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Meet Canada's leading human resource and management experts! IPM, in conjunction with the Association of Professional Recruiters of Canada, the Canadian Management Professionals Association and the Canadian Association of Assessment Specialists, holds regular chapter events, workshops and conferences featuring recognized national industry expert speakers.

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Calgary Full Day Conference May 1, 2018

Topic:
Today’s Critical Issues in Employment Law presented by Tom Ross, LL.B., Partner, McLennan Ross LLP

Embrace Newcomers into Your Workplace presented by Anila Lee Yuen, MBA, Chief Executive Officer, Centre for Newcomers

Diversity and Inclusion: Best Practices in Recruitment, Employee Development & More presented by Maria Dray, Employment Equity Advisor, Shell Canada and Stuart Young, Experienced Hire Recruiter, Shell Canada

Sign In Your Teams: Connect, Collaborate and Create with Ease presented by Jacqueline Throop-Robinson, CEO, Spark Engagement

Click here for the printable PDF version




Today’s Critical Issues in Employment Law

The legal landscape for employers continues to evolve. Alberta has faced significant changes in its employment legislation, and changes to societal norms are placing new demands and pressures upon employers. It is important to stay up to date with these changes.

This presentation will address:

1) Changes to Alberta’s employment legislation, including the Employment Standards Code and Labour Relations Code

2) The legalization of marijuana and how it will affect your workplace

Click here for information on Tom Ross




Embrace Newcomers into Your Workplace

This session will explore newcomers’ contributions as well as challenges in entering the workforce and provide key recommendations that will facilitate integration of newcomers into the labour market.

Highlights include:

• Newcomers’ profile in general and those served at the Centre for Newcomers

• Positive contributions newcomers bring into the labour market

• Understanding the barriers and challenges that newcomers face and where they get stuck

• What can employers and concerned service providers do to tap their optimum potentials, reduce the barriers and create a more welcoming hiring and retention environment?

Click here for information on Anila Lee Yuen




Diversity and Inclusion: Best Practices in Recruitment, Employee Development & More

Today’s talent is more diverse than ever before- having an inclusive work environment is key to innovating, developing and retaining that talent. Diversity is important, but it has to be partnered with inclusion to be really effective.

Session highlights include:

- Review of the elements of a corporate Diversity & Inclusion Strategy on the business case or importance of Diversity & Inclusion in an organization

- Share how RDS is set up to support the topic of Diversity and Inclusion in the workplace

- Explore details of Shell Canada’s strategy and tactics on Attraction and Recruitment including approach and specific initiatives. Learn how Shell Canada’s practices differ depending on the type of candidates they are recruiting and how you can apply these initiatives in your own organization.

- Examine challenge areas, findings and results as well as ongoing progress for how Shell is evolving on this topic. Learn how to handle accommodation issues and other challenge areas.

Click here for information on Maria Dray

Click here for information on Stuart Young




Sign In Your Teams: Connect, Collaborate and Create with Ease

Take your teams and leaders beyond the basics. Our focus is your success, whether you have a problem to solve or an idea to build.

In today's world, teams are much different than years ago. The traditional "team in a box" no longer serves organizations as well. More often individuals are interacting with people from within their own workplace, other organizations and communities. There is value and strength in being able to easily transition and adapt to each new interaction.

In this very interactive session, discover the Golden Rule of Collaboration at work, build on ideas with proven techniques, deal with people who create barriers and work with mistakes. Obtain practical tools and techniques for everyday use and work with others constructively. Learn how to take your team to the next level and how to apply these principles in both your professional and personal lives.

Click here for information on Jacqueline Throop-Robinson


Calgary Full Day Conference May 2, 2017

Topic:
Today’s Critical Issues in Employment Law presented by Duncan Marsden, LL.B., Partner/Regional Leader, Borden Ladner Gervais LLP

Human Cloud, Gig Economy and the Future of Recruiting in Canada presented by Jeff Aplin, President, David Aplin Group

Maximize Your Role in Successful Organizational Change presented by Laurel Benson, Owner/Principal Consultant, Phronesis Consulting Inc.

Changing Problem Behaviour without Discipline presented by George Raine, President, Montana Consulting Group

Click here for the printable PDF version






Today’s Critical Issues in Employment Law

Managing people today in a truly diverse and changing world has its challenges. The legal landscape for employers continues to evolve. This presentation will address tips and recent developments in the following areas:

*Social Media - an employer's best friend and worst enemy

• Real-life examples of social media issues in the workplace
• Legal framework – Privacy legislation and the “intrusion upon seclusion”
• Employer’s rights to monitoring social media versus an employee’s rights to privacy
• Tips for implementing social media policies in the workplace
• Discipline for social media misuse

*Constructive Dismissal: Recent cases and practical considerations

*Drug and Alcohol Testing: Recent cases and tips on handling this complex issue

Click here for information on Duncan Marsden




Human Cloud, Gig Economy and the Future of Recruiting in Canada

Explore current trends in recruitment and how they are shaping the future of staffing and recruitment in Canada.

Throughout history, the nature of work periodically experiences transformational changes from assembly line workers in the early 20th century to the rise of the knowledge workers around 1990 and now to the gig economy and the human cloud. Understand how the nature of supply and demand of labour is changing in today’s digital economy.

The global staffing industry continues to grow however the pace of change to how the staffing industry is structured is accelerating. Examine the thinking behind some of the largest strategic moves in the staffing industry over the past year.

The recruiting industry is an agency business model however the digital age is quickly changing how candidates and employers connect.

Discuss how industries go from severe labour shortages to high unemployment. Review what you should be telling your children they should learn to be marketable in the economy of the future. Gain valuable insights on how technology is changing models of employment.

Look at the big picture of macro-economic trends affecting employment and link them to the question of what this all means and how it affects you.

Click here for information on Jeff Aplin




Maximize Your Role in Successful Organizational Change

Do you know that the #1 contributing factor to successful change is active and visible sponsorship of that change? This means that how you perform in your role as a leader can mean the difference between success and failure when it comes to the change initiative. Unsuccessful change initiatives not only cost your organization money and waste valuable time and energy, but also mean the loss of opportunities to become more competitive, more efficient and more profitable.

When organizations initiate change, they often engage professional Organizational Change Management (OCM) resources to help manage the people side of the change. However, the role of OCM is not to lead others through the change themselves, but instead to help mobilize and support those within the organization responsible to lead others through the change. This includes working with leaders including the executive, middle management and team leads to support them in managing their people from the current state to the future state with minimal negative implications.

Explore the roles that you as managers may be asked to play and the activities you may be asked to perform in your role of leading people through change. From sponsoring the change at an executive level to helping to champion, communicate, motivate, interpret and role model the change to teams throughout the organization, your role as a leader is critical. Gain an understanding of what you can and should expect if an OCM resource is assigned to partner with you on your change initiative. Learn how to implement truly successful change.

Click here for information on Laurel Benson




Changing Problem Behaviour without Discipline

In this high energy presentation, human dynamics innovator George Raine will show you the proven Turnaround Interview® technique for coaching employees to break bad workplace habits without using or threatening discipline. This technique corrects minor but persistent problems like lateness, excessive breaks, missing deadlines, negative comments, improper use of work time and similar behaviours.

Already proven in manufacturing, high-tech, government, health care and educational settings, this progressive approach to dealing with sticky problems is producing dramatic results in about 90% of cases.

Learn how and why people naturally defend bad workplace habits and why they resist change. Discover how to use that knowledge to overcome the resistance and how to make the change stick. It may not be that easy at first. Review the proven techniques for controlling the flow of the conversation and for phrasing your questions to get the best chance of success. Rooted in a sound understanding of human nature, this new, high-impact approach to employee coaching will get you to rethink your instinctive approaches to these tough conversations with employees.

Click here for information on George Raine


Calgary Full Day Conference April 26, 2016

Topic:
Today’s Critical Issues in Employment Law presented by Tom Ross, B.A, LL.B., Partner, McLennan Ross LLP

Losing Balance, Regaining Control: Alberta’s Economy in 2016 presented by Todd Hirsch, B.A., M.A., Chief Economist, ATB Financial

Communicating for Success and Results: Difficult Conversations presented by Charmaine Hammond, President, Hammond International Inc., Speaker, Consultant

Bring About What You Think About: Change Your Future Today! presented by Eddie Lemoine, International Speaker/Author and Employee Engagement Expert

Click here for a printable PDF.






Today’s Critical Issues in Employment Law

Managing people today in a truly diverse and changing world has its challenges. The legal landscape for employers continues to evolve. This presentation will address tips and recent developments in the following areas:

• Medical Marijuana – Everyone seems to be getting a prescription these days. What are the issues and new developments in respect to medical marijuana in the workplace? What are the accommodation requirements in respect to medical marijuana?

• Constructive Dismissal – Given the current economic turbulence, many employers need to find ways to reduce costs and have had to change terms and conditions of employment. What are the options and risks to make such changes without triggering employee termination claims?

• Employment and Human Rights Update – What new cases and developments should give you hope or fear in addressing the employment issues in your workplace?

Click here for information on Tom Ross




Losing Balance, Regaining Control: Alberta’s Economy in 2016

It’s been a challenging year for Alberta’s economy, but is there a light at the end of the tunnel? The Canadian and global economies remain out of balance, which has weighed down confidence and commodity markets. Here in Alberta, economic stability was lost with a severe slump in oil prices. This has had a painful impact on employment for thousands in our province. But when things are out of balance, regaining control is key. How and when might Alberta’s economy get back on track?

Click here for information on Todd Hirsch




Communicating for Success and Results: Difficult Conversations

Communication is one of the most important elements of individual, team and business success, yet is one of the most common challenges teams face. This presentation provides you with practical and tactical skills and tools that you can implement immediately for positive results, less drama and better results… the courageous dialogue.

In this interactive session, obtain the practical and tactical skills and tools that you can implement immediately for positive results, less drama and better results in the difficult conversation. Learn how to reduce your own anxiety and help to generate a positive and productive outcome for all parties involved.

Whether the situation involves providing feedback about sensitive issues, correcting performance or conveying bad news, this presentation will help you communicate for success and results up, down and across the organization.

Click here for information on Charmaine Hammond




Bring About What You Think About: Change Your Future Today!

