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SUMMARY:Ontario Human Rights and Accommodation Conference
DESCRIPTION:Overview Lancaster House’s Ontario Human Rights and Accommodation Conference brings together top legal experts\, labour relations professionals\, and union representatives to examine the latest developments and emerging trends in workplace human rights and accommodation. Attendees will gain valuable insights on key topics\, including recent legislative and policy changes and practical strategies for addressing workplace human rights matters. \nAttendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development\, taking place the day before the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \nWhat to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in Ontario and federally. \nThroughout the event\, panelists from union-side\, employer-side\, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel. \nParticipants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \nWho Should Attend? \nThis conference is essential for:  \n\nEmployment Lawyers & Legal Professionals – Stay ahead of evolving employment laws and gain insights on key case law decisions.\n\n\nHR Professionals & Business Leaders – Understand your obligations and responsibilities when implementing workplace accommodations and inclusion strategies.\n\n\nDiversity\, Equity & Inclusion (DEI) Specialists – Learn best practices for fostering an inclusive\, discrimination-free workplace.\nUnion Representatives & Labor Advocates – Get the latest updates on human rights protections and fair labor policies.\n\nLearning Outcomes \nAt the Toronto Human Rights and Accommodation Conference 2026\, you’ll gain actionable insights on: \n\nHuman Rights Law Updates – Stay informed on recent tribunal decisions\, legislative changes\, and legal obligations for employers.\nWorkplace Accommodation Strategies – Learn how to effectively accommodate employees with disabilities and diverse needs while staying compliant.\nDiversity and Inclusion in the Workplace – Discover best practices for fostering equity\, inclusion\, and anti-discrimination policies.\nHR Legal Compliance & Best Practices – Understand your responsibilities in employee rights\, workplace fairness\, and accessibility requirements. Real-World Case Studies & Expert Panels – Hear directly from legal experts\, HR specialists\, and human rights advocates about emerging challenges and solutions.\n\nThursday\, April 30\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:35 am\n\n\n \nShreya Patel\nEmployer Counsel\nTorkin Manes \n\n\n \nJames Craig\nUnion Counsel\nMorrison Watts LLP \n\n\nThis session provides a focused review of significant recent and emerging developments in Ontario labour\, employment\, and human rights law. Specifically\, panelists will address: \nCaselaw: \n\nIn what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?\nHow do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment? What trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\nWhen will an employee’s controversial views\, whether expressed online or in the workplace\, justify discipline\, discharge\, or damages?\nWhat forms of disability accommodation do courts and tribunals expect employers to implement? When do requested accommodations cross the line from what is reasonable to undue hardship?\nWhat limits are courts and arbitrators placing on employer surveillance and monitoring of employees?\nWhen does the Charter apply to decisions by employers or quasi-governmental bodies\, particularly those involving vaccination policies\, political expression\, return-to-work\, or collective bargaining?\n\nLegislation: \nThis session will also cover recent and upcoming changes to Ontario and federal legislation\, including: \n\nBill 30\, Working for Workers Seven Act\, 2025 amendments:\n\nprocedures for fraudulent job postings;\nunpaid leaves for job searches;\nextended layoffs;\nhealth and safety systems under the Occupational Health and Safety Act; and\nprohibitions on false or misleading statements to the Workplace Safety and Insurance Board.\n\n\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nnon-compete agreements.\n\n\nAlberta legislation prohibiting regulatory bodies from disciplining professionals for off-duty conduct\nAlberta legislation prohibiting unions from making contributions to non-collective bargaining clauses without membership approval\nQuebec legislation expanding government power to end lawful strikes\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy developments. \nBreak: 10:35 – 10:55 am \nPanel 2 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 10:55 – 12:15 pm\n\n\n \nDr. Elizabeth Aram\nClinical Psychologist \n\n\n \nNathaniel Marshall\nEmployer Counsel and\nWorkplace Investigator\nMarshall Workplace Law \n\n\n \nShibil Siddiqi\nEmployer Counsel\nProgressive Barristers \n\n\n \nAleisha Stevens\nUnion Counsel\nCaleyWray \n\n\nInvestigating allegations of human rights violations in the workplace requires a commitment to understanding best practices\, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices\, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions: \n\nWhat is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?