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DTSTART;TZID=America/New_York:20250204T123000
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DTSTAMP:20260607T141122
CREATED:20241205T211412Z
LAST-MODIFIED:20250318T150106Z
UID:15433-1738672200-1742918400@lancasterhouse.com
SUMMARY:Labour Relations Certificate - Winter 2025 (Virtual Program)
DESCRIPTION:In association with:Upon completion of this program\, participants will receive a certificate of completion and a digital credential. \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\nProgram Leader\nDaphne Taras\nProfessor and Director\nCentre for Labour-Management Relations\nToronto Metropolitan University \nProgram Faculty\n\n \nAlex Brat\nSenior Executive Director\, Labour Relations\nUniversity of Toronto \n\n\n \nSharan Basran\nChief Legal Officer\, Legal Counsel\nOntario Nurses’ Association (ONA) \n\n\n \nBruce Curran\nAssociate Professor\nFaculty of Law\nUniversity of Manitoba \n\n\n \nChris Davidson\nAssociate Lawyer\nTurnpenney Milne LLP \n\n\n \nShana French\nEmployer Counsel\nLittler LLP \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\n \nAvner Levin\nProfessor\nLincoln Alexander School of Law\nTed Rogers School of Management\nToronto Metropolitan University (TMU) \n\n\n \nNiki Lundquist\nSenior Director of Equity and Education\nUnifor \n\n\n \nIan Mackenzie\nWriter\, Trainer\, Consultant\, and Facilitator \n\n\n \nFrank Miller\nDirector\nExecutive and Corporate Education\nToronto Metropolitan University (TMU) \n\n\n \nDionne Pohler\nAssociate Professor\nUniversity of Saskatchewan \n\n\n \nShannon Sproule\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nJim Stanford\nEconomist and Director\nCentre for Future Work\nAustralia Institute \n\n\n \nBob Thompson\nProfessor\, Human Resources\nSeneca Polytechnic \n\n\n2025 Winter Schedule†The Winter 2025 session of the Labour Relations Certificate Program will comprise of 8 sessions over 8 weeks\, and will take place on Tuesdays from 12:30 p.m. to 4 p.m. ET beginning February 4\, 2025. \nSample Agenda\nCPD\n\n\nThis program has been approved for 3.5 Continuing Professional Development (CPD) hours under Section 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 Alberta for 3.5 Continuing Professional Development hours\, per session.\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\n \n\nThis program has been approved by CPHR Nova Scotia for 3.5 Continuing Professional Development hours\, per session.\nThis program has been approved by the Law Society of British Columbia for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Law Society of New Brunswick may consider this program for 3.5 Continuing Professional Development hours\, per session.\nMembers of the Law Society of Ontario may consider counting this program for 3.5 substantive hours; 0 professionalism hours\, per session.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 3.5 Continuing Professional Development hours\, per session.
URL:https://lancasterhouse.com/event/labour-relations-certificate-winter-2025/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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DTSTART;TZID=America/New_York:20250306T130000
DTEND;TZID=America/New_York:20250306T163000
DTSTAMP:20260607T141122
CREATED:20240814T135558Z
LAST-MODIFIED:20250306T202646Z
UID:14583-1741266000-1741278600@lancasterhouse.com
SUMMARY:National Pensions Conference 2025
DESCRIPTION:National Pensions ConferenceConference Co-Chairs\n\n \nPadraigin Murphy\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nMichael Wolpert\nPensions Counsel\nFasken Martineau DuMoulin LLP \n\n\n$795.00Read more	\n			\n \nConference Advisory Committee\n  \n\n \nChristina Atanasova\nChristina Atanasova\, Associate Dean\, Research & International\nProfessor\, Simon Fraser University (SFU) \n\n\n \nLevel Chan\nPensions Counsel\nStewart McKelvey \n\n\n \nChris Roberts\nDirector\, Social and Economic Policy\nCanadian Labour Congress \n\n\nThursday\, March 6\, 2025Introduction: 1:00 pm – 1:05 pm ET \nKeynote speech by Dr. Paul Kershaw - Healthy retirement and its implications for private and public pension policy\, now and in the future - 1:05 pm – 1:35 pm ET\n\n\n \nPaul Kershaw\nProfessor\nUniversity of British Columbia\nLead Researcher & Executive Chair\nGeneration Squeeze \n\n\nThe “Outlook for Expenses” table in any recent federal budget makes clear that Old Age Security (OAS) funding is growing faster than most other federal spending combined. All the while\, spending on medical care for those age 65+ absorbs more and more provincial revenue. \nDecades ago\, sufficient revenue was not allocated to fully cover the long-term costs of OAS and medical care for the baby boomer generation. As a result\, these two expenditures now place significant pressure on government budgets\, limiting funding for national defense\, housing\, childcare\, education\, and other priorities valued by Canadians\, including balanced budgets. \nYounger Canadians already contribute 20 to 40 percent more in income taxes toward healthy retirements than the current retiring generation contributed to older generations when they were young. \nThese fiscal trends compound challenges for younger Canadians who struggle with higher rent and home