Toronto Full Day Conference May 8, 2013 Topic: Managing Employee Absences Due to Illness- The Legal Perspective presented by Malcolm MacKillop, LL. B, Senior Partner and Hendrik Nieuwland, LL.B., Associate, Shields O'Donnell MacKillop LLP Work Reintegration Program: Critical Issues for Managers presented by Michael Zacks, LL.B., Acting Director & General Counsel, Office of the Employer Adviser (OEA) Build Confidence – Inside & Out presented by Luc Beaudry, Principal, Cygnus Training & Consulting Develop Productive Teams presented by Wendy Godmere, Certified Communications Specialist Click here for a printable PDF. Managing Employee Absences Due to Illness- The Legal Perspective In this session, we’ll address common issues that arise while the employee is absent from work due to illness. Highlights include: What are employees’ rights to medical leave? (a) Is there a right to medical leave under the common law or as part of the duty to accommodate under the Human Rights Code? (b) Personal emergency and family medical leave under the Employment Standards Act and sick leave provisions under the Canada Labour Code. (c) Interaction of statutory entitlements with employment contracts that provide STD and LTD benefits. Can an employer ask for medical documents to support the employee’s medical leave? (a) Requesting medical documents to support the absence – What can an employer ask for? Can an employer speak directly to the employee’s doctor? If the employee has a lawyer, must the employer only deal with the lawyer? What constitutes sufficient medical documentation? What happens if an employee refuses to provide medical documents? (b) Requiring an Independent Medical Examination (“IME”) – When can an employer require an employee to participate in an IME? Can an employer choose the IME doctor? What happens if an employee refuses to attend the IME? (c) Privacy issues – Can an employer provide an employee’s medical documents to a third party insurer or to a statutory body like the WSIB? What steps need to be taken to ensure the privacy of an employee’s medical documents? What are the benefits an employee can receive while on medical leave? (a) STD, LTD, WSIB and CPP disability benefits. (b) What are an employer’s options in providing STD and LTD (e.g. ASO vs. fully funded vs. self-funded), and what are the associated risks and liabilities associated with each choice, including double recovery and arbitrability of claim? (c) Can an employer fire an employee on medical leave? What are the potential risks and damages? Can an employer reduce severance payments because the employee is receiving STD, LTD, WSIB or CPP disability benefits? Click here for information on Malcolm MacKillop Click here for information on Hendrik Nieuwland Work Reintegration Program: Critical Issues for Managers The Ontario Workers’ Compensation system is constantly changing and becoming more complex every year. The Office of the Employer Adviser (OEA) has helped employers understand their obligations, roles and responsibilities under the Workplace Safety and Insurance Act since 1985. The WSIB established a new integrated LMR and Return to Work program called the Work Reintegration Program. This OEA presentation will walk you through the process of returning injured workers to work in the new world of ‘Work Reintegration’. We will review the principles of the process, the employer’s duty to accommodate and the steps to take for a successful outcome. You’ll have your questions answered regarding problem areas and learn about the penalties the WSIB can charge the employer or worker for failure to cooperate. You will also obtain updates on the Jim Thomas Benefit Policies Review and the impact of new legislation, such as Bill 119 on the construction industry and Bill 160 on the Occupational Health and Safety Act. You will get information about process changes at the WSIB such as the modernization of their Appeals system. You’ll gain a better understanding of the changes, their impact and what Ontario employers need to know and do. Click here for information on Michael Zacks Build Confidence – Inside & Out We all have relationships that cause us anxiety. We all face some situations that put our confidence to the test. We feel stress, pressure and doubt. Our ability to influence and stay poised is reduced. Why does this happen? What’s really going on is that a story is being played out in our minds. There’s usually a large amount of fiction involved and we often feel like an outside observer without much say. During this interactive session, you’ll learn to become a more effective writer, editor and fact-checker of your own story. Discover how to become better equipped to create the part that you want to play in order to get the results which you desire. You’ll obtain valuable insights on: • How you stand in your own way… and what to do about it • The thoughts, values and beliefs that drive your feelings and behaviours • Skills for communicating with clarity • How to react confidently in situations where you don’t know what to do or say • Keys to effective influencing Click here for information on Luc Beaudry Develop Productive Teams In today’s workplace, working together as a team has many