\nWhat measures should employers and investigators implement to safeguard the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role?\nHow should employers\, unions\, and investigators proactively identify and remove accessibility barriers\, as well as provide accommodations\, during workplace investigations?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants?\nWhat obligations do investigators have to disclose their findingsto the parties? What entitlement do the parties have to disclosure?\nMust an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nNetworking lunch: 12:15 – 1:15 pm \nFireside Chat - The EDI Challenge - Meeting Human Rights Obligation in the Workplace - 1:15 – 2:00 pm\n\n\n \nPatricia DeGuire\nChief Commissioner\nOntario Human Rights Commission \n\n\nAcross Ontario\, organizations are grappling with equity\, diversity and inclusion\, and how it fits into their human rights obligations under the Code\, while also facing growing skepticism and\, at times\, backlash. This conversation with Patricia DeGuire\, the Chief Commissioner of the Ontario Human Rights Commission\, seeks to explore how workplaces can navigate oppositions while still upholding their duty under the Code.Break: 2:00 – 2:20 pm \nPanel 3 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:50 pm\n\n\n \nJames Kosa\nEmployer Counsel\nWeirFoulds LLP \n\n\n \nLauren Pearce\nUnion Counsel\nJones Pearce LLP \n\n\n \nJagtaran Singh\nLegal Counsel\nOntario Human Rights Commission (OHRC) \n\n\nIn this session\, panelists will examine the complex human rights 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 an employee’s 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 provincial 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?\nWhat potential human rights issues are raised by the use of AI in hiring\, promoting\, and managing employees? Can AI be used to reduce discrimination and promote equitable\, diverse\, and inclusive workplaces?\nCan 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 a bias testing be sufficient to shield an organization from liability? What information are unions and employees entitled to when they suspect that use of an AI system is resulting in discrimination at work?\n\nScenarios will be finalized in the weeks prior to the conference\, ensuring coverage of the latest and most pressing issues.Friday\, May 1\, 2026 Breakfast: 8:00 – 9:00 am \nIntroductory Remarks: 9:00 – 9:05 am \nPanel 4 - Complex Accommodations: Neurodiversity\, chronic absenteeism\, and more - 9:05 – 10:20 am\n\n\n \nMeg Atkinson\nUnion Counsel\nKastner Ko LLP \n\n\n \nLiz Horvath\nPresident and Management Consultant\nHale Health and Safety Solutions \n\n\n \nJames Jennings\nEmployer Counsel\nFilion Wakely Thorup Angeletti LLP \n\n\n \nSharon Naipaul\nMediator\, Trainer\, Coach and Consultant\nStrategic Workplace Equity and Conflict Resolution Solutions \n\n\nEmployers are required to balance evolving accommodation obligations with operational demands\, performance expectations\, and workplace standards. \nThis panel will explore how employers can identify and respond to accommodation needs in complex situations\, manage attendance and performance concerns fairly and consistently\, and determine the scope and limits of accommodation over time. Panelists will address key questions\, including: \nNeurodivergence: \n\nWhat does the term “neurodivergent” include? What are similarities and differences between learning disabilities\, ADHD\, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?\nWhat type of medical information can employers request from neurodivergent employees seeking accommodation\, e.g. a neuropsychological or psychoeducational evaluation?\n\nMental Health: \n\nWhat accommodations would be most helpful for employees with the following:\n\nLearning disabilities\nASD\nMental health disorders and conditions (i.e. bipolar disorder\, depression\, anxiety)\n\n\nWhat signs may indicate that an employee has a mental health condition or other condition that may require accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen is a ‘duty to inquire’ about a potential mental health condition or disability triggered?\n\nSubstance Use: \n\nWhat guidance does recent case law provide on accommodating substance use disorders in the workplace?\n\nAbsenteeism: \n\nWhat are the components of a successful Attendance Management Program related to the accommodation of an employee’s disability-related absenteeism?\nCan an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?\nWhen will the return of an employee to in-person work amount to a bona fide occupational requirement (BFOR)? When will an employer be able to establish that undue hardship will arise if an employee is allowed to work remotely?\nHow should employers and unions address increased absenteeism due to RTO? Are there options that help improve attendance?\nWhat guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?