Over the past decade, extensive investigation has been done in the study of changing your thoughts to change your life. Eddie Lemoine has researched this concept extensively and shares his insights with thousands of participants from every industry and walk of life.

Eddie’s research-based approach provides participants with immediate techniques they can use in their business and personal lives. This presentation is filled with valuable ideas interwoven with inspiring anecdotes and accented with humour and emotion.

In this high energy session, discuss the three key elements to change your future outcomes. Learn techniques to attract success, abundance, good health and successful relationships. The techniques presented will help implement lasting change.

Participants will discover how to improve business and personal relationships, create more of what they would like to have and less of what they would not, employ the power of emotions, break through feats to achieve higher levels of success, foresee pitfalls along the way and avoid them, achieving the outcome they desire.

Click here for information on Eddie Lemoine


Calgary Full Day Conference April 28, 2015

Topic:
Today’s Critical Issues in Employment Law presented by Tom Ross, B.A, LL.B., Partner, McLennan Ross LLP

Exit Interviews: Retain the Right People presented by Sylvie Mafrica, Consultant, Mafrica Consulting

The Work of Leaders: Connect to real-world demands presented by Murray Janewski, BComm, MBA, President, DiSC Profile Canada

Don’t Worry, Be Happy – How to Reach Maximum Engagement presented by Craig Dowden, Ph.D., President, Craig Dowden and Associates

Click here for a printable PDF.




Today’s Critical Issues in Employment Law

This session will provide an overview of developments in two major areas that impact your business.

• Top Mistakes Made in Conducting Workplace Investigations

Conducting a timely and effective investigation can be a real challenge for HR professionals. Management’s decisions, whether they result in discipline or not, can be successfully challenged and overturned if they are the product of a flawed investigation. Recent case law confirms that poorly conducted investigations can be costly to employers.

Look at ways to improve the quality of the investigations which take place in your workplace. Review practical guidelines, best practices and recent case law examples which will help you better understand when and why investigations are necessary and how to avoid common mistakes.

• Privacy & Technology in the Workplace

Discuss new developments on privacy law as it relates to an employer’s right to view employee personal information and activity on work devices. Is there a Right to Privacy on Workplace Technology? Obtain insights on the pitfalls of “Bring Your Own Device” (BYOD). Also, review the most recent updates on dealing with Social Media.

Click here for information on Tom Ross




Exit Interviews: Retain the Right People

Retention of skilled people is critical for organizations to achieve high performance. When employees leave an organization, they not only take with them their skills and expertise, but also the reasons why they choose to exit. Knowing these reasons can help organizations make changes to enhance an environment that will help retain the right people in the future.

In this session, we will discuss the importance of exit interviews to the recruitment process and company culture and how to best conduct the interview. Explore some of the areas and questions to be asked as well as what you should do with the information. Obtain insights on the challenges which may affect the success of the process and learn what existing employees say about your organization’s exit process.

Click here for information on Sylvie Mafrica




The Work of Leaders: Connect to real-world demands

Based on best practices, ”The Work of Leaders” connects to real-world demands, generating powerful conversations that provide a clear path for action.

Obtain valuable insights into leadership best practices based on work done by Murray Janewski in partnership with John Wiley and Sons. Leadership will be defined as a one-to-many relationship as opposed to the one-to-one relationship that is unique to the field of management. Leadership focuses on tangible steps directed at leading a team toward desired outcomes. Discuss the findings of six years of research and input from over 300 people at over 150 organizations.

Using the framework of Vision, Alignment and Execution, The Work of Leaders encourages leaders to understand their own leadership behaviours and how those behaviours will impact their effectiveness in leading others.

While thought provoking, The Work of Leaders stimulates fresh conversations and perspectives regardless of the leader’s knowledge or experience. It’s an opportunity for leaders at all levels of learning to reflect on how they approach each step of their work. In addition, it encourages reflection and discussion about the team and the organization.

Participants will come away with both the insight and the actions to be able to grow as a leader and to grow their teams.

Click here for information on Murray Janewski




Don’t Worry, Be Happy – How to Reach Maximum Engagement

Stress and burnout in the North American workplace are estimated to cost organizations hundreds of millions of dollars each year. Depression is projected to be the number 2 cause of disability-adjusted life years by the World Health Organization by 2020. With so much focus on the bottom line, the question now becomes, “Does happiness matter?”

The scientific research emphatically and unequivocally states “YES!” This interactive and engaging presentation will discuss the latest findings from the leadership and organizational sciences regarding the many advantages of happiness for our careers, our performance, our health and our bottom line. Using ‘hard data,’ it will make a strong business case that happiness is not just “nice to have”- it is a core component of motivating peak performance. It will also provide attendees with evidence-based strategies that they can bring back to their workplaces to leverage the power of feeling good.

This session will also highlight tangible and practical steps that individuals, teams and organizations can use to create a productive, healthy and vibrant workplace.

Click here for information on Craig Dowden


Calgary Full Day Conference April 29, 2014

Topic:
Today’s Critical Issues in Employment Law presented by Tom Ross, B.A, LL.B., Partner, McLennan Ross LLP

Journey to Engagement: Attract, Retain and Motivate a Winning Team presented by Eddie Lemoine, International Speaker/Author and Employee Engagement Expert

Time Management: The New Focus presented by Marcel Bellefeuille, RPR, Professional Coaching Consultant

Innovation: Applied Innovation for Real People presented by Rick Boersma, Co-Founder Floworks Training, Design & Innovation Expert, Juice Inc.

Click here for a printable PDF.




Today’s Critical Issues in Employment Law

This session will provide an overview of critical HR developments that impact your business. Back by popular demand, Tom Ross will work through recent developments in these key areas:

Accommodating Mental Disabilities
• Overarching Legal Principles
• How do you deal with accommodating mental illness?
• When is enough really enough?

Temporary Foreign Workers
• The Labour Market Opinion (“LMO”) Process and Exemptions to it
• Regulatory Changes
• Transitioning to Provincial Nominee and other Permanent Residence Programs

Privacy & Technology in the Workplace
• Is there a Right to Privacy on Workplace Technology?
• Pitfalls of “Bring Your Own Device” (BYOD)
• Dealing with Social Media

Managers from all industry sectors will gain valuable insights on these legal updates and more. You’ll obtain numerous strategies that you can take back and implement in your organization.

Click here for information on Tom Ross




Journey to Engagement: Attract, Retain and Motivate a Winning Team

Engaged employees are more productive yet statistics show they only make up 25-30% of the workforce. The remaining disengaged employees are costing you money by being half as productive as engaged employees. They also abuse time-off, sick leave, benefits and produce a negative work environment for others. Engaged employees will recommend your organization as a place to work and a place to do business, give higher levels of customer service and work better with their fellow employees.

In this upbeat session, you’ll obtain a proven process to attract, retain and engage your workforce. Discover new ways to attract and retain a winning team, understand the impact of aging demographics and five generations in the workforce and manage and communicate with multiple generations. You’ll learn to recognize your employees’ strengths as a team and work collectively to produce stronger output, understand age, gender and cultural diversity and their influence in the workplace and interpret future trends and their impact on the organization.

Gain valuable insights on how to implement the three steps in closing the engagement gap and truly become an employer of choice.

Click here for information on Eddie Lemoine




Time Management: The New Focus

Most people actually use 60% or less of available work time. When over 38,000 people in 200 countries were queried about individual productivity, a Microsoft survey showed that even though they were physically at work five days a week, they were only productively using three days. Attlasian also reports that 60% or less of work time is actual productive time.

In this session, we will address the link between time management and productivity through the following discussion points:
• How are you allocating your time? How and why should you improve it?
• Attitudes are the key to time management and being productive. Discuss the main attributes of a “Championship Attitude”. Breaking away from the traditional thought processes creates unique ideas. This activity is fostered through a simple discipline tool.
• Process is important when applying different time management techniques. Discover unique ways to utilize your time that are targeted and efficient. By using new techniques, you will manage and produce at a different level.

Participants will acquire specific tools to assist them in managing their time in a new and meaningful way. A different look at motivation will improve personal and professional growth through basic measuring criteria. The implementation of a weekly scheduling tool will boost productivity levels not only in the workplace, but in all aspects of your life.

Click here for information on Marcel Bellefeuille




Innovation: Applied Innovation for Real People

More and more, the discipline of innovation is emerging as a new strategic priority across the public and private sectors. Why? Because innovation can create efficiencies, lower costs and increase profitability. Often enough, the challenge is not in coming up with ideas- it is about the ability of leaders to engage their workforce in a process that transforms how everyone approaches innovation.

An unstructured process such as asking people to sit in a boardroom, “think outside the box,” and wait for inspiration to happen is simply not conducive to innovative thinking. Research shows an “average” group using a structured process will produce 500% more ideas than a so-called “creative” group that uses traditional brainstorming methods.

In this interactive high-energy session, participants will be inspired to foster an innovative work environment of highly engaged employees. Learn about the principles that make innovation work for leaders, how using a structured approach can transform how you solve problems at work and obtain practical thinking tools to stimulate innovative thinking in your organization.

It is possible to create a culture brimming with breakthrough ideas and innovations! This session will certainly transform the “box” from which you currently view innovation.

Click here for information on Rick Boersma


Calgary Full Day Conference April 30, 2013

Topic:
Today’s Critical Issues in Employment Law presented by Tom Ross, B.A, LL.B., Partner, McLennan Ross LLP

Moral Leadership: Doing What's Right for You and Your Organization presented by Craig Dowden, Ph.D., Managing Director, SPB Organizational Psychology Inc.

Bounce Forward: Charting Your Course to Resilience presented by Charmaine Hammond, BA, MBA, President, Hammond International Inc.

Crucial Accountability- What Managers Need to Know presented by Murray Low, Principal and Founder, LeadershipSmarts

Click here for a printable PDF.




Today’s Critical Issues in Employment Law

Managing people today in a truly diverse and changing world has its challenges. The legal landscape for employers continues to evolve. This presentation will address tips and recent developments in the following areas:

• Drug and alcohol testing: What you can and can’t do

• Restrictive covenants: How to tie up valuable employees to protect your interests without getting tied up in knots

• Employment contracts: What works and what doesn’t work?

• What’s new in the world of human rights and privacy law?

