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SUMMARY:Compliance and Compassion: Providing representation while accommodating disabilities and meeting professional obligations
DESCRIPTION:Moderator\n\n \nSarah Atkinson\nArbitrator/Mediator \n\n\nSpeakers\n\n \nShannon Carson\nUnion Counsel\nMyers LLP \n\n\n \nMichael Horvat\nEmployer Counsel\nAird & Berlis LLP \n\n\nIn this webinar\, expert panelists will explore best practices for legal practitioners and labour relations professionals when representing employees who may present as “difficult to work with” (e.g. combative\, non-responsive\, or invested in their matter to an above-average degree) in internal complaints\, grievance or arbitration procedures\, or other proceedings\, outlining practical guidance for providing compassionate representation while meeting legal and regulatory obligations. Topics to be addressed include: \n\nWhat key rules of professional conduct establish legal practitioners’ obligations when representing grievors or complainants? When engaging with a grievor or complainant on behalf of an employer? What legal duties apply to union representatives?\nHow can parties distinguish a “vexatious” grievor or complainant from an individual who simply needs additional support? Is there any mechanism through which “vexatious” matters can be addressed on a preliminary basis?\nHow should legal practitioners and labour relations professionals respond when\, in the course of representing a grievor or complainant\, that individual:\n\nIs combative or hostile toward the representative or others?\nIs non-responsive?\nAppears excessively invested in the matter\, repeatedly contacting the representative\, the employer\, or others?\nAppear to have a diminished capacity to make decisions?\n\n\nHow may an employee’s disability impact how they engage with their representative and others? What signs may indicate that an employee has a mental health condition or other disability impacting their conduct? How should legal practitioners and labour relations professionals respond and what legal duties are engaged in this context?\nHow might trauma\, cultural factors\, or previous experiences of discrimination impact the manner in which an individual acts throughout a complaint or grievance? How might trauma-informed and intersectional approaches assist?\nHow can legal practitioners and labour relations professionals ensure that their own biases do not impact the manner in which they represent or engage with employees?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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 for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\nThis program contains 0 hour(s) and 45 minutes of Professionalism Content.\n\n\n\n\nThis program contains 0 hour(s) and 45 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 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/compliance-and-compassion-providing-representation-while-accommodating-disabilities-and-meeting-professional-obligations/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20241107
DTEND;VALUE=DATE:20241109
DTSTAMP:20260502T115500
CREATED:20240405T142415Z
LAST-MODIFIED:20241108T154828Z
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SUMMARY:Edmonton Bargaining in the Broader Public Sector Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceConference Co-Chairs\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nPatrick Nugent\nUnion Counsel\nNugent Law Office \n\n\nWestin Edmonton - Discounted Room\n$229/night\nDeadline: Tuesday\, October 8\, 2024 \nCall 1 (800) 937-8461 to book your reservation \nMore InformationConference Advisory Committee\n\n \nKim Leblanc\nChief Negotiator\nAlberta Health Services (AHS) \n\n\n \nJim Petrie\nDirector of Labour Relations\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nDeborah Schaan\nGeneral VP North\nLocal 417\nCanadian Union of Public Employees (CUPE) Alberta Division \n\n\n \nKent Sorochuk\nSenior Negotiator\nCity of Edmonton \n\n\nThursday\, November 7\, 2024Workshop sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am PT\n\n\nWorkshop\n9:00 am – 10:25 am PT\n\n\nMorning Break\n10:25 am – 10:40 am PT\n\n\nWorkshop\n10:40 am – 12:00 pm PT\n\n\nLunch\n12:00 pm – 1:00 pm PT\n\n\nWorkshop\n1:00 pm – 2:20 pm PT\n\n\nAfternoon Break\n2:10 pm – 2:25 pm PT\n\n\nWorkshop\n2:25 pm – 4:00 pm PT\n\n\nWorkshop Ends\n4:00 pm PT\n\n\n\n\nWorkshop - Rethinking Bargaining Basics: Costing benefits\, crafting language\, creating innovative clauses\n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nKate Robinson\nNegotiator\nAlberta Union of Provincial Employees (AUPE) \n\n\nIn this workshop\, experts will guide participants through bargaining processes\, with a focus on the importance of costing and collective agreement language. Attendees will hear panel discussions and work through realistic scenarios\, gaining the skills necessary to: \n\nApply current approaches in costing a collective agreement;\nUnderstand the application of the concept of total compensation;\nFormulate clear and compelling contract language; and\nDevelop innovative clauses to address current workplace challenges.