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DTSTART;TZID=America/Toronto:20260609T123000
DTEND;TZID=America/Toronto:20260625T160000
DTSTAMP:20260612T235545
CREATED:20251126T205200Z
LAST-MODIFIED:20260608T165936Z
UID:18575-1781008200-1782403200@lancasterhouse.com
SUMMARY:Intensive Collective Bargaining Certificate
DESCRIPTION:Tuesdays and Thursdays\, 12:30 p.m. – 4:00 p.m. ET each day \n\nIn association with: \nUpon completion of this program\, participants will receive a certificate of completion and a digital credential. \nProgram \nEffective collective bargaining requires far more than negotiating skills. It demands a sophisticated understanding of contract language\, costing\, communication strategy\, and the organizational and legal frameworks that underpin the bargaining process. This intensive certificate program brings together the strengths of Toronto Metropolitan University\, Lancaster House\, and the Centre for Labour Relations Training & Development (CLRTD) to deliver a rigorous\, practice-focused learning experience. \nGrounded in a balanced and evidence-based approach\, this program prepares participants to navigate complex negotiations\, interpret and draft collective agreement language with precision\, manage costing with confidence\, and communicate strategically with stakeholders and the public. Designed for experienced HR professionals\, union representatives\, labour relations specialists\, and managers involved in negotiations\, the program blends asynchronous learning with interactive virtual sessions to support deep skill development. \nLearning Outcomes \nBy the end of this program\, participants will be able to: \n\nDemonstrate an advanced understanding of the legal and practical foundations of collective bargaining.\nInterpret collective agreement language accurately and apply core principles of contract interpretation.\nDraft clear and enforceable collective agreement clauses that reduce ambiguity and prevent disputes.\nAnalyze a complete collective agreement to identify risks\, gaps\, and areas for improvement.\nUse Excel effectively to organize bargaining data\, build templates\, and support evidence-based decision-making.\nCalculate the financial impact of bargaining proposals using appropriate costing models.\nEvaluate the sustainability and organizational implications of contract changes.\nIntegrate costing results into overall bargaining preparation and strategy.\nDevelop a coherent bargaining strategy that aligns goals\, communications\, and negotiation priorities.\nCommunicate strategically with members\, media\, leadership\, and bargaining counterparts.\nNavigate difficult bargaining scenarios using principled\, consistent messaging.\n\n\nProgram Topics \n\nDay 1: Bargaining Foundations\nDay 2: Drafting and Interpreting Collective Agreements\nDay 3: Excel Bootcamp\nDay 4: Costing\nDay 5: Bargaining Strategy\nDay 6: Advanced Bargaining Simulation\n\n\nSpeakers \n\n\n \nLeanne Bowes\nChief Executive Officer\nPost-Secondary Employers’ Association (PSEA) \n\n\n \nAlex Brat\nAVP\, Labour Relations\nYork University \n\n\n \nSundeep Gokhale\nEmployer Counsel\nSherrard Kuzz \n\n\n \nCraig Lawrence\nEmployer Counsel\nDentons \n\n\n \nKat Leonard\nNational Representative\nUnifor \n\n\n \nFrank Miller\nDirector\, Executive and Corporate Education\nToronto Metropolitan University (TMU) \n\n\n \nKate Robinson\nNegotiator\nAlberta Union of Provincial Employees (AUPE) \n\n\n \nAmanda Rogers\nArbitrator/Mediator/Lawyer \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\n \nBob Thompson\nProfessor\, Human Resources\nSeneca Polytechnic \n\n\n \nGeorgina Watts\n\n\nCPD\n\n\nThis program has been approved by CPHR Alberta for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 18 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved for Continuing Professional Development 18 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 18 Continuing Professional Development hours.\n\n\nMembers of the Law Society of New Brunswick may consider this program for 18 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 18 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may consider counting this program for 18 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/intensive-collective-bargaining-certificate/
LOCATION:Virtual Event
CATEGORIES:Professional Learning Program
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END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260611T123000
DTEND;TZID=UTC:20260611T140000
DTSTAMP:20260612T235545
CREATED:20250825T184924Z
LAST-MODIFIED:20260610T164445Z
UID:17473-1781181000-1781186400@lancasterhouse.com
SUMMARY:AI at Work: Human rights\, privacy\, and equity considerations for employers and unions
DESCRIPTION:Select an option\n                                            \n                    Live Webinar                \n                                            \n                    Live Webinar\, video\, and MP3 Bundle                \n                    \n\n        \n\n        Add to Cart\n    \n\n    \n     \nPanelists will explore the potential benefits and pitfalls of the use of artificial intelligence (“AI”) in the workplace from a human rights perspective\, providing expert guidance on using AI in ways that promote equity and preserve privacy. Panelists will address questions such as: \n\nWhat federal and provincial laws currently regulate the use of AI? What other human rights and privacy laws or legal principles govern or restrict the use of AI at work?\nWhat key human rights and privacy concerns are raised by the use of AI by employers? In particular\, what concerns are raised by the prospect of algorithmic management\, defined as delegating to algorithms certain managerial tasks such as screening applications for employment\, assessing employee performance\, or even making decisions regarding the termination of employment?\nAre employers required to inform unions and employees about whether and how the employer is using AI in managing the workplace? Are employers required to secure employees’ consent before introducing AI technologies which may collect or use their personal information?\nWhat lessons can be learned from recent cases in which arbitrators and adjudicators have addressed privacy concerns relating to the use of other technologies in the workplace\, such as biometric monitoring\, audio and video surveillance\, and GPS tracking?\nHow might the introduction of AI into a workplace impact psychological safety and worker well-being? How can employers and unions ensure that the use of AI at work does not negatively impact employees’ mental health? What is “AI psychosis”\, and are employers required to accommodate employees who claim to be experiencing this?\nIf an employer uses an AI system that ultimately discriminates against employees or breaches employee privacy rights\, can the employer be held liable for the system’s flaws? Can the employer be held liable when a flawed AI system is used by a third party engaged by the employer\, such as a benefits administrator?