• Employer obligations
• What your policy must include:
  • A workplace assessment to be completed by relevant personnel to develop and implement preventative measures within six months
  • Identified risk factors including office culture, external circumstances and the physical design of the workplace
  • Emergency procedures
  • A workplace harassment and violence prevention policy with reports, records and data to assist the investigator
  • A resolution process, including time frames to better support employees or people accused
  • Support measures for employees
  • Documentation on how to protect the privacy of people involved,
  • An annual report (next due date) to the minister of labour.
  • Mandatory training for employees
  • Need to be aware of each required investigation or resolution step and the timelines associated with those steps
• Implementation know-how
• Typical and atypical mistakes that can prove costly and how to avoid them

The stand-alone Work Place Harassment and Violence Prevention Regulations effective January 2021 bring significant change to federal labour law rules. Employers are expected to have an effective policy and to move from discussion to action.

• 2 and a half years in, how is employer implementation proceeding?
• What stakeholder feedback has been received?
• Is the law being enforced?
• Are complaints being received?
• Management and Union observations and comments

Find out about recent amendments to leave and benefit provisions, including amendments that came into force as recently as December 1, 2022, entitling federal employees to 10 days of paid medical leave per year.

New questions arise:

• Does an employee out on LTD now have 10 days paid sick leave?
• Changes to paid and unpaid medical leave
• Bereavement leave
• New employer record-keeping requirements related to new leave entitlements
• New family violence leave
• Traditional Indigenous practices leave
• Parental sharing benefits
• Removal of service, eligibility requirements
• What will be considered a greater right or benefit under a collective agreement?
• Effective December 18, 2022, employees have up to 27 weeks of unpaid medical leave

Hours of work, standard workday and work week, rest days, breaks, notice of schedule and shift change, overtime, exemptions from standard work hours, averaging and more. In addition to significant changes to the Canada Labour Code in 2019 that had an impact on how employers manage an employee’s workday, recent exemptions for and modifications to hours of work provisions add further complexity.

This session will provide:

• The information you need to effectively comply with the Code
• Requirement to provide at least 96 hours before the first shift and to give 24 hours’ written notice before changing or adding a shift
• Right to refuse overtime
• Important exemptions from and modifications to Hours of Work Regulations
• impact of collective agreement rights 
• Flexible work arrangements
• Vacation time and pay
• Calculating entitlements to avoid costly mistakes
• Questions to ask to verify compliance with daily and weekly hours of work requirement

• Increased powers for the CIRB
• What is CIRB responsible for dealing with?
• Unjust dismissals
• Wage recovery appeals
• Reprisal allegations
• Occupational Health and Safety Appeals
• Important new cases