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DTSTART;TZID=UTC:20260409T123000
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UID:17457-1775737800-1775743200@lancasterhouse.com
SUMMARY:Responding to Sexual Harassment and Sexual Violence at Work: Union and employer duties
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     \nSexual harassment and sexual violence allegations raise complex legal\, human rights\, and workplace challenges for both employers and unions. This webinar provides a practical examination of the duties that arise when concerns are raised\, from receiving a complaint through investigation\, resolution\, and workplace restoration. Specifically\, the panel will address: \n\nWhat duties do employers have when sexual harassment or sexual violence is alleged?\nWhat is the role of a union in a sexual harassment investigation? What should unions do when both the complainant and the respondent are bargaining unit members?\nWhat lessons can be learned from recent caselaw as to what constitutes a fair and adequate investigation process?\nIs a formal investigation always required when an employee raises sexual harassment concerns? What guidance do courts and human rights tribunals provide? When might other options\, such as alternative dispute resolution\, be permissible or preferable?\nWhat must be done to ensure that workplace violence and harassment policies are effectively drafted\, implemented\, reviewed\, and improved?\nHow can employers and union representatives ensure that they are responding to a sexual harassment complaint in a ‘trauma informed’ way and process?\nWhat are the most common mistakes made when responding to sexual harassment complaints\, and how can these missteps be prevented or corrected those missteps?\nHow do such matters as seniority\, job security\, or immigration status\, affect reporting and outcomes\, and what concrete steps can workplaces take to address these realities?\nWhat can the union and employer do to restore a safe and healthy workplace for all parties following allegations and investigations?\n\nLooking ahead\, what legal\, cultural\, or workplace trends will shape how sexual harassment and sexual violence are addressed in Canadian workplaces? \n\nModerator\n\n \nEdith Bramwell\nChairperson\nFederal Public Sector Labour Relations and Employment Board \n\n\nSpeakers\n\n \nChristine Johnson\nUnion Counsel\nChamp and Associates \n\n\n \nKatie Roebothan\nLabour and Employment Lawyer\nNova Scotia Department of Justice \n\n\n\nAccreditation \nCPDPlease 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/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties/
LOCATION:Virtual Event
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/08/responding-to-sexual-harassment-and-sexual-violence-at-work-union-and-employer-duties.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260415
DTEND;VALUE=DATE:20260417
DTSTAMP:20260404T003806
CREATED:20251001T183305Z
LAST-MODIFIED:20260326T183447Z
UID:17907-1776211200-1776383999@lancasterhouse.com
SUMMARY:B.C. Human Rights and Accommodation Conference
DESCRIPTION:What 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 B.C. 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. \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 after the conference\, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges. \n\nWho Should Attend? \nThis conference will provide invaluable learning and networking opportunities for: \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\nLearning Outcomes \nBy attending this conference\, you will: \n✔ Understand the latest human rights law updates and their impact on workplace policies. \n✔ Gain best practices for accommodation requests related to disability\, religion\, and family status. \n✔ Develop strategies for fostering an inclusive workplace and preventing discrimination. \n✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies. \n✔ Network with industry peers and build valuable professional connections. \n\nWednesday\, April 15\, 2026 \nBreakfast: 8:00 – 9:00 am \n\nIntroductory Remarks: 9:00 – 9:05 am \nKeynote - Indigenizing/Decolonizing the Workplace - 9:05 – 9:35 am\n\n  \n\n \nPatricia Barkaskas\nAssociate Professor\nAllard School of Law\nThe University of British Columbia \n\n\nWhether Gramsci did actually utter the exact words of the currently oft-quoted phrase\, “The old world is dying\, and the new world struggles to be born: now is the time of monsters”\, or not\, this statement is clearly a portent of our present moment. The persistent attack in this time on the values of equity\, diversity\, and inclusion is evident and pervasive. These values\, central to Canadian human rights law and those whose work involves protecting human rights\, are important and yet\, they fail to include decolonization or meaningfully consider Indigenous human rights – this is particularly true in the context of human rights in workplaces. However\, given the upheaval of the old\, perhaps this moment provides an opportunity to imagine a new world that does not simply re-entrench previous systems that support equity\, diversity\, and inclusion\, although these remain significant\, but dares to instead reimagine a transformative approach to human rights that leads from a place of decolonization and Indigenous human rights.Panel 1 - New and Noteworthy: Major recent caselaw\, legislation\, and policy developments - 9:35 – 10:50 am\n\n\n \nJodie Gauthier\nUnion Counsel\nBlack Burke Mayor \n\n\n \nAmanda Rogers\nArbitrator/Mediator/Lawyer \n\n\n \nLauren Soubolsky\nEmployer Counsel\nMcCarthy Tetrault \n\n\nThis session provides a focused review of significant developments in British Columbia 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?