positive outcomes but is often difficult to achieve. As organizations expand and strive for growth, we can no longer rely on an individual effort to succeed, but collectively individuals talents brought together builds strength. With organizations going global, a team of people working together may not all be physically in the same location. Learning to lead a team effectively and working together become a crucial piece of the puzzle to achieving growth. There are principles to working as a team and then there are practices to working as a team. Principles never change and practices do. In this interactive session, participants will explore the foundational principles that create a solid team. Discover new ways of making teams more productive and growth focused. Obtain insights on making the teams more cohesive and solid in nature. Discuss the building blocks needed to develop successful teams which will reduce stress and increase productivity. Click here for information on Wendy Godmere Toronto Full Day Conference November 1, 2012 Topic: Social Networks & Your Workplace: The Ever Changing Legal Landscape presented by Ruben Goulart, B.A., LL.B., Partner, Keyser Mason Ball LLP A New Wave: Recruiting on Social Media presented by Harpaul Sambhi, Chief Executive Officer and Author, Careerify Corp. WSIB Fraud Update- Employers Beware presented by Brian Sartorelli, President, CEO/Director/Owner, Investigative Research Group Performance Networking & Social Protocols- Mastering the Art presented by Lynne Mackay, Certified Image Consultant & Speaker, Mackay Byrne Group Click here for a printable PDF. Social Networks & Your Workplace: The Ever Changing Legal Landscape In this informative session, we will explore the rapidly evolving area of Social Networking - what it means to you and your employees. Get a hands-on perspective on the challenges presented by social media in today's workplace. What are the legal risks? What are the opportunities? How are our courts reacting to the challenges associated with social networking in today's workplace? Critical issues include: • Managing employee use of social media in an environment where many employers now require employees to use it: the importance of policy • Social media as evidence in employment law • Social media and post-employment perspectives: how do you deal with an employee who misrepresents their ongoing connection with your company even after they have left? • Privacy and understanding your rights and obligations as an employer • The impact of social media upon your obligations as an employer under Bill 168 (amendments to the Occupational Health and Safety Act) Click here for information on Ruben Goulart A New Wave: Recruiting on Social Media Does social media really work? Through the developed methodologies in his latest book “Social HR”, Harpaul Sambhi answers what corporations have been asking around the world. We know what social media is, we have seen LinkedIn and other companies rise through social recruitment, but does it actually work? LinkedIn, Facebook, Twitter, MySpace, Careerify, Hi5, Bebo and thousands of other social networks are all out there. How do corporations utilize these technologies to find the right talent? How do corporations become viral? What strategy works on social networks, more important what does not work? Discover new ideas in a session that is entertaining, thought-provoking and highly interactive. Obtain valuable insights on: • Applications and education on how social networks and media are effecting recruitment • In-depth analysis on social networks which have the greatest ROI on recruitment including corporations leading the way in social-HR recruitment initiatives • Expert tips on usage of social networks • Getting employees to refer candidates through viral networking • Evaluating social networks and media • Why job boards and traditional advertising will eventually die Click here for information on Harpaul Sambhi 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 Performance Networking & Social Protocols- Mastering the Art Successful networking, both internally and externally, requires that we understand and meet the unwritten expectations of the pseudo social/professional arena. Managing the impression you make and maximizing your ‘like-ability’ are the keys to making every networking opportunity consistently profitable. You’ll master the principles of impression management by exploring perceptual tendencies, the ins-and-outs of small talk and the subtleties of conversation. We’ll cover the need to know elements of referral etiquette, Authentic Client Communication and appropriate attire. Obtain tips and strategies on social protocols including incorporating appropriate business protocols during business interactions, host and guest behaviours, being prepared with an agenda, tag lines that put you into context when you attend events, approaching groups with confidence and exiting with grace, developing authentic communication and more. This upbeat interactive session will provide you with information and practice of key networking and etiquette strategies to ensure immediate successful interaction and positive performance. Click here for information on Lynne Mackay Toronto Full Day Conference May 9, 2012 Topic: Generational Diversity: Legal Aspects in the Changing Face of the Workplace presented by Malcolm MacKillop, LL. B, Senior Partner and Hendrik Nieuwland, LL.B., Associate, Shields O'Donnell MacKillop LLP Acquisitions & Mergers: How Business Cultures Change (Panel Session) presented by Malcolm MacKillop, LL. B, Senior Partner, Hendrik Nieuwland, LL.B., Associate, Shields O'Donnell MacKillop LLP and Philip Gennis, LL.B., CIRP, Trustee, msi Spergel Inc Diversity: Today’s Competitive Advantage presented by Craig Dowden, Ph.D., Managing Director, André Filion & Associates Inc. Think on Your Feet ® presented by David Newby, COO, McLuhan & Davies Communications Inc. 