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DTSTART;TZID=America/New_York:20240213T123000
DTEND;TZID=America/New_York:20240307T160000
DTSTAMP:20260511T001719
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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;VALUE=DATE:20240306
DTEND;VALUE=DATE:20240308
DTSTAMP:20260511T001719
CREATED:20231109T142550Z
LAST-MODIFIED:20240306T144219Z
UID:11269-1709683200-1709855999@lancasterhouse.com
SUMMARY:National Pensions Conference 2024: Emerging trends in a changing world
DESCRIPTION:National Pensions ConferenceConference Co-Chairs\n\n \nCynthia Crysler\nPensions Counsel\nCavalluzzo LLP \n\n\n \nMichael Wolpert\nPensions Counsel\nFasken Martineau DuMoulin LLP \n\n\nConference Advisory Committee\n\n \nMary Kate Archibald\nActuary/Principal\nEckler Ltd. \n\n\n \nJames Harnum\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nEvan Howard\nChief Legal and Regulatory Affairs Officer\nCAAT Pension Plan \n\n\n \nJonathan Marin\nPensions Counsel\nOsler Hoskin & Harcourt LLP \n\n\nWednesday\, March 6\, 2024Introductory remarks: 12:30 pm – 12:40 pm ET \nPanel 1 - Pension Projections: Experts review economic forecasts - 12:40 pm – 1:55 pm ET\n\n\n \nFaisal Siddiqi\nManaging Director\, Actuarial\nUniversity Pension Plan Ontario \n\n\n \nJosh Ingram\nActuary/Principal\nEckler Ltd. \n\n\n \nKelleher Lynch \nPensions Counsel\nMcCarthy Tétrault LLP \n\n\n \nJames Harnum\nPensions Counsel\nKoskie Minsky LLP \n\n\nMixed outlooks for inflation\, interest rates\, and economic growth have differing implications for the financial health of pension plans and their sponsoring employers in 2024. In this session\, leading experts explore the risks and opportunities associated with the current and predicted economic climate\, and address the following: \n\nWhat does the latest data indicate about the financial health of Canadian defined benefit pension plans?\nHow do the current economic conditions affect different types of pension plans (e.g. defined benefit vs. defined contribution; public sector vs. private sector) and their members? What are the implications of any divergence in these effects?\nWhat are the latest economic forecasts\, including the outlook for inflation\, interest rates\, unemployment\, and growth?\nHow would a sustained fall in inflation and/or interest rates affect pension plans and their members?\nWhat strategies can pension plan administrators take to manage pension plans and pension plan investments in an economic downturn? What role do administrators’ statutory and fiduciary obligations play in this regard?\nWhat implications do the current economic climate and related forecasts have for workplace parties negotiating retirement security plans? Are there pension structures that should be favoured or avoided?\nShould workplaces with pension plans already in place consider altering those arrangements in light of current economic data? Do pension plan administrators and sponsoring employers have an obligation to consult the union before making such changes? Is union consent required for these changes?\nWhat are governments and regulators doing to assist pension plans and their members in coping with current economic conditions? What more can be done?\n\nKeynote - Meeting the Challenges Facing Pension Incomes in Canada: An Introduction to Dynamic Pension Pools - 1:55 pm – 2:40 pm ET\n\n\n \nBonnie-Jeanne MacDonald\nDirector of Financial Security Research\nNational Institute on Aging\nToronto Metropolitan University\nResident Scholar\nEckler \n\n\nFinancial security in retirement is a growing concern for many Canadians\, with a recent National Institute on Ageing survey showing that 77% of older adults are worried about their financial well-being. With retirement expected to last several decades for many—combined with unpredictable financial markets and changing personal circumstances—older Canadians face a tremendous challenge in turning accumulated savings into income that will last the rest of their lives. An emerging solution\, called Dynamic Pension pools\, could give Canadians access to affordable retirement income for life. Join the lead author of the report as she discusses the challenges and the legislative successes they have made to make Dynamic Pensions a reality in Canada – the missing piece in our retirement income system.