\nHow can employers and unions address the use of AI through collective bargaining and workplace policies to promote equity and protect privacy? What other best practices should the parties implement to safeguard employee rights? What guidance has been released by the government and human rights bodies to this effect?\nFinally\, how can AI be applied in the workplace in a manner that reduces systemic discrimination and improves working conditions?\n\nModerator\n\n \nJennifer Hawkins\nLawyer and Workplace Investigator\nHawkins Lang & Price LLP \n\n\nSpeakers\n\n \nRyan Fritsch\nLegal Counsel\nLaw Commission of Ontario \n\n\n \nAnne K. Gallop\nPartner\nNorton Rose Fulbright Canada LLP \n\n\n \nKieran Meehan\nLegal Counsel\nBC Teachers’ Federation \n\n\nLive Webinar: Attend the session in real time and engage directly with the speakers. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\n\nOption: Live Webinar$295.00Add to cart	\n			\n  \nBundle (Video\, MP3\, & Audio)Get the full live experience plus post-event resources for continued learning. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nAccess to the live session\nOpportunity to ask the experts direct questions and participate in the chat with your peers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nOption: Live Webinar\, video\, and MP3 Bundle$595.00Add to cart	\n			\n  \nWebinar On DemandAccess the session anytime\, at your convenience. On-demand content is only available after the live session has concluded. For a full list of Lancaster’s library of webinars on demand\, click here. \nIncludes: \n\nDownloadable comprehensive reference materials researched by Lancaster House lawyers\nVideo recording of the session\nMP3 audio recording\nFull transcript\n\nAccreditation \nCPD\nPlease see below for CPD information for this event. Note that some regulators impose expiry periods for event pre-approvals. Participants are encouraged to consult the code and expiry date provided during the webinar and\, where an expiry code date for pre-approvals has passed or is not provided\, participants should confirm eligibility directly with their professional regulator. Participants are likewise encouraged to contact Lancaster House or their professional regulator with any other questions regarding the CPD eligibility of the event. \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 New Brunswick may consider this program 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.
URL:https://lancasterhouse.com/event/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/ai-at-work-human-rights-privacy-and-equity-considerations-for-employers-and-unions.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260618
DTEND;VALUE=DATE:20260619
DTSTAMP:20260612T235545
CREATED:20260127T201833Z
LAST-MODIFIED:20260604T195637Z
UID:18934-1781740800-1781827199@lancasterhouse.com
SUMMARY:Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining
DESCRIPTION:Program Overview \nBargaining in Complex Times is a workshop designed for experienced labour relations practitioners navigating increasingly challenging collective bargaining environments. The program focuses on building strategic skills to effectively prepare for negotiations\, cost proposals\, manage complex trade-offs\, and communicate positions clearly at the table and beyond. Through practical analysis and real-world scenarios\, participants will strengthen their ability to respond to economic uncertainty\, heightened stakeholder expectations\, and evolving workplace pressures with clarity and confidence. \n\nWho Should Attend\nThis workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes:\nBy the end of this workshop\, participants will be able to: \n\nDevelop strategic bargaining preparation plans tailored to complex economic\, operational\, and workplace conditions\nAnalyze and cost collective agreement proposals to support informed decision-making at the bargaining table\nApply advanced negotiation techniques to manage trade-offs\, pressure points\, and competing priorities\nRespond effectively to uncertainty and change\, including inflationary pressures and evolving workforce expectations\nCommunicate bargaining positions clearly and persuasively to bargaining teams\, leadership\, and internal stakeholders\nAnticipate and manage bargaining dynamics\, including power imbalances\, timing challenges\, and external scrutiny\nStrengthen alignment between bargaining strategy and organizational objectives\n\n\nWhat to Expect:\nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nBargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nTake your bargaining skills to the next level. \nThis program focuses on real-world\, modern challenges in today’s economic climate\, emphasizing strategic decision-making and effective communication before\, during\, and after bargaining\, with practical guidance participants can apply immediately. \nTopics include: \n\n Economic & Strategic Insights\n\n\nFactoring inflation\, wage pressures\, minimum wage stagnation\, and U.S./Canada trade policy impacts into bargaining\nUnderstanding how hiring freezes\, layoffs\, and increased workloads affect negotiations\nLeveraging non-monetary items to complement monetary proposals\nAnalyzing the cost and financial implications of proposals\, including wage\, benefits\, and operational impacts\n\n\n Practical Bargaining Skills\n\n\nNegotiation strategies that preserve relationships and drive stronger outcomes\nCommunicating effectively with members\, employees\, and media\nRecognizing bad faith bargaining and navigating confidential mandates\nInterpreting and drafting clear\, enforceable collective agreement language\n\n\n Modern & Future-Focused Agreements\n\n\nAdapting collective agreements for AI\, remote work\, and new workplace technologies\nIntegrating Equity\, Diversity\, and Inclusion (EDI) considerations\nManaging employee privacy and monitoring\, the right to disconnect\, and social media use\nAddressing outsourcing\, restructuring\, benefits\, and leaves of absence\n\nSchedule \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast and Registration\n8:00 am – 9:00 am MT\n\n\nMorning Break\n10:25 am – 10:40 am MT\n\n\nNetworking Lunch\n12:00 pm – 1:00 pm MT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm MT\n\n\nWorkshop Ends\n4:00 pm MT\n\n\n\n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nLabour Arbitration and Policy Conference – Workshop  \n$995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n \nAttendees also have the option to attend the Labour Arbitration and Policy Conference\, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration: \nLabour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop)  \n$1\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n \n\nYou may also be interested in:\nWorkshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation \nWorkshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships \n\nSpeakers \n\n\n \nTricia Gibbs\nLabour Relations Officer\nUnited Nurses of Alberta (UNA) \n\n\n \nGabriel Joshee-Arnal\nEmployer Counsel\nNeuman Thompson \n\n\n \nAdam Letourneau\nArbitrator and Mediator \n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter this date\, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 17\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com