\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 accommodations cross the line from what is reasonable to undue hardship?\nWhen does interference with a family obligation constitute discrimination? How does one distinguish between family responsibilities deserving of protection and personal preferences?\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\, or collective bargaining?\nWhat trends are emerging in damage awards for discrimination\, failure to accommodate\, and reprisal?\n\nLegislation: \nThis session will also cover recent and upcoming changes to BC and federal legislation\, including: \n\nC. Employment Standards Amendment Act\, Bill 11 – 2025: new rules governing sick notes;\nC. Pay Transparency Act: new pay reporting requirements; and\nC. Employment Standards Act: new leaves for serious personal illness or injury.\nCanada Labour Code amendments:\n\nleaves for pregnancy and bereavement;\nreplacement workers during strikes and lockouts; and\nand non-compete agreements.\n\n\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: 10:50 – 11:05 am \nPanel 2 - Human Rights in the Hybrid Workplace: Giving effect to employee accommodations in the context of a return-to-office mandate - 11:05 – 12:15 pm\n\n\n \nKai Ying Chieh\nEmployer Counsel\nOverholt Law LLP \n\n\n \nPeter Eastwood\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nDr. Hajera Rostam\nRegistered Psychologist \nPrivate Practice \n\n\nIn this session\, panelists will examine return-to-office mandates through a human rights lens. The panel will address questions such as: \n\nWhat features of a general return-to-office mandate will violate human rights? How will collective agreement language affect the matter?\nHow do such requirements impact mental health? Does remote or hybrid work mitigate or exacerbate mental health? Inequity?\nIn what circumstances have arbitrators or adjudicators found that employees must be accommodated through work-from-home arrangements for health-related reasons or to accommodate child- or elder-care responsibilities? What information can employers require to support such a request?\nWhen will an order that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that it would amount to undue hardship to allow an employee to work on a remote\, hybrid\, or flexible basis?\nHow can one distinguish personal preferences from legitimate accommodation needs? How can parties work effectively with medical and mental health professionals to identify and support accommodation needs?\nWhat practical considerations should be taken into account when assessing whether employees should be permitted to work from home? What flexible working options are available other than remote or hybrid work?\nWhat practices help reduce conflict\, resentment\, or disengagement when accommodations are being considered\, implemented\, or denied?\n\n\nNetworking lunch: 12:15 – 1:00 pm \nFireside Chat - Navigating resistance to EDI initiatives - 1:00 – 1:45 pm\n\n\n \nHasan Alam\nStaff Lawyer\nB.C. General Employees’ Union (BCGEU) \n\n\n \nKasari Govender\nCommissioner\nBC’s Office of the Human Rights Commissioner \n\n\nJoin the B.C. Human Rights Commissioner and experienced labour relations practitioners in a candid conversation about the shifting landscape of EDI initiatives in Canada as they examine evolving pushback to this work\, the implications for equity-deserving individuals\, and what is and is not working in current approaches. Participants will leave better equipped to navigate EDI fatigue and opposition while upholding human rights and furthering the collective pursuit of safe\, equitable workplaces for all.Break: 1:45 – 2:05 pm \n\nPanel 3 - Repairing Harm: Exploring restorative solutions following human rights transgressions - 2:05 – 3:35 pm\n\n\n \nStarleigh Grass\nAssistant Director\nField Services Division\nBritish Columbia Teachers Federation (BCTF) \n\n\n \nChristianne Paras\nExecutive Director of Restorative Justice Association of BC \n\n\nWhen human rights violations occur in the workplace\, traditional labour relations tools alone – such as discipline – may fall short in addressing the needs of the complainant\, repairing relationships\, and preventing future harm. In this session\, panelists will explore the use of restorative approaches\, addressing questions such as: \n\nWhat does it mean to adopt a “restorative approach” to conflict and human rights violations? What unique benefits can such approaches provide?\nWhen can or should alternative dispute resolution (“ADR”) be used to address human rights transgressions at work? What ADR options exist\, and what are the relevant advantages and disadvantages of each?\nWhat steps can parties take to address barriers to equity when implementing restorative approaches?\nWhat factors have arbitrators considered in recent cases in determining whether an employment relationship is salvageable following an employee’s human rights breaches? What room exists for education and reintegration rather than discipline?\nWhat “early warning signs” indicate that a workplace is in need of restoration? How can restorative approaches\, implemented early\, assist in preventing future harm?\nWhat steps can employers and unions take to ensure that a healthy and safe work environment is restored following a human rights violation? How can restorative approaches address systemic or collective harm?