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CREATED:20230518T195516Z
LAST-MODIFIED:20230803T135900Z
UID:8244-1690893000-1690898400@lancasterhouse.com
SUMMARY:Treating Toxic Workplaces: Recognizing and repairing poisoned work environments
DESCRIPTION:Moderator\n\n \nMadeleine Loewenberg\nLawyer\, Investigator and Mediator \n\n\nSpeakers\n\n \nMichael MacLellan\nEmployer Counsel\nCCPartners \n\n\n \nJamie Burnet\nUnion Counsel\nPink Larkin \n\n\nPoisoned work environments can harm employee wellbeing\, decimate productivity\, drive valuable employees to seek alternative employment\, and expose employers to potential liabilities. In this panel\, experts will examine employer and union responsibilities in identifying and repairing poisoned workplaces. Specifically\, panelists will address: \n\nWhat constitutes a poisoned work environment? How does workplace culture shape a poisonous work environment?\nWhat steps should unions and employers take in response to employee allegations of a poisoned workplace?\nWhat restorative actions can employers and unions take in response to allegations of a poisoned work environment in a virtual or hybrid setting?\nWhen have adjudicators awarded damages to employees of a poisoned workplace?\nWhat key terms should be included in workplace harassment policies?\n\n\nWhat measures can employers and unions implement to ensure a safe and respectful workplace?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/treating-toxic-workplaces-recognizing-and-repairing-poisoned-work-environments/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/header/toxic-header.jpg
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DTSTART;TZID=UTC:20230815T123000
DTEND;TZID=UTC:20230815T140000
DTSTAMP:20260425T153431
CREATED:20230518T200026Z
LAST-MODIFIED:20230808T132937Z
UID:8247-1692102600-1692108000@lancasterhouse.com
SUMMARY:Lancaster's Workplace Essentials: Tackling progressive discipline issues
DESCRIPTION:Moderators\n\n \nKeith Burkhardt\nEmployer Counsel\nSherrard Kuzz \n\n\n \nJessica Greenwood\nUnion Counsel\nRavenlaw \n\n\nSpeakers\n\n \nOdessa O’Dell\nEmployer Counsel\nBorden Ladner Gervais \n\n\n \nWally Fiander\nExecutive Staff Officer – Member Services\nNova Scotia Teachers Union \n\n\nIn this instalment of Lancaster’s Workplace Essentials webinar series\, expert panelists will examine recent caselaw and key principles relating to progressive discipline. Topics to be addressed include: \n\nWhat is the distinction between job coaching and training\, performance management\, and discipline? When may non-disciplinary approaches be appropriate to improve employee behaviour?\nIs it necessary to apply a “progressive” approach to discipline in all cases? When are employers justified in imposing more serious consequences at first instance?\nCan the progressive discipline process be “bypassed” by relying on language to that effect in a contract\, collective agreement\, or policy? For example:\n\nWhere a “penalty provision” stipulates a severe consequence for a specific type of workplace misconduct?\nWhere the employer has a “zero tolerance” policy in place?\nWhere there is a “last chance” agreement in place?\n\n\nWhat is the doctrine of “culminating incident”? When may an employer rely on earlier misconduct by an employee in support of more serious disciplinary consequences for subsequent misdeeds? How may a “sunset clause” impact this analysis?\nWhat consequences can flow from a court’s or arbitrator’s finding that an employer improperly failed to apply a progressive approach to discipline?\nHow can employers and unions collaborate to develop progressive discipline processes that are both fair and effective in deterring employee misconduct?\n\nAccreditationCPD\n\n\nThis program has been approved for Continuing Professional Development 1.5 hours under Category A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/lancasters-workplace-essentials-tackling-progressive-discipline-issues/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/stock/tackling-progressive-discipline.jpg
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20230828
DTEND;VALUE=DATE:20230830
DTSTAMP:20260425T153431
CREATED:20230627T003651Z
LAST-MODIFIED:20230814T200937Z
UID:8934-1693180800-1693353599@lancasterhouse.com
SUMMARY:Collective Bargaining Skills: Intensive training for employers and unions
DESCRIPTION:In association with:Program Leader\nBob Thompson\nAdjunct Professor\nUniversity of Toronto\nCentre for Industrial Relations and Human Resources \nProgram Faculty\n\n \nReg Pearson\nMediator \n\n\nProgramNegotiation is taught in business schools and law schools the world over\, but collective bargaining is a unique species of negotiation that requires specialized knowledge and experience. The Centre for Industrial Relations and Human Resources at the University of Toronto is one of the few academic institutions to incorporate specialized education in collective bargaining into a professional degree program. Now\, in partnership with Lancaster House\, the CIRHR is extending the opportunity to benefit from this training to all labour relations professionals\, lawyers\, bargaining committee members\, and union executives and staff. \nThrough interactive skill-building exercises\, participants will learn to: \n\nParticipate effectively as a member of a union or management bargaining committee\n Use interest-based bargaining techniques to create win-win outcomes\nMeet the legal obligation to bargain in good faith\nLearn techniques to draw out the interests underlying the other side’s bargaining position\nHandle conflict in negotiations with professionalism\nMake the best use of a mediator\n\nWho will benefit most from this program? \n\nProfessionals working in unionized workplaces familiar with collective bargaining (e.g.\, from previous training or observation) but who have not taken a leading role in negotiating collective agreements.\nExamples include: Bargaining committee members who are relatively new to their role; Junior labour lawyers; Graduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 11 Continuing Professional Development hours.\n\n\n\n\n\nThis program has been approved for 11 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.\nThis program has been approved by CPHR Alberta for 11 Continuing Professional Development hours.\nThis program has been approved by the Law Society of British Colombia for 11 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 11 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 11 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 11 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/collective-bargaining-skills-intensive-training-for-employers-and-unions/
LOCATION:U of T Bahen Centre\, 40 St. George Street\, Toronto\, Canada\, M5S 2E4\, Canada
CATEGORIES:Professional Learning Program
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