Click here for information on Tom Ross




Moral Leadership: Doing What's Right for You and Your Organization

Leadership is one of the most frequently discussed topics in the world of business and receives considerable coverage in the popular and academic press. What are the most effective leadership attributes for both individuals and organizations?

The importance of this question is further accented by the groundbreaking work of the Gallup organization. Their surveys and studies have consistently shown that the number one reason people leave organizations is “poor leadership.” This trend, combined with the recent failures of our institutions and even countries, has created a fervent call for stronger leadership.

Review an evidence-based argument highlighting the critical importance of the “softer” side of leadership. Discover how humility, empathy, happiness and self-awareness/authenticity are key differentiators of peak performance organizations. Although this list may seem counterintuitive to widespread beliefs regarding desirable leadership attributes, a sizeable evidence base has grown showcasing its effectiveness. By drawing on classic and cutting edge research, this session will highlight how moral leadership is not only doing the right thing, but it is the right thing to do for the health of our organizations.

Click here for information on Craig Dowden




Bounce Forward: Charting Your Course to Resilience

Resilience is more than simply bouncing back after change, challenge crisis and adversity. It’s a process of choosing a new course, setting the sails and being the captain in your life (and business).

Now more than ever, the skill and character of resilience is an essential quality for workplaces, teams and business success. Many professionals are experiencing more to do, in less time and with fewer resources and with more changes…. And the expectation of better results! The current economic situation has created challenges and change, and in some cases, uncertainty and even immobility.

Resilience is a critical skill for individuals and businesses to “Bounce Forward” during change. This interactive workshop provides tips, strategies and tools to:

• Explore the seven essentials to the resilient business and team
• Engage in several resilience building, stress management and lifestyle management activities
• Complete a Resilience Action Plan
• Learn how to handle procrastination, workplace fatigue, juggling priorities, managing time and energy
• Explore strategies to ignite resilience both at work and in your personal lives.

This session will challenge participants to reach beyond their current grasp and to excel beyond their expectations.

Click here for information on Charmaine Hammond




Crucial Accountability- What Managers Need to Know

Organizations, teams and people regularly encounter performance gaps, missed expectations and bad or unsafe behaviour. Many organizations suffer from a cultural of collusion. Accountability conversations are avoided because they are thought to be uncomfortable or confrontational. Sometimes people don’t hold others accountable because they don’t want to be held accountable themselves. Fail to have that accountability conversation and the negative impact is predictable. Likewise, an accountability conversation held poorly also will have a predictably negative result.

In the excellent organization, everyone holds each other accountable and all team members apply gentle and consistent pressure for all to execute superbly.

This dynamic presentation will provide you with the skills and strategies to:

• Step up to poor performance, pick the right problem to work on and address underlying motivation/ability issues.
• Hold anyone accountable—no matter the other person’s power, position or temperament—and get positive results.
• Motivate without using power by clearly and concisely explaining natural consequences.
• Enable without taking over by creatively helping others avoid excuses and work-arounds, stay on track and resolve performance barriers.

Many organizations thrust people into leadership roles needing more effective tools and skills to address performance issues. When leaders too frequently use power to ‘motivate’, it is like the old adage that to a hammer, every problem appears to be a nail. This session will provide managers the skills to enhance accountability, improve performance, and ensure safety and superb execution.

Click here for information on Murray Low


Calgary Half Day Workshop May 1, 2012

Topic:
Generational Diversity: Legal Aspects in the Changing Face of the Workplace presented by D. Robb Beeman, B.A., LL.B., Heenan Blaikie LLP

Crucial Conversations® - Tools for Talking When the Stakes Are High presented by Lisa Scott, MBA, Senior Associate, LeadershipSmarts & Executive Coach






Generational Diversity: Legal Aspects in the Changing Face of the Workplace

Is your organization’s human resources management practice “age-friendly”? For the first time, the demographics of the Canadian workplace now include four generations of employees, with each having different approaches to work and expectations in the workplace. Boomers, Generation X, Generation Y, the Millennials- what is an employer to do?

In this lively and interactive session, participants will gain a deeper understanding of the issues facing employers and practical tips on how to successfully manage a multigenerational workforce including:

Accommodating an aging workforce and employees with personal health problems and disabilities
Accommodating employees with increased family care responsibilities
Mandatory retirement and the latest updates on age discrimination case law
Legal options and approaches to ensuring smooth succession planning

Get vital information and bring your questions for our legal expert.

Click here for information on Robb Beeman




Crucial Conversations® - Tools for Talking When the Stakes Are High

Managing across generations requires skillful communication. Anyone can communicate effectively when things are going well - the true test of leadership occurs when the going gets rough.

Whatever the issue–from poor productivity or declining quality to lack of teamwork or strained relationships–it’s likely that you’re experiencing the effects of a poorly held crucial conversation. The ability to master crucial conversations directly affects how well leaders/managers succeed. The inability to discuss and issue is often more damaging than the issue itself.

Crucial Conversations is the foundation of communicating in a way that is completely candid and fully respectful. Ensuring that there is a mutual purpose and mutual respect in place is a winning strategy across all generations.

Discover new ways to use questions and curiosity to invite others to share their thoughts and suggestions. This concept appeals to the universal need for people of all ages to feel safe and respected in conversations. Open dialogue is the goal and leads to better problem solving and better decision making.

Sometimes, people who effectively communicate in normal circumstances become less influential as the conversation gets more intense. Discover new tools to resolve disagreements, build acceptance instead of resistance, speak persuasively and foster teamwork. Learn how to promote the best ideas, save time with fewer meetings, have less disagreement and build more alignment with better decisions made in your organization.

Click here for information on Lisa Scott


Calgary Half Day Workshop October 25, 2011

Topic:
Employment Policies: Don’t Leave Home Without Them! presented by Tom Ross, B.A, LL.B., Partner, McLennan Ross LLP

Workplace Tests: Navigating the Maze presented by Shawn Bakker, Psychologist, Psychometrics Canada






Employment Policies: Don’t Leave Home Without Them!

As we all know, employment policies assist employers in reducing exposure to risk in human resource management. These policies must be consistent, understandable, accessible and easy to administer. While employment policies ensure statutory compliance, they also set out guidelines and information regarding your minimum requirements and “best practices” in the workplace.

There are a number of essential workplace policies that are often overlooked, neglected or forgotten. Learn how to develop and implement some essential policies, why you need them and what they can do for your organization including:

Workplace Violence and Working Alone: Hazard assessment and a policy covering these areas has been a statutory requirement in Alberta for some time now.

Privacy / Information: Collection, storage and use of personal information

Drugs and Alcohol: Prescription medication, duty to accommodate, testing and potential termination.

Computer, Internet, Email, Blackberry Use: Can you monitor employee emails and internet use? Are your employees texting and emailing while driving, and if so, are you potentially liable?

A thorough policy on these issues is your best way to avoid costly litigation.

Click here for information on Tom Ross




Workplace Tests: Navigating the Maze

Most of us have had some experience with workplace tests. We have taken or administered them in one form or another. But with the increasing inventory of instruments available for the workplace, how do you determine the best one for your needs? When used correctly, tests can help organizations hire more effective employees, reduce turnover, and save time & money. Whether you work in management, HR, career development, or coaching, it pays to have an understanding of the available tools and what each can offer.

This session will focus on how to evaluate, choose and implement assessments into your organization in an effective and defensible way. Participants will get an overview of common assessment tools, the pros and cons of different types of assessments, the different uses of assessments and how to choose which tests best meet their needs. Review how these tests can be successfully used in recruiting, retention and employee development.

Gain new insights on the potential of MBTI, Work Personality Index, CPI260, Baron EQi, Strong Interest Inventory, Wonderlic Personnel Test, Watson-Glaser and other tests used to evaluate job candidates, develop employees and coach leaders.

Click here for information on Shawn Bakker


Calgary Half Day Workshop May 3, 2011

Topic:
Social Media in the Workplace: Legal Considerations presented by William J. Armstrong, Q.C., Partner, Armstrong Management Lawyers

Workplace Bullying, Fraud & Investigations: Recent Trends & Best Practices
presented by Al Bleau, CFI, Senior Manager, Specialist Advisory Services, Grant Thornton LLP






Social Media in the Workplace: Legal Considerations

Twitter. Facebook. YouTube. The use of social media and its impact on society has grown exponentially in recent years. In Calgary, the recent election of Naheed Nenshi as mayor, over candidates who were initially the front runners, was attributed to the savvy use of social media in his campaign.

The impact on workplaces has also been significant. While social media may provide new avenues for corporate communications, they also provide new avenues for employee misconduct. In Canada as in several other countries, there have been cases of discipline and terminations because of comments in social media by employees.

Social media are also having an impact on human resources practices such as references and recruiting. Issues of privacy, off duty conduct and free speech are all engaged. Should employers be using social media in recruiting? Do employees have any expectation of privacy on the Internet? Do younger employees have different attitudes than managers?

Obtain the most up to date legal information, current trends and strategies on these issues. Review what every organization must have in place in policies and procedures to deal with employees’ use of social media.

Click here for information on William Armstrong




Workplace Bullying, Fraud & Investigations: Recent Trends & Best Practices

Fraud and Workplace Bullying

The link between fraud and bullying may not be obvious, but it’s there! When fraud occurs over a long period of time, it’s almost inconceivable that someone in the organization didn’t know or have suspicions. Why didn’t that person come forward?

We will look at a number of real life fraud cases where there has been an element of bullying that either precipitated the fraud or allowed the fraud to go undetected. Learn how to develop and implement proper policies and procedures in dealing with bullying and fraud.

Fraud Investigation – Best Practices

We know that fraud occurs in the workplace. One component of a comprehensive fraud program is the investigation. Review a practical approach and best practices in conducting fraud investigations. The principles can be applied to other internal investigations including theft, harassment, conflict of interest, breach of IT policies or allegations of workplace violence.

Each fraud is different. Objectives, planning and approach to a fraud investigation can also vary significantly. Learn how to implement a basic framework for a fraud investigation before there is even a hint of fraud.

Emotional reactions to fraud, unsupported or unreasonable assumptions, lack of objectivity, weak investigative mindsets and failure to understand what lies beneath the numbers are a recipe for faulty conclusions and professional embarrassment. We’ll discuss how each of these slippery slopes can be easily avoided.

This presentation will provide all managers the necessary information in order to review or develop your present strategy, plans and procedures as well as understand potential problem areas in order to avoid needless litigation in the courts.

