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DTSTART;TZID=America/New_York:20250717T123000
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DTSTAMP:20260420T104229
CREATED:20250128T190418Z
LAST-MODIFIED:20250626T154032Z
UID:15675-1752755400-1752760800@lancasterhouse.com
SUMMARY:Testing\, Testing\, One-Two-Three: The latest word on workplace drug and alcohol tests
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nProgramDrug and alcohol testing can be key to workplace safety\, but raises challenges of balancing safety and privacy rights. This webinar will explore justification for drug and alcohol testing\, accommodation processes\, reasonable cause testing\, and post-incident testing. Specifically\, the following questions will be addressed: \n\nWhen can employers request that an employee submit to reasonable cause or post-incident testing?\nWhen is pre-placement\, pre-access\, and random testing justified? Does this analysis differ for safety-sensitive positions?\nWhat are recent examples of alcohol and drug testing or monitoring mechanisms that are deemed a) minimally intrusive and justified or b) excessively intrusive and in violation of privacy rights?\nWhat privacy rules must employers adhere to when requesting drug and alcohol tests or utilizing monitoring mechanisms?\n\n\nCan an employer require that employees undertake treatment for alcohol or substance use disorder as part of an accommodation process? Can an employer designate a specific treatment program even if an employee provides an alternative treatment option? Can an employer enforce monitoring mechanisms?\nCan employers impose discipline for alcohol or substance use without inquiring about an employee’s disability? What if an employee does not disclose a disability requiring accommodation? What is the role of the union in this process?\n\nModerator\n\n \nDavid Jewitt\nPrincipal\nJewitt Arbitration & Mediation Services Inc. \n\n\nSpeakers\n\n \nJames Green\nEmployer Counsel\nCox and Palmer \n\n\n \nRebecca Kantwerg\nUnion Counsel\nVictory Square Law LLP \n\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\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 \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/testing-testing-one-two-three-the-latest-word-on-workplace-drug-and-alcohol-tests/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Testing-Testing-One-Two-Three-banner-2.jpg
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DTSTART;TZID=America/New_York:20250731T123000
DTEND;TZID=America/New_York:20250731T140000
DTSTAMP:20260420T104229
CREATED:20250128T190630Z
LAST-MODIFIED:20250723T182320Z
UID:15676-1753965000-1753970400@lancasterhouse.com
SUMMARY:Clothes Encounters: Balancing safety\, accommodation\, and management rights in workplace dress code policy
DESCRIPTION:Option: Live Webinar\, video\, and MP3 Bundle | Live Webinar | Video and MP3$595.00Add to cart	\n			\n \nProgramHow can workplaces effectively develop and enforce dress code policies that meet business needs while complying with human rights and safety obligations. Specifically\, the panel will discuss: \n\nWhat is the purpose of workplace dress codes\, and how can organizations ensure that they are reasonable\,effective\, and enforceable?\nWill courts or tribunals find that requiring an employee to remove religious attire to comply with a dress code was discriminatory?\nTo what extent can employers regulate or restrict employees from wearing clothing or accessories indicating personal beliefs or affiliations (e.g.\, wearing union insignia or attire with political slogans)?\nCan employers regulate the grooming habits of employees? In what circumstances\, if any\, can an employer restrict the use of make-up or jewelry\, or the visibility of tattoos and body modifications in the workplace?\n\n\nAre dress code policies enforceable for remote workers? Can employers enforce dress code policies for positions that don’t involve client or public interaction?\nCan dress code policies regulate how employees dress outside of work hours?\nMust employees comply with the “work now\, grieve later” principle when asked to alter their appearance (e.g. remove false nails\, shave a beard\, remove piercings\, etc.)?\nWhat are best practices for employers and unions when addressing an employee’s non-compliance with dress code policies? Will past inconsistent enforcement of dress code policies affect discipline and/or enforcement?\n\nModerator\n\n \nLisa Gallivan\nArbitrator\, Mediator and Workplace Investigator \n\n\nSpeakers\n\n \nJaime Hoopes\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nChetan Muram\nDewart Gleason LLP \n\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\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 \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/clothes-encounters-balancing-safety-accommodation-and-management-rights-in-workplace-dress-code-policy/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/01/Clothes-Encounters-banner.jpg
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