Ottawa Full Day Conference April 18, 2013 Topic: Mental Health in the Workplace- The Legal Perspective presented by Dan Palayew, B.A., LL.B., Partner, Heenan Blaikie LLP Mental Health in the Workplace- Increase Awareness & Maintain Productivity presented by Renée Ouimet, Director of Capacity Building & Education Division, Canadian Mental Health Association Become a Trusted Advisor- What You Need to Know presented by David Newby, COO, Promomedia Turbo Charged Persuasion Skills presented by Michael Shaughnessy, Professional Speaker, Trainer and Executive Coach Click here for a printable PDF. Mental Health in the Workplace- The Legal Perspective One in five individuals will experience a mental illness directly. The workplace is particularly affected, as a recent Conference Board of Canada report found that 44% of the employees surveyed had personally experienced a mental health issue. Most organizations have seen a significant rise in stress claims and in fact mental health issues are the most common reason for disability claims across Canada. At the same time, the law has rapidly evolved to attempt catch up to this reality so that the legal landscape for employers is ever changing. Gain valuable insights on how workplace stress can be mitigated and how employers can accommodate people living with the most common mental illnesses. Review the provisions that should be made in attendance management policies for employees with mental illnesses and at what point accommodating someone with a mental illness creates undue hardship for an employer or a union. In this session, you will learn the important legal obligations that arise under human rights, health and safety and workers compensation legislation. You’ll obtain practical tips on how to manage these challenging issues within your organization. Dan Palayew has a particular understanding and appreciation for the complexities of mental health issues, having had the privilege of acting as labour counsel for two branches of the Canadian Mental Health Association for over a decade. Click here for information on Dan Palayew Mental Health in the Workplace- Increase Awareness & Maintain Productivity Mental illnesses affect a significant number of working Canadians. Yet mental illness remains more stigmatized and less understood than physical illnesses and disabilities. Those of us who do not have a mental health problem ourselves will have a friend, colleague or family member who is dealing with a mental health issue. Workplaces are heavily impacted by mental health issues according to the 2011 report, “Building Mentally Healthy Workplaces: Perspectives of Canadian Workers and Front-Line Managers”. 44% of the employees surveyed reported they were either currently (12%) or had previously (32%) personally experienced a mental health issue. This session will increase awareness of the issues and help everyone in the organization, regardless of position, see the value of their contribution to building a supportive environment. Information is presented from a co-worker perspective, shedding light on often hidden issues that contribute to conflict and lack of understanding when an employee is struggling. Participants will have contact with employees who live with a mental illness through video of real people sharing their experiences. As managers, how you set the stage in the workplace matters to employees’ physical and mental health. Poor mental health costs employers. You will see what a psychologically healthy and safe workplace looks like and obtain information on how to develop or expand on your own action plans in dealing with mental health issues. Click here for information on Renée Ouimet Become a Trusted Advisor- What You Need to Know How do organizations today establish a “Trusted Advisor” culture? What does it take to become a “trusted advisor”? Even for those who seek a potential promotion or a future position in the executive suite, you must first achieve the status of “Trusted Advisor”. This session will review why it’s so important and how to get there. The global recession, which took hold in 2008, led many organizations to realize the importance of relationships in sustainable business success. In one example in 2008, a global financial institution recorded a loss in “goodwill and intangible assets” which reduced the value of the company by a staggering US$2.4 billion in just 12 months. As a result, many organizations realized that they need employees who are prepared and able to become “Trusted Advisors” to colleagues, clients and other stakeholders. Session highlights include: • The challenge for employers in establishing a “Trusted Advisor” culture • The particular challenge for employees who are used to being valued primarily for their subject-matter expertise • The elusive “mindset” that is needed to succeed in this new business landscape • The new skills employees will need to quickly learn Click here for information on David Newby Turbo Charged Persuasion Skills In today’s fast paced world, public perception can take place in mere seconds. Successful communication is no longer just a matter of using carefully rehearsed words or body language techniques, but rather by the charismatic presence we possess. People with influence often possess the ability to project themselves onto the correct “frequencies” of others. Studies have shown that whether by coincidence or through conscious effort, we are all influenced by the “Law of Attraction”. During this dynamic and interactive