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DTSTART;TZID=UTC:20230912T123000
DTEND;TZID=UTC:20230912T140000
DTSTAMP:20260503T123258
CREATED:20230518T200348Z
LAST-MODIFIED:20230808T160936Z
UID:8250-1694521800-1694527200@lancasterhouse.com
SUMMARY:The Sobering Realities of Workplace Impairment: Identifying causes\, addressing risks\, providing accommodation
DESCRIPTION:Moderator\n\n \nAnne Wallace\nArbitrator/Mediator \n\n\nSpeakers\n\n \nMichael Fisher\nUnion CounselRaven Law \n\n\n \nApril Kosten\nEmployer CounselDentons \n\n\n \nShawna Meister\nAssociate Director\, Innovation and Evidence in Practice \nCanadian Centre on Substance use and Addiction \n\n\nImpairment in the workplace can create serious health and safety risks for employees. This webinar will provide employers\, unions\, and employees with the tools and resources necessary to ensure that the workplace is safe from the consequences of impairment. Panelists will examine the causes of impairment\, best practices around identifying impairment in employees\, the roles of employers and unions in mitigating the risks of impairment\, and appropriate accommodations. The following questions will be discussed: \n\nWhat are common causes of impairment? Should impairment related to substance use be treated differently from impairment caused by other factors\, such as sleep deprivation or personal circumstances?\nWhat obligations do union representatives have if they have knowledge that a member may have substance use issues that can cause impairment? What if the potential for impairment is caused by issues unrelated to substance use\, e.g.\, sleep deprivation?\nWhen are employees required to disclose factors stemming from their personal lives which may cause impairment on the job? To what information are employers entitled? Does the union have a role in this disclosure process?\nWhat are best practices for employers and union representatives in approaching an employee who exhibits signs of impairment? What are effective strategies to combat stigma and encourage affected employees to seek help?\nIn general\, what is the scope of the duty to accommodate an employee with a disorder which could potentially cause impairment? To what extent will an employer be required to accommodate an employee who fails to disclose or denies having an impairment issue? What is the role of the union in the accommodation process?\nWhat are some examples of measures that can be put in place to accommodate employees in these circumstances? Are there objective measures that can be considered when assessing whether individual employees are able to safely perform their respective jobs?\nCan an employer require an employee to engage in treatment for a disorder as part of the accommodation process? Can an employer enforce monitoring mechanisms? What are some examples of treatment or monitoring mechanisms that have been found to be excessively intrusive or in violation of privacy rights?\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/the-sobering-realities-of-workplace-impairment-identifying-causes-addressing-risks-providing-accommodation/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=UTC:20230926T123000
DTEND;TZID=UTC:20230926T140000
DTSTAMP:20260503T123258
CREATED:20230518T200543Z
LAST-MODIFIED:20230919T201101Z
UID:8253-1695731400-1695736800@lancasterhouse.com
SUMMARY:Hot Topics in University and College Labour Law: Academic freedom\, privacy\, discipline\, harassment\, contract terms and Charter challenges
DESCRIPTION:Moderator\n\n \nKen Stuebing\nUnion Counsel\nCaley Wray \n\n\n \nShana French\nEmployer Counsel\nSherrard Kuzz \n\n\nSpeakers\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nCarolyn Janusz\nUnion Counsel\nVictory Square \n\n\nIn this webinar\, seasoned experts will address the latest developments in university and college labour law. Panelists will examine key recent cases and legislative updates\, and address topics including: \n\nHow have courts and arbitrators balanced issues of free speech and academic freedom against the need for colleges and universities to ensure integrity in academia and protect their reputations and student wellbeing?\nTo what degree do professors and instructors have a reasonable expectation of privacy in the contents of their work-related devices?\nWhat aspects of COVID-19 policies have been found to render the policies reasonable or unreasonable in the college and/or university context? How have arbitrators approached the exercise of management rights by academic employers during the pandemic? What lessons may be learned for future viral threats or similarly disruptive events?\nWhat trends in discipline and damages are discernible in cases of discrimination and harassment perpetrated by employees of colleges and universities? To what degree have changing societal norms and the academic context impacted outcomes in these decisions?\nWhat guiding principles have arbitrators drawn upon in interpreting collective agreement terms in the post-secondary context? How has a “plain language” approach guided the analysis? To what degree will “extrinsic” evidence be considered?\nWhat do recent decisions from Manitoba\, Nova Scotia\, and Ontario suggest regarding the government’s ability to intervene in collective bargaining in the educational sector?\nWith several provinces enacting legislation restricting the use of non-disclosure agreements (including legislation in Ontario targeting post-secondary institutions)\, should colleges and universities consider ceasing use of non-disclosure agreements?\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/hot-topics-in-university-and-college-labour-law-academic-freedom-privacy-discipline-harassment-contract-terms-and-charter-challenges/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=UTC:20230928T123000
