Expanded my knowledge of duty to accommodate, and identified the significant factors at play in each instance.  
- HR Advisor
Canada Revenue Agency
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17th Annual Event!

Managing Your Duty to Accommodate

Mitigating the Increasing Expense to Organizations for Failing to Accommodate Employees

March 27 - 28, 2018  ·  Ottawa, Ontario
Day Two Program Agenda: Wednesday, March 28, 2018
7:30 - 8:30        Continental Breakfast
8:30 - 8:40
Opening Remarks from the Chair
Kristi Reilly, Human Resources Advisor, Correctional Service Canada
8:40 - 9:40
Medical Marijuana in the Workplace: A Duty to Accommodate
Martin Thompson, Partner, McMillan LLP
  • Review and update on medical cannabis legislation
  • What are your accommodation obligations when performance is affected and/or there are safety considerations?
  • When failure to accommodate amounts to discrimination
  • Duty to accommodate: What is it in practical terms?
  • Incorporating useful policies to address medical cannabis in the workplace
9:40 - 10:40
Screening for Potential Workplace Violence
Glenn French, President and CEO, Canadian Initiative on Workplace Violence

The field of "Threat Assessment", as a structured process to evaluate the risk of violence, continues to expand at an astonishing rate, given new found concerns about workplace safety. As a discipline, practitioners no longer focus solely on the assessment of those with a criminal or psychiatric past. Threats, whether actual or perceived, are now linked to schools, health care facilities and workplaces we once thought safe. As safety concerns increase, so too must the knowledge and skill of those who, up until now, were not tasked with making judgements about an individual's return to the workplace.

This session will focus on the workplace and specifically the skills needed by both occupational health nurses and human resources professionals, who are frequently called upon to make judgments about whether a more comprehensive threat assessment is required within the context of return to work accommodations.

10:40 - 11:00        Networking Break
11:00 - 12:00
Practical Strategies for Dealing with Addiction and Substance Abuse in the Workplace
Brittany Taylor, Associate, Rudner Law
  • Understanding the legal duty to accommodate addiction in the workplace.
  • Challenges for workplace leaders
  • Effective and comprehensive approaches
  • Assessing the vulnerability of disciplinary action
  • Determining when immediate discharge may be appropriate
12:00 - 1:00        Luncheon Break
1:00 - 2:00
Non-Evident Disabilities and the Duty to Accommodate: Cognitive Disabilities
Cristina Myers, Director, Communications and Resource Development, TRAC Group
Samantha McIntosh, Manager, Employer, Career and Vocational Services, TRAC Group
  • What cognitive skills does a particular position demand of the employee
  • Understanding the employees cognitive problems
  • Determining accommodation needs based on demands and abilities
  • Obtaining and responding to medical information
  • Accommodation issues that require alternative work with respect to disabilities
  • Developing a successful return-to-work plan for non-evident disabilities
2:00 - 2:20        Networking Break
2:20 - 3:20
Having Difficult Conversations about Accommodation
Marie-Claude Gagnon, Accessibility Policy Officer, Human Rights Office, University of Ottawa
  • Authenticity in communication
  • Engaging in a meaningful collaborative way: the key to success
  • Broaching the subject when you think someone may have a problem
  • Strengthening rather than undermining the relationship(s)
3:20 - 4:20
Conflicting or Competing Human Rights in the Workplace
Andrew Reinholdt, Lawyer, Nelligan O'Brien Payne LLP
  • Reducing potential for negative conflict
  • Proactive policy for recognizing differences as positive diversity
  • Overview ofthe Human Rights Code
4:20 - 4:30
Closing Remarks from the Chair
4:30        End of Day Two
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Recent legal decisions have expanded the scope of what you're required to accommodate in the workplace. Claims for issues like family status and stress have become more frequent and understanding when you're required to make an accommodation has become much more challenging. The increased variety of accommodation issues has made keeping up with case law developments and understanding your accommodation obligations more difficult and more time-consuming.

INFONEX's 17th annual Managing Your Duty to Accommodate has been designed to update you on all of the recent case law that impacts your organization and give you the skills and strategies you need to make these accommodations effectively. Our faculty of leading experts will ensure that you walk away from the course with a clear understanding of what you're required to accommodate, and what you're not required to accommodate.

Review the latest case law for issues like family status, mental health, stress, and aging. Get practical advice on how to spot mental health and stress issues in your staff and how to make effective accommodations. Hear active case management strategies that will help you make accommodations efficiently and get employees back to work quickly. Get strategies for facilitating productive communication with your employees' doctors. Improve your skills for having difficult conversations with your employees. Learn strategies for how to explain accommodation requirements to managers.

It has become increasingly difficult to understand when you need to make accommodations and how to manage them. Join us in Ottawa to get caught up on case law developments and learn skills and strategies for accommodating your employees effectively. Register today!

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