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 Managing age-related decline in performance 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 experts. Click here for information on Malcolm MacKillop Click here for information on Hendrik Nieuwland Acquisitions & Mergers: How Business Cultures Change (Panel Session) This session will focus on the legal and financial management issues that arise in the employment context during mergers and acquisitions. Issues discussed will include: What happens to the employment relationship? What are your obligations to existing employees? Can you change the employment terms of newly acquired employees? How do you make the "right cuts"? What are the implications if you do mass layoffs as part of the acquisition? Obtain vital information on these issues and bring your own questions to be answered by our expert panelists. As managers, you can't afford to miss this session, whether or not you've gone through a merger or acquisition. Click here for information on Malcolm MacKillop Click here for information on Hendrik Nieuwland Click here for information on Philip Gennis Diversity: Today’s Competitive Advantage Managing diversity has become an increasingly important investment for organizations today. As globalization continues and the barriers within and between countries continue to shrink, effectively managing diversity will be one of the cornerstones of corporate success. How can employers handle this diversity? Learn about an evidence-based business case for diversity by reviewing its impacts on tangible and intangible organizational outcomes. Discuss the barriers and how to overcome them. Obtain information on a powerful strategy that can be successfully implemented in all organizations to leverage diversity to augment our individual, team and organizational performance. Click here for information on Craig Dowden Think on Your Feet ® In this highly-interactive session, you will be introduced to Think on Your Feet® - the globally acclaimed workshop that trains you to analyze, organize and present your ideas FAST. The Think on Your Feet® approach is now regarded as the core communication competence – the platform on which to build speaking, presenting, writing and negotiation skills. Think on Your Feet® introduces 10 critical thinking plans that structure your ideas quickly • To explain complex ideas clearly • To get to the point • To be more persuasive • To respond on the spot • To grab your audience's attention CLARITY. BREVITY. IMPACT® …. even under pressure! Click here for information on David Newby Toronto Full Day Conference October 27, 2011 Topic: Workplace Bullying, Fraud & Investigations: Recent Trends & Best Practices presented by Sandy Boucher, B.Sc, CFE, Senior Investigator, Financial Advisory Services, Grant Thornton LLP Legal Perspective: Bill 168 and Beyond - An Employee's Guide for Employers presented by Ruben R. Goulart, B.A., LL.B., Managing Partner, Keyser Mason Ball LLP Workplace Trauma – No One is Immune presented by Susan McGrail, MSW, RSW,Director of Clinical Services, Bellwood Health Services Difficult Conversations: How to Get a Grip presented by JJ Brun, President, JJ Communications Inc. 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 Sandy Boucher Legal Perspective: Bill 168 and Beyond - An Employee's Guide for Employers The passage of Bill 168 (which amended the Occupational Health and Safety Act in June of 2010) has provided your employees with yet another layer of relief in the event that you mismanage their harassment claims. With the benefit of one year of experience under the Bill, this session will provide an overview of the various legal options available to employees when confronted with workplace harassment. We will focus on managing these issues given the new reality in Ontario. Gain valuable insights to help you put the various pieces of the harassment puzzle together. Discuss the following items: 1. Bill 168 one year later: an update on the operation of the Bill and the Ministry of Labour's approach. 2. What to do when the MOL arrives at your door. 3. Human Rights and the Courts: recent cases and "best practice" strategies to manage harassment complaints so that you avoid the courts. 4. Violence: exploring the obligation to protect your workforce versus the privacy rights of your employees. 