professional Development hours.

Post-Incident Investigations (Virtual Event)
2026-09-24 11:00 - 17:00 (America/Toronto) | Virtual Event
Program Overview

Coming Soon.

What to Expect?
Coming Soon.

Who Should Attend?
This workshop is intended for professionals who have a role in responding to workplace incidents or participating in post-incident investigations, including:

Health and Safety Professionals – OHS managers, advisors, and coordinators involved in organizing or supporting incident investigations and follow-up activities.
HR and Labour Relations Professionals – Practitioners who support incident response, documentation, and communication following workplace injuries or near-misses.
Supervisors and Managers – Front-line and operational leaders who may be required to respond to incidents or contribute information during an investigation.
Joint Health and Safety Committee Members and Worker Health and Safety Representatives – Members who participate in incident investigations or review investigation findings.
Union Representatives – Those who support members following workplace incidents and may be involved in the investigation process.
Employer Representatives and Consultants – Individuals who advise on or assist with post-incident investigation processes and internal compliance efforts

Learning Outcomes:
Coming Soon.

Pricing

$995.00Add to cart

Speakers
Coming Soon.
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come.
Supported by the Institute for Work & Health:

Discrimination and Harassment at Work: Discipline, ADR, and Practical Remedies
2026-09-24 12:30 - 14:00 UTC | Virtual Event
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Live Webinar, video, and MP3 Bundle

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Coming Soon.
Moderator

George Filliter
Arbitrator and Mediator
Filliter Arbitration and Mediation Services Inc.

Speakers

Ashton Butler
Employer Counsel
MLT Aikins

Chris Pelkey
Union counsel
McInnes Cooper

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

Collective Bargaining Essentials: Skills, tools, and strategies for effective collective bargaining
2026-10-01 11:00 - 17:00 (America/Halifax) | Virtual Event
Program Overview
Achieving successful bargaining outcomes requires strategy, skill, and the acumen to adapt. In this workshop, experts will guide participants through the process of bargaining from the first meeting of parties up until a final agreement (or strike or arbitration). Attendees will hear panel discussions and work through scenarios highlighting a variety of bargaining essentials, including:

Setting ground rules for bargaining;
Tabling proposals and responding to counter-proposals;
Handling package offers;
Dealing with late proposals;
Anticipating and preparing responses;
Communicating with principals, members, and employees and respecting confidentiality;
Addressing both parties’ priorities and developing strategies to bridge impasses;
Understanding which issues can and cannot be taken to impasse;
Analyzing risks of lockouts and strikes;
Exploring options of mediation or interest arbitration where available; and
Finalizing agreements.

Who Should Attend
This workshop is ideal for professionals engaged in collective bargaining, labour negotiations, or contract administration across sectors, such as:

Union Representatives and Labour Negotiators – Advocates who represent workers in bargaining processes and strive to secure fair and strategic agreements.

Human Resources and Labour Relations Professionals – HR managers, labor relations specialists, and organizational negotiators working to develop and implement effective bargaining strategies.

Labour and Employment Lawyers – Legal professionals who support or advise bargaining teams, assess legal risks, and help navigate impasses, strikes, or arbitration.

Public Sector Administrators and Government Officials – Professionals from municipal, provincial, or federal agencies who participate in or oversee labor negotiations in the public sector.

Corporate and Organizational Leaders – Executives and decision-makers responsible for shaping bargaining mandates, communicating with stakeholders, and finalizing agreements.

What to Expect:
In this virtual skills training workshop, experienced negotiators and labour relations professionals will guide participants through the collective bargaining process, from setting ground rules and tabling proposals to navigating impasses and finalizing agreements.
Throughout the session, facilitators will lead participants through interactive scenarios that reflect real-world challenges at the bargaining table. Attendees will have the opportunity to ask questions verbally or through Zoom’s chat function and will receive personalized feedback on their participation in exercises and discussions.
Participants will also receive a comprehensive set of digital materials, including textbook chapters, case summaries, and additional resources developed by Lancaster House program lawyers for continued learning and future reference.

Learning Outcomes
Participants will leave this training equipped to:

Develop effective bargaining strategies;
Enhance communication and negotiation skills; and
Evaluate and respond to bargaining challenges.

Pricing
$995.00Add to cart

Program Leader
Coming Soon.

Speakers
Coming Soon.

CPD

This program has been approved by CPHR Alberta for 4.5 Continuing Professional Development hours.

This program has been approved by CPHR BC & Yukon for 4.5 Continuing Professional Development hours.

This program has been approved for 4.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development Log of the Human Resource Professionals Association (HRPA).

This program has been approved by the Law Society of British Columbia for 4.5 Continuing Professional Development hours.
Members of the Law Society of Ontario may consider counting this program for 4.5 Substantive hours; 0 Professionalism hours.
Members of the Nova Scotia Barristers’ Society may consider counting this program for 4.5 Continuing Professional Development hours.
Members of the Law Society of New Brunswick may consider this program for 4.5 Continuing Professional Development hours.