\nWhat changes can be made to workplace policies or collective agreements to incorporate restorative approaches? What are the respective roles of employers\, unions\, and employees in implementing these approaches?\n\nClosing remarks: 3:35 – 3:45 pm \n\nThursday\, April 16\, 2026 \nBreakfast and registration: 8:00 – 9:00 am \n\nOpening remarks: 9:00 – 9:05 am \n\nPanel 4 - Respecting Rights\, Achieving Closure: Strategies for successful mediation of human rights disputes - 9:05 – 10:20 am\n\n\n \nMenachem Freedman\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nEric Ito\nEmployer Counsel\nCooperwilliams Truman & Ito LLP \n\n\n \nKoml Kandola\nArbitrator and Mediator\nKandola Arbitration Services Ltd. \n\n\nMediation is a vital tool used to successfully resolve human rights disputes in the workplace. 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 assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for 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?\n\nBreak: 10:20 – 10:40 am \n\nPanel 5 - Complex Accommodations: Neurodiversity\, substance use\, chronic absenteeism\, and more - 10:40 – 11:40 am\n\n\n \nJessica Fairbairn\nEmployer Counsel\nHarris & Co. \n\n\n \nRyan Goldvine\nArbitrator and Mediator\nGoldvine Dispute Resolution Services\nMember\nBC Human Rights Tribunal \n\n\n \nCaitlin Meggs\nUnion Counsel\nVictory Square Law Office LLP \n\n\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\, 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 requires accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?\nWhen does the employer have a ‘duty to inquire’ whether an employee is affected by a mental health condition or disability that is causing misconduct in the workplace?\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 an Attendance Management Program that addresses 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?\nHow should employers and unions address increased absenteeism due to RTO? Are there working 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 with respect to substance addiction issues or other issues that may pose safety risks in the workplace?\n\nNetworking lunch: 11:40 – 12:40 pm \n\nPanel 6 - Shining a Light on Investigations: Expert guidance\, best practices\, recent caselaw - 12:40 – 1:55 pm\n\n\n \nShelley Ball\nLawyer and InvestigatorShelsu Pacific Law \n\n\n \nSandra Guarascio\nEmployer CounselRoper Greyell LLP \n\n\n \nDr. Nicole Legg\nLicensed PsychologistCo-Founder of WellIntel Inc. \n\n\n \nDavid Tarasoff\nUnion CounselHospital Employees Union \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 support the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role in supporting mental well-being?\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 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 can employers communicate investigation results to complainants in a way that does not harm their mental health?\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 obligations do investigators have to disclose their report to the parties? What entitlement do the parties have to disclosure?\nWhat comes next after a workplace investigation? What does an effective workplace restoration process entail?\n\n  \nBreak: 1:55 – 2:15 pm \n\nPanel 7 - Uses and Abuses of Modern Technology: A scenario-based session on social media\, employee monitoring\, and AI - 2:15 – 3:45 pm\n\n\n \nJessica Gregory\nArbitrator\, Mediator and Investigator \n\n\n \nPreston Parsons\nEmployer Counsel\nOverholt LLP \n\n\n \nKaren Segal\nAllevato Quail & Associates \n\n\nThis session will provide employers and unions with the best available insight into AI-driven management decisions\, employee surveillance\, and social media. Experienced management and union counsel will join an arbitrator to discuss three hypothetical scenerios relating to AI management\, social media use\, and surveillance. \nSpecific issues to be addressed include: \n\nWhat is the current role of AI-driven tools in management decision-making\, and how is that role expected to evolve in the future?\nIn what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?\nHow are employers and unions addressing the use of algorithmic management in collective agreements?\nDo employees have to disclose usage of AI?\nWhat arguments for and against the use of algorithmic management will arbitrators find most compelling?\nWhat arguments for and against the use of employee surveillance have arbitrators accepted or rejected?\nWhat legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?\n\nClosing remarks: 3:45 – 3:55 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 \nB.C. Human Rights and Accommodation Conference – Both Days \n$1\,995.00Add to cart	\n			\n  \n\nB.C. Human Rights and Accommodation Conference – Day 1 \n$1\,195.00Add to cart	\n			\n  \n\nB.C. Human Rights and Accommodation Conference – Day 2 \n$1\,195.00Add to cart	\n			\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 BC Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration: \n\nB.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart	\n			\n  \n\nConference Co-Chairs \n\n\n \nJonathan Chapnick\nMember\nBC Human Rights Tribunal \n\n\n \nSara Hanson\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nKristen Woo\nLegal Counsel\nBC Public School Employers’ Association \n\n\n\nAdvisory Committee \n\n\n \nKaity Cooper\nGeneral Counsel\nHealth Employees’ Union (HEU) \n\n\n \nPeter Eastwood\nUnion Counsel\nHamilton Howell Bain & Gould \n\n\n \nJaime Hoopes\nEmployer Counsel\nRoper Greyell LLP \n\n\n \nLaura Track\nDirector of Human Rights Clinic\nDirector of Public Legal Education\nCommunity Legal Assistance Society (CLAS) \n\n\n \nMegan Tweedie\nDirector\nHuman Rights Office\nSimon Fraser University \n\n\n\nCPD \nConference Day 1\n\n\nThis program has been approved by CPHR BC & Yukon for 5.42 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.42 Continuing Professional Development hours.\n\n\n\n\nConference Day 2\n\n\nThis program has been approved by CPHR BC & Yukon for 5.25 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.25 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/b-c-human-rights-and-accommodation-conference/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Conference,Labour Law & Labour Policy