5. Internal investigation strategies: maximizing the likelihood of resolution before everything goes legal. Participants will review sample fact scenarios designed for analysis and resolution of real life claims. Learn how to best tackle your toughest challenges. Click here for information on Ruben Goulart Workplace Trauma – No One is Immune We need to look no further than the daily news to learn of the range of stressful events that people are exposed to in the workplace. Review a variety of situations that employers must manage in order to maintain safety in the workplace. Often it is not one event that causes trauma in people, rather the interplay between an event, the organizational response and the supports outside the workplace. There are multiple levels of influence and no single, one size fits all model for assistance. What are the best practices for employers following critical events in the workplace? Discuss recent case studies of harassment, bullying and substance abuse in the workplace. What policies do employers need to protect the employer and the employee? Participants will obtain information on assisting affected staff on site following the stressful or traumatic event and the important role in the return to work phase. A review of some of the professions and job types that carry a higher risk for exposure to trauma will be also be highlighted. Click here for information on Susan McGrail Difficult Conversations: How to Get a Grip Difficult conversations are part of the workplace. No matter how competent we are, we all have conversations that cause anxiety and frustration. Whether you're dealing with unprofessional conduct, handling a performance review of an under-performing employee or negotiating with a difficult client, you may not like doing it, but avoiding these difficult conversations usually make matters worse. It is 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. Unfortunately, these are generally the type of performance-based conversations we encounter daily. In time, we must all speak up and carry out a difficult conversation. So, how do you correct or criticize a colleague without generating repercussions? How do you communicate to someone a decision that you know will cause disappointment or even provoke strong disagreement? The first step in learning how to carry out that difficult conversation is to discover what makes people tick. Stop battling with people - carrying out difficult conversation on their terms. Learn to decipher people and understand that people don’t do things to you, they do things for themselves. This session will provide behavioural based strategies to understanding and effectively communicating with all types of people, no matter how destructive their behaviours, by proactively using their own internal drivers to disarm them and create more productive interactions. Click here for information on JJ Brun Toronto Full Day Conference May 11, 2011 Topic: Social Media & Electronic Misconduct: What You Don’t Know Can Hurt Your Company presented by Malcolm MacKillop, LL. B, Senior Partner, Shields O'Donnell MacKillop LLP 10 Steps to Safety Excellence in the Workplace presented by Wilson Bateman, President, Global Training Edge Inc. When Money isn’t Enough (or There isn’t Enough Money) Try Fuzzy Slippers! presented by Lynda Mungall, President, Mungall Consulting Group Leading Change & Learning to Love It! presented by Peggy Grall, CSP, Certified Executive Coach, Principal, Peggy Grall & Associates Inc. Click here for a printable PDF. Social Media & Electronic Misconduct: What You Don’t Know Can Hurt Your Company There is no doubt that we live in a technological era. More people than ever before rely on social media to communicate. There are now over 500 million members of Facebook including, without a doubt, many of your employees. Others may have their own blogs or Twitter accounts. When an employee misuses technology, either at work or at home, the consequences for an employer can be profound. While you may think that chances of this affecting your company are slim, recent studies show otherwise. A 2009 survey by Deloitte & Touche found that 27% of employees did not consider the ethical consequences of posting comments, videos, and pictures online and 15% of employees stated that they would complain online if their employer did something that they did not agree with. This presentation describes the risks associated with employee misuse of social media and other forms of electronic misconduct. It also addresses the factors to consider when disciplining an employee for electronic misconduct, guides employers through the privacy issues related to employee monitoring, and provides tips to help craft an effective social media and electronic misconduct policy for your workplace. Click here for information on Malcolm MacKillop 10 Steps to Safety Excellence in the Workplace Impacting the safety culture of an organization starts with an awareness of potential dangers in all areas of the employee’s life. The leading cause of death in Canadians under 45 is unintentional injury. Safe habits at home, while driving, at play and at work will create a safer way of life. When an organization begins to consider safety, they often recognize a silent epidemic. Many of their employees suffer from unintentional injuries on and off the job. Statistics indicate over 90% of injuries are