Click here for information on Bailey Rivard

Click here for information on Al Bleau


Calgary Half Day Workshop October 19, 2010

Topic:
Recession Recovery: A Legal Update on Issues Facing the Workplace during Recovery presented by Birch K Miller, BA, LL.B., Associate, Stikeman Elliott

Understanding the Relationship between Personality and Performance
presented by Mike Moreau, Director of Client Development, Concord Consulting Corp




Recession Recovery: A Legal Update on Issues Facing the Workplace during Recovery

As the economy begins to recover, employers are faced with new challenges in the areas of employment, labour, human rights and privacy law. This informative session will deal with issues facing employers as we begin to exit the recession in the areas of recruiting, hiring, retention, performance management and termination. It will also cover the latest developments in these areas as a result of recent case law.

With respect to recruiting, we will look at pre-employment background checks, reference checks, headhunting (recognition of previous years of service, inducing and hiring workers subject to post-employment restrictions), written employment contracts and foreign temporary workers.

In relation to retention, we will review workplace policies, compensation structures (bonuses, stock options and pension entitlements) and the expansion of employee rights under human rights legislation.

On the topic of performance management, we will examine social networking and computer use, personal employee information privacy requirements, progressive discipline and establishing just cause.

In regards to termination, we will discuss the obligations of departing employees, post-employment restrictive covenants and the latest trends in notice periods and severance packages.

Click here for information on Birch Miller




Understanding the Relationship between Personality and Performance

In every workplace, we observe individuals who are consistently above average performers- meeting and often exceeding expectations. Others are average performers and still others are those who on a good day, only perform at a below average level. More frustrating is the fact that these people may share the same education, training and experience as your top performers.

So why do we see such a significant difference in performance when the resumes are nearly identical?

Determining the “A” players from Receptionist to Design Engineer to Marketing Coordinator to CFO is both an art and a science. Most managers develop the “art” of interpreting resumes, understanding the kind of “relevant experience” necessary for their jobs, and pinpointing the required education or academic training.

The area of most failure is the ability to more accurately define what the “high performance” behaviours are for their key roles and then being able to evaluate those in candidates – internal or external. Far too often, tenure or education is rewarded with promotion and individuals are promoted to a place of incompetency.

In this session, we will explore the connection and science between personality and performance. We'll present a scientific model that you can deploy in your organization to significantly increase the amount of “A” players in every role. A handout will be provided summarizing the key points and models.

Click here for information on Mike Moreau


Calgary Half Day Workshop May 5, 2010

Topic:
Mental Health and Medical Issues in the Workplace: A Legal Perspective presented by William J. Armstrong, Q.C., Armstrong Management Lawyers

Informational Interviews – Avoiding Guilt by Investigation and Other Pitfalls
presented by David L. Ray, B.A., LL.B., CFE, Senior Practice Leader, Security & Investigations, Grant Thornton LLP




Mental Health and Medical Issues in the Workplace: A Legal Perspective

Employers continuously struggle with how to best handle mental health and other medical issues with their employees. This legal update will include discussion on attendance management, privacy, Human Rights, progressive discipline and frustration of employment contracts on medical grounds.

Review what medical information an employer needs and how to obtain it. Discover how far the employer must go to accommodate mental health and other medical issues. Learn how to recognize whether you are dealing with a mental health issue as opposed to a culpable discipline issue. Most employers fear terminating an employee who is or has been on disability- can it really be done? How can the employer best mitigate the associated risks?

Our legal expert will review strategies and procedures to avoid litigation. We will also look at questions and lessons learned from recent Supreme Court of Canada cases.

As managers, we've all heard the horror stories. This informative session will deliver the vital information required to properly manage this growing problem in today's workplace.

Click here for information on William Armstrong




Informational Interviews – Avoiding Guilt by Investigation and Other Pitfalls

Most managers have encountered some level of difficulty in getting accurate information and responses during the interview process. We’re told to avoid confrontation, pay attention to body language, nervousness, the list goes on in our search for obtaining the necessary details quickly and efficiently.

This special presentation will provide skills in conducting fact finding workplace interviews by providing methods for getting organized for the interview, formulating questions, taking notes and providing a good closing. Participants will review new developments in interview practices including the five-step PEACE method now being used by police investigators in the UK and North America and demonstrate the benefits of its use for workplace interviews in assessing allegations or conducting investigations whether it be based on hard facts or an anonymous whistleblower. We will also address privacy and other legal issues such as recording the interview and how to avoid defamation allegations. The program will also explore use of these new techniques in interviews to develop questions on technical skills and situation based questions in recruitment interviews and in performance evaluations.

Participants will obtain the most recent statistics and trends as well as a new approach on the interview process which can be implemented in organizations of all sizes.

Click here for information on David Ray


Calgary Half Day Workshop October 20, 2009

Topic:
Today’s Critical Issues in Occupational Health & Safety: An Update presented by Trisha Gain, B.A., LL.B., Associate, McLennan Ross LLP, Calgary

Team Development in Turbulent Times
presented by Charmaine Hammond and Michèle Luit, Consultants, ENFP2






Today’s Critical Issues in Occupational Health & Safety: An Update

Alberta's Occupational Health and Safety Act is an important piece of legislation that affects all those in the workforce. The Alberta Occupational Health and Safety Code has recently been updated to keep workplace health and safety rules current and relevant. Alberta employers have until July 1, 2009 to comply with the updates.

In this session, we will look at the amendments to the Code as well as discuss recent developments and trends in respect to health and safety in Alberta. We will look at a number of critical areas including ever-increasing fines, multiple employer work sites and contractor and subcontractor liability, to name a few. As legislation becomes increasingly stringent on individuals or corporations designated as the Prime Contractors, those Prime Contractors realize their due diligence is, in many ways, connected to the performance of their subcontractors.

We will also discuss recent cases of interest to all employers in Alberta. This workshop will also highlight the practical implications for organizations and managers, in order to help you understand the standards and avoid criminal charges in the event of an incident.

Click here for information on Trisha Gain




Team Development in Turbulent Times

The current global economic and employment situation have posed some interesting challenges for businesses today. Some may view the current economic downturn with fear and uncertainty; however, employers looking towards the long term, recognize this as an opportunity for learning, team development and a time to build internal capacity. This outlook readies teams for what inevitably comes next.

The current situation is an opportunity for teams to re-organize, re-energize and re-define themselves. It’s also time for teams to take a deep breath! So often, we work with teams that are so fatigued by the rules of the game and the lack of personal control, that they welcome time out on the bench! Let’s work together to get you back in the game through taking stock of your team’s talents, providing learning and development and re-connecting policies and process. This is important work and we hope our workshop will provide more information to move teams from a survival level to a thriving level. This is essential for teams that want to be ready for what comes next. This workshop will provide concrete ideas and insights to help teams weather times of turbulence and change while recognizing what is required to survive and thrive, reach results, and move beyond fear to success!

Charmaine Hammond and Michele Luit have a combined 45 years experience developing teams, facilitating team tune ups and guiding teams through the boom, the bust and what’s in between.

Click here for information on Charmaine Hammond

Click here for information on Michele Luit


Calgary Half Day Workshop May 5, 2009

Topic:
Today’s Critical Issues in Employment Law presented by William J. Armstrong, Q.C., Laird Armstrong

Workplace Investigations: An Update on Today’s Best Practices
presented by David Elzinga, CA-IFA, CFE, National Leader, Grant Thornton Forensic & Investigative Accounting Services




Today’s Critical Issues in Employment Law

This session will explore today’s hot issues in Employment Law. Our well-known legal expert will provide updates in several areas including: employment contracts- the do’s and don’ts, contractor or employee, last chance agreements and developments in drug testing.

We will also review the recent Supreme Court of Canada Hydro Quebec case with regards to the duty to accommodate. Participants will discover the latest trends, cases and strategies to avoid needless litigation.

Click here for information on William Armstrong




Workplace Investigations: An Update on Today’s Best Practices

Most organizations have codes of conduct and various policies for employees to follow. Many of these organizations also have stated consequences should employees breach these policies. However, in most cases the breaches are not clear and/or are only allegations or suspicions and most organizations do not have stated processes for conducting the necessary internal investigations. Internal investigations may result from fraud, theft, harassment, conflict of interest, breach of IT policies, or allegations of workplace violence.

This session will review the best practices for undertaking an internal investigation including conducting an appropriate fact finding meeting with an accused employee. We will provide a model protocol to ensure that the investigation is properly conducted and will also address avoiding defamation actions as a result of the inquiry.

There will be discussion about the burden of proof required in assessing whether a workplace offence has been committed and the considerations that should be taken into account in assessing discipline. The session will also cover considerations in dealing with the police if the inquiry relates to a criminal offence. We will focus on addressing issues of fraud, theft and conflict of interest.

This presentation will provide HR and Administration Managers the necessary information in order to review or develop your present strategy, plans and procedures as well as understand potential problem areas in order to avoid needless litigation in the courts.

Click here for information on David Elzinga


Calgary Half Day Workshop Oct 23, 2008

Topic:
Cross-Border Hiring Part 2 - Navigating Through the Jungle presented by Michael Greene, B.A., LL.B., Partner, Sherritt Greene Barristers & Solicitors

Workforce Management in Turbulent Times- Leading Successful Change (Panel)
presented by Ed Davies, Vice President- Western Canada, DBM , David Towers, CA, CIRP, Principal Specialist Advisory Services, Grant Thornton LLP and Barbara B. Johnston, B.A., LL.B., Partner & Head of Labour & Employment Group, Stikeman Elliott LLP, Calgary






Cross-Border Hiring Part 2 - Navigating Through the Jungle

This session will take you deep into the jungle of cross-border hiring and show you how to get out safely. Options and processes are changing rapidly as governments and employers struggle to meet current labour market challenges. Allegations of abuse have resulted in increased enforcement to maintain program integrity. Session highlights include: selecting the best approach for temporary skilled and unskilled workers, options for supporting transitions to permanent residence, avoiding common pitfalls in recruiting, hiring and employing foreign workers.

You’ll obtain the latest information on the various options for obtaining work permits and tips for preparing successful applications. Other points to be discussed are: avoiding processing delays, strategic planning to obtain favourable results, considerations in choosing source countries for foreign workers, critical issues affecting foreign workers, maintaining status of employees in Canada and ensuring employer compliance in the face of increased enforcement by federal and provincial bodies.