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/B.C.-Human-Rights-and-Accommodation-Conference-a.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260417
DTEND;VALUE=DATE:20260418
DTSTAMP:20260404T003806
CREATED:20251002T153424Z
LAST-MODIFIED:20260326T170746Z
UID:17928-1776384000-1776470399@lancasterhouse.com
SUMMARY:Accommodating Mental Health Conditions in the Workplace: The duty to inquire\, medical information\, undue hardship\, and other core questions
DESCRIPTION:Program Overview \nThe BC Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in BC and Western Canada. 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. \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\nAccommodating Mental Health Conditions in the Workplace: The duty to inquire\, medical information\, undue hardship\, and other core questions \nMental health related accommodation continues to be one of the most complex and high-risk areas of workplace decision-making for employers and unions alike. Legal obligations are evolving\, medical information is often incomplete or difficult to interpret\, and workplace parties are increasingly required to respond to non-visible disabilities. \nThis workshop is designed to provide practical guidance on accommodating employees with mental health disabilities in the workplace. \nLearn about the relevant legal tests and how to proactively address these issues in the workplace. \nInvestigations \n\nIs an employer entitled to information regarding an employee’s condition or only about any restrictions on job duties?\nWhat can employers or unions do when medical information is based largely on employee self-reporting? Must employees provide “objective evidence” of their conditions\, such as the results of a medical test or standardized clinical measure?\nHow can the parties request more specific information where the information provided is vague\, deficient\, or contradictory?\nWhen is it permissible to request that an employee provide a specialist report or undergo an independent medical examination (“IME”)? What is the union’s role when this has been requested?\nAre employers or unions entitled to communicate directly with an employee’s physician or require that the employee provide a “blanket release” of employee medical information?\n\nHow to Accommodate an Employee \n\nWhat are signs that an employee may be experiencing a mental health crisis in the workplace? What are more subtle signs that an employee may be struggling and in need of assistance or accommodation?\nWhen an employee notifies the employer of a mental health condition\, what responsibilities are triggered for employers and unions?\nHow should employers and unions assess what constitutes a reasonable accommodation of an employee’s needs\, and how can that be distinguished from employee preferences?\nWhat trends\, if any\, are emerging from recent decisions about the test for undue hardship?\nHow should employers analyze the availability and suitability of alternative work within the workplace?\nWhat resources may be proactively offered to employees in the workplace? How can employers ‘inclusively design’ their workplaces for neurodivergent employees?\nWhat are successful elements of a Return-to-Work plan and Accommodation Plan?\nHow should managers respond to employees who reveal their diagnosis but do not provide sufficient information regarding their functional ability and what is required to accommodate? What communication tools and tips may be offered understanding that employees with mental illness may struggle with perceived stigma of their condition?\nHow should issues relating to stigma of mental health issues be approached in the workplace?\nWhat resources may be offered to employees who continue to struggle with work despite accommodations?\nWhen and how should termination of employment be considered?\nCan liability be placed on employers for a failure to accommodate an employee’s unknown or not yet diagnosed mental health issue?\nWhat are recent trends in damage awards for an employer’s failure to accommodate a mental health condition?\nWhat legal obligations do employers have to assess and control workplace risk factors that may contribute to poor mental health?\nWhat workplace practices promote physical and mental wellness? What role\, if any\, should the National Standard of Canada for Psychological Health and Safety in the Workplace play in protecting and promoting workers’ mental health?\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 \nB.C. Human Rights and Accommodation Conference – Workshop$1\,095.00Add to cart	\n			\n  \nAttendees also have the option to attend the B.C. Human Rights and Accommodation Conference\, taking place the days before the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \n\nB.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart	\n			\n  \n\nFaciliatator \n\n \nMegan Ashbury\nArbitrator and Mediator \n\n\nSpeakers \n\n\n \nDaniel McBain\nUnion Counsel\nMoore Edgar Lyster LLP \n\n\n \nJulie Menten\nEmployer Counsel\nRoper Greyell \n\n\n \nDr. Izabela Schultz\nRegistered psychologist\nClinical Director\nCORTEX Centre for Advanced Assessment \n\n\nCPD \nCPD\n\n\nThis program has been approved by CPHR BC & Yukon for 5.5 Continuing Professional Development hours.\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/b-c-human-rights-and-accommodation-skills-training-workshop/
