• Accountability of all employees to follow corporate policies
• What is the proper standard to measure behaviour against?
• Is Progressive Discipline always needed when H&V occurs?
• Is there a different standard between union v non-union employees
• Recent case examples and guidance for employers

There is a serious obligation to keep the workplace and all employees safe. There is also a serious obligation to accommodate and not discriminate against employees with mental illness, some of whom could be potentially volatile employees. This session will cover:

• What the law requires in various situations
• Has anything changed with the new Federal provisions?
• What does case law say about (a) the tension between keeping the workplace safe and (b) accommodating employees who might pose a threat to others, without (c) discriminating against those with a mental disability?

When family violence follows a victim to work, it becomes a workplace issue. An aggressor can present a risk to the victim or others in the workplace itself. A study of domestic violence in Canada and its impact on the workplace has found more than one third of workers across the country have experienced domestic violence in their lifetime, and for more than half of those affected, the violence followed them to work.

This session will cover:

• What is family (domestic) violence?
• Is it a workplace issue?
• Impact of family violence on the workplace
• Laws protecting workers from  family violence in the workplace
• Leave provisions
• How far does the general duty across jurisdictions to ensure all employees have a safe and healthy workplace extend?

HR Professionals need to know what to do when there are allegations of harassment, bullying, discrimination or violence in the workplace. This intensive half-day workshop will provide a solid foundation for investigations that will lead to good decision-making and reports that withstand scrutiny.

• When is an employer required to investigate allegations?
• When does behaviour cross the line?
• How to handle complex and/or sensitive matters
• Principles of investigation
• Can you do the investigation in house or do you need an external investigator?
• Investigation planning – creating a blueprint
• How to conduct an interview including skills and tools
• Zeroing in on what’s important
• Managing the evidence
• Findings of fact
• Drawing conclusions and using the evidence to support the findings
• Writing a clear report that will withstand scrutiny
• Post-report considerations and activity