\nHow does the test for ‘undue hardship’ vary in different safety sensitive industries where substance addiction or other issues that pose safety risks in the workplace?\n\nBreak: 10:20 – 10:40 am \nPanel 5 - The Hidden Toll: Preventing and managing burnout of human rights and labour relations practitioners - 10:40 – 11:50 am\n\n\n \nSandy Donaldson\nLabour Relations Officer\nOntario Nurses’ Association (ONA) \n\n\n \nNaomi Midanik\nRegistered Psychotherapist & Founder\nBright Balance Psychotherapy \n\n\n \nJenny Neiman\nDirector\, Human Rights Office\nPeople & Equity Division\nCity of Toronto \n\n\nIn this session\, panelists will examine the hidden realities of burnout and compassion fatigue for human rights and labour relations practitioners\, addressing questions such as: \n\nWhat is burnout? How does it differ from stress\, fatigue\, or anxiety? What factors have been shown to contribute to burnout?\nWhat is meant by the terms compassion fatigue and vicarious or secondary trauma? Why are human rights and labour relations practitioners at risk?\nWhat are the signs and symptoms of burnout and compassion fatigue? How can employers\, managers\, and employees recognize these conditions? What are the early warning signs?\nHave legal obligations evolved to include a duty for employers to promote mental health and prevent psychosocial harms?\nWhat tools are available to assist employers and unions to identify organizational issues which may be contributing to burnout or compassion fatigue? What policies and practices should be implemented to address these factors?\nHow can leaders within organizations contribute to a culture of wellbeing and support employees who are burned out\, overwhelmed\, or emotionally exhausted?\nHow long does it typically take to recover from burnout and compassion fatigue? How can employers and unions rebuild trust\, engagement\, and capacity in workplaces where these conditions have been prevalent?\nAre overall systemic changes in the field of labour relations necessary to prevent or ameliorate stress\, burnout\, and compassion fatigue? If so\, what changes need to be made?\nWhat realistic\, sustainable practices can employees and union representatives adopt to maintain their individual health and wellbeing? How can individuals effectively set boundaries\, foster self-care\, and navigate challenging and emotional files? What is “compassion satisfaction”\, and how can employees best sustain healthy and fulfilling careers in human rights and labour relations?\n\nNetworking lunch: 11:50 – 12:50 pm \nPanel 6 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes- 12:50 – 2:05 pm\n\n\n \nMark Hart\nArbitrator & Mediator \n\n\n \nJodi Martin\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nOzlem Yucel\nEmployer Counsel\nTurnpenney Milne LLP \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. With mediation now mandatory at the Human Rights Tribunal of Ontario (“HRTO”) for applications received on or after June 1\, 2025\, developing a strong understanding of the mediation process is crucial. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically\, the panel will answer the following questions: \n\nWhat are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?\nHow should the parties approach mandatory mediation at the HRTO? Should the approach to mandatory mediation differ from the approach to voluntary mediation?\nHow should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for voluntary mediation?\nHow can the parties efficiently prepare for mediation? What information must be gathered?\nHow can the parties determine if power imbalances\, accessibility barriers\, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?\nIs a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?\nWhat information should be included in a settlement agreement?\nWhat factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes? Are they prohibited by law?\n\nBreak: 2:05 – 2:25 pm \nPanel 7 - Sexual Harassment\, From Annoyance to Assault: A scenario-based panel on identifying and addressing the spectrum of unlawful behaviours in the workplace- 2:25 – 3:50 pm\n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nSheilagh Turkington\nArbitrator & Mediator\nTurkington Dispute Resolution \n\n\nIn this session\, panelists will provide expert insight into identifying and responding to sexual harassment in the workplace\, using real cases to shed light on the application of these principles in practice. The panel will address questions such as: \n\nHow is sexual harassment defined under human rights and occupational health and safety legislation in Ontario and federally? What legal test have adjudicators and arbitrators typically applied when determining whether sexual harassment has occurred? How will collective agreements and workplace policies impact the determination?\nWhen will off-duty sexual harassment be sufficiently connected to the workplace to bring it under the purview of human rights and occupational health and safety legislation\, the collective agreement\, and/or the employer’s authority to impose discipline?