LOCATION:Pan Pacific Hotel Vancouver\, 999 Canada Pl #300\, Vancouver\, British Columbia\, V6C 3B5\, Canada
CATEGORIES:Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/b-c-human-rights-and-accommodation-skills-training-workshop.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260429
DTEND;VALUE=DATE:20260430
DTSTAMP:20260404T003806
CREATED:20251002T190601Z
LAST-MODIFIED:20260220T163407Z
UID:17947-1777420800-1777507199@lancasterhouse.com
SUMMARY:A Trauma-informed Approach: Making grievance and complaint procedures a safe place
DESCRIPTION:Program Overview \nThe Ontario Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals\, union leaders\, and employer representatives involved in labour law in Ontario and Eastern Canada. 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\nA Trauma-informed Approach: Making grievance and complaint procedures a safe place \nIn this full-day workshop\, participants will hear from leading experts about how to apply a trauma-informed approach to complaint and grievance procedures in the human rights context. Participants will develop an understanding of: key concepts related to a trauma-informed approach\, best practices when first responding to a complaint or grievance\, meeting the needs of participants\, and utilizing early resolution options. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. All participants receive a comprehensive set of digital materials\, including case summaries\, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. Questions to be addressed include: \nKey Concepts \n\nWhat is trauma and how does it show up in the workplace?\nWhat is a trauma-informed workplace? Why is it particularly important that workplaces adopt a trauma-informed approach to complaint and grievance procedures during human rights disputes?\nHow does intersectionality and intercultural competence relate to a trauma-informed approach? What does this involve in practice?\nCan a trauma-informed approach conflict with the rights of a respondent?\n\nFirst Steps \n\nWhat barriers do complainants face when filing complaints or grievances\, especially in cases of discrimination or harassment? What steps can employers and unions take to address these barriers?\nWhat resources should employers and unions provide to complainants\, respondents\, witnesses\, and others in the workplace to support mental well-being in response to an incident\, complaint\, or grievance?\nHow should employers and unions handle anonymous complaints alleging discrimination or harassment by another employee? Why might a complainant feel more comfortable remaining anonymous?\nWhat interim measures should employers implement to protect complainants? For example\, when will it be appropriate for a respondent to be placed on leave?\n\nMeeting the Needs of Participants \n\nHow should employers and unions eliminate accessibility barriers\, and ensure appropriate accommodations are in place\, throughout the complaint and grievance processes? What if an individual’s trauma impacts their ability to fully participate?\nWhat aspects of complaint and grievance procedures can re-traumatize individuals? How can employers and unions reduce the likelihood of re-traumatization?\nWhat does trauma-informed interviewing and writing entail? How should one respond if an employee’s behaviour during a discussion is influenced by trauma?\nHow can the parties assess a complainant’s credibility and the merits of a case\, more generally\, without penalizing trauma-related responses?\nWhat strategies help reduce the risk of compassion fatigue for management and union representatives?\n\nEarly Resolution Options \n\nWhat early resolution options are available to the parties? Is early resolution appropriate for human rights disputes?\nWhat safeguards should the parties implement to ensure that early resolution is an informed and voluntary choice?\n\nGoing Forward \n\nWhat are the negative consequences of failing to adopt a trauma-informed approach to complaint and grievance procedures?\nHow can employers and unions develop a workplace culture where employees feel safe disclosing problems in the workplace\, reporting incidents\, or filing complaints and grievances?\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 \nOntario Human Rights and Accommodation Conference – Workshop$1\,095.00Add to cart	\n			\n  \nAttendees also have the option to attend the Ontario Human Rights and Accommodation Conference\, taking place the days after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration: \n\nOntario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop) $2\,690.00Add to cart	\n			\n  \n\nSpeakers \n\n\n \nTenniel Brown\, BA\, MSW\, RSW\nSpeaker\, Trauma Therapist\, Facilitator\nCentre for Anti-Oppressive Communication \n\n\n \nCatherine Fan\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\n \nShana French\nEmployer Counsel\nLittler \n\n\n\nCPD \nCPD\n\nThis program has been approved for Continuing Professional Development 5.5 hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).\n \n\n\n\n \n\nMembers of the Law Society of Ontario may consider counting this program for 5.5 Substantive hours; 0 Professionalism hours.