predictable and preventable. Instead of waiting for an incident to happen, we need to be aggressive in our approach to Occupational Health and Safety. To assist in reducing injuries and incidents in the workplace, the 10 Steps program includes hazard assessment, documentation and safety memory. Discuss how to implement this proactive approach which begins at the senior management level and works down through the organization. By delivering this safety message beyond the workplace to employees at all levels of the organization, the safety culture can move beyond zero! Click here for information on Wilson Bateman When Money isn’t Enough (or There isn’t Enough Money) Try Fuzzy Slippers! Many organizations are still feeling the effects of the recession. While economic recovery appears to be here for many companies, and their employees, it just doesn’t feel like it. Indeed, for many sectors of the economy, the recovery is illusive. So, given a lack of dollars to spend on raising employee compensation, how can employers keep their employees interested, engaged and motivated when everyone is under such stress? It starts with a clear understanding of what motivates your people. Is it pay-the traditional rewards and benefits that are the high priced, big dollar items? Or what about the role played by the mission / vision of your company and the meaningful work that it provides? Perhaps you allow important opportunities for employees to grow and develop their skills and expertise. There are any number of reward items that are not necessarily costly, big ticket dollar items, but when consistently delivered, and effectively communicated, provide a big payoff in terms of retention and getting employees to go the extra mile. During this session, you will learn of the importance of developing an inventory of the rewards – monetary and non–monetary - provided by your organization. This is a tool that will provide you with the clues that you will need to develop and implement a total reward strategy that won’t break the bank. While employee engagement is important anytime, it is critical in difficult times. In this session, you will learn about the need to keep high performing staff on board for the turn around while gaining an understanding of specific things – compensation and non-compensation related - that your organization can do to aid in this effort. You will be made aware of findings from a number of studies that prove tough times provide an opportunity to build the commitment of key employees without large expenditures. And you’ll learn why fuzzy slippers just might be one of your best employee retention tools! Click here for information on Lynda Mungall Leading Change & Learning to Love It! Has your team or organization decided to make a change? Are you learning new processes or working with new people? When the leadership of an organization can't change - the people STRUGGLE and leaders have a unique opportunity to model change-skills during times of transition. Whether you are choosing to change, or being forced to make changes ... Hang on! We have good news for you! In this dynamic and interactive session, participants will learn how to leverage the psychological factors that influence people transitions, identify and capitalize on the natural laws of change and recognize their Change Style, and the style of others. Obtain tips & techniques that Change Leaders use to motivate their employees and anticipate and respond to individual & organizational resistance. Learn how to identify and capture the Success Factors of change management and engage in serious Self-reflection about your own change-readiness. Participants will discover potential activities and review case studies to anchor concepts as well as develop ways to enhance your skills as senior managers and leaders. Click here for information on Peggy Grall Toronto Full Day Conference October 28, 2010 Topic: Risky Business: Top 10 Things Employers Shouldn't Gamble On In Workplace Law presented by Ruben R. Goulart, B.A., LL.B., Managing Partner, Keyser Mason Ball LLP and Simon R. Heath, B.A., MIR, LL.B., Associate, Keyser Mason Ball LLP Informational Interviews – Avoiding Guilt by Investigation and Other Pitfalls presented by Sandy Boucher, B.Sc, CFE, Senior Manager, Forensic Accounting and Investigative Services, Grant Thornton LLP Emails: The Good, The Bad and The Ugly presented by Jane Watson, President, J. Watson Associates Inc. An HR Executive’s Guide to Employee Assessments presented by Maureen Catania, RAS, Vice President, WorkforceAssessments.com Risky Business: Top 10 Things Employers Shouldn't Gamble On In Workplace Law This interactive session examines today’s most critical issues in employment law. Highlights include: • Ontario Employment Standards Act, 2000 (“ESA”) - Overtime Rules. Which employees are entitled to overtime under the ESA and which are not? How is overtime calculated for employees paid by hourly rates or commissions? What are the rules governing employee “averaging agreements”? • “Use it or lose it” vacation policy- Can the employer implement this policy? What are the basic minimum requirements with respect to vacation time and vacation pay under the ESA? How should your