DTEND;TZID=UTC:20230928T140000
DTSTAMP:20260503T123258
CREATED:20230727T195858Z
LAST-MODIFIED:20230928T152924Z
UID:9295-1695904200-1695909600@lancasterhouse.com
SUMMARY:Truth and Reconciliation at Work: Affirming Indigenous identity and promoting cultural safety in the workplace
DESCRIPTION:Moderator\n\nKaren Snowshoe\nArbitratorSnowshoe Law \n\n\nSpeakers\n\nDorothy Christian\nAssociate Director\, Indigenous Policy & Pedagogy \nSimon Fraser University \n\n\nVeronica Rossos\nEmployer Counsel\nMiller Thompson \n\n\nShelley Saje Ricci\nIndigenous Educator\nConsultant\nSocial Activist\nBA (Sociology)\nMBA Candidate 2024 \n\n\nDeveloping a safe and healthy workplace for all includes taking active steps towards reconciliation. During this webinar\, leading experts will discuss issues at the core of reconciliation in the workplace. Questions to be discussed include: \n\nHow can workplaces best approach the confirmation of an employee’s Indigeneity to ensure equity-related benefits\, programs\, and provisions to which Indigenous employees have access are not misused by non-Indigenous employees\, especially when there is no official verification such as a status card?\nHow can bereavement leave better encompass notions of family as understood in Indigenous family structures? What language can be incorporated into collective agreements to provide for leaves that reflect Indigenous cultures?\nWhy is the duty to inquire of particular importance when it comes to responding to workplace incidents or concerns that relate to Indigenous employees? How can workplaces incorporate Indigenous practices and teachings in responding to workplace incidents\, and what value does this bring?\nHow can employers incorporate Indigenous cultural training into their health and safety programs? What is the importance of learning about Indigenous worldview practices and governing systems? Why is this training essential for the psychological wellbeing of Indigenous peoples?\nWhat are examples of language used in collective agreements and employer policies that alienate Indigenous employees? How can employers and unions ensure they are not utilizing such language?\nIn what instances should provision be made for an Indigenous support person be included in meetings with an Indigenous employee? What is the value of having an Indigenous support person?\nHow can workplaces develop Indigenized hiring and retention practices?\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.\n\n\n\n\nAdditional InformationNOTICE: This webinar is LIVE only – no recordings will be available to download following the session. \nREGISTRATION FEE\nLive webinar – $100\n(Registrations must be paid in advance of the webinar)\nPlease contact us by email\, or by phone at (416) 977-6618\, for discount pricing for additional participants and group orders.
URL:https://lancasterhouse.com/event/truth-and-reconciliation-at-work-affirming-indigenous-identity-and-promoting-cultural-safety-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/07/truth-and-reconciliation-banner.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20230928T123000
DTEND;TZID=America/New_York:20230928T161500
DTSTAMP:20260503T123258
CREATED:20230626T202957Z
LAST-MODIFIED:20240723T184859Z
UID:8924-1695904200-1695917700@lancasterhouse.com
SUMMARY:Virtual Health & Safety Conference
DESCRIPTION:Conference Co-Chairs\n\n \nLoretta Bouwmeester\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride \n\n\nConference Advisory Committee\n\n \nKevin Kelloway\nCanada Research Chair in Occupational Health Psychology\nSaint Mary’s University \n\n\n \nKelly Kwon\nAssociate Director\, Employee Health and Wellness\nSheridan College \n\n\nThursday\, September 28\, 2023Opening remarks: 12:30 p.m. – 12:35 p.m. ET \nPanel 1: Annual Check-Up: Experts examine key cases and legislative developments - 12:35 p.m. – 1:35 p.m. ET \nAnnual Check-Up: Experts examine key cases and legislative developments\n\n\n \nJamie Jurczak\nEmployer Counsel\nTaylor McCaffrey LLP \n\n\n \nDavid Law\nEmployer Counsel\nLaw at Work \n\n\n \nMalini Vijaykumar\nUnion Counsel\nNelligan Law \n\n\n \nDawid Cieloszczyk\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nDaniel Randazzo\nMediator and Arbitrator \n\n\nIn this session\, experts will address recent cases and legislative developments impacting workplace health and safety. Topics to be addressed include: \n\nWhat lessons can be learned from recent COVID-19 decisions? What broader principles may be discerned for implementing health and safety policies likely to withstand scrutiny on judicial or arbitral review? For example: When are disciplinary consequences for failing to follow health and safety policies appropriate or enforceable? Where a given measure is intended to protect an individual from personal harm at work\, where is the line to be drawn between legitimate rules and paternalistic or overreaching policies?\nHow should workplace parties respond where an employee’s rights conflict with workplace health and safety requirements? For example: Where the employee has a disability which may impact their ability to perform work that is safety-sensitive? Where the employee argues that their religious beliefs prevent them from complying with a policy?\nWhen can employers require employees in safety-sensitive positions to undergo an independent medical examination or post-incident testing where substance abuse is suspected?\nWhat constitutes an adequate investigation into workplace harassment under occupational health and safety legislation? Can an employee dispute the choice of investigator? What steps must be taken upon completion of the investigation?