URL:https://lancasterhouse.com/event/ontario-human-rights-and-accommodation-skills-training-workshop/
LOCATION:The Conference Center at the University of Toronto\, Terrace 3rd Floor\, 89 Chestnut St\, Toronto\, ON\, M5G 1R1\, Canada
CATEGORIES:Skills Training,Workshop
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/ontario-human-rights-and-accommodation-skills-training-workshop.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20260430
DTEND;VALUE=DATE:20260502
DTSTAMP:20260404T003806
CREATED:20251002T162612Z
LAST-MODIFIED:20260326T192441Z
UID:17933-1777507200-1777679999@lancasterhouse.com
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 Midanick\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) $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
ATTACH;FMTTYPE=image/jpeg:https://lancasterhouse.com/wp-content/uploads/2025/10/Ontario-Human-Rights-and-Accommodation-Conference.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20260430T123000
DTEND;TZID=UTC:20260430T140000
DTSTAMP:20260404T003806
CREATED:20250825T183317Z
LAST-MODIFIED:20260326T182402Z
UID:17461-1777552200-1777557600@lancasterhouse.com
SUMMARY:Bargaining Emerging Issues: AI\, remote work\, new leaves\, and the changing workplace
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     \nAdvances in technology and evolving workplace operations will require the modernization of collective agreements. This webinar will prepare attendees to address emerging issues in the workplace\, such as artificial intelligence (“AI”) and remote work\, during bargaining. Specifically\, the panel will answer the following questions: \n\nWhat aspects of the use of AI\, such as algorithmic management\, should be addressed through bargaining and collective agreement language? Do standard “technological change” provisions effectively address concerns about the impact of AI on the workforce?\nHow can parties\, through bargaining\, tackle the privacy issues arising from the use of emerging technologies (e.g. GPS tracking\, video surveillance\, biometric scanning) in the workplace? What lessons can be learned from recent decisions regarding the monitoring and surveillance of employees?\nWhen will an employer’s return-to-office mandate or limitations on remote work violate a collective agreement? What features of remote or hybrid work arrangements have been specifically addressed in collective agreement provisions? What options\, other than remote or hybrid work\, should employers and unions consider during bargaining to address presenteeism and/or absenteeism?\nHow are employers and unions responding to hiring freezes\, layoffs\, or labour shortages? What steps can the parties take during bargaining to ensure that staffing and workloads are appropriate and the workplace is physically and psychologically safe?\nWhat are some examples of emerging leaves-benefits provisions? How should parties approach the bargaining of leaves and benefits?\n\nWhat steps are employers and unions taking to draft or review bargaining proposals and collective agreement language relating to equity\, diversity\, and inclusion (“EDI”)? \n\nModerator\n\n \nNajeeb Hassan\nMediator and Arbitrator\nNHLC Consulting Ltd \n\n\nSpeakers\n\n \nErin Delaney\nSolicitor\nGovernment of Newfoundland & Labrador \n\n\n \nEmily Home\nUnion Counsel\nUrsel Phillips Fellows Hopkinson LLP \n\n\nAccreditation \nCPDPlease 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/bargaining-emerging-issues-ai-remote-work-new-leaves-and-the-changing-workplace/
LOCATION:Virtual Event
CATEGORIES:Webinar
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