URL:https://lancasterhouse.com/event/alberta-labour-arbitration-and-policy-skills-training-workshop-1/
LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada
CATEGORIES:Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/alberta-labour-arbitration-and-policy-skills-training-workshop-1.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260618
DTEND;VALUE=DATE:20260619
DTSTAMP:20260612T235545
CREATED:20260129T191955Z
LAST-MODIFIED:20260604T195717Z
UID:18956-1781740800-1781827199@lancasterhouse.com
SUMMARY:Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
DESCRIPTION:Program Overview \nHoning Your Grievance and Arbitration Skills is a practical\, skills-focused workshop designed for labour relations practitioners seeking to strengthen their effectiveness in grievance handling and arbitration. Participants will explore proven tools and tactical approaches for assessing grievances\, building persuasive cases\, managing evidence\, and advocating clearly and credibly at arbitration. Through applied discussion and real-world examples\, the workshop emphasizes strategic decision-making\, effective preparation\, and practical advocacy skills that translate directly to day-to-day representation. \n\nWho Should Attend\nThis workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes:\nBy the end of this workshop\, participants will be able to: \n\nAssess grievances strategically to determine merit\, risk\, and appropriate next steps\nBuild clear and persuasive grievance and arbitration cases\, including organizing facts\, evidence\, and arguments\nApply effective advocacy techniques in grievance meetings and arbitration hearings\nPrepare and manage evidence and witnesses to support strong representation\nNavigate procedural and tactical issues in arbitration with confidence\nMake informed decisions about settlement\, withdrawal\, or proceeding to arbitration\n\n\nWhat to Expect:\nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nHoning Your Grievance and Arbitration Skills: Tools and tactics for effective representation \nBuild your skills in grievance handling and arbitration advocacy through this interactive workshop. Speakers will bring deep insight into the real-world dynamics of grievance resolution\, explore how to build a persuasive case\, and discuss what matters most at the hearing. \nThrough a facilitated discussion and interactive exercises\, attendees will learn how to: \n\nAssess the merits of a grievance and progress through key steps in the grievance process in accordance with collective agreement requirements;\nWork with grievors who may present as “difficult to work with\,” recognizing underlying disabilities\, trauma\, and other factors which may be impacting communication;\nIdentify when settlement or mediation is appropriate;\nRecognize when a matter is unlikely to settle\, assess the appropriate forum\, and determine when arbitration is necessary;\nPrepare for arbitration and make the most of pre-hearing processes\, laying the groundwork to succeed at the hearing;\nNavigate key rules of evidence\, ensuring a case is presented in full and countering efforts by opposing parties to introduce out-of-bounds evidence; and\nAdvocate effectively in the hearing\, advancing the interests of your member\, organization\, or client.\nIdentify matters that must be proved;\nHow to use documents and reports;\nHow to handle hearsay and privileges;\nHow to avoid leading questions;\nHow to make objections.\n\nSchedule \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast and Registration\n8:00 am – 9:00 am MT\n\n\nMorning Break\n10:25 am – 10:40 am MT\n\n\nNetworking Lunch\n12:00 pm – 1:00 pm MT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm MT\n\n\nWorkshop Ends\n4:00 pm MT\n\n\n\n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nLabour Arbitration and Policy Conference – Workshop  \n$995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n \nAttendees also have the option to attend the Labour Arbitration and Policy Conference\, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration: \nLabour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop)  \n$1\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n \nYou may also be interested in:Workshop 1: Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nWorkshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships \nSpeakers \n\n\n \nMegan Kheong\nEmployer Counsel\nMLT Aikins \n\n\n \nPat Nugent\nUnion Counsel\nNugent Law Office \n\n\n \nLeanne Young\, K.C.\nLegal Counsel\,\nChartered Arbitrator\, Mediator and Adjudicator\nResolve ADR \n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter this date\, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 17\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com
URL:https://lancasterhouse.com/event/alberta-labour-arbitration-and-policy-skills-training-workshop-2/
LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada
CATEGORIES:Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/alberta-labour-arbitration-and-policy-skills-training-workshop-2.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260618
DTEND;VALUE=DATE:20260619
DTSTAMP:20260612T235545
CREATED:20260129T194446Z
LAST-MODIFIED:20260604T195752Z
UID:18957-1781740800-1781827199@lancasterhouse.com
SUMMARY:After the Investigation: Defusing conflicts and restoring workplace relationships
DESCRIPTION:Program Overview \nAfter the Investigation: Defusing Conflicts and Restoring Workplace Relationships focuses on what comes next once a workplace investigation has concluded. Designed for labour relations and HR practitioners\, this workshop explores practical strategies for managing post-investigation tensions\, addressing lingering conflict\, and supporting a return to functional working relationships. Participants will examine communication approaches\, risk considerations\, and intervention tools that help stabilize the workplace\, rebuild trust where possible\, and reduce the likelihood of recurring disputes. \n\nWho Should Attend\nThis workshop will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes:\nBy the end of this workshop\, participants will be able to: \n\nDefuse workplace tension after an investigation and prevent conflicts from escalating\nCommunicate outcomes clearly while staying fair and legally sound\nRebuild relationships and restore team trust effectively\nNavigate complex dynamics balancing legal\, operational\, and human considerations\n\n\nWhat to Expect:\nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nAfter the Investigation: Defusing conflicts and restoring workplace relationships \nAn investigation after allegations of bullying or harassment in the workplace\, breaches of respectful workplace policies\, or other inappropriate behavior are only the first steps in addressing workplace conflict. An investigation of bullying or harassment in the workplace may have the unintended result of further fracturing a workplace. In this workshop\, panelists will explore how employers and unions can best defuse conflicts and restore relationships in the workplace after the conclusion of a formal investigation. The panel will address the following questions: \nInvestigations Refresher \n\nIn what circumstances are employers obligated to conduct a workplace investigation? What is the role of the union in workplace investigations?