Click here for information on Michael Greene




Workforce Management in Turbulent Times- Leading Successful Change

Most organizations have experienced major changes in the past to include mergers, acquisitions, corporate restructuring, bankruptcy and closure. All scenarios have consequences. How do you lead or manage a successful transition? Our panel of management, legal and financial experts will help you recognize obstacles, provide the tools and strategies to address them, develop a plan and learn about the critical issues to successfully manage the change. This informative session will conclude with an Ask the Expert segment with the audience.


No news travels faster through an organization than that of downsizing or mergers and most mistakes and setbacks during a major change stem from communication and people planning issues.

Ed Davies will provide insight on the five common and unnecessary mistakes that destroy employee trust, timing of how and when changes should be announced as well as what to do and say during that uncertainty stage before decisions are made. Participants will acquire information on no spin communications that build trust, key talent utilization, retention and productivity and tips on merging cultures.

David Towers will talk about risk management, corporate restructuring, receivership and bankruptcy. Participants will gain an understanding of the early warning signs of commercial financial distress. We will also include an update on the new Wage Earner Protection Program (WEPP).


Barbara Johnston will provide the legal perspective on employment issues that arise during turbulent times including employment tips and traps for employers contemplating mergers, acquisitions and corporate restructuring. Some of the areas that will be examined include retention, notice requirements, severance issues and how to avoid claims for constructive dismissal.

Click here for information on Ed Davies

Click here for information on David Towers

Click here for information on Barbara Johnston


Calgary Half Day Workshop April 8, 2008

Topic:
Today’s Critical Issues in Employment Law presented by Russell D. Albert, B.Comm, LL.B., Partner, Laird Armstrong, Calgary

Background Checks- Do you really know who your employees are? presented by Justin Thoman, CA, Senior Manager, Forensic Accounting & Investigative Services, Grant Thornton LLP, Edmonton




Today’s Critical Issues in Employment Law

Alberta’s employers are faced with serious issues in the extremely difficult economic and legal climate today. This session will explore some of the hot topics in employment law.

Recruitment and retention of good employees are ongoing concerns. Obtain the latest information on retention agreements in this hot economy. Learn about what should be included, practical tips and strategies you can implement immediately to avoid needless litigation.

Other highlights of this session include: drug and substance abuse testing, class actions in the employment context, severance issues, Wallace “Bad Faith” damages and Human Rights updates, to name a few. Find out about current legal trends and up to date information on recent cases and settlements so you can prepare your organization’s processes to meet the challenges of today’s environment.

Click here for information on Russell Albert




Background Checks- Do you really know who your employees are?

In today’s market, many employers don’t feel they have the luxury to do full or proper background checks on potential employees. The market is vulnerable and employers are competing to hire in the shortest time possible so quite often checks don’t get done at all. Professional investigators constantly deal with employees who have lied on their application material and end up under investigation for issues such as fraud or conflict of interest. Lies on resumes may include everything from qualifications, education, past employment history and even real names.

This session will explore the extent of the problem and some of the pitfalls and liability in failing to do proper background checks. Participants will be given some tools to set up procedures which meet the needs of the organization to properly check new employees and the duty to protect the personal information of the applicant. Participants will obtain a matrix which can be used by employers to ensure that the right checks are in place for the right position within an organization. Avoid unnecessary expenses and the “cookie cutter” approach. Improve your internal processes and make the right hiring decision from the start!

Click here for information on Justin Thoman


Calgary Half Day Workshop October 23, 2007

Topic:
High Risk Terminations- Take the Fear Out of Firing presented by David L. Ray, B.A., LL.B., CFE, Senior Practice Leader, Security & Investigations, Grant Thornton LLP, Calgary

Cross-Border Hiring- Getting Through the Maze presented by Michael Greene, B.A., LL.B., Partner, Sherritt Greene Barristers & Solicitors, Calgary




High Risk Terminations- Take the Fear Out of Firing

Ever increasing levels of workplace violence cause concern when we consider terminating employees who are threatening or may be considered dangerous. Bullies and employees who utter veiled or direct threats are often treated with caution when their behaviour would normally get them terminated.

This session will provide tools to assess the risk of physical harm to staff when terminating an employee that may be prone to violence. Participants will be given a template to profile the person being terminated so that the organization can make a considered risk analysis and decide whether there may be repercussions from the termination.

Discover various measures to consider to reduce risk prior to termination, measures to consider in completing the termination and countermeasures to put in place following termination. No risk can be completely eliminated but you will acquire a step by step means of ensuring that the organization undertakes appropriate due diligence to ensure that the risks to the organization and staff are properly managed.

Click here for information on David Ray




Cross-Border Hiring- Getting Through the Maze

This session will explore the in’s and out’s of cross-border hiring. Highlights include selecting the right approach for temporary skilled and unskilled workers, professionals, executives and key employees, managerial and specialized positions, intra-company transfers and permanent employees.

You’ll obtain the latest information on the “GATS” work permit and drafting applications with the proper documentation. Other points to be discussed are: understanding the difference between a business visitor and a worker, current processing times and delays, critical issues affecting workers from embargoed countries, maintaining status of employees in Canada or abroad and why compliance is so important.

Click here for information on Michael Greene


Calgary Half Day Workshop March 28, 2007

Topic:
Get a Handle on Harassment Investigations - Tips, Trips & Traps presented by David L. Ray, BA, LLB, CFE, Senior Practice Leader, Security & Investigations, Grant Thornton LLP, Calgary.

Today’s Critical Issues in Employment Law presented by Gregory D.M Stirling, B.A., LL.B., Partner, Parlee McLaws LLP, Calgary.




Get a Handle on Harassment Investigations - Tips, Trips & Traps
This harassment update will walk you through an actual workplace harassment investigation from allegation to discipline. Participants will be provided with a model for internal investigations which protects the rights of the employer, the employee and witnesses. Emphasis will be placed on resolving harassment complaints and conducting the investigation in a manner that will cause the least amount of disruption to the workplace.

There will be a discussion on the legal principles of harassment, the difference between workplace and legislative harassment and the duty of the employer to accommodate in cases of discrimination.

Participants will also be provided with options to plan the investigation, conduct interviews and report on findings. They will be provided with a sample outline for a harassment report and considerations in arriving at conclusions. There will also be a discussion of report recommendations available to the harassment investigator.

Click here for information on David Ray




Today’s Critical Issues in Employment Law
Topics to be featured in this vital Employment Law update include:

Employee Misconduct & Dismissal:

The Supreme Court of Canada in the Wallace decision extended the notice period to which an employee is entitled because of the ill treatment of Wallace at the time of his dismissal. What type of misconduct on the part of the employer will attract Wallace damages? What steps should the employer take to ensure that the employee is properly treated at the time of dismissal so that Wallace damages claims might be avoided?

Dealing with the Disabled Employee

Human Rights legislation in Alberta prohibits discrimination on the basis of disability. Employers have a duty to accommodate disabled employees to the point of undue hardship. In what circumstances can a disabled employee be terminated? What is the extent of the employer’s duty to accommodate? Is there a point where the employer can assert that the employment agreement has been frustrated?

Drug and Alcohol Testing in the Workplace

Is pre-employment drug testing permissible? In what circumstances can the employer require that an employee submit to random drug or alcohol testing? If there is evidence of drug or alcohol use, what are the rights and obligations of the employer? What is the extent of the duty to accommodate, and in what circumstances can the employee be dismissed?

Click here for information on Greg Stirling


Calgary Half Day Workshop November 7, 2006

Topic:

“Financial Fiends”: Effectively Dealing with Fraud in the Workplace

Alberta Human Rights- Today’s Critical Issues

Speaker:

David L. Ray, BA, LLB, CFE, Senior Practice Leader, Security & Investigations, Grant Thornton LLP, Calgary

Marlene G. Stones, Q.C., Founding Partner, Stones Fontaine Carbert, Barristers, Calgary




“Financial Fiends”: Effectively Dealing with Fraud in the Workplace

Public awareness of corporate wrong-doing and fraud has never been higher. How do you minimize the risk that fraud is occurring in your organization? What do you do when faced with the prospect that it has occurred? What are the responsibilities and obligations of an employer and how are they balanced with the rights of an employee who has been accused of and/or investigated for fraud or other wrong-doing?

This informative session will provide HR and administrative professionals with insight into the occurrence of fraud, strategies for its prevention and detection, and how to appropriately react to suspicions of fraud. Participants will understand how fraud could be occurring in their organization, recognize the indicators, develop strategies to prevent and detect it, and considerations when reacting to fraud.

Topics Covered:
• Fraud: what is it, who does it and why • Environments favorable to fraud • Indicators or “red flags” of fraud • Deterrents to fraud • Reacting to allegations of fraud in your organization • Balancing the rights of employers and employees

“Financial Fiends”: Effectively Dealing with Fraud in the Workplace

David Ray is Senior Practice Leader Security and Investigations with Grant Thornton LLP. David spent ten years as Manager of Corporate Security for Shell Canada Limited. Prior to his work with Shell he held the position of Director, Corporate Security with MacMillan Bloedel Ltd in Vancouver. While with MacMillan Bloedel, he also held the position of Corporate Solicitor. Prior to his work in the private sector, he spent fourteen years with the Royal Canadian Mounted Police in various duties including the Commercial Crime Section. His work with the police included extensive international investigations including work in the Far East.

He holds a Bachelor of Arts from York University in Toronto and a Bachelor of Law from Osgoode Hall Law School. He instructs with the University of Calgary in the areas of Security Administration, Security Law, Harassment Investigations, Workplace Violence, Fraud and Crisis Management. He also instructs in Security Law with the University of Alberta. He is a past President and a Life Member of the Canadian Society for Industrial Security and is a member of ASIS International and the Canadian Association of Chiefs of Police. Dave has been a featured presenter on Workplace Fraud to numerous organizations in both the public and private sectors.


Alberta Human Rights- Today’s Critical Issues

This Human Rights update will begin with an overview of the Alberta Human Rights, Citizenship and Multiculturalism Act and will cover mediation of human rights complaints and settlement.