\n\nFriday\, November 8\, 2024Breakfast: 8:00 am – 9:00 am MT \nIntroduction: 9:00 am – 9:05 am MT \nPanel 1 - Reading the Vital Signs: Economic checkup for Alberta 2024-2025 - 9:05 am – 10:00 am MT\n\n\n \nRichard Hyndman\nResearch Officer\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nCatherine Rothrock\nChief Economist\nAlberta Treasury Board and Finance \n\n\nWhat are economists forecasting for 2025? In this session\, expert economists will examine 2025 economic and fiscal forecasts in Alberta and federally. Specifically\, the panel will address: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in Alberta and in Canada generally?\nHow does the Alberta economic outlook compare to other provinces and the United States?\nAre inflation and cost-of-living projected to increase in 2025?\nWhat is the status of the Alberta labour market and how does it compare with the labour market federally? Were more jobs gained or lost in 2024? What is the outlook for employment status in 2025?\nWhat measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:00 am – 10:15 am MT \nPanel 2 - From Economic Realities to Bargaining Strategies: Experts provide guidance - 10:15 am – 11:30 am MT\n\n\n \nJames Casey\nArbitrator/Mediator\nLabour Arbitration + Mediation \n\n\n \nTricia Gibbs\nLabour Relations Officer\nUnited Nurses of Alberta (UNA) \n\n\n \nCraig Neuman\nEmployer Counsel\nNeuman Thompson \n\n\nIn this session\, expert panelists will explore the implications of the economic and fiscal climate for bargaining\, focusing on settlements and awards\, and addressing questions such as: \n\nHow has the rise in the rate of inflation seen throughout the pandemic been addressed at the bargaining table? Beyond general wage increases\, what wage adjustment measures are being negotiated?\nIs inflation’s deleterious effect on workers’ purchasing power the main driver behind recent rejections of tentative agreements\, or is something else at play?\nHas there been a rise in employer-sought “rollbacks” at the bargaining table?\nHow is the recent reported decline in inflation expected to impact wage demands? Will demands moderate or remain high due to low consumer confidence and high household costs relating to essentials\, mortgages\, and/or rent?\nHow are concerns about productivity and the standard of living likely to be reflected at the bargaining table?\nWhat key non-monetary demands are emerging at the bargaining table in the current climate?\n\nBreak: 11:30 am – 11:45 am MT \nFireside Chat - What’s New at the Board? - 11:45 am – 12:30 pm MT\n\n\n \nTeresa Haykowsky\nEmployer Counsel\nMcLennan Ross LLP \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board (ALRB) \n\n\nNetworking Lunch: 12:30 pm – 1:15 pm MT \nPanel 3 - Recent Developments and Their Impact on Negotiations: Freedom of association; unfair labour practices; ban on strike replacements; remote work; and more - 1:15 pm – 2:30 pm MT\n\n\n \nPaulette DeKelver\nMediation/Arbitration \n\n\n \nBill Rigutto\nUnion Rep\nAlberta Union of Provincial Employees \n\n\n \nRebecca Silverberg\nEmployer Counsel\nMcLennan Ross LLP \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. Topics currently include: \n\nThe impact of recent court decisions concerning freedom of association and the legality of legislation restricting collective bargaining processes and outcomes;\nThe impact of recent arbitral awards\, including interest arbitration decisions addressing inflation and staffing/recruitment issues;\nThe impact of recent labour board decisions addressing issues such as unfair labour practices\, statutory freeze violations\, and picketing in a remote work context;\nThe impact of recent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers; and\nProvincial legislation regarding government oversight and coordination of non-union public sector compensation;\n\n\nRecent noteworthy settlements and strike actions; and\nCurrent workplace trends\, including artificial intelligence\, remote work\, the right to disconnect\, etc.