\nWhat myths and stereotypes about sexual harassment\, in particular with respect to witness credibility\, have adjudicators and arbitrators recognized in recent years?\nWhen does conduct cross the line from sexual harassment into violence under occupational health and safety legislation?\nHow have arbitral attitudes changed in terms of appropriate disciplinary responses to sexual harassment? What factors will arbitrators consider? For example\, how are factors such as power imbalances\, workplace culture\, and the impact on the employee who has been harassed taken into account? When will a single instance of sexual harassment be serious enough to warrant dismissal?\nWhat trends in damage awards are evident in recent sexual harassment cases?\nIs a formal complaint required to trigger an employer’s duty to investigate allegations of sexual harassment? When can an employer be held liable for the actions of an employee? When will sexual harassment be found to have created a poisoned work environment?\nHow should employers and unions respond when they receive a sexual harassment complaint? With more employees in remote and hybrid work arrangements\, how can employers and unions ensure that sexual harassment does not go unnoticed?\n\nClosing remarks: 3:50 – 4:00 pm \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 \nOntario Human Rights and Accommodation Conference – Both Days $1\,995.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 1 $1\,195.00Add to cart	\n			\n  \nOntario Human Rights and Accommodation Conference – Day 2 $1\,195.00Add to cart	\n			\n  \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the ON Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop)  \n$2\,690.00Add to cart	\n			\n \nConference Co-Chairs \n\n\n \nEsi Codjoe\nEmployer Counsel\nTurnpenney Milne LLP \n\n\n \nArchana Mathew\nArbitrator and Mediator \n\n\n \nWade Poziomka\nUnion Counsel\nRoss & McBride LLP \n\n\nAdvisory Committee \n\n\n \nRoger Love\nLegal Counsel\nOntario Human Rights Commission \n\n\n \nMarcus McCann\nEmployer Counsel\nMarcus McCann Law \n\n\n \nKimalee Phillip\nDirector of Human Rights\nCUPE National \n\n\n \nShyama Talukdar\nUnion Counsel\nPaliare Roland Rosenberg Rothstein LLP \n\n\n \nWinslow Taylor\nDirector of Human Rights and Investigations\nToronto Transit Commission (TTC) \n\n\nCPD \nDay 1\n\n\nThis program has been approved for Continuing Professional Development 5.17 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.17 Substantive hours; 0 Professionalism hours.\n\n\n\n\nDay 2\n\n\nThis program has been approved for Continuing Professional Development 5.33 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n\n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.33 Substantive hours; 0 Professionalism hours.
URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-conference/
LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada
CATEGORIES:Conference,Human Rights & Accommodation
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DTSTART;VALUE=DATE:20260525
DTEND;VALUE=DATE:20260527
DTSTAMP:20260412T181251
CREATED:20251002T174459Z
LAST-MODIFIED:20260410T182228Z
UID:17935-1779667200-1779839999@lancasterhouse.com
SUMMARY:Atlantic Labour Law Conference
DESCRIPTION:Sponsored by:Overview \nThe Atlantic Labour Law Conference is the must-attend event for legal practitioners\, arbitrators\, HR professionals\, and labour relations experts in Nova Scotia\, Newfoundland and Labrador\, New Brunswick\, and Prince Edward Island. This conference delivers in-depth analysis of the latest legislative changes\, key case law developments\, and emerging workplace issues specific to the Atlantic region. Featuring leading speakers from across the provinces\, the program offers practical insights into how recent legal decisions are shaping labour relations strategies and compliance in Atlantic Canada. Designed for professionals seeking to stay current in a dynamic legal landscape\, the conference also offers valuable opportunities to connect with experts and peers across the region. Strengthen your understanding of Atlantic labour law\, refine your approach to workplace challenges\, and expand your professional network. \n\nWhat to Expect \nIn this conference\, leading labour relations\, lawyers\, and human rights professionals will explore recent labour law developments\, policies\, and emerging workplace human rights challenges in Atlantic Canada (including content and expert speakers specific to Newfoundland and Labrador\, Nova Scotia\, PEI\, and New Brunswick). Throughout the event\, panelists from union-side\, employer-side\, and neutral perspectives from the Atlantic region will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel.  Participants will also be provided with a comprehensive set of digital materials including textbook chapters\, case summaries\, and other online resources relevant to panel discussions These resources\, developed through hours of research by Lancaster House program lawyers\, will prove invaluable for future reference. \n\nWho Should Attend? \nThis event is designed for professionals across multiple industries\, including: \n\nHuman Resources Leaders – HR managers\, directors\, and disability management specialists navigating accommodations and compliance.