\nBreak: 2:40 pm – 2:55 pm ET \nPanel 2 - Keeping Current on Pensions: An update on key caselaw and legislative developments - 2:55 pm – 4:10 pm ET\n\n\n \nLaura Brownell\nStaff Representative – Pensions\nSociety of United Professionals \n\n\n \nLevel Chan\nPensions Counsel\nStewart McKelvey \n\n\n \nRoss Gascho\nPensions Counsel\nFasken \n\n\n \nAnthony Guindon\nPensions Counsel\nKoskie Minsky LLP \n\n\nThis panel explores significant court and tribunal decisions related to pensions. Topics to be addressed include plan amendments\, class action cases\, fiduciary duties\, negligence\, contribution rates\, pensionable earnings\, the obligations of successor employers\, and constitutional issues arising out of public sector pension plan reforms. The panel will also review recent legislative and regulatory developments including\, Bill C-228\, An Act to amend the Bankruptcy and Insolvency Act\, the Companies’ Creditors Arrangement Act and the Pension Benefits Standards Act\, 1985 and provincial legislative developments. Experts will also explore draft guidelines released by the Office of the Superintendent of Financial Institutions. Final selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important legislative and regulatory developments. \nClosing remarks: 4:10 pm – 4:12 pm ET \nThursday\, March 7\, 2024Introductory remarks: 12:30 pm – 12:40 pm ET \nPanel 3 - Pensions with Principle: Experts take stock of emerging ESG considerations in investing and fiduciary duties - 12:40 pm – 1:55 pm ET\n\n\n \nRandy Bauslaugh\nPensions Counsel\nRandy Bauslaugh Professional Corporation \n\n\n \nMurray Gold\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nMarie-Josée Privyk\nESG Advisor\nFinComm Services \n\n\nEnvironmental\, social\, and governance (ESG) considerations continue to engage investors\, and those charged with administering pension funds. This panel will address related issues including: \n\nTo what extent do common law fiduciary duties require pension plan administrators to factor ESG considerations into their investment-related decision making? Does this answer depend on plan terms or type of plan?\nDo pension plan administrators have any obligations to unions regarding their investment choices?\nIn what ways can unionized plan members have a say in how their pensions are invested? Can ESG considerations be addressed at the bargaining table?\nWhat do current legislative and regulatory requirements mandate regarding ESG disclosure across Canadian jurisdictions? What changes are in prospect?\nWhat level of familiarity should pension plan board members have regarding ESG-related issues?\n\nBreak: 1:55 pm – 2:10 pm ET \nKeynote - Innovating Pension Designs that Meet the Needs of Today’s Workforce - 2:10 pm – 2:55 pm ET\n\n\n \nDerek Dobson\nChief Executive Officer and Plan Manager\nCAAT Pension Plan \n\n\nWorkplace pension plans exist and evolve at the intersection of several dynamic forces: demographic changes\, business needs of employers\, behavioural economics of members\, labour trends\, investment markets\, workforce migration\, regulatory priorities\, and more. What is needed to design sustainable\, valuable pensions that provide the best outcome – lifetime retirement income security for all – under these complex conditions and interests? Innovation happens when bold ideas are turned into practical solutions. CAAT Pension Plan CEO and Plan Manager Derek Dobson will cover how innovating defined benefit pensions can provide sustainable value and meet the demands of a changing workplace. \nBreak: 2:55 pm – 3:00 pm ET \nPanel 4 - Changing Tides: Experts discuss trends and challenges in pension modernization - 3:00 pm – 4:15 pm ET\n\n\n \nElizabeth Boyd\nPensions Counsel\nBlake\, Cassels & Graydon LLP \n\n\n \nCheri Hearty\nSupervisor\, Worker Safety and Pension & Benefits Units\nOntario Public Sector Employees Union (OPSEU) \n\n\n \nBarbara Sanders\nAssociate Professor\nStatistics & Actuarial Science\nSimon Fraser University \n\n\n \nLaura Strachan\nDirector\, Pension & Group Benefits\nEckler Ltd. \n\n\nEven well-funded pension plans must adapt in the face of economic and demographic challenges\, as evolving conceptions of the meaning of retirement require a re-think of what constitutes retirement income adequacy. This panel will shed light on the hazards that lie ahead for the Canadian pension system and address the following: \n\nTo what extent do political factors\, notably the Alberta government’s proposal to establish its own public pension plan\, threaten the future sustainability of the CPP?