• The challenge for employers
• Human rights law
• Emerging issues in OHS legislation & regulations
• Privacy expectations and “laws” and respect in the workplace
• The Criminal Code in your compliance program
• New Federal Harassment & Violence Prevention Regulation – Should we all conform to the higher standards required of federally regulated employers?
• Internal versus external investigators – cost considerations
• Legal requirement for a workplace H&V hazard assessment
• New mandatory elements of an employer’s H&V policy and training
• Intake of complaints and protection of privacy & dignity
• New requirements for investigators and investigations
• Resolution options, preserving evidence and litigation
• Providing support to employees affected by harassment and violence

When should you be concerned about the risk of violence in the workplace? How do you prioritize cases? What immediate actions should you take? This session will cover:

• The nature of violence and violence risk
• What constitutes a risk assessment?
• Triaging of cases
• Identifying warning signs and implementing immediate actions
• Approaches to violent risks
• Tools and protocols to assess risk/hazards
• The importance of conducting a “threshold” assessment prior to referring the file for investigation
• Are there other options if you don’t meet the threshold?

When an allegation of harassment arises against a leading executive, it can send the company into a tailspin. HR leaders can panic if they are not prepared. Topics include:

• The power dynamic, trust and equity issues
• Developing a “Relationships at Work” policy that is pragmatic and useful
• Written policies around disclosure of relationships
• The need for comprehensive disciplinary procedures laying out steps that should be taken if a C-Suite individual commits an act of misconduct
• Contract provisions to provide employers with tools and rights to allow for investigation
• Is termination always necessary?
• Is termination always appropriate?
• Considerations in recruiting executives who reflect organizational values
• Why witnesses and complainants don’t report
• The need for training for executives

• Understanding trauma
• Definition of trauma informed approach to investigations
• Where is trauma informed investigation appropriate
• Considerations in selecting an investigator
• What employers need to know

Employers have an obligation to ensure a safe workplace for all including the prevention of Domestic Violence. This session will cover the vital role the workplace plays in protecting an employee from domestic abuse, ensuring the safety of all and providing resources to support leaders, the team and the individual experiencing abuse.

• Employer’s legal obligations regarding domestic violence
• Risk assessments
• Strategies to manage incidents of domestic violence
• Resources to support leaders, individuals experiencing abuse and the team

How do people respond when they find themselves in conflict situations? What triggers drive negative conflict?  Can you learn to turn negative into productive conflict? The answer is a resounding YES!

• Improving one’s conflict competencies through a behavioural lens
  What constitutes constructive vs. destructive  (active vs passive) reactions?
• Examining the “hot-buttons” that influence behaviours,
• channel conflict from negative stressful situations to positive stress-free ones