\nEmployment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.\nUnion Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.\nCorporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.\nGovernment & Public Sector Professionals – HR and legal representatives working in municipal\, provincial\, and federal agencies.\n\n\nMonday\, May 25\, 2026 \nNetworking Breakfast and Registration: 8:00 – 9:00 am \n\nIntroductory Remarks: 9:00 – 9:05 am \n\nPanel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:05 – 10:20 am\n\n\n \nFrank E. DeMont\, K.C.\nArbitrator and Mediator\nResolve Arbitration & Mediation Services \n\n\n \nJames Farrell\nSolicitor and Director\nIndustrial/Retail/Offshore Division\nFFAW-Unifor \n\n\n \nAnnie Gray\nEmployer Counsel\nStewart McKelvey \n\n\nStay up to date on the latest developments in federal and provincial labour law through this comprehensive session exploring key principles and emerging trends in a changing world of work. Panelists and accompanying materials will address topics such as: \nCaselaw \n\nWhat lessons can be learned from recent cases addressing the legality of government intervention in strike actions? How have decision-makers balanced the competing interests and legal rights at stake?\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 strike actions in the airline\, railway\, postal\, and other sectors?\nWhen can an employer discipline or dismiss an employee for offensive off-duty conduct including posting abusive messages on social media?\nWill expressing personal or political beliefs at work warrant discipline?\nWhat factors will carry weight when arbitrators determinewhen whether dismissal is justified for an employee’s dishonesty?\nWhen will specifying an age “cut-off” for benefits constitute discrimination?\nIs an employer obliged to investigate incidents involving harassment if there is no formal complaint?\nHow have arbitrators balanced privacy rights and workplace safety when determining whether substance use testing and policies are appropriate? Is a blanket off-duty ban on cannabis use in safety-sensitive positions likely to be considered reasonable?\nIn what circumstances may an employer or supervisor be found criminally liable for a workplace injury?\nCan employees be dismissed for non-compliance with vaccine policies?\n\nLegislation \nThe session and materials will also cover recent and upcoming changes to legislation in the federal jurisdiction and in Atlantic provinces\, such as: \n\nWhat new or expanded leaves have been introduced in Atlantic provinces in the past year?\nWhat steps must workplace parties take to comply with Nova Scotia’s new “duty to cooperate” under occupational health and safety legislation?\nWhat changes have been introduced through P.E.I.’s new Employment Standards Act?\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 recently 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?\nAre other provinces likely to follow the lead of Alberta and Quebec in introducing legislation restricting the use of union dues for non-core union activities?\nWhat new limits have been introduced in Alberta with respect to the authority of regulatory bodies to discipline professionals for off-duty speech or to impose EDI training?\n\nFinal selection of topics will take place in the weeks leading up to the conference\, ensuring coverage of the latest and most newsworthy topics in a shifting legal landscape. \nBreak: 10:20 – 10:35 am \n\nPanel 2 - Many Happy Returns? Navigating return-to-office mandates\, hybrid and flex work\, and the duty to accommodate - 10:35 – 11:35 am\n\n\n \nDale Darling\nMediator and Arbitrator \n\n\n \nGillian Lush\nSenior Consultant and Lawyer\nHR Atlantic \n\n\n \nKyle Rees\nUnion Counsel\nO’Dea Earle \n\n\nSix years after the onset of the COVID-19 pandemic\, employers and unions continue to grapple with issues related to remote\, hybrid\, and in-person work. In this session\, experts will provide insight into issues currently arising fromemployees return to the office. Specifically\, the following questions will be addressed: \n\nAs a matter of law\, do employers have the unfettered right to require employees to return to in-person work on a schedule determined by the employer? If there are limits on that right\, what are they? How do workplace policies and collective agreement language affect the matter?\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?\na) In what circumstances have decision-makers found that employees should be permitted to work from home\, on a full-time or part-time basis\, in order to accommodate obligations related to family status\, such as childcare or eldercare responsibilities?\nb) What 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?\nWhat flexible working options other than remote or hybrid work can be considered? Can these options help reduce increased absenteeism or presenteeism due to a return to the office?\nWhat aspects of remote\, hybrid\, or flexible work arrangements have been specifically addressed in workplace policies or collective agreement provisions?