\nHow are current pension structures changing to account for existing economic and sociopolitical realities? For example\, how are defined benefit plans insulating themselves against demographic and economic pressures? What new\, or previously less utilized\, pension models are growing in popularity in light of these pressures?\nWhat are governments doing to support enhanced retirement income security for the increasing proportion of the Canadian workforce that is not covered by a defined benefit pension plan?\nHow are views on the meaning of retirement changing\, and what does this mean for pensions and other sources of retirement income?\nDo pension plans remain an important factor in recruitment and retention? As many employees now work for multiple employers across the course of their careers\, are traditional employer-sponsored pension plans still viable and/or a desirable benefit?\nHow is pension plan administration changing to account for evolving family structures? What steps should employers and unions take to ensure that negotiated pension plans are not discriminatory?\nWorkers in the gig economy\, including those engaged in app-based service delivery\, are excluded from traditional retirement savings avenues such as workplace pension plans because of their employment status. What policy options could extend retirement security to this group?\nWhat role\, if any\, will artificial intelligence play in the administration of pension plans and pension funds?\n\nClosing remarks: 4:15 pm ET \nCPDConference CPD\n\n\nThis program has been approved for Continuing Professional Development 6.5 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 6.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 6.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 6.5 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 6.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 6.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 6.5 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/national-pensions-conference-2024-emerging-trends-in-a-changing-world/
LOCATION:Virtual Event
CATEGORIES:Conference
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DTSTART;TZID=UTC:20240314T123000
DTEND;TZID=UTC:20240314T140000
DTSTAMP:20260511T001720
CREATED:20231103T141507Z
LAST-MODIFIED:20240710T135002Z
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SUMMARY:Making a Fair Assessment: Evaluating credibility from an EDI perspective
DESCRIPTION:Moderator\n\n \nKarine Pelletier\nAdjudicator\nManitoba Human Rights Commission \nVice-Chairperson\nManitoba Labour Board \n\n\nSpeakers\n\n \nTonie Beharrell\nLawyer and Workplace Investigator\nSouthern Butler Price LLP \n\n\n \nConnie Cheung\nEmployer Counsel\nSherrard Kuzz LLP \n\n\n \nAmarkai Laryea\nUnion Counsel\nRavenLaw \n\n\n \nDr. Kristine Peace\nProfessor\nMacEwan University \n\n\nIn this webinar\, expert panelists will examine how stereotypes\, bias\, and other equity\, diversity\, and inclusion considerations can influence assessments of credibility during grievance procedures\, in investigations\, and at arbitration. Panelists will highlight strategies for addressing these concerns and examine questions including: \n\nHow can bias and stereotypes impact how witnesses are perceived and their credibility assessed? How can trauma\, cultural factors\, or experiences of discrimination impact the way in which a witness delivers evidence? Do legal professionals have a professional obligation to recognize and address these concerns?\nWhat role can these factors play in shaping perceptions of the merit of complaints made through grievance or other internal procedures? How might this inadvertently “weed out” legitimate complaints? How can lawyers advising on such matters\, as well as workplace parties\, proactively address these factors?\nHow can investigators ensure that bias and stereotypes do not impact their assessment of witness credibility? What are best practices for ensuring investigations are conducted in a fair and unbiased manner?\nHow do these same factors impact the arbitral process and how testimony and evidence presented at arbitration is evaluated? When is it necessary to present expert evidence on bias or stereotypes?\nWhat training should legal professionals and workplace parties undergo to better recognize and address these issues? Who should receive this training?\n\nAccreditationCPD\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\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\nThis program contains 1 hour and 30 minutes of EDI Professionalism content. \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.