\n\nBreak: 2:30 pm – 2:45 pm MT \nPanel 4 - Tackling Turnover: Addressing recruitment and retention at the bargaining table - 2:45 pm – 4:00 pm MT\n\n\n \nAdam Cembrowski\nUnion Counsel\nNugent Law Office \n\n\n \nJodi Edmunds\nDirector Employee & Labour Relations\nNorthern Alberta Institute of Technology (NAIT) \n\n\n \nLisa Mason\nNational Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nAdam Norget\nDirector\, HR Legal Services & Legal Counsel\nHuman Resources Division\nEdmonton Police Service \n\n\nWorkplace conditions can affect organizational health\, employee satisfaction\, employee performance\, and turnover.  This panel will examine important considerations for addressing recruitment and retention at the bargaining table. Experts will discuss: \n\nEmerging collective agreement language regarding benefits and leaves;\nParticular work arrangements that enhance work-life balance;\nWork from home or hybrid work arrangements;\nMeans for improving employee mental health and minimizing burnout or undue stress; and\nThe potential for unions to act as hiring halls to supply staff to nursing homes and retirement homes\n\nClosing remarks: 4:00 pm MT \nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\nThis program qualifies for 5.5 CPD hours under the Law Society of Saskatchewan Continuing Professional Development Policy\n\n\n\nWorkshop CPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.\nThis program qualifies for 5.5 CPD hours under the Law Society of Saskatchewan Continuing Professional Development Policy
URL:https://lancasterhouse.com/event/edmonton-bargaining-in-the-broader-public-sector-conference-2024/
LOCATION:Westin Edmonton\, 10135 100th Street\, Edmonton\, Alberta\, T5J 0N7\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20241119
DTEND;VALUE=DATE:20241122
DTSTAMP:20260502T115501
CREATED:20240304T160642Z
LAST-MODIFIED:20241120T181121Z
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SUMMARY:Vancouver Bargaining in the Broader Public Sector and Labour Arbitration and Policy Conference
DESCRIPTION:Bargaining in the Broader Public Sector ConferenceCo-chairs\n\n \nAnthony (Tony) Glavin\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nAdriana Wills\nEmployer Counsel\nHarris & Company LLP \n\n\nConference Advisory Committee\n\n \nAshkon Hashemi\nSenior Member Services Officer\, Labour Relations\nUBC Association of Administrative and Professional Staff \n\n\n \nJeanne Meyers\nExecutive Director and General Counsel\nHealth Sciences Association of British Columbia (HSABC) \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nJay Sharun\nChief Executive Officer\nNational Collective Bargaining Institute \n\n\nLabour Arbitration and Policy ConferenceConference Co-Chairs\n\n \nJennifer Glougie\nChair\nBC Labour Relations Board (BCLRB) \n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nTamara Ramusovic\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\nConference Advisory Committee\n\n \nKaity Cooper\nGeneral Counsel\nHospital Employees’ Union (HEU) \n\n\n \nHeather Hettiarachchi\nEmployer Counsel\nIntegritas Workplace Law \n\n\n \nKevin Jeske\nAssociate Vice-President\, Human Resources\nUniversity of the Fraser Valley \n\n\nTuesday\, November 19\, 2024Workshop*Workshop sold separately from stand-alone conference. \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast\n8:00 am – 9:00 am PT\n\n\nWorkshop\n9:00 am – 10:25 am PT\n\n\nMorning Break\n10:25 am – 10:40 am PT\n\n\nWorkshop\n10:40 am – 12:00 pm PT\n\n\nLunch\n12:00 pm – 1:00 pm PT\n\n\nWorkshop\n1:00 pm – 2:20 pm PT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm PT\n\n\nWorkshop\n2:35 pm – 4:00 pm PT\n\n\nWorkshop Ends\n4:00 pm PT\n\n\n\n\nBargaining In The Broader Public Sector Conference WorkshopAdvanced Skills in Bargaining: Overcoming roadblocks\, costing benefits\, crafting language\n\n\n \nMichael Conlon\nExecutive Director\nFederation for Post-Secondary Educators of BC (FPSE) \n\n\n \nRyan Goldvine\nMediator/Arbitrator\nGoldvine Dispute Resolution Services \nPart-Time Member\nBC Employment Standards Tribunal \n\n\n \nJohn Rogers\nUnion Counsel\nVictory Square Law Office \n\n\nIn this interactive\, full-day workshop\, experts will help participants hone their bargaining skills\, with a focus on overcoming negotiation challenges\, determining the cost of benefits\, and crafting collective agreement language. By examining both employer and union-side perspectives and delving into case scenarios\, attendees will gain expertise necessary to determine the cost of benefits\, including intangible benefits such as wellness programs\, and craft clear\, compelling\, and innovative collective agreement language. \nWednesday\, November 20\, 2024Bargaining in the Broader Public Sector ConferenceBreakfast: 8:00 am – 9:00 am PT \nOpening Remarks: 9:00 am – 9:05 am PT \nPanel 1 - Checking the Fiscal Forecast: Bargaining in B.C.’s current economic environment - 9:05 am – 10:20 am PT\n\n\n \nJames Johnson\nAssociate Professor\, Economics\nUniversity of British Columbia (UBC) \nMember and Chief Negotiator\,\nUBC Faculty Association Bargaining Team \n\n\n \nJeff Marwick\nDirector\, Regional Employers Services\nMetro Vancouver \n\n\n \nKevin Milligan\nProfessor and Director\, Vancouver School of Economics\nUniversity of British Columbia (UBC) \n\n\n \nJim Stanford\nEconomist and Director\nCentre for Future Work \n\n\nIn this session\, expert panelists will explore 2025 economic and fiscal forecasts and their implications for bargaining\, focusing on settlements and awards\, and addressing questions such as: \n\nWhat short- and long-term economic trends are experts predicting Canadians will experience in 2025 in British Columbia? Canada? The United States?\nAre inflation and cost-of-living projected to increase in 2025?\n How has the increase of the British Columbia minimum wage to $17.40 impacted bargaining? How will it impact future bargaining?\n What key non-monetary demands are emerging at the bargaining table in the current climate?\n What measures are governments likely to prioritize in 2025 provincial and federal budgets to promote economic growth and prosperity?\n\nBreak: 10:20 am – 10:35 am PT \nPanel 2 - Breaking Barriers\, Achieving Balance: Addressing retention and EDI at the bargaining table - 10:35 am – 11:45 am PT\n\n\n \nLeanne Anderson\nMember Services Officer\, Advocacy\nUBC Association of Administrative and Professional Staff \n\n\n \nTheo Arsenault\nUnion Counsel\nArsenault Aaron Lawyers \n\n\n \nRyan Copeland\n\n\n \nMaynard A. Witvoet\nAssociate Director\, People Relations\nVancouver Community College (VCC) \n\n\nAddressing Equity\, Diversity\, and Inclusion (EDI) at the bargaining table is critical for complying with legal requirements\, cultivating workplaces that nurture diverse talents\, and enhancing organizational culture. In this panel\, experts will provide guidance on building a more equitable workplace through collective bargaining\, addressing the following: \n\nWhat steps should unions and employers take to identify equity issues in the workplace? What information should be gathered in preparation for bargaining on these issues?\nWhat questions should guide unions and employers in reviewing collective agreements and bargaining proposals through an equity lens?\nHow might existing collective agreement language and definitions be written or revised to ensure that they are equitable and inclusive?\nHow can unions and employers measure the effectiveness of negotiated programs or provisions on equity issues?\n\nBreak: 11:45 am – 12:00 pm PT \nFireside Chat with Vincent Ready - 12:00 pm – 12:30 pm PT\n\n\n \nVince Ready\nArbitrator/Mediator \n\n\nLunch: 12:30 pm – 1:25 pm PT \nPanel 3 - Rapid Refresher: Key cases\, legislative changes\, and their impact on negotiations - 1:25 pm – 2:35 pm PT\n\n\n \nJessica Gregory\nArbitrator/Mediator/Investigator \n\n\n \nDelayne Sartison\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nMichael Shapiro\nUnion Counsel\nHastings Labour Law Office LLP \n\n\nIn this session\, panelists will examine recent decisions\, legislative changes\, and other developments impacting bargaining in the public sector. Final topics will be selected in the weeks prior to the conference to ensure coverage of the latest and most important developments. Topics currently include: \n\nThe impact of recent court decisions concerning freedom of association and the legality of legislation restricting collective bargaining;\nThe impact of recent arbitral awards\, including grievance arbitration decisions addressing key principles of collective agreement interpretation;\nThe impact of recent labour board decisions addressing issues such as unfair labour practices\, illegal strikes\, good faith bargaining\, and statutory freeze violations;\nRecent legislative initiatives including:\n\nFederal legislation to ban the use of strike replacement workers; and\nC.’s ongoing review of the Labour Relations Code;\n\n\nRecent noteworthy settlements and strike actions; and\nCurrent workplace trends\, including privatization\, remote work\, and the right to disconnect.