\nWhat are the consequences of an inadequate investigation or failing to investigate an allegation?\nHow can an employer’s or union’s actions during an investigation defuse or increase conflict in the workplace?\n\nCommunicating with Employees and Members \n\nWhat are the most effective approaches to communicating with employees and members about an investigation\, while it is ongoing and after it has been completed\, to alleviate concerns and defuse conflict?\nShould the union be made aware of allegations? What amount of detail is the respondent entitled to?\nWhat role does solicitor-client privilege\, litigation privilege\, labour relations privilege\, and privacy legislation play once the investigation process is over? Who is entitled to the investigator’s findings or the final investigation report?\nWhen is it advisable to disclose the investigator’s findings to all employees? How should the findings be disclosed to the complainant and others in the workplace in a way that preserves relationships?\nHow should employers and unions respond if a complainant or others in the workplace disagree with an investigator’s findings? What recourse\, if any\, does a complainant have?\n\nDiscipline \n\nWhat considerations should govern the imposition of discipline based on the findings of an investigation report? Does an apology by the offending party or parties play a useful role in conflict resolution? What if an employee who behaved inappropriately is unremorseful and unwilling to accept responsibility?\nWhat is the appropriate response to bad faith complaints?\nWhen should consideration be given to reassigning an employee to a different work area during or after a workplace investigation? When should an employee be placed on leave?\n\nWorkplace Restoration \n\nHow does an investigation affect relationships in the workplace and the workplace culture?\nWhat are the goals of workplace restoration after an investigation? Are restorative processes necessary even if an investigator finds that no misconduct occurred?\nWhat does an effective workplace restoration plan entail? What is the union’s role in workplace restoration?\nHow should employers and unions address allegations or findings of a “poisoned work environment” or systemic issues in the workplace?\nWhat steps should employers and unions take to reinforce expectations regarding applicable workplace policies and acceptable behaviour?\nWhen should an employer consider retaining an external individual to assist with ongoing conflicts in the workplace?\n\nSchedule \n\n\n\n\n\nTime\nSchedule\n\n\n\n\nBreakfast and Registration\n8:00 am – 9:00 am MT\n\n\nMorning Break\n10:25 am – 10:40 am MT\n\n\nNetworking Lunch\n12:00 pm – 1:00 pm MT\n\n\nAfternoon Break\n2:20 pm – 2:35 pm MT\n\n\nWorkshop Ends\n4:00 pm MT\n\n\n\n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nLabour Arbitration and Policy Conference – Workshop  \n$995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n \nAttendees also have the option to attend the Labour Arbitration and Policy Conference\, taking place the evening and then the following day after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges labour arbitration and bargaining and is designed to complement the workshops. The conference and workshop may be attended separately or as a bundled registration: \nLabour Arbitration and Policy Conference & Workshop – Bundle (Conference + Workshop)  \n$1\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n \nYou may also be interested in: \nWorkshop 1: Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nWorkshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation \n\nSpeakers \n\n\n \nAdam Norget \nHR Legal Services & Legal Counsel\nEdmonton Police Service \n\n\n \nKyle Smith\nPresident and Owner\nHarmonic Resonance Workplace Solutions \n\n\n \nLeanne Rosinski\nAssociate Director\, Labour Relations\nAssociation of Academic Staff University of Alberta \n\n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR Alberta for 5.5 Continuing Professional Development hours.\n\nThe Best Western Premier Calgary Plaza Hotel and Conference Centre - Discounted Room\nReserve By: Monday\, May 18\, 2026 \nAfter this date\, the special group rate will no longer be available and reservation requests will be based on availability that is subject to the hotel’s rates. \n\n\n\nStart date\nEnd date\nRoom rate\n\n\nJune 17\, 2026\nJune 17\, 2026\n$139 per night\n\n\n\nReservations Direct Phone: 1-(403) 248-888 \nToll-Free Number: 1-800-661-1464 \nGroup Name: Lancaster House 2026 \nAttendee Block Block ID Number: 394952 \nBooking Link: https://www.bestwestern.com/en_US/book/hotel-rooms.61102.html?groupId=9I9YR4K1 \nEmail your reservation request to res@calgaryplaza.com
URL:https://lancasterhouse.com/event/alberta-labour-arbitration-and-policy-skills-training-workshop-3/
LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada
CATEGORIES:Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2026/01/alberta-labour-arbitration-and-policy-skills-training-workshop-3.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260618
DTEND;VALUE=DATE:20260620
DTSTAMP:20260612T235545
CREATED:20251028T171445Z
LAST-MODIFIED:20260610T164223Z
UID:18337-1781740800-1781913599@lancasterhouse.com
SUMMARY:44th Annual Labour Arbitration and Policy Conference
DESCRIPTION:Taking place in: Calgary\, AB \nSponsored by: \nOverview \nSince its launch in 1981\, the Annual Labour Arbitration and Policy Conference has served as a cornerstone gathering for the labour relations community—offering not only timely legal and policy updates but also valuable networking opportunities with leading voices in the field. \nThis year’s conference brings together top arbitrators\, lawyers\, union representatives\, and HR professionals for in-depth discussions on the most pressing developments in labour arbitration and workplace policy. Expert-led panels will cover critical topics such as recent case law\, legislative changes\, policy trends\, and the practical challenges shaping today’s labour landscape. \nThe conference will feature concurrent panels and hands-on workshops\, allowing attendees to customize their experience by choosing the sessions most relevant to their interests and professional roles. With a strong emphasis on connection and collaboration\, this event is designed to foster dialogue\, spark new ideas\, and strengthen professional relationships across the labour relations community. \nWhether you’re navigating complex arbitration issues or refining your workplace strategies\, the conference offers the insight\, flexibility\, and network you need to stay ahead. \n\nWhat to Expect \nThe event begins with an evening networking reception\, providing a