vacation policy address these issues? • Travel Time- Do employers need to pay employees who spend a considerable amount of time traveling as part of their duties? Review the ESA rules on travel time and draw a distinction between travel for work, commuting from home to the workplace and whether a change in location can constitute a constructive dismissal. • “Independent Contractors vs. Employees” Examine the potential and inherent risks. We will address recent Ontario Court of Appeal decisions which have refined the tests on when an individual who is labelled an independent contractor is really an employee. • When can you consider an employee to have "Resigned" from his/her position? We will review the requirements of having a resignation in writing, the subjective and objective test for resignation and also discuss the concept of “job abandonment”. • Employer’s return to work obligations under the Workplace Safety and Insurance Act- What factors are to be considered? Are these duties the same as those under the Ontario Human Rights Code and which statutory regime should be followed? • Severance Update- What should employers really pay? We will review common law damages and minimum standard clauses in employment contracts. • Maternity/Parental Leave- What happens if you want to keep the replacement because that person is doing a better job? What is an employer’s obligation in returning a worker back after a leave of absence? Under what circumstances is it permissible not to return a worker from a maternity and/or parental leave? • Employer’s obligations for long-term disability- How long can the employee be on long term disability before we can treat the employment relationship as having come to an end? • Medical Information- What medical information is an employer entitled to when an employee is ill? When can the employer ask for more medical information or an independent medical examination? Click here for information on Ruben Goulart Click here for information on Simon Heath 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 Sandy Boucher Emails: The Good, The Bad and The Ugly Emails can get you into trouble legally, waste your time regularly, and affect your image professionally. They are also a vital part of today’s business world. Yet few people have received formal training in this area. Effective emails combine the clarity and conciseness rules of standard business writing with the organizational pattern of journalism. Then you have to add a liberal dose of the right tone. Explore the seven deadly sins of email writing and discover the words that bless and those that burn. Learn how to increase your chances of getting your messages read and acted upon quickly. Discover the top ten Canadian pet peeves when it comes to email communication. Review proven techniques for keeping your messages short without being curt and for increasing your reader buy in. Click here for information on Jane Watson An HR Executive’s Guide to Employee Assessments In many organizations, staffing costs are among the largest budget line items. Given the top challenges facing CEO’s, organizations need their leaders, managers and people aligned and working together at the highest levels of performance. Employee assessments provide organizations and managers consistent, in-depth, and objective information about their people. This includes the employee’s fit, knowledge, learning and communication styles, integrity, work ethic, response to conflict, stress and the likelihood of aggression. This session will look at information uncovered from assessments to help leaders and managers rely less on gut instinct and make smarter people decisions. Discover the latest trends in assessment tools and learn what instruments can be used to achieve the specific objectives. Although HR may manage the day-to-day administration of an assessment program, these initiatives thrive in the organization when sponsored by all senior managers committed to building and retaining a high performing workforce. Click here for information on Maureen Catania Toronto Full Day Conference May 12, 2010 Topic: Today’s Critical Issues in Employment Law presented by Richard J. Nixon, B.A., M.B.A., LL.B., Partner, Davis LLP Recruiting Smarter - and More Creatively presented by Paul Dodd, President, Head2Head Inc. and Sarah Welstead, Director, User Experience, Head2Head Inc. Ready, Get Set..Change! The Impact of Change on Workforce Productivity and Engagement presented by Amalia Jimenez, Vice President, Talent Management, Right Management Today’s Critical Issues in Employment Law This session will focus on key developments that directly affect workplaces in Ontario. Session highlights include: * The Accessibility for Ontarians with Disabilities Act, 2005 and the Accessibility Standards The Accessibility for Ontarians with Disabilities Act, 2005 applies to every employer in the public or private sectors in Ontario. Understand your obligations under this sweeping new legislation and its Accessibility Standards. Review what you have to do in order to comply with the Customer Service Standard. How will the other proposed Standards affect your business? Find out how you can secure government funding for exceeding