We will explore recent complaints and cases made to the Commission about the workplace including: gender harassment, mental or physical disability, drug and alcohol testing, marital and family status, mandatory retirement or age discrimination complaints. We will also include the issue of managing and accommodating the disabled worker. When discrimination is found, what is the role of the employer with respect to accommodation? What limits are there with respect to the employer's duty to accommodate? What constitutes undue hardship today? What is the role of the employee with respect to accommodation?

We will also review the most recent Human Rights decisions on disability and Alberta decisions on concurrent jurisdictions, that is, suing in court as well as pursuing a Human Rights complaint.

Alberta Human Rights- Today’s Critical Issues

Marlene Stones, Q.C. is a Founding Partner of the law firm Stones Fontaine Carbert, Barristers, in Calgary. She graduated from Dalhousie Law School in 1981 and was admitted to the Alberta Bar in 1982, following which she spent a number of years as a litigation partner at MacKimmie Matthews. In 1996, Marlene was the recipient of the Suzanne Mah Award from Alberta Human Rights and Citizenship Commission in recognition of exemplary human rights, principles and ideals in the practice of law and in service to Albertans. In 2002, she was appointed Queen’s Counsel for the Province of Alberta.

Marlene has extensive experience in representing both employees and employers in the areas of employment law and human rights. In 2006, Lexpert has listed her as one of the “repeatedly recommended” leading employment practitioners in Calgary. She is the past Chair of the Labour and Employment Subsection (Southern Alberta) of the Canadian Bar Association. She has presented at seminars and conferences on employment related and human rights issues in the workplace.




Calgary Half Day Workshop March 28, 2006

Topic:

Hot Updates in Employment Standards

Sustaining Key Employees in the War for Talent-Performance & Assessment

Speaker:
Randy Sorensen, Education Program Coordinator, Employment Standards, Government of Alberta

Joy Humphrey, Managing Partner, Excel Group Development Alberta



Hot Updates in Employment Standards
The Employment Standards Code was last reviewed in 1988. Since then, technological advances, globalization, increased competition, and changes to family and workforce demographics have altered Alberta’s workplaces. At present, there is a review of Alberta’s Employment Standards Code and Regulation.


This session will highlight the most important areas involved in the current review including: hours of work, hours of rest, overtime and overtime pay, general holidays and the new compassionate leave, to name a few.


Managers of all organizations should attend this informative session to discover the most recent developments as well as learn how to comply and avoid needless litigation costs.

Hot Updates in Employment Standards

Randy Sorensen is a recipient of the Premier’s Award of Excellence (1999) for work completed on the development of an Employment Standards telephone counselling unit. Randy has been with the provincial government for 16 years. He is a former Regional Manager for Grande Prairie and has served in different capacities within the department over the years. Randy is currently the Education Program Coordinator for Alberta Human Resources and Employment for Southern Alberta. In this role, Randy is responsible for the implementation and delivery of education programs for Employment Standards and Workplace Effectiveness. A dynamic speaker, Randy manages to make Employment Standards law sound truly interesting as well as informative and clear to understand.


Randy has spoken to IPM Associations audiences in the past with enormous success and has been requested to present new updates pertaining to the current review in Alberta.

Sustaining Key Employees in the War for Talent-Performance & Assessment
Why do attempts to clearly identify superior performance miss the mark?

Possible reasons: People are complex and bring more variables to the job than can be measured, identifying top performers is often a personality contest, mastery of skills not needed for superior job performance might be included as requirements by biased people, and jobs today are more complex than in the past – more intangible – and lend themselves to less tangible evidence of performance. If the job could talk, it would clearly identify its performance issues: Knowledge, Hard skills, Behavior, Rewards/Culture, Personal skills. The job cannot talk; people do, so we need a system to reduce the biased opinions on performance criteria.

One system enables you to benchmark jobs and assess the talents they require for superior performance by answering the following questions: What attributes are required for superior performance on this job? What are the internal motivators that the job rewards? What behaviors are necessary for success on this particular job?

Businesses today need a complete system that will take them from recruiting and selection to retention and development of talent. Three factors include: benchmarking the job, assessing personal talent and comparing the talent to the job.

Commitment and accountability are key. When the job requirements are identified, people can be compared against the standard. When the gaps are identified they can be coached for commitment to improve in very specific areas. When they have committed to improving, holding them accountable is easy. In this session, you will acquire valuable information and tools that will help you win the war for talent and retain your top performers.

Sustaining Key Employees in the War for Talent-Performance & Assessment

Joy Humphrey is a Certified Professional Behavioural Analyst (CPBA) and a Certified Professional Values Analyst (CPVA) with over 25 years’ experience in providing learning and performance solutions. She’s a master certified instructor for RealTime Coaching® and has coached leaders at all levels in a variety of organizations. In addition to demonstrated expertise in identifying needs and designing and delivering development solutions, Joy has addressed many audiences in the areas of leadership training, customer service, interpersonal communications, teambuilding, performance management, time management and career transition for professionals. She has consulted for and worked with numerous organizations in both the private and public sectors. She has presented keynote addresses at dinner meetings of the Human Resource Management Association of Edmonton as well as IPM Associations' Conferences, returning by popular demand.
As the western region executive partner with Excel Group Development, Joy is known for assisting clients in achieving results through the development of their human capital. She’s a past vice chair of the Board of Directors for the Villa (Aventa) and on the Board of Directors of the International Coach Federation, Calgary Chapter and an active member of the Training and Education Committee, Calgary Chamber of Commerce.




Calgary Half Day Workshop October 26, 2005

Topic:
Employment Law Update: Today's Hot Issues

Speaker:
Tina Giesbrecht, LL.B., Associate, McCarthy Tetrault LLP, Calgary
James P. Flanagan, LL. B., Partner, McCarthy Tetrault LLP, Calgary



Employment Law Update: Today's Hot Issues
This half day session will feature two of Calgary's leading Employment and Labour Law specialists (back by popular demand) for an employment law update. This workshop will cover the latest developments in the following key areas:


Misuse of Technology

Internet and e-mail abuse can be extremely costly to employers in terms of lost productivity. The question facing employers is how to take advantage of existing technology while protecting themselves from abuse and potential liability. As companies provide employees with portable devices such as a BlackBerry, palm pilots and notebooks increase, employers struggle with how to handle Internet abuse. Many employers have sought to introduce measure to monitor use, some of these have led to problems between employer property and employee privacy rights. With the Personal Information Protection and Electronic Documents Acts (PIPEDA), the federal government's privacy legislation, there are now extensive protections for employees but what about the employer?


Drug Testing

Drug testing is in a large part being driven by the oil and gas firms that are pouring billions of dollars into massive oil sands projects. To protect their investments, employers are becoming more vigilant about drug testing and have imposed some fairly high standards. Pre-employment testing, random testing and what is reasonable cause for testing are all issues that are being pushed. There's pressure on the provincial government to legislate what is permissible and what is not.


Getting Employees in and out of Canada for business

Getting a foreign worker into Canada can be a bit like wandering through a bureaucratic minefield. The immigration and Refugee Protect Act and its regulations have been in effect since Jun 28, 2002, and provide more flexibility to hire foreign works than previous immigration legislation. But employers should plan carefully to avoid the pitfalls that plague the system, including understanding who can work in Canada and for how long, delays in visa processing posts overseas and compliance with Human Resources Skills Development Canada's (HRS-DC) requirements.

What about the other side? Canadian workers who have to travel outside Canada for work reasons - the challenges there and what the employer can do to expediate the process.


Recent Developments in the areas of Wrongful Dismissal, Labour Relations, Privacy legislation and Human Rights


Employment Law Update: Today's Hot Issues

Tina Giesbrecht received her BA in 1990 and her LLB in 1993 from the University of Manitoba. Tina was called to the Manitoba bar in 1994 and to the Alberta bar in 2001.

She advises a wide spectrum of both federally and provincially regulated clients on labour and employment matters including collective bargaining, grievance arbitration, human rights complaints, labour board hearings, strikes, employment related immigration matters, employment contracts, personnel policies, fiduciary obligations, non-competition and non-solicitation agreements. She also focuses on issues of discipline and termination of employment including negotiating settlement agreements and defending wrongful dismissal actions.

Tina is a member of the Law Society of Alberta, the Alberta Bar Association, Labour and Employment, Immigration and the FOIPP Subsections of the Canadian Bar Association, the Law Society of Manitoba, the Manitoba Bar Association, the Canadian Association of Counsel to Employers and the Human Resource Association of Calgary Legislation and Communications Committee.

James Flanagan is a partner in both the Labour and Employment and Litigation Practice Groups in the Calgary office. He has over fifteen years’ experience as a barrister and solicitor, having practised law in British Columbia, Alberta and Saskatchewan.

Jamie advises employers and management on a variety of employment related issues, including drafting and enforcing employment contracts, non competition, non solicitation and confidentiality agreements, fiduciary obligations, employment standards, human rights, short and long term disability claims, director’s liability, wrongful dismissal, as well as labour and employment issues that arise in commercial transactions.

Jamie obtained his Bachelor of Arts degree at McGill University in 1986 and his Bachelor of Laws degree at University of British Columbia in 1989. He was called to the BC Bar in 1990, Saskatchewan Bar in 1995 and the Alberta Bar in 1998.

His professional memberships include Civil Litigation, Labour and Employment Law, Foreclosure, Construction and Insurance Law Subsections of the Canadian Bar Association
as well as the Calgary Bar Association. Jamie has written many papers and made presentations to numerous associations and organizations in the area of Employment and Labour Law.




Calgary Half Day Workshop May 12, 2005

Topic:
Managing Disability Claims Proactively While Avoiding Legal Pitfalls

Occupational Health and Safety Update: Are you doing everything you can to protect your workers and your managers?

Speaker:
Tina Giesbrecht, LL.B., Associate, McCarthy Tetrault LLP, Calgary

Brian D. Portas, LL.B., Associate, Borden Ladner Gervais LLP, Calgary



Managing Disability Claims Proactively
This session will include the latest developments in Occupational Health and Safety in Alberta. We will review the recent legislative changes, including the OHS Code and Criminal Code as well as the impacts of the new privacy laws. We will talk about what medical information the employer is entitled to receive and tips for managing medical information and protecting employee privacy. There will also be a review of some of the important recent Alberta OHS cases. This workshop will also highlight the practical implications for organizations and managers, in order to help you understand the standards, avoid criminal negligence charges and proactively manage disability claims.