\n\nNetworking Lunch: 11:35 – 12:30 pm \n\nPanel 3 - Workplaces that Work: Preventing discrimination\, harassment\, and psychological harm - 12:35 – 1:45 pm\n\n\n \nAshley Hamp-Gonsalves\nBurchell Wickwire Bryson LLP \n\n\n \nLeah Kutcher\nIn-House Counsel\nNova Scotia Teachers Union \n\n\n \nCarey Majid\nExecutive Director\nNewfoundland and Labrador Human Rights Commission \n\n\nIgnoring workplace discrimination\, harassment\, psychological harm\, and toxic cultures can be extremely costly financially\, legally\, and for employee wellbeing. This session will examine legal and practical approaches for prevention\, policy development\, investigations\, and discipline. Specifically\, panelists will address: \n\nHow do occupational health and safety requirements related to workplace harassment differ across Atlantic provinces? Across Canada? What does Nova Scotia’s new Stronger Workplaces for Nova Scotia Act require?\nWhat must be included in a harassment prevention policy?\nWhat tests and standards do adjudicators apply when determining whether discrimination\, harassment\, or workplace-related psychological harm has occurred? What factors do arbitrators consider\, including power imbalances\, workplace culture\, the severity of psychological harm\, and the impact on affected employees? When might a single incident justify dismissal?\nHow have recent decisions shaped employers’ duties to investigate allegations of discrimination\, harassment\, psychological harm\, and other alleged toxic workplace behaviours? What triggers an employer’s responsibility to act\, even without a formal complaint?\nWhat steps should employers take to proactively recognize and address signs of a potentially toxic workplace culture?\nWhat steps should employers and unions take when discrimination or harassment occurs between employees? Between an employee and a manager?\nHow should employers and unions address discrimination\, harassment\, and psychological harm in remote and hybrid workplaces?\nWhen does off-duty conduct fall within the employer’s authority under human rights legislation? Occupational health and safety legislation? Collective agreements and disciplinary policies?\nWhat trends are emerging in damage awards for discrimination\, harassment\, failure to accommodate\, reprisal\, psychological harm\, and toxic workplace claims?\n\nBreak: 1:45 – 2:00 pm \n\nPanel 4 - Investigating Investigations: Expert guidance\, best practices and recent caselaw - 2:00 – 3:15 pm\n\n\n \nChris King\, KC\nEmployer CounselMcInnes Cooper \n\n\n \nRosellen Sullivan\nSexual Harassment InvestigationSullivan Investigative Insights \n\n\n \nPaula Theriault\nLabour Relations OfficerNew Brunswick Union of Public Employees (NBU) \n\n\nInvestigating allegations in the workplace requires a compliance with best practices and keeping up with recent caselaw. In this panel\, experts will offer insights into conducting or overseeing fair and appropriate workplace investigations. Specifically\, panelists will address: \n\nWhat guidance can be gleaned from recent caselaw on the requirements of a fair and appropriate workplace investigation and procedural flaws to be avoided during an investigation?\nIn what circumstances is hiring an external investigator to be preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?\nMust an employer investigate allegations even in the absence of a formal complaint? How should anonymous complaints be investigated?\nWhat risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate?\nWhat are best practices for interviewing complainants\, respondents\, and witnesses in a trauma-informed manner?\nWhat information can be shared with a complainant or respondent once an investigation is complete? How should employers communicate investigation results to complainants? What entitlement do the parties have to a copy of the investigator’s report or notes? What right do the parties have to respond?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\nBreak: 3:15 – 3:30 pm \n\nFireside Chat - Incivility\, Aging Workforces\, & the New Realities of Workplace Culture - 3:30 – 4:00 pm\n\n\n \nSally Wells\nRespectful Workplace and Workplace Harassment\nSally J. Wells Inc. \n\n\nWorkplace dynamics are shifting as organizations navigate increasing concerns about incivility\, intergenerational tensions\, and evolving expectations around respectful conduct. In this fireside chat\, Sally Wells will explore how aging workforces and changing workplace norms are reshaping conversations about respect\, communication\, and accountability. Attendees will gain practical insights into recognizing and addressing incivility while fostering healthier\, more respectful workplace cultures.Tuesday\, May 26\, 2026 \nNetworking Breakfast and Registration: 8:00 – 9:00 am \nOpening remarks: 9:00 – 9:05 am \n\nPanel 5 - Terminations and Transformations: Navigating restructuring\, layoffs\, economic pressures - 9:05 – 10:20 am\n\n\n \nMichael Bourgeois\nLabour & Employment Lawyer\nCUPE \n\n\n \nIsabelle Keeler\nDirector of Faculty Relations\nUniversity of Prince Edward Island \n\n\n \nSheilagh Murphy\nArbitrator/Mediator/Investigator\nMacNab Fagan and Murphy \n\n\nAs the country navigates turbulent sociopolitical and economic times\, it is critical for employers and unions to understand legal principles and best practices regarding workplace restructuring. In this session\, panelists will address key considerations for organizations facing economic strain\, including: \n\nWhat options\, short of large-scale restructuring\, are available to employers and unions seeking to mitigate economic pressures?