\n\nBreak: 2:35 pm – 2:50 pm PT \nPanel 4 - Tech Talks: Addressing technological change\, surveillance\, monitoring\, and AI at the bargaining table - 2:50 pm – 4:00 pm PT\n\n\n \nGraeme Johnston\nSenior Labour Relations Officer\nHealth Sciences Association of BC (HSABC) \n\n\n \nSuzanne Kennedy\nEmployer Counsel\nHarris & Company LLP \n\n\n \nOludolapo Makinde\nPhD Candidate\nUniversity of British Columbia (UBC) \n\n\n \nTina-Marie Bradford\nStaff Representative\, Advocacy Department\nBC General Employees’ Union (BCGEU) \n\n\n \nJordan Michaux\nEmployer Counsel\nRoper Greyell LLP \n\n\nWorkplaces must ensure that their use of technology complies with existing laws relating to employee privacy and human rights\, while also grappling with new areas where the law has not yet been extensively developed – such as the use of artificial intelligence (AI). In this panel\, experts will examine how collective bargaining can be used to address the complex and wide-ranging issues emerging from using technology in the workplace. Panelists will explore: \n\nWhat current issues related to using technology in the workplace should employers and unions address at the bargaining table?\nWhat issues resulting from the use of AI in the workplace should be addressed through collective bargaining? What lessons can be learned from collective agreement language that has addressed past technological changes?\nWhat information is available to employers using AI\, monitoring\, and surveillance technologies? Are employees entitled to information about how their employer is using AI\, monitoring\, and surveillance technologies? How much say do unions and their members currently have in what employee information employers collect and how it is used?\nWhat specific risks do emerging technologies such as “algorithmic management” present for employees’ right to privacy and non-discrimination? How can collective bargaining be used to protect against these risks and address concerns of both employers and unions?\nHow have arbitrators treated the use of emerging monitoring and surveillance technologies intended to measure employee productivity? What lessons can be learned from these decisions when negotiating collective agreement language?\nDo employers have a right to conduct off-duty surveillance of employees? What limits exist on off-duty surveillance? How should these concerns be addressed through collective agreement language?\nWhat are some examples of collective agreement provisions addressing AI\, technology\, and employee privacy?\n\nClosing Remarks: 4:00 pm PT \nThursday\, November 21\, 2024Labour Arbitration and Policy ConferenceBreakfast: 8:00 am – 9:00 am PT \nOpening Remarks: 9:00 am – 9:05 am PT \nPanel 1 - Current and Critical: Experts examine recent cases and legislative developments - 9:05 am – 10:35 am PT\n\n\n \nCarolyn Janusz\nUnion Counsel\nGoodwin Law \n\n\n \nJitesh Mistry\nLabour Arbitrator/Mediator\nMistry ADR \n\n\n \nLindsie Thomson\nEmployer Counsel\nHarris & Company LLP \n\n\nIn this panel\, experts will address recent cases and legislative developments impacting federally and provincially regulated workplaces. \nPanelists will discuss the latest cases on the following topics: \n\nDiscipline and dismissal;\nDiscrimination\, harassment\, and accommodation;\nWorkplace investigations;\nPrivacy and computer access;\nRefusal to vaccinate;\nRemote work; and\nCollective bargaining and the right to strike.\n\nPanelists will also examine recent legislative initiatives: \n\nAn increase in B.C.’s minimum wage;\nAmendments to workers’ rights to strike under B.C.’s Labour Relations Code;\nEmployers’ and workers’ duties under B.C.’s Workers Compensation Act;\nGig workers’ rights in B.C.;\nEmployers’ obligations under the federal Accessible Canada Act; and\nChanges to the Canada Labour Code regarding termination and the “right to disconnect.”\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest developments. \nBreak: 10:35 am – 10:50 am PT \nPanel 2 - New Rules for Return to Work: The duty to cooperate and maintain employment under the Workers Compensation Act - 10:50 am – 11:45 am PT\n\n\n \nAmanda Alberti\nEmployer Counsel\nHarris \n\n\n \nJackie Christofferson\nCounsel\nWorksafeBC \n\n\n \nPeter Eastwood\nUnion Counsel\nHHBG Lawyers \n\n\n \nElise Kobylanski\nManager Client Services\nReturn to Work Services\nWorksafeBC \n\n\nIn this session\, panelists will examine recent amendments to B.C.’s Workers Compensation Act which introduce a new “duty to cooperate” and “duty to maintain employment.” Speakers will address questions including: \n\nWhat new obligations are imposed on workplace parties under the “duty to cooperate” and “duty to maintain employment”? When and to whom do these duties apply?\nWhat changes should employers consider making to workplace policies in order to ensure compliance with these duties? What unique challenges may arise in fulfilling these duties in a unionized workplace? What role exists for unions in the implementation and enforcement of these duties?\nMust an employer or worker file a complaint with WorkSafeBC in order to trigger an investigation into the parties’ compliance with these duties? Or can WorkSafeBC initiate an investigation into parties’ compliance on its own initiative?