• Employer obligation to keep workplace free of sexual harassment
• Definitions of harassment and violence
• What does “the workplace” include – don’t forget social media!
• Who is covered?
• Need to raise awareness
• Need for training
• Foster an atmosphere that encourages reporting from victims and witnesses
• What policies on workplace sexual harassment should include
• Best practices in responding to allegations
• Consider measures to accommodate the parties pending completion of investigation
• Indicia of a proper Investigation 
• informal resolution or neutral third party investigation with recommendations to be implemented
• Reporting requirements
• Privacy and protection from retaliation 
• Naming and shaming

• Is there a greater right or benefit in the collective agreement?
• What is considered a greater right or benefit?
• Impact on respective party’s leverage within collective bargaining

• Who is covered?
• Requirement for employers to proactively develop a pay equity plan
• Filing with the Commission
• Examination of compensation practices to ensure women and men receive equal pay for work of equal value
• Employers required to take action to address systemic disparities
• Commissioner’s power to initiate audits, conduct investigations, issue orders and administrative monetary penalties
• Impact of the phrase “while taking into account the diverse needs of employers”
• Impact of the exclusion of certain forms of compensation

• Three entities created through the Act
• The mandate of the Canadian Accessibility Standards Development Organization
• Priority areas for standard development
• Canada Post Accessibility Strategy – becoming an inclusive employer of choice

• Hours of work
• Standard work day and work week
• Day of rest requirement
• Overtime  
  • new time off provisions by written agreement, 
  • do you have a policy for addressing refusal of overtime due to family responsibility? 
• Exemptions from standard hours of work
  • averaging and the averaging period in unionized versus non-unionized workplaces
  • where are permits required?
  • modified work schedules, compressed work week, flexible hours
  • Written agreements on averaging, modified work
  • Special hours of work regulations in trucking, railway and broadcasting
• Questions to ask to verify compliance with daily and weekly hours of work requirements

The Ministry of Labour can order an employer to perform an internal audit to determine compliance with CLC employment standards obligations (hours of work, wages, vacations and holidays, etc). An employer that is required to conduct an internal audit must provide a report of the results to the Ministry, identifying incidents of potential non-compliance. The Minister can then enforce compliance through one of the available enforcement tools. This session will explore:

• What an audit might consist of based on a checklist of key compliance issues
• Why you should do a self audit before being ordered to
• What if the contract or collective agreement confers a greater right or benefit?

This session is designed to help you organize your thoughts on what you have absorbed over the course of the last two days. What issues are most important to you in your own workplace? Where should you be taking immediate action? What areas do you need additional information on? And most importantly, what will your next steps be upon returning to your office?