Edmonton Full Day Conference May 2, 2013 Topic: Today’s Critical Issues in Employment Law presented by Colin Fetter, B.Comm, LL.B., Partner, Brownlee 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: • What is “Just Cause” Anyways? Why can you never terminate for just cause? We will provide clear practical guidelines for establishing the seemingly impossible standard for a just cause termination and assist you in identifying and implementing alternate strategies and practical solutions for dismissal. • Harassment & Workplace Violence: Don’t Get Caught with your Pants Down! Harassment and workplace violence complaints can be an employer’s worst nightmare. Is your organization prepared? Do you have a harassment and workplace violence policy? Review some key proactive practical strategies that should be implemented by every employer to prevent and responsibly respond to complaints of harassment or violence in the workplace. • Privacy Update New developments on privacy law as it relates to an employer’s right to view employee personal information and activity on work devices. Click here for information on Colin Fetter 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 Edmonton Half Day Workshop May 3, 2012 Topic: Generational Diversity: Legal Aspects in the Changing Face of the Workplace presented by Colin R. Fetter, B.Comm, LL.B., Partner, Brownlee LLP Why Do They Do That? Understand Behaviour, Improve Communication presented by Dan Ohler, Relationship Coach & Motivational Speaker, Thinkin’ Outside the Barn 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 Colin Fetter Why Do They Do That? Understand Behaviour, Improve Communication Profit and loss, supply and demand – these are concepts that come naturally to today’s corporate leader. What makes your people tick? That’s a trickier business. In a perfect world, you’d lead a positive, productive team that never argued or disagreed, kept secrets or advanced personal agendas. These things create confusion, distraction, productivity loss and hurt feelings. They prevent your team from reaching its full potential. But these things inevitably happen, and even the most patient among us can’t help but wonder why do they do that? This session will equip you with the tools to tackle head-on your biggest people challenges. You’ll understand that differences in behavioural styles can be a powerful tool, not a barrier to productivity. You’ll learn to motivate, resolve conflicts and find the strength that exists when you understand and celebrate the differences. Specifically, you’ll learn how these tools can help you match behavioural styles to the right job. If you’re involved in recruiting, managing or training, you will definitely benefit from this presentation. Click here for information on Dan Ohler Edmonton Half Day Workshop October 20, 2011 Topic: Lead with Intent - Engaging Leadership presented by Joanne Beaton, Vice President, National Operations Support, TELUS Customer Solutions Workplace Bullying, Fraud & Investigations: Recent Trends & Best Practices presented by David Elzinga, CA-IFA, CFE, Global Leader, Forensic Investigative Services, Grant Thornton LLP Lead with Intent - Engaging Leadership Joanne Beaton has established a legacy of building winning teams. With 25 years of leadership experience in both the for-profit and non-profit sectors, she has engaged teams of 5 to 1,500 and received international recognition for transforming cultures and achieving business results. In this interactive session, participants will discover real life examples and practical insights to help you Lead with Intent: • Learn how to be you – Authentic Leadership • Crystallize your intent – Be Present • Close the loop – Strategy and Empathy at all levels • Appreciation vs. Recognition – What’s the difference • The Five A’s of Engagement - Their A-mazing results Get inspired to become an engaging leader that makes a positive impact in the lives of others and in the workplace. Click here for information on Joanne Beaton 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 David Elzinga Edmonton Half Day Workshop May 5, 2011 Topic: Employment Policies: Don’t Leave Home Without Them! presented by Colin R. Fetter, B.Comm, LL.B., Partner, Brownlee LLP, Edmonton Social Media 101: Playtime or Business Driver? presented by Gail Matheson, PhD, Vice President, Human Resources & Business Services, Edmonton Journal Employment Policies: Don’t Leave Home Without Them! Succinctly stated, employment policies assist employers in reducing exposure to risk in human resource management. These policies form a foundation for workplace management to create systems that are 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. In many cases, the presence of and compliance with a clear comprehensive policy can be your best defence against the risk of dispute, acrimony and litigation. On the other hand, the absence of such policies will be your worst enemy. This seminar will discuss several essential policies, why you need them and what they can do for your workplace 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: What are your policy obligations with respect to the collection, storage and use of personnel information? Drugs and Alcohol: Unfortunately these issues do or will affect most workplaces at some time. A clear comprehensive policy covers everything from prescription medication to the duty to accommodate, to 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 proactive tool to control risk in this area. Click here for information on Colin Fetter Social Media 101: Playtime or Business Driver? You keep your kids from spending too much time on the computer. You monitor whom they accept as friends on Facebook. Blogging sounds like something you would do in Ireland. You are vaguely familiar with Twitter but try to look savvy when someone mentions it. But now it’s a business issue? For many employers, social media is primarily viewed as a problem – a reason to have policies about their use in the workplace. But businesses are rapidly realizing that social media is becoming a distinctive competency for marketing and branding. Over the past five years, an increasing number of people are using social media in both their personal and professional lives. While it may have started as a “playtime” trend, it is now a serious market brand and business influence. Social media is being used to increase and drive brand and business awareness, drive sales, get input into product development and build or strengthen brand loyalty. These concepts are also being extended into the HR realm. Many HR practitioners are beginning to draft their social media policies, and are generally concerned with controlling risk and liability associated with social media use. However, social media can be a powerful recruitment branding tool. Simply focusing on issues like use of social media