\nWhere a breach of the duties has been alleged or is being investigated\, what rights do parties have to provide and receive information\, make submissions\, and challenge any determination reached?\nWhat consequences may follow if WorkSafeBC determines that a party has failed to comply with its obligations under these provisions?\nShould claims relating to an employee’s return to work be advanced through labour arbitration\, a human rights tribunal proceeding\, or through WorkSafeBC? Can parties expect to face procedural arguments that WorkSafeBC has exclusive jurisdiction over aspects of their claim?\n\nBreak: 11:45 am – 11:55 am PT \nKeynote by Dr. Chris Stewart-Patterson - Invisible Disability in the Workplace - 11:55 am – 12:30 pm PT\n\n\n \nDr. Chris Stewart-Patterson\nCME Program Director\nHarvard Medical School \n\n\nFibromyalgia\, chronic fatigue syndrome\, and increasingly long COVID (Post COVID-19 Condition) are medical conditions that can have significant impairment that is not obviously visible in the workplace. There are no definitive objective tests that can demonstrate the severity of these conditions\, so the question remains: how is impairment assessed in these conditions? If impairment is reliably established\, then\, if appropriate\, what are some reasonable accommodations that can result in greater workplace satisfaction\, attendance\, and productivity for individuals with these conditions? The presentation aims to discuss current evidence and approaches to both issues. \nLunch: 12:30 pm – 1:25 pm PT \nPanel 3 - Different Roads to Resolution: Conducting effective investigations or making the most of ADR - 1:25 pm – 2:30 pm PT\n\n\n \nHeather Hettiarachchi\nEmployer Counsel\nIntegritas Workplace Law \n\n\n \nDavid Louie\nLawyer and Workplace Investigator\nSouthern Butler Price LLP \n\n\n \nSonya Sabet-Rasekh\nStaff Representative\, Advocacy Department\,\nB.C. General Employees’ Union \n\n\nWhen an employee files a complaint alleging workplace discrimination\, harassment\, violence\, or other misconduct\, an employer may take multiple pathways — short of arbitration — to resolve the complaint and restore workplace health and safety. Employers should be aware of the pros and cons of each option. In this panel\, experts will explore: \n\nWhat is the difference between alternative dispute resolution (ADR)\, arbitration\, mediation\, and investigation?\nWhat makes an investigation effective?\nWhen is an employer’s duty to investigate triggered? What are the pros and cons of using ADR to resolve a complaint?\nWhat is the role of the union in these processes? What criteria should employers focus on when selecting an appropriate mediator\, ADR expert\, or investigator? When is it appropriate to use an internal versus an external investigator?\nWhat does it mean to ensure that investigations\, mediations\, and other forms of ADR are conducted through a trauma-informed lens? Does it help to promote employee health\, wellness\, and safety?\n\nBreak: 2:30 pm – 2:45 pm PT \nPanel 4 - Beliefs and Boundaries: Reconciling employee freedom of speech and legitimate employer concerns - 2:45 pm – 4:00 pm PT\n\n\n \nE. Murphy Fries\nUnion Counsel\nKoskie Glavin Gordon \n\n\n \nNajeeb Hassan\nAssociate Chair\, Adjudication and Mediation Division at the BCLRB \n\n\n \nJames Kondopulos\nEmployer Counsel\nRoper Greyell LLP \n\n\nHow can employers balance freedom of expression under the Charter with the need to maintain a productive and respectful workplace? In this session\, panelists will address: \n\nDo employees have the right to express their views on potentially controversial and/or political matters at work?\n What criteria should employers and unions consider when determining whether an employee’s speech or actions pose a legitimate concern to the organization’s reputation or operations? What actions should employers or unions take when employees’ expressions may border on being disrespectful or offensive\, but are not overtly harmful?\n Can employers monitor employee expressions outside the workplace or on social media? Can employers discipline employees for such expressions?\n What is the extent of a union’s duty to represent members who face work-related consequences for potentially polarizing beliefs or actions? When will a union’s decision not to represent a member constitute a breach of the duty of fair representation?\n How can employers and unions effectively communicate expectations regarding employee expression\, appropriate workplace conduct\, and appropriate off-work conduct?