Day One : Tuesday, March 24, 2020
Registration and Continental Breakfast
- 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?
- 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?
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.
- 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
- Considerations when accommodating a difficult/potentially aggressive employee
- Managing external caregivers/medical professionals: asking the right questions
- Managing the impact on the workplace and when to consider termination
- Safety considerations when terminating an employee of concern
- The evolving definition of workplace violence; screening for potential threats
- Importance of ‘Perceived Personal Control’ and workplace violence
- 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
End of Day One
Day Two : Wednesday, March 25, 2020
Registration and Continental Breakfast
- How to manage workplace accommodations when they conflict
- What are the steps an employer must take before claiming undue hardship?
- What are the legal obligations when addressing multiple employees with valid claims?
- Addressing the potential for conflicting rights
- Case studies that show what happens in practice
- How Air Canada manages workplace accommodations
- Effective strategies to communicate with and balance obligations to employees and unions
- Air Canada’s step by step process in returning employees to work
- A case study on how Air Canada handles accommodation requests
- How effective leadership can positively impact employee accommodations
- How investment in people early sets the groundwork for accommodations
- Creating and evaluating effective programs to manage workplace accommodations and return-to-work strategies
- Improving office culture through engagement to improve workplace and employee
- Does the employer have any obligations with respect to the employee’s workspace? When does the Occupational Health and Safety Act apply?
- Managing remote employees with confidential information
- Appropriate methods of communication
- Temporary situations and returning-to-work
- At what point is the employer being asked to exceed their duty?
- The importance of preventative measures for traumatic workplace events
- Minimizing the risks for employees affected by traumatic workplace events
- Developing effective strategies to help employees cope with emotional and mental trauma
- Stressing the value of employee health before they are injured
- When risks of traumatic events are higher than normal, how do you cope?
- An overview of recent developments on medical/recreational marijuana
- Accommodation obligations with medical marijuana
- Addressing concerns in a practical manner through policy
- The impact of edibles on the workplace
- How has the impact of marijuana in the workplace been in reality?
End of Day Two