• An exploration of recent case studies, from the most common to the unusual
• A look into the future of the duty to accommodate
• How the duty to accommodate reflects the modern workplace
• What are the cases pushing the boundaries of reasonable accommodations?
• Where are there gaps in recent jurisprudence?

• Return to work – coming back from Covid-19
• Employment standards – requests for continuing leave
• Human Rights based accommodation
• Protective Physical Equipment
• Transportation to and from work
• Workers who are more susceptible or care for others who are more susceptible
• Screening protocols
• Privacy issues
• Health and safety issues
• Work refusals

Effective prevention and management of workplace harassment is not focused on legal compliance. It requires more than training, reporting, investigation and mitigation. Underlying and systemic issues in the workplace that can enable and even perpetuate workplace harassment need to be addressed to build a workplace culture where harassment is unlikely and not tolerated. In this session, you will learn how proactive management of psychological health and safety in the workplace can be used as an effective method for preventing and addressing workplace harassment.

Learning objectives:

• Understanding the true impact of workplace harassment
• What to do when an employee is being harassed
• Effectiveness of reactive measures versus preventive measures
• How to address workplace factors to building and restoring trust
• How incorporating a framework like the National Standard of Canada on Psychological Health and Safety in the Workplace can help to address systemic and underlying issues

• An overview of recent developments in family status accommodation matters
• The employer’s and employee’s role in finding work-life balance
• Drawing the line on necessary accommodations
• Addressing the concerns of recent family status accommodation requests
• Will family status accommodation requests continue to increase?

• Developing effective strategies to address mental health challenges in the workplace
• Recognizing the early signs that an employee is struggling and initiating meaningful conversation in a respectful and supportive manner
• Encouraging employees to stay at work through effective attendance management strategies and to return to work if they need to be off due to mental health concerns
• Redirecting employees that appear to be in need to appropriate care/services such as EAP and other community based services

• Exploring common pitfalls in the accommodation process
• Employers that act too quickly or take too long to address accommodation issues
• Are you asking too few questions or too many? Join us to discuss real mistakes and how to avoid them