ownership costs that have outpaced their earnings. The implications for their retirement planning are concerning\, because many have little left over to contribute to retirement savings. They count on managers of private pension plans to make excellent decisions — when they are lucky enough to be in jobs that have such pensions. \nAll of this was predictable\, because when the baby boomer generation started out\, there were seven working age Canadians for every retiree. Now\, as they retire\, there are only three. However\, past decision-making processes did not account for these demographic shifts adding burden to younger generations when creating pension and medical care policies. Today’s governments\, regardless of their ideological affiliation\, are holding the bag — and the load is very heavy indeed to pay for OAS and medical care for retirees. \nBreak: 1:35 pm – 1:45 pm ET \nPanel 1 - What's New in Pension Law in 2025: Major caselaw and legislative updates - 1:45 pm – 3:00 pm ET\n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper \n\n\n \nJames Fu\nEmployer counsel\nBorden Ladner Gervais LLP (BLG) \n\n\n \nAnthony Guindon\nPensions Counsel\nKoskie Minsky LLP \n\n\n \nEmily Lawrence\nManaging Partner\nPaliare Roland Rosenberg Rothstein LLP \n\n\nThis panel will review recent legislative and regulatory pension developments. Topics to be addressed include: \n\nCanada Pension Plan benefit and contribution increases;\nAmendments to the federal Income Tax Act; and\nCAPSA Guidelines for Capital Accumulation Plans and Risk Management for Plan Administrators.\n\nThis panel will also explore significant court and tribunal decisions related to pension and benefits law. Topics to be addressed include: \n\nplan amendments;\ncollective agreement violations;\ndiscrimination and denials of benefits;\nthe relationship between class actions and regulatory jurisdiction;\nfiduciary duties; and\nnegligence and constitutional issues arising out of public sector pension plan reform.\n\nFinal selection of cases will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most important decisions.Break: 3:00 pm – 3:15 pm ET \nPanel 2 - Emerging Issues in Pension Governance: Addressing cybersecurity\, AI\, ESG\, economic challenges\, and more - 3:15 pm – 4:30 pm ET\n\n\n \nChristine Chen\nGeneral Counsel\nUniversity Pension Plan Ontario (UPP) \n\n\n \nMark Janson\nSenior Researcher\nCanadian Union of Public Employees (CUPE) \n\n\n \nScott Sweatman\nEmployer lawyer\nDentons \n\n\nEven well-funded pension plans must adapt in the face of economic and demographic challenges. In this session\, experts will explore the risks and opportunities associated with the current and projected economic climate\, and address the following: \n\nHow would a sustained fall in inflation and/or interest rates affect pension plans and their members?\nHow are views on the meaning of retirement changing\, and what does this mean for pensions and other sources of retirement income?\nWhat strategies should 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?\nHow will recently published provincial regulatory policies on IT risk management impact pension plans and their sponsors?\nWhat role\, if any\, will artificial intelligence play in the administration of pension plans and pension funds?\nWhat are the current legislative and regulatory requirements regarding ESG disclosure\, taking into account ESG considerations\, across Canadian jurisdictions? What changes are in prospect?\nTo what extent do ESG considerations factor into investment-related decision-making? Do common law fiduciary duties permit administrators to take ESG considerations into account for any purpose other than financial gain? Does the answer depend on plan terms or type of plan\n\nCPDConference CPD\n\n\nThis program has been approved by CPHR Alberta for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 3 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 3 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 3 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 3 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 3 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 3 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/national-pensions-conference-2025/
LOCATION:Virtual Event
CATEGORIES:Conference,Pensions
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250313T123000
DTEND;TZID=UTC:20250313T140000
DTSTAMP:20260607T141123
CREATED:20240829T172841Z
LAST-MODIFIED:20250306T203553Z
UID:14739-1741869000-1741874400@lancasterhouse.com
SUMMARY:Supporting Complainants\, Addressing Root Causes: Trauma-informed approaches to workplace violence\, harassment\, and bullying