relaxed setting to connect with fellow attendees\, speakers\, and leaders from the labour community. This will be followed by an evening plenary session\, offering thought-provoking discussion to set the stage for the next day’s program. \nThe following day features a full schedule of expert-led panels\, including concurrent sessions that allow participants to tailor their experience by choosing the topics most relevant to their interests and professional needs. Panelists will represent union-side\, employer-side\, and neutral perspectives\, offering balanced\, practical insights through moderated discussions. Attendees will have the opportunity to ask questions—either verbally or electronically—at the end of each session. \nIn addition to the live content\, participants will receive a comprehensive package of digital materials\, including textbook chapters\, case summaries\, and other carefully curated resources. Developed through extensive research by Lancaster House program lawyers\, these materials are designed to support continued learning long after the event. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for professionals involved in shaping and managing workplace policy\, arbitration\, and labour relations. It is designed for individuals across a range of industries\, including: \n\nArbitrators & Mediators – Decision-makers and dispute resolution professionals seeking to stay current with evolving practices and jurisprudence.\nNegotiators & Bargaining Agents – Professionals involved in collective bargaining looking to strengthen their strategies and deepen their understanding of recent legal and policy developments.\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating workplace accommodations\, discipline\, and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on arbitration trends\, case law\, and legislative changes.\nUnion Representatives & Labour Relations Experts – Advocates working to ensure fair treatment in the workplace and effective collective bargaining outcomes.\nCorporate Executives & Compliance Officers – Business leaders responsible for aligning workplace policies with legal requirements and best practices.\nGovernment & Public Sector Professionals – HR and legal representatives working within municipal\, provincial\, and federal public service contexts.\n\nWhether you are resolving disputes\, negotiating agreements\, or developing workplace policy\, this conference offers the insights and connections you need to stay informed and effective. \n\nLearning Outcomes \nBy attending this conference\, you will: \n✔ Stay up to date on the latest developments in labour arbitration\, workplace policy\, and employment law. \n✔ Strengthen your skills in interpreting and applying arbitration awards\, legislative changes\, and policy decisions in real-world workplace contexts. \n✔ Gain practical strategies for resolving disputes\, drafting effective workplace policies\, and navigating complex issues in collective bargaining. \n✔ Learn from leading arbitrators\, legal experts\, union and employer representatives through engaging discussions and case-based analysis. \n✔ Connect with fellow practitioners\, negotiators\, and decision-makers to expand your professional network and exchange ideas. \n\nSample MaterialsClick here to see an excerpt from last year’s materials! \n\nClick here to learn more about the associated Skills Training Workshops\n\nThursday\, June 18\, 2026 \nRegistration: 4:30 pm – 5:00 pm \n\nOpening remarks: 5:00 pm – 5:05 pm \n\nKeynote - The Evolution of Labour Arbitration in Alberta: Change\, Challenges\, and Collaboration - 5:05 pm – 5:35 pm\n\n\n \nJames Casey\nArbitrator\nLabour Arbitration+Mediation \n\n\nJim Casey will address some of the changes and challenges in labour arbitration in Alberta over the past 25 years. Some of the changes to be addressed include: the dramatic expansion of the scope of issues considered at arbitration; increased formality of the arbitration process; prevalence of med-arb processes; review of arbitration decisions by the Labour Relations Board rather than by the Courts; increased scrutiny of written reasons; pre-hearing production of documents; expedited arbitration processes; and virtual hearings. Some of the challenges to be addressed include the need to develop new arbitrators and the need to address delays in the arbitration process. Despite all of the changes and challenges during the past 25 years\, Jim will reflect on what has remained the same: the parties’ commitment to collaboration and collegiality. Participants will be asked to share their perspectives on changes and challenges that they have observed.Break: 5:35 pm – 5:50 pm \n\nPlenary 1 - Uses and Abuses of Modern Technology: An interactive\, scenario-based session on social media\, employee monitoring\, and AI - 5:50 pm – 7:05 pm\n\n\n \nWilson Chan\nEmployer Counsel\nMathews\, Dinsdale & Clark LLP \n\n\n \nPete Desrochers\nArbitrator/Mediator\nThe Negotiators \n\n\n \nElla Henry\nCounsel\nCanadian Union of Public Employees \n\n\nIn this session\, panelists will examine the complex challenges and potential opportunities arising from the use of emerging technologies in the workplace. Speakers will analyze three scenarios relating to social media use\, employee monitoring\, and artificial intelligence (“AI”)\, addressing questions such as: \n\nWhen can employers discipline or dismiss employees for inappropriate social media posts or activities? How have arbitrators and adjudicators in recent cases balanced employees’ freedom to express themselves on social media against the employer’s interest in protecting its reputation and preventing harm to other employees?\nHow can employers and unions navigate conflicts between competing human rights that may arise in the context of social media use? For example\, how should employers and unions respond when an employee makes an online post that another employee asserts is discriminatory\, but which the posting employee claims is protected speech under the Human Rights Code or the Charter?\nWhat limits do federal and Alberta privacy laws place on employee monitoring and surveillance? How have arbitrators and adjudicators balanced employee privacy rights against the employer’s interest in managing productivity? What factors determine whether electronic monitoring crosses the line into unreasonable oversight?\nWhen can an employer discipline an employee for misconduct discovered through routine monitoring or surveillance? For example\, can an employer that is monitoring employee devices for the stated purpose of ensuring performance and productivity discipline an employee for misconduct entirely unrelated to those criteria?\nWhat challenges and legal risks may arise in using artificial intelligence in hiring\, promotion\, and performance management? Can employers and unions be held liable for flaws in AI systems that result in discriminatory hiring and management processes? Will establishment of a human rights review process or reliance on bias testing be sufficient to shield an organization from liability?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.