the requirements of the standards. * Amendments to the Employment Standards Act, 2000: Temporary Employees Employees of temporary employment agencies in Ontario now have significant new rights, including entitlement to public holiday pay, termination pay and severance pay. What does this mean for your organization? Are your agreements with temporary employment agencies updated to reflect your new potential liability? * Bill 168 - Violence and Harassment in the Workplace Now that Ontario's Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace), has received Royal Assent, all Ontario employers will soon be required to have policies addressing reporting, complaint and response procedures and measures to protect workers from domestic violence. Are you prepared to identify and assess the risk of violence in your workplace? Learn how to properly deal with employees who exercise their statutory right to stop working where they feel endangered by workplace violence. * Terminations in Challenging Economic Times The global financial crisis may be over but we are still in the recovery process. Further streamlining of your workforce may be required. Do you know what your employees’ rights are? Do you also know what your rights are? Learn about some alternatives to termination and find out how to minimize the risk of litigation. * When does “Work” Count? What Counts as “Work”? Applying hours of work laws is increasingly complicated in the changing economy. For many employees, the boundary between “working” time and “non-working” time has become blurred. The virtual workplace has made working time and non-working time harder to distinguish. Learn how to navigate the pitfalls of hours of work and overtime claims. What are the consequences an employer faces if an employee is not paid for work the employee performs outside their “normal” working hours? Click here for information on Richard Nixon Recruiting Smarter - and More Creatively Now that the economy is picking up and organizations are hiring again, employers are faced with two challenges: how to make their recruiting budget work harder - while still getting the best people. With many industries continuing to experience talent shortages, how can organizations attract and secure A-list candidates without breaking the bank? Discover new alternatives to traditional recruiting methods for small, mid-size and large organizations. Gain new insights about building referral programs that work. Learn how to better leverage your organization and make everyone a recruiter. Review the best ways to use social media for recruiting. Discuss how to “insource” your recruiting function. Participants will take away five vital strategies which they can implement immediately to help their organization win the war for top talent. Click here for information on Paul Dodd Click here for information on Sarah Welstead Ready, Get Set..Change! The Impact of Change on Workforce Productivity and Engagement Managing change effectively ensures your organization is properly positioned to meet current and future organizational objectives. Yet, organizations tend to underestimate the importance of managing change through their people. Those who architect, execute, and realize change initiatives often inevitably undermine their ability to achieve desired goals. Drawing on global research from over 28,000 employees from 10 industries in 15 countries, the session will include valuable information about the correlation between engagement and key factors playing a critical role in implementing and executing change. Discover new practices to help you reduce attrition, increase workforce productivity, enhance business performance, raise employee engagement and improve your organization’s talent attraction. Participants will have a business case for effective change management and take back pragmatic recommendations for implementing change within their own organizations. We will examine workforce trends and the dynamic environments driving faster and more frequent changes. Change agility can be part of a larger strategic workforce management strategy focusing on overall performance. Obtain strategies on how to better plan, communicate and facilitate for effective change. Participants will also review behaviours that create obstacles and how to avoid the pitfalls. Get a new perspective on how change impacts business metrics. Click here for information on Amalia Jimenez Toronto Full Day Conference October 29, 2009 Topic: Screening Techniques in Our Current Economy: Today’s Best Practices presented by John Campbell, Manager, Strategy & Business Development, Hays Specialist Recruitment (Canada) Inc. HR’s Role at the Executive Table- Get There & Keep Your Position presented by Philip Gennis, LL.B., CIRP, Vice President, Recovery & Reorganization, Grant Thornton Ltd. Today's Crucial Issues in Employment Law presented by Ruben Goulart, B.A., LLB, Managing Partner, Keyser Mason Ball LLP, and Simon Heath, B.A. LL.B., Associate, Keyser Mason Ball LLP Screening Techniques in Our Current Economy: Today’s Best Practices In this economy finding the “right fit” in a potential employee is more important than ever! Companies can’t afford to make hiring mistakes! This