DESCRIPTION:Understand Trauma-Informed Approaches in the Workplace\nAcross all sectors\, organizations are recognizing how much they can gain from applying trauma-informed principles when addressing workplace violence\, harassment\, and bullying. In this webinar\, experts will explore the benefits to employers\, unions\, and employees of adopting trauma-informed principles. Specifically\, panelists will discuss: \n\nWhat does it mean to be trauma-informed? What does it mean to implement trauma-informed approaches in labour relations processes?\nWhat legal obligations do employers and unions have to protect and promote employee mental health in the workplace and to address workplace violence\, harassment\, and bullying? How may adopting trauma-informed approaches help ensure that employers and unions meet these obligations?\nWhat are some trauma-informed best practices that employers and unions can employ throughout internal complaint\, alternative dispute resolution\, performance management\, disciplinary\, or accommodation processes?\nWhy are trauma-informed approaches important when conducting investigations into allegations of workplace violence\, harassment\, or bullying? What does recent caselaw suggest regarding what constitutes an appropriate investigative process and how may trauma-informed approaches assist in ensuring a fair\, adequate\, and effective process?\nCan employers and unions be held liable for failing to employ trauma-informed approaches?\nWhat does evidence suggest regarding how trauma-informed approaches can help to improve employee retention\, reduce workplace violence\, harassment\, and bullying\, and create psychologically safe workplaces?\n\nAdditional InformationMaterials\nValuable\, up-to-date materials and case summaries will be available for downloading from our website. Each webinar is accompanied by a PDF of concise summaries of the cases discussed. \nRegistration Fee – Single Attendee\nLive webinar\, video\, and MP3 bundle – $995\nLive webinar – $395\nVideo and MP3 – $695\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. \nRegistration Information\nThe video recording\, MP3 file\, and materials are available for download and viewing one business day after the live webinar. After purchasing\, you will receive an e-mail with instructions on how to access and download the video recording\, MP3 file\, and materials. For purchases for upcoming webinars\, once the video recording and MP3 file and materials are available\, registrants will receive an update e-mail informing them that the links are now ready. \nOption: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nAccreditationCPD\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 1.5 Continuing Professional Development (CPD) 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 consider counting 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.\n\n\n\n\nModerator\n\n \nSharon Naipaul\nMediator/Investigator\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nSpeakers\n\n \nAshton Butler\nEmployer Counsel\nMLT Aikins \n\n\n \nNadja Rence\nLawyer\, Workplace Investigator\nSouthern Butler Price \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP
URL:https://lancasterhouse.com/event/supporting-complainants-addressing-root-causes-trauma-informed-approaches-to-workplace-violence-harassment-and-bullying/
LOCATION:Virtual Event
CATEGORIES:Webinar
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DTSTART;VALUE=DATE:20250318
DTEND;VALUE=DATE:20250328
DTSTAMP:20260607T141123
CREATED:20241211T173709Z
LAST-MODIFIED:20250327T160626Z
UID:15444-1742256000-1743119999@lancasterhouse.com
SUMMARY:Navigating Workplace Investigations: Best Practices
DESCRIPTION:4 half-day sessions over 2 weeks – Tuesdays and Thursdays\, 12:30 p.m. – 4:00 p.m. ET each day \nProgram$2\,095.00Read more	\n			\n \nAll workplace parties have an interest in ensuring that workplace investigations are conducted properly. Employers may face legal liability for workplace investigations that are improperly conducted. Employees subjected to investigation may find their jobs on the line. Unions must ensure that their members’ rights are protected. This program will prepare employer and union representatives to effectively represent the interests of their constituencies throughout the investigation process\, from the filing of the complaint to post-investigation review of the report. \nOver the course of four virtual sessions combining lectures\, case studies\, and interactive exercises\, participants will learn to: \n\nApply applicable law and policy\nDetermine when an external investigator is required\nIdentify the necessary steps in an investigation\nEnsure procedural fairness\nBe mindful of implicit bias\nAppreciate the role rules of evidence play in making findings\nAddress issues of confidentiality and privilege\nReview investigation reports\nTake appropriate action post-investigation\n\nIn association with:Registrants who participate in all four sessions will receive a certificate confirming their successful completion the program. \nProgram Leaders\n\n \nChris Davidson\nLawyer\nTurnpenney Milne LLP \n\n\n \nAsha Rampersad\nPartner\nTurnpenney Milne LLP \n\n\n \nKrista Siedlak\nPartner\nTurnpenney Milne LLP \n\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 12.6 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 12.6 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 12.6 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 12.6 Continuing Professional Development hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 12.6 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 12.6 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/navigating-workplace-investigations-best-practices/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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