session, you will discover ground-breaking techniques designed to “Attract, Inspire and Persuade”. You’ll learn how to instantly detect and project honesty, how to create trust and admiration and how to levy criticism without damaging your ability to persuade. You will be introduced to 10 skills, attitudes and techniques specifically designed to “turbo charge” your own persuasion skills while inspiring others to accomplish what needs to be done. Click here for information on Michael Shaughnessy Ottawa Full Day Conference November 6, 2012 Topic: Going, Going, Gone: The Latest on Constructive Dismissal, Termination for Cause and Post-employment Restrictions presented by Melanie Polowin, LL.B., Partner, Gowlings Social Recruitment: Use LinkedIn to Support Your Big Picture Talent Attraction Strategy presented by John Fleischauer, Talent Attraction Manager, Halogen Software Inc. WSIB Fraud Update- Employers Beware presented by Brian Sartorelli, President, CEO/Director/Owner, Investigative Research Group Outclass the Competition – Business Etiquette Update presented by Suzanne Nourse, Founder & Director, The Protocol School of Ottawa Click here for a printable PDF. Going, Going, Gone: The Latest on Constructive Dismissal, Termination for Cause and Post-employment Restrictions Canadian courts have placed increasing emphasis on the fundamental importance of work to an individual's financial and personal worth. This informative session will explore three critical issues in Employment Law that have been heavily affected by this trend toward a “right to work” mindset. • Constructive Dismissal: More and more, an employer’s workplace (mis)conduct is the driving factor in creating (or reducing) constructive dismissal risks. Review the latest trends and tests and discuss practical strategies for minimizing risks. • Termination for Cause: The old rules are out the window. The new rules and tests are baffling for many employers. We will examine several painful lessons learned by employers who tried to do it “old-school”. Then, explore the steps and processes employers must follow to have any hope of successfully asserting cause. • Controlling Solicitation and Competition by Ex-employees: The law is rapidly evolving in this area, mainly (though not exclusively) in favour of employees. We have to wonder…are courts effectively trying to abolish these kinds of restrictions by making it impossible for an employer to draft enforceable clauses? Discover the many ways in which typical restrictive covenant wording is being rejected by courts today. Examine the strategies that might give these clauses a chance of being enforced. We will then review a truly pro-employer trend: the expansion of obligations owed by quasi-fiduciary employees. Click here for information on Melanie Polowin Social Recruitment: Use LinkedIn to Support Your Big Picture Talent Attraction Strategy With the evolution of the internet, candidate pools and sourcing strategies are shifting in a very significant way. While traditional sourcing strategies are still relevant, organizations are increasingly using social media sites like LinkedIn to source candidates for employment and to investigate applicants they are considering for hire. Discover key steps on how you can use LinkedIn as a recruiting tool in support of an overall recruiting strategy. Highlights of this session include: • How to effectively use LinkedIn as a recruiting channel while concurrently building your organization’s employment brand to attract and repel the right talent • Why and how to build your professional LinkedIn network as a means of sourcing hidden talent and passive job-seekers • Key steps to incorporating LinkedIn into your recruitment strategy while aligning with your overall talent management strategy. Click here for information on John Fleischauer WSIB Fraud Update- Employers Beware At present, fraudulent (WSIB) compensation and disability insurance claims are occurring at an alarming rate causing considerable costs to the employers. Employers often feel they are being “taken”, that an employee is simply enjoying a lengthy paid vacation, ultimately at the employer’s expense. Participants will obtain updates on issues including: • Red flags • PIPEDA compliance • Obtaining the hard evidence • Pixilization • Knowing the barriers and staying within the guidelines • Letter of authentication • Admissibility • Investigative body status • Claims management and complaints Knowing the barriers and guidelines in a typical WSIB claim, how to properly investigate and conduct surveillance on the subject are key to a fair and proper investigation. This session will provide the information you require to identify, investigate and settle WSIB claims while exposing the potential fraud. Click here for information on Brian Sartorelli Outclass the Competition – Business Etiquette Update Companies are looking for individuals who can handle themselves in all situations from business meetings to client lunches. Are your employees truly experts at projecting a positive impression? Eighty-six per cent of people experience anxiety when in a social or business setting meeting new people. We can all stand to learn how to manage those awkward situations. In this upbeat interactive session, learn how to make a positive first impression (you only get one chance), make an entrance and look like you belong - even if you'd rather be somewhere else! Obtain practical tips and strategies which can be applied to a corporate