\n\nClosing Remarks: 4:00 pm PT \nCPDBargaining in the Broader Public Sector Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nMembers of the Law Society of British Colombia may count this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nLabour Arbitration and Policy Conference CPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR Alberta for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nMembers of the Law Society of British Colombia may count this program for 5.25 Continuing Professional Development hours.\n\n\n\n\nWorkshop CPD\n\n\nThe Post-Conference Workshops have been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\nThe Post-Conference Workshops have been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThe Post-Conference Workshops have been approved by the Law Society of British Colombia may count this program for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/vancouver-labour-arbitration-and-policy-conference-bargaining-in-the-broader-public-sector-conference/
LOCATION:The Hyatt Regency Vancouver\, 655 Burrard Street.\, Vancouver\, B.C.\, Canada
CATEGORIES:Bargaining in the Broader Public Sector Conference,Conference,Labour Arbitration and Policy Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241121T123000
DTEND;TZID=UTC:20241121T140000
DTSTAMP:20260502T115501
CREATED:20240709T195219Z
LAST-MODIFIED:20241018T163015Z
UID:14137-1732192200-1732197600@lancasterhouse.com
SUMMARY:Attendance Management: Addressing issues raised by disabilities\, remote work\, childcare and elder care\, and absences due to illness and emergencies
DESCRIPTION:Moderator\n\n \nJames Cameron\nArbitrator/Mediator\nCameron Mediation Arbitration \n\n\nSpeakers\n\n \nChris Bryden\nUnion Counsel\nRyder Wright Blair & Holmes \n\n\n \nRoxana Jangi\nEmployer Counsel\nDentons Canada LLP \n\n\nEmployers often utilize attendance management programs (“AMPs”) to address employee absenteeism. How can AMPs be developed\, implemented\, and communicated to employees properly to ensure compliance with human rights laws\, privacy laws\, and employees’ rights under a collective agreement? In this webinar\, experts will explore: \n\nWhat is an AMP?\nHow can employers strike a balance between the need to ensure attendance at work and the duty to accommodate employees with disabilities? Should an AMP have special provisions for absences related to addiction\, alcoholism\, and other disabilities? How should AMPs be designed to address absences related to emergencies and family status\, including childcare and eldercare?\nWhat kind of medical information can employers require employees to provide under an AMP? Are consistent rules about required medical documentation appropriate or should the need for an employee’s medical information be considered on a case-by-case basis?\nHow should AMPs be implemented in hybrid or remote workplaces? What surveillance practices\, if any\, have arbitrators found objectionable?\nWhat elements should an AMP contain for it to withstand arbitral scrutiny for reasonableness? When can AMPS be deemed discriminatory or encroaching upon employees’ privacy rights? How should threshold levels of attendance at each stage of the program be set so that they are not arbitrary or unreasonable?\nWhat are best practices in communicating AMPs to employees? What role can workplace policies play in effectively communicating AMPs to employees?\nIs it a best practice to negotiate collective agreement provisions that address attendance management? Why or why not? What are some examples of attendance management clauses that unions and employers have included in collective agreements?\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\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 for Continuing Professional Development 1.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\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.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/attendance-management-addressing-issues-raised-by-disabilities-remote-work-childcare-and-elder-care-and-absences-due-to-illness-and-emergencies/
LOCATION:Virtual Event
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/New_York:20241125T090000
DTEND;TZID=America/New_York:20241125T170000
DTSTAMP:20260502T115501
CREATED:20240514T132931Z
LAST-MODIFIED:20240913T165632Z
UID:13349-1732525200-1732554000@lancasterhouse.com
SUMMARY:Intensive Mediation Workshop
