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DTSTART;TZID=America/Halifax:20240205T123000
DTEND;TZID=America/Halifax:20240205T160000
DTSTAMP:20260425T233548
CREATED:20231218T193845Z
LAST-MODIFIED:20240201T155927Z
UID:11536-1707136200-1707148800@lancasterhouse.com
SUMMARY:Grievance Arbitration Fire Services Workshop: Current Trends\, Contested Issues
DESCRIPTION:Speakers\n\n \nSean McManus\nLabour Relations Counsel \n\n\n \nChris Albertyn\nArbitrator \n\n\n \nTom Roper K.C.\nLabour Relations Counsel \n\n\nMonday\, February 5\, 2024This session on grievance arbitration in the fire sector across Canada will be conducted by an experienced arbitrator together with leading union and management counsel. \nPanelists will explore recent decisions relating to current issues including the following: \n\nDischarge and discipline\nBenefits and benefit-related issues (prior authorization\, line of duty death\, reasonable and customary limits\, etc.)\nHuman rights and discrimination\nDisability and accommodation\nPrivacy and privacy-related issues (medical information)\nSick leave and other leaves of absence\nMinimum staffing\, 24-hour shift\, shift exchanges\, etc.\nAlcohol and drug addiction\nOff-duty conduct\nMandatory vaccination\n\nAttendees can expect to be updated on cases involving the principles of collective agreement interpretation\, including the following: \n\nContextual evidence of negotiating history\nEstoppel\nStatutory freeze issues\nThe requirements of good faith\nFairness and management rights\nRelevance of statute law\n\nThe emphasis will be on practical advice. Up-to-date materials will be provided with case summaries\, overviews and analyses prepared by Lancaster’s legal staff. \nWho should attend? The program is designed for: \n\nHR directors\, professionals and executives\nFire chiefs and deputy fire chiefs\nUnion officers\, representatives and advocates\nGrievance advisors and committee members\nLabour lawyers/consultants\nArbitrators\, mediators and adjudicators\n\nCPDConference CPD\n\n\nThis program has been approved for Continuing Professional Development 3.5 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 3.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 3.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/grievance-arbitration-fire-services-workshop-current-trends-contested-issues/
LOCATION:Virtual Event
CATEGORIES:Conference,Fire Services
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20240213T123000
DTEND;TZID=America/New_York:20240307T160000
DTSTAMP:20260425T233548
CREATED:20231127T212909Z
LAST-MODIFIED:20240208T192209Z
UID:11404-1707827400-1709827200@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Winter (Virtual Program)
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram Leader\nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \nProgram Faculty\n\n \nSharan Basran\nSenior Executive of Legal and CounselOntario Nurses’ Association \n\n\n \nEsi Codjoe\nEmployer CounselTurnpenney Milne LLP \n\n\n \nAlex Brat\nSenior Executive DirectorLabour RelationsThe Division of People StrategyEquity & Culture University of Toronto \n\n\n \nBruce Curran\nAssociate Professor\, Faculty of LawUniversity of Manitoba \n\n\n \nChris Davidson\nSenior Program Lawyer and Researcher \n\n\n \nShana French\nEmployer CounselSherrard Kuzz LLP \n\n\n \nAvner Levin\nProfessorLincoln Alexander School of LawToronto Metropolitan University \n\n\n \nNiki Lundquist\nAssociate CounselLegal Department\, Unifor \n\n\n \nJohn McNamee\nArbitrator \n\n\n \nFrank Miller\nDirector\, Executive and Corporate EducationTed Rogers School of Management \n\n\n \nKat Leonard\nNational RepresentativeUnifor \n\n\n \nDionne Pohler\nAssociate ProfessorUniversity of Saskatchewan \n\n\n \nBob Thompson\nProfessorHuman ResourcesSeneca College of Applied Arts and Technology \n\n\n \nJennifer Wootton\nLawyer/Workplace Investigator \n\n\nProgram\nThe Labour Relations Certificate Program\, presented by Toronto Metropolitan University and Lancaster House\, is designed to provide individuals engaged in labour relations with the core skills and knowledge required to create and maintain productive union-management relationships that foster fair and efficient workplaces. \nTaught by Canada’s leading labour relations scholars and practitioners\, this program combines theory\, leading research\, and professional experience to provide an education that has immediate application in participants’ workplaces. \nProgram features \n\nAccess to leading Canadian experts in a small-group setting\nActive learning through group discussion\, case studies\, and simulations\nBalanced coverage of labour and management points of view\nManagement\, union\, and neutral attendees learn together\nExposure to diverse opinions and extensive knowledge of fellow participants\nVariety of speakers (academics\, lawyers\, practitioners\, subject-matter experts)\n\nWho should attend? \n\nHuman resources professionals\nUnion officers and representatives\nLawyers\nManagers\nMediators\nWorkplace investigators\n\n2024 Winter Schedule†The Winter 2024 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 February 13\, 2024. \n†More detailed information coming soon. \nAgenda – Winter 2024\nLabour Relations Certificate CPD\n\n\nThis program has been approved for Continuing Professional Development 3.5 hours  per session 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 3.5 Continuing Professional Development hours per session.\n\n\n\n\nThis program has been approved by CPHR Alberta for 3.5 Continuing Professional Development hours per session.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 3.5 Substantive Hours; 0 Professionalism Hours\, per session.\nMembers of the Law Society of New Brunswick may count this program for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3.5 Continuing Professional Development hours\, per session.\nCPD for Members of the Law Society of Ontario: 3.5 Substantive Hours; 0 Professionalism Hours\, per session.\nThis program has been approved by CPHR Nova Scotia for 3.5 Continuing Professional Development hours\, per session.