Managing Disability Claims Proactively

Tina Giesbrecht received her BA in 1990 and her LLB in 1993 from the University of Manitoba. Tina was called to the Manitoba bar in 1994 and to the Alberta bar in 2001.

She advises a wide spectrum of both federally and provincially regulated clients on labour and employment matters including collective bargaining, grievance arbitration, human rights complaints, labour board hearings, strikes, employment related immigration matters, employment contracts, personnel policies, fiduciary obligations, non-competition and non-solicitation agreements. She also focuses on issues of discipline and termination of employment including negotiating settlement agreements and defending wrongful dismissal actions.

Tina is a member of the Law Society of Alberta, the Alberta Bar Association, Labour and Employment, Immigration and the FOIPP Subsections of the Canadian Bar Association, the Law Society of Manitoba, the Manitoba Bar Association, the Canadian Association of Counsel to Employers and the Human Resource Association of Calgary Legislation and Communications Committee.

Occupational Health and Safety Update
This informative session will review:
• the recent changes to the Alberta Occupational Health and Safety Act and the new Code;
• the recent changes to the Criminal Code regarding liability for Corporations and corporate officers; and
• key decisions regarding fines against corporations for breaches of occupational health and safety obligations


Recent changes to both the Criminal Code of Canada, and the Alberta Occupational Health and Safety Act and Code have introduced tougher measures against companies and their employees that do not take their obligations to keep their workers safe seriously. This session will review the recent changes to occupational health and safety legislation, how those changes affect your company and your company’s obligations for worker safety. Included in this session will be a review of key court cases in which significant fines have been levied against corporations for breaches of their occupational health and safety duties.

Occupational Health and Safety Update

Brian Portas is an associate in the Calgary office of Borden Ladner Gervais LLP. Mr. Portas received his Bachelor of Commerce, Cooperative Program, with distinction in 1997 from the University of Alberta and his Bachelor of Laws in 2000 from the University of Calgary. He articled with Borden Ladner Gervais LLP and was called to the Alberta Bar in 2001.

As a member of the Labour and Employment Law Practice Group at the firm, Brian has assisted both employers and employees with the negotiation of severance packages, wrongful dismissal lawsuits, Employment Standards Code complaints, Workers’ Compensation issues, Occupational Health and Safety matters, Alberta Labour Relations Code issues and other employment and labour related matters. Brian has presented seminars on employment law topics such as recruitment, hiring, employment contracts, termination, employment records, e-mail and internet usage policies, disability, accommodation and privacy issues. Brian is a member of the Canadian Bar Association Employment and Labour Law Section




Calgary Half Day Workshop May 31, 2004

Topic:
A New Frontier in Crime – Identify Theft

Employment Law: Today's Hottest Issues

Speaker:
Constable Kathy Macdonald, Crime Prevention Unit, Calgary Police Service

Tina Giesbrecht, LL.B., Associate, McCarthy Tetrault LLP, Calgary



A New Frontier in Crime – Identify Theft
Identity theft in the workplace is becoming increasingly common in Canada. Identity theft can happen when key personal information is used fraudulently.

Constable Kathy Macdonald of the Crime Prevention Unit says identity theft is not limited to any particular age group or demographic.

Theft of personal information can happen very easily, and in ways not suspected. An email spoof, an unsecured Web site or even an innocent looking survey may be sources of information for opportunitists and organized criminals.

Highlights of this presentation include: skimming devices and theft of financial information, dumpster diving as a source of information, spoof sites, a booming business on the internet, scams and cons on the internet, social engineering –old crime new name, hard drive disposal, war dialing, impact of wireless technology, plus more. Cst. Macdonald also presents ideas on reducing and managing the risk of identity theft.

This dynamic presentation is based on awareness and the importance of prevention as a means to curb this growing crime.

Constable Kathy Macdonald is a specialist in emerging technological crime. As a 16-year member of the Calgary Police Service she is an expert in Crime Prevention Through Environmental Design and a featured presenter for the Crime Prevention Unit.

Kathy holds her Senior Police Management Certificate and a General Management Certificate from the University of Calgary. She is a member of American Society for Industrial Security (ASIS) and was a featured presenter on the topic of cyber crime at the Intersec 2004 Security Conference in London, England, and the ASIS 2003 Annual Convention in New Orleans. She is a member of the Society for Policing Cyberspace (POLCYB) and the High Tech Crimes Investigators Assoc. She instructs on the subject of E-Security for Security Professionals at the University of Calgary.

Employment Law: Today's Hottest Issues
This presentation will explore the latest developments in employment law. You will acquire the most current information pertaining to Wrongful Dismissal-recent Alberta decisions, what are the trends? This will include some highlights of recent significant cases across Canada. We will also discuss Non-Competition and Non-Solicitation agreements. Do they work? When will the Courts enforce them?
In today's economy, many organizations are going through Mergers and Acquisitions. What are the obligations of the vendor and purchaser? What are the statutory and common law issues? Another highlight of this presentation will be Statutory Changes across Canada. What is happening in other provinces which could impact your business?
Every manager in any organization will stand to benefit from this most informative session!

Tina Giesbrecht received her BA in 1990 and her LLB in 1993 from the University of Manitoba. Ms. Giesbrecht was called to the Manitoba bar in 1994 and to the Alberta bar in 2001.

She advises a wide spectrum of both federally and provincially regulated clients on labour and employment matters including collective bargaining, grievance arbitration, human rights complaints, labour board hearings, strikes, employment related immigration matters, employment contracts, personnel policies, fiduciary obligations, non-competition and non-solicitation agreements. She also focuses on issues of discipline and termination of employment including negotiating settlement agreements and defending wrongful dismissal actions.

Ms. Giesbrecht is a member of the Law Society of Alberta, the Alberta Bar Association, Labour and Employment, Immigration and the FOIPP Subsections of the Canadian Bar Association, the Law Society of Manitoba, the Manitoba Bar Association, the Canadian Association of Counsel to Employers and the Human Resource Association of Calgary Legislation and Communications Committee.




Calgary Full Day Conference May 31, 2004

Topic: Elvis, Bell-Bottoms, and DVDs: Your Guides to Attracting & Retaining Talent

Hot Updates in Employment Law

Employment Standards- What’s new? What’s changed? What trends are developing?

Emotions 101- Emotional Intelligence (EQ) Update

Speaker: Ross Gilker, Vice-President and General Manager, Toombs KWA

Frank Molnar, LL.B., Partner, Field LLP, Calgary

Randy Sorensen, Education Program Coordinator, Alberta Human Resources and Employment for Southern Alberta

Ivan Zendel Ph.D., President, Paradigm Solutions



Elvis, Bell-Bottoms, and DVDs: Your Guides to Attracting & Retaining Talent
Generational differences in the workforce play a vital role in managing today’s workplace. How do you recruit, motivate and retain a fully functional workforce with so many factors coming into play? This session will examine the generational differences in career needs and expectations, and offer alternative ways of leveraging those needs to recruit and retain a fully functioning workforce. For each of the groups, learn to understand how their life experiences impact their careers.

Demographics tell us that a very large percentage of the population is fast approaching the age of retirement. Many organizations can’t afford to lose this vast amount of knowledge and experience. What are some other options to retirement? How has a lifetime of history and economics in Canada impacted this group’s values, work ethic and career expectations? How can we design HR practices to encourage Pre-Retirees to stay involved? Can organizations be creative and offer new types of relationships that utilize their wealth of experience, while allowing them to maintain their desired lifestyle? What do these Pre-Retirees want and how can we develop mutually beneficial relationships?

Ross Gilker is Vice-President and General Manager of Toombs KWA in Calgary. He has extensive experience in both career consulting and business management. He has facilitated workshops and provided individual counselling in the areas of career planning, job search techniques, networking and managing career change. Ross has additional experience in assisting clients with researching and planning for self-employment. He is a certified user of the Career Architect group of instruments for individual and corporate HR planning. Ross holds a Bachelor of Education degree from the University of Alberta and has also received training in facilitating job search programs through Human Resources Development Canada. He is a Certified Human Resources Professional and is a fellow of the prestigious Association of Career Practitioners International.

Hot Updates in Employment Law
Obtain the latest information and trends in today's Employment Law. Learn about the latest developments in wrongful dismissal. Understand why the courts are penalizing employers for overworking employees and for terminating wrongfully. Why are the courts increasing the grounds that can constitute constructive dismissal? Where do many employers fall down in performance and behaviour management. How are privacy issues impacting the workplace. Can employers provide employment references? Learn also about the latest developments in human rights. Can employers still have a mandatory retirement policy? Are there any limits on the employer's duty to accommodate? What is the latest on drug and alcohol testing in Alberta. Learn about proactive strategies so your organization can avoid needless litigation.

Frank Molnar is a partner in the Calgary office of Field LLP and is Chair of the Calgary Labour and Employment Group. His primary areas of practice are labour and employment, education and immigration law. Frank provides representation and strategic advice in all labour and employment matters, including labour arbitration, Labour Relations Board, human rights, collective bargaining, executive employment issues, wrongful dismissal, employment standards, workers compensation and occupational health and safety proceedings, as well as employment related immigration issues. Frank graduated from the University of Alberta in 1981 with a Bachelor of Commerce Degree, specializing in Industrial Relations. In 1982, he received a Master of Industrial Relations Degree from the Centre for Industrial Relations at the University of Toronto and received his Bachelor of Laws Degree from the University of Toronto in 1985. Frank was admitted to the Alberta Bar in 1986 and was called to the Ontario Bar in 1988. He writes and speaks regularly on labour and employment matters and co-authored a chapter in “Remedies in Labour, Employment and Human Rights Law”, a text prepared by his firm and published by Carswell. Since 1993, Frank has been a Director of the Alberta Ballet Company and currently holds the position of Vice-President, Corporate Secretary.

Employment Standards- What’s new? What’s changed? What trends are developing?
In this session, we’ll explore the hottest issues in Employment Standards. Everyone knows about the guidelines, but where are the problems? What are the latest trends? We will address issues such as Termination of Employment, Maternity and Parental Leave, Overtime Hours and Pay, Vacation Entitlement and Pay, General Holidays and Pay, Payroll Records and Deductions from Wages. Everyone is sure to leave this session with renewed understanding of Employment Standards, understand how to comply and avoid needless litigation in court.