\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? Can management unilaterally schedule vacations to achieve a temporary shutdown without engaging layoff provisions?\nHow 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?\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?\nWhat 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?\nWhat measures have parties negotiated in collective agreements toaddress the possibility of future workplace reorganizations?\n\nBreak: 10:20 – 10:35 am \n\nPanel 6 - Building an Inclusive Workplace: Supporting and accommodating mental health and neurodivergence at work - 10:35 – 11:50 am\n\n\n \nDr. Abraham Rudnick\nProfessor\nDepartment of Psychiatry\nDalhousie University \n\n\n \nCaroline Spindler\nEmployer Counsel\nMathews Dinsdale & Clarke LLP \n\n\n \nKelly VanBuskirk\nKelly VanBuskirk\, KC\, PhD C. Arb. \n\n\nNeurodiversity and mental health are playing an increasingly prominent role in discussions on workplace accommodation\, human rights\, and equity obligations. For employers and unions\, these matters raise complex legal and practical questions about risk management and appropriate day-to-day workplace responses. Through moderated discussions and practical examples\, speakers will unpack key questions\, including: \n\nHow are legal and human rights obligations evolving around mental health\, neurodivergence\, stress\, and burnout?\nWhat indicators have adjudicators found sufficient to trigger a duty to accommodate and how have employers reasonably been expected to respond?\nWhen is a ‘duty to inquire’ triggered? What steps are employers expected to take to identify and address risks before they escalate?\nWhen do recruitment and onboarding processes unintentionally exclude certain candidates\, and what practical improvements can be made without compromising operational needs?\nWhat limits have courts and tribunals placed on medical information requests\, and when have formal assessments been found a) necessary b) excessive?\nHow should employers evaluate accommodation requests related to remote work? What medical information can be obtained?\nWhat guidance does recent case law provide regarding the threshold at which absenteeism exceeds reasonable accommodation and constitutes undue hardship?\n\nNetworking Lunch: 11:50 – 12:50 pm \n\nPanel 7 - Pursuing the Road to Resolution: The future of arbitration\, ADR\, Med-Arb\, and other strategies to resolve disputes - 12:50 – 2:05 pm\n\n\n \nAndrea MacNevin\nLawyer\, Mediator and Investigator\nMacNevin Law & Mediation Inc. \n\n\n \nMichelle McCann\nLegal Counsel\nHealth Association Nova Scotia \n\n\n \nAlyssa Rahey\nLegal Counsel and Business Agent\nService Employees International Union\, Local 2 \n\n\nEmployers and unions can choose between various strategies to efficiently and effectively resolve disputes. In this panel\, speakers will explore these strategies and look forward to how they may evolve in the coming years. Specifically\, the panel will address: \n\nDoes the growing “judicialization” of arbitration undermine its unique advantages or is it necessary to ensure procedural protections for parties?\nWhat options exist outside of the conventional arbitration process? In what circumstances should parties consider these alternatives? Are any of these alternatives gaining popularity?\nHow is artificial intelligence (“AI”) being used to prepare for mediation\, arbitration\, or other events? How will the use of AI develop going forward?\nWhat are the advantages and disadvantages of virtual mediation\, mediation-arbitration\, or arbitration? Will virtual formats become the default option?\nWhat factors should be considered when selecting a third party neutral?\n\nBreak: 2:05 – 2:20 pm \n\nPanel 8 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:20 – 3:45 pm\n\n\n \nDavid Mombourquette\nChairperson\nNew Brunswick Labour and Employment Board \n\n\n \nIan Pickard\nEmployer counsel\nMcInnes Cooper \n\n\n \nPaula Schumph\nGeneral Counsel\nNewfoundland & Labrador Association of Public & Private Employees (NAPE) \n\n\nThis interactive session will provide employers and unions with the best available insights into privacy\, AI-driven management decisions\, monitoring and surveillance tools\, and employee social media use. Experienced management and union counsel will join an arbitrator to examine hypothetical scenarios\, exploring legal principles and best practices when addressing privacy and the use of modern technologies both at work and off-duty. \nSpecific issues to be addressed include: \n\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line drawn between free speech and offensive speech justifying discipline?