\nWhat are notable trends in recent sentencing decisions for workplace health and safety violations? What key legislative developments have been implemented cross-country in the past year of note for occupational health and safety practitioners?\n\nTopics will be finalized in the weeks prior to the conference\, ensuring up-to-date coverage of the latest developments. \nKeynote: Walking the Talk in Employee Health and Wellness - 1:35 p.m. – 1:55 p.m. ET\nWalking the Talk in Employee Health and Wellness\n\n\n \nJane Storrie\nClinical Neuropsychologist\nSVA \n\n\nEmployers have been paying increasing attention to mental health and wellness across many sectors. While this interest often leads to changes in policy and even the establishment of specialized units\, departments\, or designated staffing\, it remains the case that resource allotment\, program planning\, implementation\, and measures of efficacy are sorely lacking. In this presentation\, we will explore issues underlying the successful provision of wellness services and supports\, and how they can be remedied. \nBreak: 1:55 p.m. – 2:05 p.m. ET \nPanel 2: Substance Use in the Workplace: Responding to the expanding spectrum of risks - 2:05 p.m. – 3:05 p.m. ET \n\n\n \nShelly Bischoff\nFounder and Director\nPtolemy & Associates Inc. \n\n\n \nRyan Conlin\nEmployer Counsel\nStringer LLP \n\n\n \nMatt Hiltz\nExecutive Director and Chief Negotiator\nNew Brunswick Nurses Union \n\n\nSubstance use in the workplace can pose health and safety risks that can be managed through collaboration between employers\, employees\, and unions. In this panel\, experts will explore emerging trends and best practices to assess substance use in the workplace. The following questions will be discussed: \n\nWhat steps can an employer take to proactively monitor substance use in the workplace\, particularly during breaks? What does recent caselaw suggest about an employer’s limits on ordering drug and alcohol testing\, and independent medical examinations?\n\n\nHow can an employer identify whether substance use is occurring in its workplace? What are methods of addressing substance use dependence for employees who will not actively seek help through standard workplace policies?\nWhat are best practices in reviewing and evaluating the effectiveness of workplace substance use policies? How can an employer assess whether its current policies are effective in reducing substance abuse\, identifying employees with substance use issues\, and addressing associated risks?\nIn recent years\, has there been an increased frequency of workplace harassment or violence resulting from substance use? How can workplace parties mitigate the risk of trauma for employees who respond to a substance use-related crisis in the workplace?\nFor workplaces that must now have naloxone kits on-site\, what strategies can employers use to incorporate naloxone kits into their emergency response planning? What training and support should be in place for employees who may have to use these kits? How are workplaces in other jurisdictions managing the impact of the nationwide opioid crisis?\nTo what extent should the decriminalization of certain drugs impact an employer’s policies when it comes to managing substance abuse and substance use disorders in the workplace? Will access to previously illicit drugs significantly affect the safety of the workplace?\n\nBreak: 3:05 p.m. – 3:15 p.m. ET \nPanel 3 and Closing Remarks: Caution\, Tech Ahead: The impact of technology and AI on workplace safety - 3:15 p.m. – 4:15 p.m. ET \nCaution\, Tech Ahead: The impact of technology and AI on workplace safety\n\n\n \nDr. Arif Jetha\nScientist\nInstitute for Work & Health \n\n\n \nAlanna Mihalj\nLegal Counsel\nAmalgamated Transit Union\, Local 113 \n\n\n \nAlissa Demerse\nEmployer Counsel\nRoper Greyell \n\n\nIn this session\, experts will explore potential risks of emerging technologies on employee health and safety and discuss how workplaces can best address these risks. Specifically\, panelists will consider: \n\nWhat provisions should be included in policies or collective agreements to address the impact of emerging technologies on employee health and safety?\nIn what ways can electronic monitoring affect employee well-being? What limitations have been implemented or imposed on workplace electronic monitoring?\nHow has employee health and safety been impacted by the following:\nRemote and hybrid workplaces?\nLocation tracking?\nAutomation?\nGenerative AI?\nHow have arbitrators tailored the award of damages to the impacts of technology on employee health and safety?\nHow can workplaces balance employee privacy with safety and productivity concerns while leveraging the benefits of new and efficient technologies?\n\n\n\n\nConference CPD\n\n\nThis program has been approved for 3.2 Continuing Professional Development hours under Section A3 of the Recertification Log of the Human Resources Professionals Association.\n\nThis program has been approved by CPHR BC & Yukon for 3.2 Continuing Professional Development hours.\n\nThis program has been approved by CPHR Alberta for 3.2 Continuing Professional Development hours.\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.2 Continuing Professional Development hours.\nThis program has been approved by the Law Society of Saskatchewan for 3.25 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.2 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3.2 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/virtual-health-safety-conference/
LOCATION:Virtual Event
CATEGORIES:Conference,Health & Safety
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