networking event or your neighbour’s cocktail party. Discover new ways to work a room, handle introductions, remember names, shake hands or even manage the cocktail plate and glass. By the end of the workshop, you’ll be a pro! Knowledge gives confidence. Confidence gives strength. Click here for information on Suzanne Nourse Ottawa Full Day Conference April 12, 2012 Topic: Generational Diversity: Legal Aspects in the Changing Face of the Workplace presented by Dan Palayew, B.A., LL.B., Partner, Heenan Blaikie LLP Age Makes a Difference: The Impact of New Demographics presented by Margaret Shannon, B.A. (Hons.), LL.B., CMP, Director, Collective Bargaining, Interpretation and Recourse, Canada Revenue Agency Moral Leadership: Doing What's Right for You and Your Organization presented by Craig Dowden, Ph.D., Managing Director, André Filion & Associates Inc. Communication: Bridging the Diversity Gap presented by Wendy Godmere, Certified Communications Specialist Click here for a printable PDF. 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 Dan Palayew Age Makes a Difference: The Impact of New Demographics This session will explore the changing attitudes in the workplace and how the changing demographics of the workplace have had an impact on the law, legislation and what is considered acceptable behaviour within the Canadian work environment. This will be approached from the perspectives of two different generations of workers carrying out the same line of work. We will explore the changing attitudes and laws related to: • The employment contract: What is important for both employers and employees to see in employment contracts today? How has this changed from the past and what legal implications have this brought about? • The changing face of the workplace: How have employment equity and human rights legislation changed? • Harassment: What is acceptable, what is not and when did it change? • Complaints and grievances: What is bothering the workers of the various generations? Click here for information on Margaret Shannon 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. Indeed, a key word search of leadership using the Google search engine delivers almost half a billion hits! This leads us to a crucial question: 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. We will review an evidence-based argument highlighting the critical importance of the “softer” side of leadership. Specifically, we will examine 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 Communication: Bridging the Diversity Gap At one time or another, we have all been part of or had to deliver a crucial conversation. It is at those times when we dig deep to find the right words, or the right message with the hopes of engaging the other party involved. In today’s ever changing marketplace, one thing is evident. We live in a very diverse culture that carries over both personally and professionally. There are foundational principles that are truths for each of us, things that we will support. But how are you communicating those truths? In such a diverse society, how are those around you receiving your communications? In this session, we will review the importance of Diversity in the workplace and how to identify your own Values, both personally and professionally. Explore the seven principles of communicating effectively and how to implement those in the diverse environments that you visit daily. Understanding that internal and external conversation are crucial to the outcome we desire, discover new principle based methodologies that are easily applied, leaving you with effective communication strategies to reach your desired outcome. Knowing that crucial communications will take place, having the knowledge and confidence to embrace them, will reduce stress and increase productivity in any organization. Click here for information on Wendy Godmere Ottawa Full Day Conference November 1, 2011 Topic: Workplace Bullying, Fraud & Investigations: Recent Trends & Best Practices presented by David Elzinga, CA-IFA, CFE, Global Leader, Forensic Investigative Services, Grant Thornton LLP Legal Roundup: Fraud & Malicious Prosecution Risk, Proving Just Cause in Fraud Cases and Labour Arbitration Update presented by Steven P. Williams, LL.B., Partner, Emond Harnden LLP Managing in Quicksand presented by Bruce Beakley, Director of Human Resources, County of Renfrew Difficult Conversations: How to Get a Grip presented by Monika B. Jensen, Principal, Aviary Group Click here for a printable PDF. 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 Legal Roundup: Fraud & Malicious Prosecution Risk, Proving Just Cause in Fraud Cases and Labour Arbitration Update The recent decision of the Ontario Court of Appeal in Pate v Galway-Cavendish Township serves as a grim reminder to employers that they must proceed carefully when they choose to report employee theft to police. This case provides employers with the insight they need to minimize the risk of a successful malicious prosecution lawsuit, among other things. The evidence may suggest fraud, but will it be enough to prove just cause? The decision to proceed with a just cause termination in cases of alleged fraud can be a difficult one. The evidence has to be weighed and all mitigating factors considered. Reviewing a series of arbitral and court decisions, we will examine the factors that contribute to employer success and failure in the hearing room. Each year, arbitrators and labour boards release a few decisions