URL:https://lancasterhouse.com/event/lrc-winter-2024/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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BEGIN:VEVENT
DTSTART;TZID=UTC:20240215T123000
DTEND;TZID=UTC:20240215T140000
DTSTAMP:20260425T233548
CREATED:20231103T140935Z
LAST-MODIFIED:20240130T160751Z
UID:11247-1708000200-1708005600@lancasterhouse.com
SUMMARY:Asset or Adversary? Examining AI’s impact on work and labour relations
DESCRIPTION:Moderator\n\n \nGeorge Filliter\nArbitrator and Mediator\nFilliter Arbitration and Mediation Services Inc. \n\n\nSpeakers\n\n \nDonald Jordan\nEmployer Counsel\nHarris & Company \n\n\n \nPeter Lewis\nCanada Research Chair\, Trustworthy Artificial Intelligence\nAssociate Professor\, Computer Science\nOntario Tech University \n\n\n \nTrent Snikkers\nBilingual National Representative\nCanadian Union of Public Employees (CUPE) \n\n\nIn this webinar\, a panel of experts will explore the impact of artificial intelligence (AI) on the world of work and the implications for labour relations: \n\nAre concerns about AI’s impact on work overblown? Is this technological advance really different from previous technological revolutions that raised similar concerns about unemployment and the dehumanization of work?\nWhat aspects of work are most likely to be affected by AI? Is replacement of workers the only concern? Is encroachment upon employee privacy also of concern?\nWill human resources be taken over by “algorithmic management\,” e.g. filtering applications for employment\, assessing employee performance\, making decisions regarding termination of employment?\nWill AI take over labour relations tasks such as writing policies\, interpreting contract language\, drafting grievances\, researching law\, formulating arguments based on precedent\, or even deciding the outcome of grievances?\nWhat privacy issues are raised by the introduction of new AI technologies into the workplace? What lessons can be learned from recent arbitration decisions?\nHow should parties address concerns about work intensification related to AI?\nHow can workplace parties use AI to render it an “asset” while avoiding the drawbacks that may render it an “adversary”?\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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/asset-or-adversary-examining-ais-impact-on-work-and-labour-relations/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/asset-or-adversary.jpg
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BEGIN:VEVENT
DTSTART;TZID=UTC:20240229T123000
DTEND;TZID=UTC:20240229T140000
DTSTAMP:20260425T233548
CREATED:20231103T141301Z
LAST-MODIFIED:20240227T182630Z
UID:11249-1709209800-1709215200@lancasterhouse.com
SUMMARY:Shaken to the Core: When will a breach of trust justify termination?
DESCRIPTION:Moderator\n\n \nPaul Love\nArbitrator and Mediator \n\n\nSpeakers\n\n \nChristine Poirier\nSenior Advisor to General Counsel and Chief of Labour Relations and Special Projects Officer\nProfessional Institute of the Public Service of Canada (PIPSC) \n\n\n \nTwila Reid\nEmployer Counsel\nStewart McKelvey \n\n\nWhat happens when trust is broken in the workplace? What kind of conduct is considered to rise to the level of breach of trust\, and when will it be cause for dismissal? In this session\, experts will examine breach of trust in the workplace\, addressing: \n\nWhat constitutes a “breach of trust”? What types of conduct will rise to this threshold?\nDo employees have a duty to avoid conflicts of interest? Does this duty differ in the public and private sectors? What types of situations have arbitrators found pose conflicts of interest?\nWhat evidence is required to prove that an employee has engaged in conduct that rose to the level of a breach of trust? What is the requisite standard of proof?\nWhat are the consequences of a breach of trust? When is progressive discipline required\, and when will a breach of trust be so severe that proceeding directly to termination of employment is warranted? Do different positions and/or workplaces attract differing standards of trust?\nWhat factors do arbitrators\, courts\, and adjudicators typically consider when assessing the appropriate disciplinary penalty for a breach of trust? When may damages in lieu of reinstatement be considered?What factors may be taken into consideration when deciding whether an employment relationship is reparable?\nWill an employee’s remorse or willingness to account for their wrongdoing lead to a different disciplinary outcome? What mitigating factors should unions and employee-side representatives point to in order to support a lesser penalty?\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 Substantive Hours; 0 Professionalism Hours.\nMembers of the Law Society of New Brunswick may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/shaken-to-the-core-when-will-a-breach-of-trust-justify-termination/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/shaken-to-the-core.jpg
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