Ontario Labour Law Conference
2026-10-06 - 2026-10-07 | Rogers Centre Ottawa, 55 Colonel By Drive, Ottawa, Ontario, K1N 9J2, Canada
Overview
The Ottawa Labour Law Conference is the go-to event for labour relations and HR professionals, legal practitioners, and arbitrators, investigators, and mediators. Focusing on the latest developments in federal sector and Ontario labour relations, this conference offers practical discussions on recent key cases, legislative updates, and workplace challenges shaping today’s labour environment. Participants will explore how current legal decisions impact labour relations strategies and workplace compliance. Designed for professionals looking to stay ahead in a rapidly changing field, the event also provides valuable networking opportunities with leading voices in law, government, and labour relations. Deepen your understanding of Canadian labour law, sharpen your approach to workplace issues, and build connections that matter.
Attendees also have the option to attend our featured workshop offered by our Centre for Labour Relations Training & Development, taking place the day after the conference at the same venue.

What to Expect
In this conference, leading labour relations professionals and subject matter experts will explore recent legal developments and emerging workplace challenges.
Throughout the event, panelists from union-side, employer-side, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel.
Participants will also be provided with a comprehensive set of digital materials including textbook chapters, case summaries, and other online resources. These resources, developed through hours of research by Lancaster House program lawyers, will prove invaluable for future reference.

Who Should Attend?
This conference will provide invaluable learning and networking opportunities for:

Human Resources (HR) Managers and Directors – Stay informed on the latest developments and best practices in the world of labour relations.
Industrial Relations Specialists – Navigate the complexities of emerging workplace issues in unionized environments.
Executives and Business Leaders – Learn how to weather the current economic forecast and strategically address the latest workplace challenges.
Union Officers and Representatives – Advocate effectively for workers’ rights with respect to new technologies, return-to-office mandates, and more.
Labour and Employment Lawyers/Consultants – Stay informed on the latest developments and hear from top voices on complex workplace issues.

Learning Outcomes
By attending, you will:

Gain a comprehensive understanding of recent cases and legislative changes impacting the world of labour relations.
Receive a comprehensive materials package summarizing key recent practical tips, caselaw, legislation and resources
Engage with leading experts through interactive Q+A periods, enhancing your professional practice.
Network with peers across industries, fostering collaborative approaches to labour relations challenges.

Tuesday, October 6, 2026
Coming Soon.

Wednesday, October 7, 2026
Coming Soon.

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Ontario Labour Law Conference – Both Days $1,755.00Add to cart

Ontario Labour Law Conference – Day 1 $1,255.00Add to cart

Ontario Labour Law Conference – Day 2 $1,255.00Add to cart

Bundle pricing is also available:

Ontario Labour Law Conference – Bundle (Conference + Workshop)
$2,195.00Add to cart

Conference Co-Chairs
Coming Soon.
Advisory Committee
Coming Soon.
CPD
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come.

Labour Relations Certificate - Fall (Virtual Program)
2026-10-06 12:30 - 2026-10-29 16:00 (America/New_York) | Virtual Event
In association with:Upon completion of this program, participants will receive a certificate of completion and a digital credential.
Program Leader
Daphne Taras
Former Dean and Professor Emerita
Ted Rogers School of Management
Toronto Metropolitan University
Program FacultyComing Soon.
Program
The Labour Relations Certificate Program, presented by Toronto Metropolitan University and Lancaster House, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces.
Taught by Canada’s leading labour relations scholars and practitioners, this program combines theory, leading research, and professional experience to provide an education that has immediate application in participants’ workplaces.
Program features

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

Who should attend?

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

2026 Fall Schedule† The Fall 2026 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 October 6th, 2026.
Sample Agenda
CPD
Lancaster House provides professional education programs that qualify for CPD credit for human resources professionals, lawyers, and paralegals across Canada.

Ontario Labour Law Skills Training Workshop
2026-10-08 | Rogers Centre Ottawa, 55 Colonel By Drive, Ottawa, Ontario, K1N 9J2, Canada
Program Overview
Coming Soon.

What You’ll Learn:
Coming Soon.

Who Should Attend
Coming Soon.
Delivery Format
Coming Soon.

Ontario Labour Law Skills Training Workshop
Coming Soon.

Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Pricing
Ontario Labour Law Conference – Workshop $1,255.00Add to cart

Bundle pricing is also available:

Ontario Labour Law Conference & Workshop – Bundle (Conference + Workshop)
$2,195.00Add to cart

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

Inclusive Workplace Agreements: Using language that reflects equity and belonging
2026-10-15 12:30 - 14:00 UTC | Virtual Event
Select an option

Live Webinar

Live Webinar, video, and MP3 Bundle

Add to Cart

Coming Soon.
Moderator

Coming Soon.

Speakers

Coming Soon.

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