that every HR/LR person must be aware of. We will discuss a few of these decisions and why you need to know about them. Click here for information on Steven Williams Managing in Quicksand In today's evolving legal landscape with initiatives like the OHSA's Bill 168, the "new" Ontario Human rights process and the obligations around disability management, one would question why anyone would want to be an employer now? The reality is most of us don’t have that choice in the public sector. In the private sector, it is better to work for yourself than for someone else. Unions and employees have learned how to "roll the grenade" by dropping terms like harassment, bullying and discrimination. How do we respond to these challenges in today's environment? What are the steps for due diligence? Obtain valuable insights from an HR perspective about these challenges and gain tips and strategies to better ensure accountability in today's work environment. Click here for information on Bruce Beakley Difficult Conversations: How to Get a Grip As senior managers and administrators, you've had to hold an uncomfortable conversation as a result of poor performance, an investigation into unwelcomed behaviour or attitude and offensive, unprofessional conduct in the workplace. Did it run well? It is always easy to praise employees. The conversation becomes tough when employees feel the stakes are high, when perception varies regarding the circumstances of the events and when emotions are strong. Regrettably, these are generally the type of performance-based conversations we encounter. Learning to address difficult issues in a timely manner, use clear communication and create a well-developed plan for improvement is crucial for good performance management. In today's workplace, it is imperative to be able to express views calmly and with confidence even when the situation or event becomes difficult and frustrating. Learn how to better tackle negative topics. If you do not handle the difficult disciplinary conversation properly, the problem will only fester. You lose credibility and your organization experiences serious problems with morale, productivity and retention. Review some best practices that will assist you in "keeping your cool and emotions under control" in a broad range of difficult situations, demonstrating successful ways of dealing with difficult circumstances and employees of all types. Acquire the skills to offset difficult situations and dissolve barriers to excellent interpersonal relations with underperforming employees. Click here for information on Monika Jensen Ottawa Full Day Conference on Social Media and Communication April 6, 2011 Topic: Social Media & The Wired Workplace- Legal Considerations presented by Dan Palayew, B.A., LL.B., Partner, Heenan Blaikie LLP Social Media’s Impact on Your Organization- Best Practices presented by Ryan Moore, Director of Operations, CKG International Make Sure Your Written Messages Connect! presented by Nadja Corkum, B.A., M.Ed., President, ACR Communications Inc. The 3 Secrets to Presenting Ideas & Getting Buy-In presented by JJ Brun, President, JJ Communications Inc. Click here for a printable PDF. Social Media & The Wired Workplace- Legal Considerations The workplace has changed dramatically in recent years due to advances in computer and communications systems. In addition, the explosion of social networking sites such as Facebook, Twitter and Lavalife and a generation of employees entering the workplace having been raised on them, have created new challenges for employers. At the same time, these changes and the growth of social media have provided employers with powerful tools for recruiting, retention, performance management and beyond. With these new technological advances, cultural changes and ever evolving legal obligations, employers are being forced to explore their rights and responsibilities. Discover the latest trends, cases and strategies that will enable your organization to benefit from the rewards and minimize the risks of the wired workplace. Click here for information on Dan Palayew Social Media’s Impact on Your Organization- Best Practices Social media presents an endless opportunity for businesses today if you are able to create and implement strategies that will gain attention of your desired target. This new media outlet also presents functionality for both internal and external use providing a whole new communication gateway. The world is now hyper connected with Smartphones and Tablets becoming staples to everyday life all having a constant wi-fi connection. Social media can be the thread that will help connect your company to this hyper connected world. 