\n \nNetworking Reception: 7:05 pm – 9:00 pm \n\nFriday June 19\, 2026 \nBreakfast and Registration: 8:00 am – 9:00 am \n\nOpening remarks: 9:00 am – 9:05 am \n\nPlenary 2 - New and Noteworthy: Key recent cases and legislative developments in Alberta - 9:05 am – 10:20 am\n\n\n \nLaura Dunnigan\nEmployer Counsel\nMathews Dinsdale \n\n\n \nGreg Francis\nArbitrator and Mediator \n\n\n \nNatalia Makuch\nUnion Counsel\nChivers Carpenter \n\n\nIn this session\, panelists will delve into recent significant developments in federal and provincial labour law\, exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address the following: \nCaselaw and Ongoing Legal Challenges \n\nHow has the Alberta government’s introduction of the Back to School Act (2025)\, ordering striking teachers to return to work\, impacted labour relations within the province? Is the provincial government’s use of the notwithstanding clause open to challenge\, and what lessons can be learned from recent uses of this clause? How have courts and tribunals balanced the competing interests and legal rights at stake when addressing the legality of government intervention in strike actions?\nWill expressing personal or political beliefs at work warrant discipline? Is it discriminatory to discipline or reprimand an employee for being “oversensitive” in conversations about certain subjects – for example\, about their country of origin or about Canada’s Indigenous relations policies?\nCan employees be dismissed for non-compliance with vaccine policies?\nHow have arbitral approaches to evaluating discipline for harassment\, discrimination\, and violence at work changed in recent years? What trends in damages are evident for workplace human rights violations?\nIs an employer obliged to investigate incidents involving harassment if there is no formal complaint?\nWill specifying an age “cut-off” for benefits constitute discrimination or violation of the Charter?\nHow far does the duty to inquire into a disability extend? Does the employer have a duty to inquire into the voluntariness of an employee’s resignation when that employee has a history of mental health concerns?\nWhat aspects of an absenteeism management policy will render that policy unreasonable?\nWhat factors will arbitrators consider when determining whether a hiring or promotion process was fair or reasonable? How does collective agreement language impact this analysis?\nWhat collective bargaining lessons can be learned from recent decisions from the Alberta Labour Relations Board addressing unfair labour practices\, bad faith bargaining\, and illegal strikes?\n\nLegislation \nThe session and materials will also cover recent and upcoming changes to legislation in Alberta and in the federal jurisdiction\, such as: \n\nWhat is the status of ongoing legal challenges to the federal government’s use of s. 107 of the Canada Labour Code to intervene in lawful strike actions in the airline\, railway\, postal\, and other sectors? Will recent controversial cases regarding the use by the federal government of Canada Labour Code  107 result in legislative changes?\nWhat new limits has Alberta’s government introduced regarding the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?\nWhat changes to Alberta’s private sector privacy legislation are being considered through the ongoing Personal Information Protection Act consultation? What is the deadline for public bodies to introduce a “privacy management program” pursuant to recent amendments to Alberta’s Protection of Privacy Act\, and what must be included in this program?\nWhat new or expanded leaves have been introduced in Alberta in the past year?\nWhat are the similarities and differences between Alberta and Quebec legislation restricting the use of union dues for non-core union activities? How has the Alberta Labour Relations Board defined “core” and “non-core activities” when interpreting the relevant provincial legislation?\nWhat measures have been introduced at a federal and provincial level in response to the trade conflict between Canada and the US?\nWhich provinces have passed legislation restricting employers’ rights to ask for doctors’ notes in support of short-term sick leave?\nWhat measures impacting workplaces were proposed in the federal government’s recent “Canada Strong Budget 2025”? What amendments have recently been made to the Canada Labour Code?\nHow far does recent Quebec legislation expand government authority to restrict or end lawful strikes and lockouts and refer labour disputes to interest arbitration?\n\nFinal selection of topics will take place in the weeks prior to the conference\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nBreak: 10:20 am – 10:35 am \n\nPlenary 3 - Navigating Alberta's Economic and Political Currents: Examining the implications for labour relations and collective bargaining - 10:35 am – 11:35 am\n\n\n \nThomas Hesse\nPresident\, united Food and commercial workers Canada local 401 \n\n\n \nChantel Kassongo\nEmployer Counsel\nNeuman Thompson \n\n\n \nJoseph Marchand\nDirector\nAlberta Centre for Labour Market Research (ACLMR)\nCo-Director\, Institute for Public Economics (IPE)\nProfessor\, Faculty of Arts – Economics Department\nUniversity of Alberta \n\n\nAmid economic uncertainty\, with looming deficits and oil price complications the bargaining environment is more complex than ever. This plenary brings together labour relations experts to explore the latest trends\, emerging bargaining priorities\, and strategies for negotiating effectively in 2026. Specifically\, panelists will address: \n\nHow is Alberta’s economy currently performing\, and what do near-term economic forecasts suggest for public-sector bargaining in 2026\, including expectations around compensation growth and affordability?\nIn what ways has recent legislation\, including the Back to School Act and the use of the notwithstanding clause\, influenced collective bargaining and labour relations dynamics in Alberta?\nWhat non‑monetary provisions (e.g.\, job protections\, health and safety workload management\, training and development) are becoming important bargaining priorities in the current climate?\nIs uncertainty surrounding U.S. trade policies likely to affect bargaining outcomes in Alberta’s broader public sector? Are there other international or federal policy developments that negotiators should be mindful of?\nHow can employers and unions best adapt their bargaining strategies to remain effective\, constructive\, and sustainable amid ongoing economic and political uncertainty?\n\nLunch: 11:35 am – 12:35 pm \n\nConcurrent Sessions: 12:35 PM – 1:50 PM (Choice of 2 of 3) \nConcurrent 1 - Bargaining in the Evolving Workplace: Generational differences\, remote and flexible work arrangements\, new technologies\, EDI\, and more\n\n\n \nChris Monfette\nEmployer Counsel\nNeuman Thompson\n\n\n \nTerry Sway\nAssociate Director\nNon-Academic Staff Association (NASA) at University of Alberta \n\n\nTechnological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically\, the panel will address: \n\nIn what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?