Randy Sorensen is a recipient of the Premier’s Award of Excellence (1999) for work completed on the development of an Employment Standards telephone counselling unit. Randy has been with the provincial government for 16 years. He is a former Regional Manager for Grande Prairie and has served in different capacities within the department over the years. Randy is currently the Education Program Coordinator for Alberta Human Resources and Employment for Southern Alberta. In this role, Randy is responsible for the implementation and delivery of education programs for Employment Standards and Workplace Effectiveness. A dynamic speaker, Randy manages to make Employment Standards law sound truly interesting as well as informative and clear to understand.

Emotions 101- Emotional Intelligence (EQ) Update
Emotional Intelligence (EQ) has been identified as a key predictor of effective leadership, creativity, and physical health. This presentation will raise your "EQ", and help you become more effective and fulfilled. Learning to use your emotions effectively will make you a better leader, a more effective manager, a more productive employee and a more fulfilled person.

How do you use emotions such as anger, frustration, sadness, anxiety and fear? Ignoring these emotions doesn't work, except in the short term. And what exactly does it mean to "control" or manage these sometimes intense, and often painful feelings?

Clearly these emotions are important. Everyone has them. We experience these painful feelings in the workplace, in our social life, and in our family and personal lives. Emotions 101 will teach you a new way to understand and use negative emotions. Learn how to be aware of negative emotions, and how you can use this awareness to understand yourself, and act with greater understanding towards others.

Dr. Ivan Zendel has worked as a psychologist with individuals, groups and organizations. He has held positions as the Coordinator of the Applied Psychology Centre at Concordia University, the Director of Research at the Constance Lethbridge Hospital in Montreal and the Director of Clinical Training at the Foothills Hospital in Calgary. In addition, he has published extensively in scientific journals and the popular press. He is a dynamic presenter at workshops, public forums and conventions and is a recognized expert in stress mastery, interpersonal relationships, and psychological and organizational assessment. He has held appointments in the Faculties of Medicine and Education at the University of Calgary. Ivan combines his skill as a people specialist with a broad knowledge and curiosity in other areas. His formal training includes a Ph.D. in Clinical Psychology from McGill University. In 1985, Ivan founded Artifin, a company that developed automated expert advisory systems. Ivan founded Paradigm Solutions in 1994 where he continues to help people and organizations create change in ways that are both productive and fulfilling.




Calgary workshop October 22, 2003

Topic: New Privacy Legislation for Alberta- What Every Organization Needs to Know

Speaker: Laurie Robson, LL.B., Partner, Borden Ladner Gervais LLP & Isha Khan, LL.B., Associate, Borden Ladner Gervais LLP, Calgary, AB

Laurie M. Robson is a partner in the Calgary office of Borden Ladner Gervais LLP. Ms. Robson articled to a Vancouver firm focusing on intellectual property and was called to the BC Bar in 1995, then called to the Alberta Bar in 1996. Her areas of practice include labour and employment, human rights, workers' compensation, employment contracts, disability and benefits, executive employment, HR policy drafting and privacy. Ms. Robson regularly presents seminars on employment and human resource issues. She is co-author of the Provincial Employment Law Chapter of the BLG employment law publication "Employment Law: Solutions for the Canadian Workplace" published by Specialty Technical Publishers.

Isha Khan was admitted to the BC Bar and the Alberta Bar in 2000 after graduating from the University of Victoria in 1999. Ms. Khan is an associate in the Calgary office of Borden Ladner Gervais LLP. She practices almost exclusively in the area of employment litigation, providing counsel to employers and employees on issues including severance packages, benefits issues, progressive discipline, termination, employment contracts and policies, corporate reorganizations and human rights. Ms. Khan is a member of the Canadian Bar Association and the Calgary Bar Association as well as the Canadian Lawyers Association for International Human Rights.

There are numerous new developments with the legislative system in Alberta regarding private sector policy. The federal Personal Information Protection and Electronic Documents Act (PIPEDA) will apply to Alberta if the province does not pass its own privacy act. The province is currently in the process of doing so.

This most informative session will outline the new legislation and how it will impact Alberta employers. You will obtain information about the 10 main principles of the Federal Act to include accountability, identification, consent, limiting collection, limiting use, security, access and challenge- how this affects the workplace and the way your organization conducts business. You will also learn about the differences between the Federal Act and the draft provincial legislation and conducting a privacy audit. What changes do you need to make to comply with the law? You will also learn about the importance of appointing a privacy officer, who do you appoint and how to create and implement privacy policies. Every organization, regardless of size, stands to benefit from this presentation.


Calgary Spring Half Day Workshop: January 29, 2003

Topic: Professionals and Managers: Breaking Through Good to Great

Speaker: Mel Blitzer, Susan Flaherty, Murray Hiebert, Diane MacDonald, PowerfuLeaders Alliance Inc., Calgary AB

Mel Blitzer specializes in organizational design and strategic alliances. For over 25 years, he has acted as a change agent, management consultant, project manager and teacher. Mel worked for a number of organizations including the University of Alberta, Petro-Canada and PricewaterhouseCoopers. He does consulting for both public and private sectors. Mel is also on the faculty of Cardean University delivering Columbia University's courses in Leading and Managing Organizations and Stanford University's Principles of Great Enduring Companies.

Susan Flaherty is a facilitator, instructional designer and organizational development practitioner. Her consulting firm, Development Matters Inc., is known for collaborative relationships and innovative strategies. Areas of focus include leadership, team development, organizational and individual performance improvement and strategic planning. Clients include CPR, TransCanada Pipelines, Bethany Care Society, Suncor Energy and Husky Energy.

Murray Hiebert is co-author of The Encyclopedia of Leadership, and author of Powerful Professionals: Getting Your Expertise Used Inside Your Organization, Murray also designs workshops including "Consulting Skills for Professionals". Clients include 3M, Hallmark Cards, Eli-Lilly, TELUS, the Government of Alberta, TransCanada PipeLines and Imperial Oil. He is a recognized expert on professional productivity.

Diane MacDonald is a contributor to The Encyclopedia of Leadership and a leadership coach, strategist and change agent. Her consulting firm, Diane MacDonald & Associates Inc., specializes in leadership development, strategic planning and cultural change. Prior to starting her firm, Diane held senior roles at TELUS including Director, Organization Development. She is a seasoned facilitator and prides herself on turning cutting edge theories into practical solutions for her clients.


Session Outline:
As a manager or administrator, you have already shown your commitment to lifelong learning and continuous improvement. How do you take yourself to an even more strategic role in your organization? How can you provide more value to the clients you serve, whether they are inside or outside your organization?

Inspired by Jim Collins' bestselling business book, "Good to Great", this learning event will provide you with fresh ways of looking at your role and the services you provide. The tools and skills you learn will also help you understand what you and your organization must do to attract and retain talented employees who want to work in a great organization.

Session One:
Standing Out From the Crowd: Strategies To Move from Good to Great

Most organizations, business units and professional groups are being asked (sometimes forced) to look at themselves strategically. This session will give you the opportunity to take a fresh perspective on your role and create a plan to help you move from providing good service to being highly valued for your great contribution.

Session Two:
How to Ask Great Questions That Set Up Great Roles

Most professionals and managers desire roles with more influence and impact, yet they often use behaviors that do not match these desires. As well, many professionals wish their clients and others were more responsive to ferreting out the real problem, not just addressing symptoms. One of the most powerful tools for dealing with these concerns is the skill of asking powerful questions. Narrow questions lead to narrow roles and fewer options. "Big picture" questions lead to big picture roles and more options. This session gives you a chance to practice powerful questioning skills in a problem-solving context.


Calgary Chapter Meeting: Feb 6, 2002

Topic: Resolving Conflicts in the Workplace - What do you do?

Speaker: Joanne Morgan, Manager, Staff Development, Scotiabank, Calgary

Joanne Morgan is Manager, Staff Development for the Scotiabank Electronic Banking Contact Centre based in Calgary. She is responsible for the delivery of skills development training to over 300 staff members. Certified to deliver programs on behalf of both the Hay Group and Forum Corporation, Joanne is an active member of the International Coaching Federation and is actively involved in community activities such as Partnering for Mentoring Abilities and $ Matters for Seniors.

Wherever there are people, there will be conflict. Unresolved conflicts in the workplace can feed absenteeism, lower productivity, stifle communication, impact customer service, erode trust among people and create a tense work environment. Each conflict is unique due to the people involved and can have serious repercussions if allowed to escalate. Each unresolved conflict increases tension between people and that tension impacts future communications and performance.

In this interactive workshop, we'll look at Conflict Styles, the roles we project when confronted with conflict situations and the techniques we can utilize for effective resolution. The model used in this session will provide you with a simple, effective 5-step process that will allow you to skillfully work through conflict situations.

Every manager in any organization will benefit from this informative session and will leave with new communication tools which can be used immediately.


Calgary Spring Half Day Workshop: May 15, 2002

Topic: Alberta Human Rights - What's New?

Speaker: Carol Daw, B.A., M.S.W., R.S.W

Carol Daw spent more than ten years at the Human Rights Commission as an investigator and mediator and was instrumental in bringing the conciliation process into the Human Rights Complaint process. Daw is a Social Worker and Family and Divorce Mediator. She is currently the Coordinator of a Multicultural Therapy Program for a non-profit agency, and has a private practice as an individual, couple and family therapist. In her spare time, she provides consultation and education services for the Alberta Human Rights Commission.

In today's workplace, Human Rights is one of the most vital issues. We are all familiar with the legislation as it applies to employment. What are the hot topics and latest developments which affect us? This session will provide an overview of Human Rights Law and Application to Albertans as well as explore the latest findings and things to watch for with respect to Discrimination and Harrassment, Duty to Accommodate, Pre-Employment and the Employment Process and Maternity, to name a few. You will gain valuable insight on how to create and maintain a respectful work environment and avoid huge needless litigation costs! Every manager in any organization, regardless of size, will benefit greatly from this most informative update.






Register three (3) participants from the same organization at the same time and a fourth participant attends FREE of charge.

Mark these dates in your calendars now for IPM's 2020 Annual Conferences

Ottawa: April 23, 2020
Calgary: May 5, 2020
Halifax: May 6, 2020
Toronto: May 6, 2020
Edmonton: May 7, 2020









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