\nWhat arguments have arbitrators accepted or rejected regarding the use of employee surveillance and monitoring tools? How have arbitrators resolved conflicts between an employer’s interest in ensuring productivity through such tools and employees’ right to privacy?\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nWhat privacy and human rights concerns arise when an employer uses AI to assess candidates’ suitability for positions?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nHow should employers and unions address AI\, privacy\, and human rights in collective agreements?\n\nClosing remarks: 3:45 pm \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 \nAtlantic Labour Law Conference – Both Days $1\,455.00Add to cart	\n			\n  \nAtlantic Labour Law Conference – Day 1 $1\,045.00Add to cart	\n			\n  \nAtlantic Labour Law Conference – Day 2 $1\,045.00Add to cart	\n			\n  \nAttendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development\, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real labour relations challenges and is designed to complement the Atlantic Labour Law Conference. The conference and workshop may be attended separately or as a bundled registration: \n\nAtlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop)  \n$2\,095.00Add to cart	\n			\n \nConference Co-Chairs \n\n\n \nKiersten Amos\nEmployer Counsel\nMcInnes Cooper \n\n\n \nChantelle MacDonald Newhook\, KC\nArbitrator\, Mediator and Investigator\nDispute Winners \nVice-Chair\nNewfoundland and Labrador Labour Relations Board \n\n\n \nDaniel Wilband\nLabour and Employment\, Human Rights and Administrative Lawyer\nVanBuskirk Law \n\n\n\nAdvisory Committee \n\n\n \nBrian Johnston\nEmployer Counsel\nStewart McKelvey \n\n\n \nKaren Milligan\nHR Manager\nHealth PEI \n\n\n \nChris Montigny\nEmployer Counsel\nHR Atlantic \n\n\n \nSandra Mullen\nPresident\nNova Scotia Government & General Employees Union \n\n\n \nSusie Proulx-Daigle\nPresident\nNew Brunswick Union (NBU) \n\n\n \nMary Rolf\nUnion Counsel\nPink Larkin \n\n\n\nCPD \nCPDLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada. More details regarding specific approvals from CPD accreditors to come. \nHalifax Marriott Harbourfront Hotel - Discounted Room\nReserve By: Thursday\, April 23\, 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\nMay 24\, 2026\nMay 27\, 2026\n$289 per night\n\n\n\nReservations Direct Phone: 1-800-943-6760 \nURL booking link: Reservation Link
URL:https://lancasterhouse.com/event/atlantic-labour-law-conference-2/
LOCATION:Halifax Marriott Harbourfront Hotel\, 1919 Upper Water Street\, Halifax\, Nova Scotia\, B3J 3J5\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20260527
DTEND;VALUE=DATE:20260528
DTSTAMP:20260412T181251
CREATED:20251002T185431Z
LAST-MODIFIED:20260410T182319Z
UID:17946-1779840000-1779926399@lancasterhouse.com
SUMMARY:Honing Your Grievance and Arbitration Skills: Tools and tactics for effective representation
DESCRIPTION:Program Overview \nThe Atlantic Labour Law Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in Newfoundland\, Nova Scotia\, New Brunswick\, and P.E.I.. Designed with both legal rigour and practical application in mind\, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes. \n\nWhat You’ll Learn: \n\nStrategies for proactive problem solving\nScenario-based exercises and expert feedback\nLegislative updates and case study analysis\nTools to improve communication and resolution at the front lines\n\n\nWho Should Attend \n\nHuman Resources Professionals\nLabour Relations Officers\nUnion Stewards & Counsel\nLegal Advisors and Advocates\n\n\nDelivery Format \n\nIn-Person session led by leading labour law experts\nInteractive case studies and guided discussion\n\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.\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 \nAtlantic Labour Law Skills Training Workshop: Honing your grievance and arbitration skills: Tools and tactics for effective representation \n$1\,195.00Add to cart	\n			\n  \n\nAttendees also have the option to attend the Atlantic Labour Law Conference\, taking place the days before the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in labour relations and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \n\nAtlantic Labour Law Conference & Workshop – Bundle (Conference + Workshop) \n\n$2\,095.00Add to cart	\n			\n  \n\nSpeakers \n\n\n \nBrenda Comeau\nUnion Counsel\nPink Larkin \n\n\n \nNoella Martin\nEmployer Counsel\nBurchell Wickwire Bryson LLP \n\n\n \nJohn Whelan\nArbitrator and Dispute Resolution Lawyer\nWhelan Dispute Resolution \n\n\nCPD \nCPD\nLancaster House provides professional education programs that qualify for CPD credit for human resources professionals\, lawyers\, and paralegals across Canada.
URL:https://lancasterhouse.com/event/atlantic-labour-law-skills-training-workshop/
LOCATION:Halifax Marriott Harbourfront Hotel\, 1919 Upper Water Street\, Halifax\, Nova Scotia\, B3J 3J5\, Canada
CATEGORIES:Skills Training,Workshop
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