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. Most organizations today are not taking full advantage of what social media can do for them or are not following the unwritten rules to social media. Discuss the keys to achieving success with your social media efforts. We will examine several organizations that are having great success with their efforts and what you can do to create similar success. Learn how to use social media both internally and externally. Focus on best practices and strategies for the major networking sites. Get tips and tricks to help you maximize your efforts. Discover practical methods on how to format your message. Obtain the ideas and information you need to take back and implement in your organization. Click here for information on Ryan Moore Make Sure Your Written Messages Connect! Do people answer your emails promptly? Do colleagues voice support for suggestions in your memos? Does your team pick up and run with your instructions? Do you get requests for copies of your reports? Even if you answer “Yes!” to these questions and consider yourself an effective writer, this session could still change your (business-writing) life. In today’s time-pressed business environment, managers, clients and employees are overwhelmed with reading demands. So they set priorities such as relevance, brevity and clarity. These principles apply to even the most mundane business communications. In fact, they apply in personal communications too including letters, email, notes to your kids, even voicemail. Are all your messages getting across? This informative session will provide you with a quick refresher on your writing skills. Not only will you benefit from a review of the principles, you’ll have a chance to practice a few of the easiest “quick fixes”, ask a few questions and leave with a list of recommended writing style guides. Participants will be able to take back a list of “to do’s” and “what not to do’s”. You’ll be amazed at how much useful information you can absorb in 90 minutes! Click here for information on Nadja Corkum The 3 Secrets to Presenting Ideas & Getting Buy-In Everyone loves a secret! Discover ways to connect, communicate, and gain buy-in when presenting and/or communicating an idea to your audience every time you speak. Obtain three secret insights that will equip you and provide you with a comprehensive overview of the fundamental differences in individual behavioural patterns in order to connect by design and not by chance with any individual or group around the globe. Wouldn’t it be nice if you could take away the pain out of presenting and implementing new ideas? Imagine what you could accomplish by recognizing motivational triggers from simple conversations. Learn how to recognize what will stimulate and maintain a person's motivation and conversely, what will turn them off. The principles can be applied to individual conversations as well as group discussions and presentations. Our presenter will share from his international experience and cultural insights in order to empower and enhance your human performance when interacting and presenting your ideas. Obtain the latest strategies and tips on how to improve your interpersonal communication skills and learn how to communicate more effectively. Click here for information on JJ Brun Ottawa Half Day Workshop November 4, 2010 Topic: Today's Critical Issues in Employment Law presented by Lynn Thomson, BA, LL.B, MBA, Partner, Hicks Morley Partner with Productivity-The Ongoing Challenge presented by Ann Max, President, Productive to the Max Today's Critical Issues in Employment Law Highlights of this session include: When should we start worrying about human rights issues? How about "before they arise?" It is essential that employers be alert to issues of potential harassment or discrimination and have in place appropriate measures to deal with them. Reviewing some recent Human Rights decisions will demonstrate this. Can we include contractual terms at the outset that will limit liability? Recent legal developments have left employers floundering with respect to mid-contract changes. Get it right at the outset and address issues of notice and lTD coverage at day one-no matter how unfriendly it looks. The liability free termination- does it really exist? In what circumstances, if any, is it appropriate to release an employee without compensation? What can you do to minimize your liability? What are the current trends in damages? Up, up and up. With some exceptions in the area of damages flowing from the manner of termination, carrying out a risk analysis for your employer based on the costs flowing from termination will mean increasing estimates which would have been done a couple of years ago. Recognize the hot spots for damages that go beyond reasonable notice and avoid some of these added costs. If we investigate workplace issues, can we increase our liability? The number of workplace investigations into issues ranging from theft to harassment is on the rise. To provide reliable information and treat people properly, you want them done well. You can also avoid damages which could flow from the emerging tort of negligent investigation. What can employers do about disgruntled employees making inappropriate use of social media? Facebook, Twitter, blogging,anonymous and otherwise,all provide a platform for instant employee communication to many, many others. When that employee is angry, or indifferent to confidentiality, what can you as the employer do? Is discipline an option? Does it matter if the behaviour is off hours? Can you get at anonymous blogs? Click here for information on Lynn Thomson Partner with Productivity-The Ongoing Challenge The balance between life and work is a constant struggle. Demands are increasing in every aspect of our lives. Are demands so overwhelming that the feeling of accomplishment is elusive? We are tormented by backlogged projects, endless to-do lists, and conflicting priorities, not to mention cell phones and “instant” communication. We must learn to develop strategies to remain focused on what is important. Learn to take control over your time and your environment to reduce the stresses of everyday life. To be successful, goals must be identified, priorities clarified and schedules established that are realistic. Plans