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a digital credential from Toronto Metropolitan University. \n\n\n \nDaphne Taras\nProfessor and DirectorCentre for Labour-Management RelationsToronto Metropolitan University \n\n\nProgram Leader\n\n \nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \n\n\nProgram Faculty\n\n \nPaula Knopf\nArbitrator \n\n\nThis intensive professional learning program is designed to develop the advanced dispute resolution skills that labour relations professionals need in order to be successful in their roles. \nParticipants will have the opportunity to observe dispute resolution techniques used by experienced professional mediators — and to use those techniques as they attempt to resolve a workplace dispute. To make the simulation as realistic as possible\, actors will play the role of the aggrieved party. \nAimed at labour relations professionals with basic to intermediate knowledge of mediation and workplace dispute resolution techniques\, this session aims not to create professional mediators but to equip participants with the knowledge and skills necessary to: \n\nDefuse tensions and manage workplace conflict\nResolve grievances without resorting to lengthy and expensive arbitration processes\nMake effective use of informal and formal mediation as a management or union representative\n\nWho is this program designed for? \n\nGraduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program\nLabour relations professionals with 3 or more years of experience working full-time for an employer or a union\, including:\n\nHuman resources professionals\nLabour relations officers\nLocal union leadership\nManagers\nUnion staff\n\n\nLabour and employment lawyers in their first 5 years of practice\n\nTo ensure interactivity as well as opportunities for skill-building and personalized feedback\, spaces in this program are extremely limited. We hope you’ll join us. \nCPD\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\n\nThis program has been approved by CPHR BC & Yukon for 6.5 Continuing Professional Development hours.\n\n\n\nThis program has been approved by CPHR Alberta for 6.5 Continuing Professional Development hours.\n\n\n\n \n\nThis program has been approved by the Law Society of British Colombia for 6.5 Continuing Professional Development hours.\nCPD for Members of the Law Society of Ontario: 6.5 Substantive Hours; 0 Professionalism Hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 6.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/intensive-mediation-workshop-summer-2024/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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BEGIN:VEVENT
DTSTART;TZID=America/St_Johns:20241126T090000
DTEND;TZID=America/St_Johns:20241127T160000
DTSTAMP:20260502T115501
CREATED:20240620T174835Z
LAST-MODIFIED:20241126T191514Z
UID:13689-1732611600-1732723200@lancasterhouse.com
SUMMARY:Effective Grievance Handling and Arbitration Advocacy: Intensive Training for Employers and Unions
DESCRIPTION:Facilitator\n\n \nChantelle MacDonald Newhook K.C.\, Q.Arb\nArbitrator\, Mediator\, Workplace Investigator\nDispute Winners\nVice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\nThis virtual program is taking place in partnership with the Gardiner Centre at Memorial University.Fittingly\, it will have an Atlantic focus and will be taking place on Newfoundland time. \nSpeakers\n\n \nSteve Penney\nEmployer Counsel\nStewart McKelvey \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nProgram DetailsEmployer and union representatives should cultivate the skills and knowledge necessary to resolve grievances early\, before expensive and unpredictable arbitration is necessary. But\, not every grievance can be settled without arbitration. When arbitration is necessary\, both employer and union representatives need to be able to effectively mount a successful grievance arbitration case or to give maximum assistance to counsel. \nOver the course of this workshop\, experienced employer and union advocates\, joined by an arbitrator on day two\, will lead participants in discussion of strategies for settling grievances before arbitration and explain how to win cases at arbitration when necessary. \nWorking through a realistic grievance with the guidance of experts\, participants will learn to: \n\nPrepare effectively for formal grievance meetings;\nDetermine which grievances should go to arbitration;\nIdentify key issues\, strengths\, and weaknesses of a grievance;\nAddress preliminary issues\, such as timeliness;\nObtain and provide appropriate disclosure;\nPrepare\, examine\, and cross-examine witnesses;\nMake persuasive opening and closing statements.\n\nCPD\n\n\nThis program has been approved by CPHR Nova Scotia for 11 Continuing Professional Development hours.\n\n\n \n\nMembers of CPHR Newfoundland & Labrador may consider counting this program for 11 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 11 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/effective-grievance-handling-and-arbitration-advocacy/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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