\nHow are parties dealing with equity\, diversity\, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?\nHow do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties\, during bargaining\, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?\nHow are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?\nHow is the use of artificial intelligence (“AI”) impacting employee hiring\, management\, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?\nWhat are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning\, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?\nHow can parties best learn about the needs of employees or members when preparing for bargaining?\n\nConcurrent 2 - Clocking In\, Falling Behind: Expert insights on performance\, attendance\, and time theft issues in the workplace\n\n\n \nBruce Graham\nEmployer Counsel\nFasken \n\n\n \nKaren Thibault\nUnion Representative\nDisputes and Arbitrations\nAlberta Union of Provincial Employees (AUPE) \n\n\nFrom keystroke logging to recorded video calls\, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address: \n\nWhat constitutes employee “time theft”? How does time theft differ from a lack of productivity? Do employees’ intentions matter when determining if they committed time theft?\nWhat types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?\nHow should an employer approach time theft and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?\nWhat consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?\nHow do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?\nHow should workplace policies and collective agreements proactively address time theft?\n\nConcurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations\, lay-offs\, contracting in/out\, and more\n\n\n \nErin Ludwig\nAssociate General Counsel – Labour and Employment\nAlberta Health Services \n\n\n \nLisa Mason\nActing Regional Director – Alberta\nAlberta Regional Office\nCanadian Union of Public Employees (CUPE) \n\n\nAs the country navigates turbulent economic times\, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. \n\nWhat options may be available to employers to mitigate economic pressures and what limitations does a unionized environment typically present?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff requiring the application of seniority rights? How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? Does accommodation of a disability play a role in who may be laid off/terminated or in the order of lay off? How does it affect bumping rights?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nHave there been any legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nAre there any other measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?\n\nBreak: 1:50 pm – 2:05 pm \n\nConcurrent Sessions: 2:05 PM – 3:20 PM  (Choice of 2 of 3) \nConcurrent 1 - Bargaining in the Evolving Workplace: Generational differences\, remote and flexible work arrangements\, new technologies\, EDI\, and more\n\n\n \nChris Monfette\nEmployer Counsel\nNeuman Thompson\n\n\n \nTerry Sway\nAssociate Director\nNon-Academic Staff Association (NASA) at University of Alberta \n\n\nTechnological advances and evolving societal expectations are driving the need for modernization of collective agreements. This session will equip attendees with the knowledge required to approach bargaining and employee relations more effectively. Specifically\, the panel will address: \n\nIn what circumstances will an employer’s return-to-office mandate conflict with the terms of a collective agreement? What aspects of remote or hybrid work arrangements have been negotiated in collective agreements? What flexible work options have the parties considered bargaining that would support employee well-being and attendance?\nHow are parties dealing with equity\, diversity\, and inclusion (“EDI”) issues at the bargaining table? What examples of inclusive leave and benefit provisions are beginning to appear in collective agreements?\nHow do inadequate staffing levels and high workloads affect the mental health of employees? How are the parties\, during bargaining\, working to adjuststaffing levels and workloads? In what other ways are the parties responding to employee mental health during bargaining?\nHow are employers and unions reconciling generational differences in the workplace that result in differing bargaining priorities?\nHow is the use of artificial intelligence (“AI”) impacting employee hiring\, management\, and work? Are standard “technological change” provisions sufficient to respond to concerns associated with the effect of AI on the workforce?\nWhat are examples of collective agreement provisions relating to monitoring and surveillance associated with new technologies (e.g. biometric scanning\, GPS tracking) in the workplace? How have the parties addressed the privacy issues arising from the use of these new technologies?\nHow can parties best learn about the needs of employees or members when preparing for bargaining?\n\nConcurrent 2 - Clocking In\, Falling Behind: Expert insights on performance\, attendance\, and time theft issues in the workplace\n\n\n \nBruce Graham\nEmployer Counsel\nFasken \n\n\n \nKaren Thibault\nUnion Representative\nDisputes and Arbitrations\nAlberta Union of Provincial Employees (AUPE) \n\n\nFrom keystroke logging to recorded video calls\, unprecedented tools are available to monitor how and when work gets done. But when does oversight become overreach? What are the legal and practical limits of workplace privacy and surveillance? Panelists will address: \n\nWhat constitutes employee “time theft”? How does time theft differ from a lack of productivity? Do employees’ intentions matter when determining if they committed time theft?\nWhat types of evidence can employers rely on to demonstrate time theft or productivity issues? Will circumstantial evidence suffice?\nHow should an employer approach time theft and productivity concerns at a disciplinary meeting? Are employers required to provide advance notice of the dates and times in question? What is the union’s role in this process?\nWhat disciplinary measures have adjudicators and arbitrators deemed appropriate for time theft?\nWhat consequences confront employers who impose discipline due to time theft without properly considering or inquiring into an employee’s disability or potential accommodation needs? How should unions support members with disabilities accused of time theft?\nHow do adjudicators balance an employer’s right to enforce productivity and an employee’s right to privacy? Does the permissible scope of surveillance differ for remote or hybrid workers?\nAre there any restrictions on how long employers can retain employee information gathered through surveillance? Can employers and adjudicators use data collected previously for another purpose for a future dispute?\nHow should workplace policies and collective agreements proactively address time theft?