URL:https://lancasterhouse.com/event/making-a-fair-assessment-evaluating-credibility-from-an-edi-perspective/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/making-a-fair-assessment.jpg
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20240326T120000
DTEND;TZID=America/New_York:20240326T160000
DTSTAMP:20260511T001720
CREATED:20240119T171329Z
LAST-MODIFIED:20240319T160038Z
UID:11994-1711454400-1711468800@lancasterhouse.com
SUMMARY:From Conflict to Calm: Dealing with high-conflict behaviour in the workplace (Virtual Event)
DESCRIPTION:Program Leader\n\n \nMichael Lomax\nMediator \n\n\nHigh-conflict behaviour is characterized by unmanaged emotions\, extreme reactions\, preoccupation with blaming others\, and prolonged\, unresolved conflict. Such behaviour not only seriously damages relationships in the workplace but also frequently results in complaints of bullying and harassment\, grievances and other legal headaches for both employers and unions. This in-depth training session will equip participants with the knowledge and skills necessary to prevent high-conflict behavior from disrupting both employer and union operations and giving rise to costly litigation. \nParticipants will learn: \n\nBrain science behind high-conflict behaviour\, including current knowledge about High-Conflict Personalities (HCPs)\nPrinciples of progressive discipline and accommodation that apply to dealing with high-conflict behaviour\nStrategies for managing your own anxiety when dealing with HCPs\nApproaches to coaching HCPs to take responsibility for resolving their own conflicts in the workplace\nPractical techniques ready to be used in the workplace\, including:\nConnecting skills – using empathy\, attention and respect (E.A.R.) to communicate and build effective working\nrelationships with HCPs\nAssertion skills – using brief\, informative\, friendly\, but firm (B.I.F.F.) responses to counter misinformation or\nhostility\n\nPlease contact customerservice@lancasterhouse.com for more details. \nCPD\n\n\nThis program has been approved for Continuing Professional Development 4 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 4 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 4 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 4 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 4 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may count this program for 4 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 4 Substantive Hours; 0 Professionalism Hours.
URL:https://lancasterhouse.com/event/from-conflict-to-calm-dealing-with-high-conflict-behaviour-in-the-workplace/
LOCATION:Virtual Event
CATEGORIES:Skills Training
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BEGIN:VEVENT
DTSTART;TZID=UTC:20240328T123000
DTEND;TZID=UTC:20240328T140000
DTSTAMP:20260511T001720
CREATED:20231103T141705Z
LAST-MODIFIED:20240321T173811Z
UID:11253-1711629000-1711634400@lancasterhouse.com
SUMMARY:Disabilities that Elude Diagnosis: Accommodating employees with undiagnosed or poorly understood conditions
DESCRIPTION:Moderator\n\n \nLynne Poirier\nArbitrator/Mediator\nVice-Chair\, Canada Industrial Relations Board \n\n\nSpeakers\n\n \nSevda Mansour\nLegal Counsel\nOntario Nurses’ Association \n\n\n \nDr. Shawn Marshall\nFull Professor\nDepartment of Medicine\nUniversity of Ottawa \nThe Ottawa Hospital\nRehabilitation Centre \n\n\n \nRebecca Silverberg\nEmployer Counsel\nMcLennan Ross \n\n\nChallenges often arise in accommodating employees with conditions that cannot be identified by a clear diagnostic test or that are not yet well-understood within the medical community. In this session\, experts will address these challenges\, answering questions including: \n\nWhat are common medical conditions that elude diagnosis\, or that are considered “diagnoses of exclusion”? Why does “long COVID” fall within that list?\nIs a definitive diagnosis\, or “objective evidence\,” necessary to establish disability? How should employers and unions respond where there is a lack of available medical practitioners with the requisite knowledge or experience to assess and attest to the condition?\nHow can employers and unions effectively formulate requests for medical information where an employee’s condition cannot be confirmed using a clinician’s diagnostic test?\nWhen sick leave abuse is a concern\, how can an employer distinguish between employees who have genuine\, difficult-to-diagnose disabilities\, and employees who are feigning illness? May an employer discipline or dismiss an employee who is frequently absent\, underperforming\, or exhibiting atypical workplace behaviours but who asserts that it is due to an as-yet undiagnosed disability?\nHow do the stereotypes and stigmas associated with these medical conditions contribute to the challenge of providing accommodation?\n\nWhat types of accommodations may be of assistance to an employee suffering from persistent or chronic symptoms that may impact their ability to work? For example: What measures may assist an individual with long COVID? \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/disabilities-that-elude-diagnosis-accommodating-employees-with-undiagnosed-or-poorly-understood-conditions/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2023/11/webinar-28-03-2024.jpg
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