must be formulated that are effective and efficient. Combine these skills with an orderly and decluttered environment and you are ready to take on the world with an enjoyable and balanced life. In this interactive session, participants will discover the reasons behind their disorganization and lack of time and learn behaviour modification techniques, apply organizing, time management and balanced lifestyle principles that work and streamline their lives. Click here for information on Ann Max Ottawa Half Day Workshop June 3, 2010 Topic: Successful Labour Relations in Uncertain Times: Stay In Control presented by Dan Palayew, Partner, Heenan Blaikie and Daryl Bean, President, MD Solutions Labour Relations Consultants Successful Labour Relations in Uncertain Times: Stay In Control The recent recession, which was the most significant since the Great Depression, fundamentally altered labour relations in the province of Ontario. Plants were closed, wages were frozen and labour disputes in the public sector increased. As we emerge from this period, the labour management relationship is more critical than ever to an organization's success. This special half day program is designed to help you improve your relationship with labour. Many organizations also have employees changing roles, making the transition from union to management. How can you make the transition go smoothly? We have two of the country’s top experts providing both the legal and practical perspective as well as a Question and Answer segment to help you get the answers you need in dealing effectively with labour. In this interactive session, attendees will hear from Dan Palayew, a management side labour lawyer with over 15 years of experience who brings a practical, business-minded and cooperative approach to labour relations. Dan will cover some of the major "life events" in the labour management relationship including: Collective Bargaining, Workplace Health and Safety, The Duty to Accommodate, Managing Absenteeism, and Grievances and Arbitration. Daryl Bean, past National President of the Public Service Alliance of Canada, will discuss making the transition from union to management. Having made the transition himself, he inherited the responsibility for managing and overseeing the work of over 300 staff members at the PSAC with interesting challenges. Daryl will provide updates on the role of unions, relationship building, understanding the collective agreement and the importance of consultation and communication. Participants will gain a better understanding of pitfalls to avoid, problem areas, how to overcome them and the keys to success. Both of our well-known presenters will share their personal experiences and provide tips, plans and strategies on how to better manage in a union environment. The session will end with a panel discussion including a question and answer segment to help all participants get a better handle on labour relations, regardless of organization and size. Click here for information on Dan Palayew Click here for information on Daryl Bean Ottawa Half Day Workshop November 5, 2009 Topic: Today’s Critical Issues in Employment Law presented by Patricia Brethour, LL.B., Associate, Hicks Morley Issues & Solutions: Mental Health in the Workplace presented by Karen Shipman, Program Manager, Canadian Mental Health Association Today’s Critical Issues in Employment Law This informative session will explore today's hot issues in Employment Law. Our well-known legal expert will provide updates in a number of areas, including performance management, progressive discipline, termination, absenteeism and accommodation. With performance management, participants will look at the supervisor’s role and coaching. Obtain current updates on legalities of termination for performance issues or absenteeism and interrelationship with human rights code. We’ll review the steps, process and issues involved with progressive discipline as well as culminating incidents. Discover the latest trends in termination with cause, without cause and wilful misconduct. Learn about the legal aspects of absenteeism management, culpable versus non-culpable and termination for innocent absenteeism. Participants will also acquire updates on accommodation, the Human Rights Code, employer’s responsibility, undue hardship and the accommodation process. Participants will review the latest trends, cases and strategies to avoid needless litigation. Click here for information on Patricia Brethour Issues & Solutions: Mental Health in the Workplace This session will help employers to recognize when an employee may be struggling with a mental health issue in the workplace. Participants will come away from the session with some awareness and recognition of mental health issues which might have an impact at work. Solutions to deal with these mental health issues will be discussed. The session will explore how to approach employees with these issues and consider ways to help employees stay productive when dealing with emotional distress. Valuable resources will also be provided for dealing with issues that may arise in the future. The object of the session will be to increase employers' comfort level in supporting employees with mental health issues. Participants will have the opportunity to watch and listen to real people with mental health problems talk about their working lives and consider practical strategies for dealing with these situations. Click here for information on Karen Shipman