during work and what constitutes inappropriate disclosure of business issues may limit your business from harnessing a powerful business tool. So, bring your Smartphones, laptops, and your desire to learn as we explore the basics of popular social media, the role of social media in marketing, considerations creating sustained social marketing ROI and the HR implications of social media. Click here for information on Gail Matheson Edmonton Half Day Workshop October 21, 2010 Topic: Retiring Boomers & Knowledge Transfer: Have You Been Asking The Right Questions? presented by Carmien Owen, Chief Business Architect, Collaboration Consulting Inc. Understanding the Relationship between Personality and Performance presented by Mike Moreau, Director of Client Development, Concord Consulting Corp Retiring Boomers & Knowledge Transfer: Have You Been Asking The Right Questions? As the Boomer generation prepares to retire, businesses that fail to successfully execute a knowledge transfer strategy are taking on significant risk. At the same time, many businesses have struggled with successfully delivering Knowledge Management and Business Intelligence solutions. If your business has failed to effectively solve the problems of Knowledge Management (or worse yet has not even attempted to understand its organizational knowledge), then resolving the needs of knowledge transfer between Boomers and other workers is bound for failure. Much of the pain that has been felt around Knowledge Management and Business Intelligence initiatives can invariably be attributed to efforts or projects that treated the symptom and not the cause. In other words, if knowledge requires an understanding of what needs to be learned, then surely the work that is done is central to any effort to transfer knowledge. It is proposed that for an organization to unravel the Knowledge conundrum, the right questions must be asked to determine what workers do and what information is needed to make informed business decisions. In this session, we will present the critical questions that must be asked to build a comprehensive understanding of organizational knowledge. We will consider the beliefs around what organizational knowledge appears to be, and actually is. And most importantly, we will review proven frameworks for determining the causal drivers of the Knowledge Transfer conundrum. The driving premise for this session is that any effort to manage organizational knowledge can only be successful if there is a proven and measured understanding of what is done in the business. In short, understanding what causes knowledge is paramount to being able to manage knowledge. Click here for information on Carmien Owen 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 Edmonton Half Day Workshop May 6, 2010 Topic: Disability Management: When Does It Legally End? presented by Colin R. Fetter, B.Comm, LL.B. Partner, Brownlee LLP, Edmonton Informational Interviews – Avoiding Guilt by Investigation and Other Pitfalls presented by Justin Thoman, CA, President, Thoman Forensic Accounting, Edmonton Disability Management: When Does It Legally End? Today’s legal update focuses on the end of the illness and disability management process. So you have accommodated to the point of undue hardship- now what? Employers continuously struggle with the fear of terminating an employee who has been on disability- can it really be done and how? Our legal expert will review strategies for resolution and establishing frustration of the contract or undue hardship. Participants will obtain key practical strategies and procedures, learn about timing the conclusion of employment to minimize risk and disability benefit implications. We will present defence strategies for Human Rights complaints. 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 the most difficult part of disability management. Click here for information on Colin Fetter 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 to the interview process which can be implemented in organizations of all sizes. Click here for information on Justin Thoman Edmonton Half Day Workshop October 22, 2009 Topic: Today’s Critical Issues in Occupational Health & Safety: An Update presented by Trisha Gain, B.A., LL.B., Associate, McLennan Ross LLP Managing Today’s Multigenerational Workforce: What's New? presented by Gail Matheson, Ph.D., Principal, Stratius Consulting 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 Managing Today’s Multigenerational Workforce: What's New? For the first time in history, four generations are participating in the workforce. Each generation has been shaped by different cultural events that influence their values and behaviours. And, each generation responds differently to management styles. Many managers struggle to bridge the differences in their workforce. What can you do to engage a multigenerational workforce? Even the best managers tend to become passionate about the issues of dealing with a multigenerational workforce. For the first time, we have access to market data that tells us what the values of different generations are, which should make it easier to address differences. This data can serve as a mechanism for developing targeted strategies that are more effective for recruitment and retention. The unexpected result has been myths, generalizations, and - in the worst case scenario – prejudice against members of different generations. In this session, we will explore if the differences really do matter, and what the drivers for engagement are across all generations. Participants will obtain tips and strategies and look at recent trends in managing this diverse workforce. Click here for information on Gail Matheson Edmonton Half Day Workshop May 7, 2009 Topic: Top 10 Reasons to Call Your Employment Lawyers… Before You Think You Need Them presented by Colin R. Fetter, B.Comm, LL.B. Partner, Brownlee LLP, Edmonton Workplace Investigations: An Update on Today’s Best Practices presented by David Elzinga, CA-IFA, CFE, National Leader, Grant Thornton Forensic & Investigative Accounting Services Top 10 Reasons to Call Your Employment Lawyers… Before You Think You Need Them There are many often overlooked pitfalls and underutilized proactive measures that every employer should understand and use within a proactive employee management system. This session will focus on several of these including: - Employment Agreements/Contracts and the use of fixed terms, severance clauses, and probationary periods. - When is a "contractor" really an employee? - Effective Disciplinary Systems and Last Chance Agreements. - The constantly evolving law on Drug and Alcohol Testing. We will also include an update on the surprising number of Employment Cases from the Supreme Court of Canada this year. Click here for information on Colin Fetter 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