\n\nConcurrent 3 - Workplace Restructuring in Uncertain Times: Managing and responding to terminations\, lay-offs\, contracting in/out\, and more\n\n\n \nErin Ludwig\nAssociate General Counsel – Labour and Employment\nAlberta Health Services \n\n\n \nLisa Mason\nActing Regional Director – Alberta\nAlberta Regional Office\nCanadian Union of Public Employees (CUPE) \n\n\nAs the country navigates turbulent economic times\, it is critical that employers and unions understand legal principles and best practices regarding workplace restructuring. \n\nWhat options may be available to employers to mitigate economic pressures and what limitations does a unionized environment typically present?\nWhen is it lawful for an employer to “outsource” work? What factors will an arbitrator consider in determining whether outsourcing constitutes a genuine “contracting out” or an impermissible “contracting in”?\nCan employers reassign duties to supervisors or employees outside the bargaining unit as part of restructuring?\nWill a unilateral reduction in an employee’s working hours or changes to an employee’s shift time\, position\, job classification\, or job location constitute a layoff requiring the application of seniority rights? How does collective agreement language impact the order in which employees must be laid off and their recall and bumping rights?\nWhen will a “layoff” in fact amount to a termination? How do employees’ entitlements on termination change when they are let go as part of a large-scale restructuring? Does accommodation of a disability play a role in who may be laid off/terminated or in the order of lay off? How does it affect bumping rights?\nMust employers consult with unions when considering workplace restructuring or disclose plans to restructure during collective bargaining?\nWhat steps should be taken to preserve the morale\, health\, and safety of employees following a workplace reorganization?\nHave there been any legislative changes and government programs have recently been introduced to avoid or cushion the impact of large-scale downsizing or loss of employment through restructuring?\nAre there any other measures have parties negotiated in collective agreements to address the possibility of future workplace reorganizations?\n\nBreak: 3:20 pm – 3:35 pm \n\nPlenary 4 - Complex Issues in Accommodation: Neurodiversity\, family status\, return-to-office mandates\, medical information\, and more - 3:35 pm – 4:50 pm\n\n\n \nBob Blakely\nUnion Counsel\nBlakely & Dushensky Legal Counsel \n\n\n \nApril Kosten\nEmployer Counsel\nMcCarthy Tétrault LLP \n\n\n \nDr. Perry Sirota\nClinical & Forensic Psychologist\nSirota Psychological Services \n\n\nEmployers and unions often need to address the needs of employees and members that may not be immediately visible. In this panel\, experts will provide insight into complex accommodation issues and provide guidance on the types of information that can be requested or must be provided in support of various accommodation requests. \n\n  \nSpecifically: \n\nWhat is “neurodivergence”? What types of medical information can employers request from neurodivergent employees seeking accommodation?\nWhen is the duty to accommodate a disability triggered? How should employers and unions support employees with episodic or invisible disabilities? What are common workplace accommodations for neurodivergent employees?\nIs a definitive diagnosis\, or “objective evidence\,” necessary to establish disability? When 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 should employers and unions handle medical information that is based solely or largely on an employee’s subjective self-reporting of symptoms or non-professional/self-diagnosis? Does the analysis differ for mental health disabilities where diagnoses are largely based on self-reported information?\nWhen will an employee be allowed to work from home as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness in the workplace warrant accommodation? What medical information is required to support such a request?\nWhat are best practices for drafting initial and follow-up letters to medical professionals? Are employers or unions entitled to communicate directly with an employee’s medical professional? Is an employer ever entitled to an employee’s diagnosis?\nWhen will it be appropriate for an employer to request a fitness-to-work assessment or an Independent Medical Examination (“IME”)? What is the union’s role in this process?\nWhat kinds of information can employers require to support a request related to family status? How can employers and unions distinguish an employee’s personal preferences from legitimate accommodation needs?\n\n\n\nFood and Beverages \nBreakfast and lunch to be provided\, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs. \n\nPricing \nLabour Arbitration and Policy Conference – Evening Day 1 and Full Day 2 (Skills Training Workshop sold separately) \n\n$1\,495.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \nBundle pricing is available: \n\nLabour Arbitration and Policy Conference – Bundle (Conference Day + Workshop) \n\n$1\,995.00Select options	\n		This product has multiple variants. The options may be chosen on the product page	\n  \nYou may also be interested in: \nAttendees can also register for one of three concurrent skills training workshops offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference. The workshop includes panel discussions and hands-on scenarios addressing bargaining and labour arbitration challenges and is designed to complement the Labour Arbitration and Policy Conference. The conference and workshop may be attended separately or as a bundled registration. Attendees have the option to pick one of: \nWorkshop 1: Bargaining in Complex Times: Advanced skills to prepare for\, cost\, negotiate\, and communicate in collective bargaining \nWorkshop 2: Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation \nWorkshop 3: After the Investigation: Defusing conflicts and restoring workplace relationships \n\nConference Co-Chairs \n\n\n \nThomas Hesse\nPresident\nUnited Food and Commercial Workers Canada local 401 \n\n\n \nJacqueline Lacasse\nGeneral Counsel and VP People & Culture\nUniversity of Calgary \n\n\n \nJeremy Schick\nVice-Chair with the Labour Relations Board \n\n\n\nAdvisory Committee \n\n\n \nMark Asbell\, K.C.\nArbitrator\, Mediator\, and Adjudicator\nAsbell Dispute Resolutions \n\n\n \nClayton Cook\nUnion Counsel\nMcGown Cook \n\n\n \nMarcella Clarke\nSenior Labour Relations Advisor\nAlberta Health Services \n\n\n \nJackie Laviolette\nEmployer Counsel\nMathews Dinsdale & Clarke \n\n\n \nNancy Schlesinger\nChair and Essential Services Commissioner\nAlberta Labour Relations Board \n\n\n \nBen Zorn\nManager of Labour Relations\nAUPE \n\n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR Alberta for 7.75 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/44th-annual-alberta-labour-arbitration-and-policy-conference/
LOCATION:The Best Western Premier Calgary Plaza Hotel and Conference Centre\, 1316 33 Street NE\, Calgary\, Alberta\, T2A 6B6\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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