is an opportunity to discover more effective methods of screening qualified candidates to make sure you have the right fit. This interactive session will provide you with proven methods of qualifying and closing the best candidates including examples and case studies. Current data will be presented on reasons why employees are leaving their current jobs and what is attracting them to take new positions. Through our process, we have assembled a wealth of information and feedback from employers and candidates on their interview experiences. This includes a library of challenging questions, innovative techniques and best practices. Participants will obtain a structure for the interview to facilitate a complete agenda, making sure that all objectives are met on a consistent basis. Discover different ways of qualifying candidates, including role plays, behavioural and situational interviewing. Get hot tips on spotting inconsistencies in resumes and candidate backgrounds. Acquire more effective questioning techniques to get past the “professional interviewee” to the real candidate and guidance on how to present your opportunity in its best light and close the candidate. Learn from the real life examples and share the best practices of top recruitment consultants and employers. Managers from all organizations will greatly benefit from this most informative presentation. Click here for information on John Campbell HR’s Role at the Executive Table- Get There & Keep Your Position We know that HR must become engaged. It is far better to be at the decision making table from the start instead of waiting at their desk to hear about the latest budget or staff cuts. A key to survival for HR in today’s rapidly evolving economic environment is to become a profit centre, develop systems, models and matrixes to measure and report on human resource performance. How does HR get to or sustain their role in the corporate boardroom? As major partners in the management of the organization, we must prove our value to the bottom line and brush up on our knowledge of financial management issues. Today’s managers must see themselves as part of the solution with suggestions and strategies that add to both short and long term success. Many of us have experienced downsizing and survived mergers and acquisitions. It’s a sign of the times, but do we have all the necessary knowledge? This session will present participants with information and updates on various financial issues that senior financial experts examine with CEO’s and company presidents with a focus on downsizing, mergers and acquisitions. What factors come into play in getting to the C-Suite boardroom table? Recognize the trends and early warning signs and acquire the tools you need to participate in the decision-making process. Participants will learn what senior management considers in times of turnaround. Discover the best way to downsize using a detailed case study. Learn about the process and differences in dealing with union and non-union environments. What is the cost of terminating your best employees? What do you need to have in place to approach senior level executive? The session will also include an update the new Wage Earner Protection Program (WEPP). In this volatile economic climate, obtain the tools you need to get the job done right and avoid needless litigation. In the case of mergers, acquisitions, downsizing and restructuring, you’ll be able to sustain your role as a key team player. Click here for information on Philip Gennis Today's Crucial Issues in Employment Law This session will focus on key developments that directly impact workplaces in Ontario. With an aging workforce and the abolishment of mandatory retirement, performance management is more important than ever. On a legislative front, there are several pending and completed changes that will impact how workplaces deal with violence and harassment, temporary employees, and Human Rights Complaints. Session highlights include: Performance Management - Getting it Right: What every employer needs to know to improve employee performance and prepare for a potential termination. Legislative Snapshot - Three key developments and how they impact your business: (a) Violence and Harassment in the Workplace: An update on Bill 168 and the proposed amendments to the Occupational Health and Safety Act. We will explore what policies your workplace will require and what procedures will have to be implemented in order to ensure compliance with Bill 168 to prevent and address violence and harassment in the workplace. (b) Using Temporary Employees: Bill 139 - how it may impact the cost of using temps in your workplace. We will explore the substantive amendments that will be made to the Employment Standards Act, 2000 by Bill 139 in order to demonstrate the changes employers will face in the use of temporary employees. (c) Human Right Reform One Year Later: Observations on the impact of the new system on Employers. We will explain the significant changes to the Human Rights Code and Tribunal and share our direct experience on what is working and what is not working under the new system. Click here for information on Ruben Goulart Click here for information on Simon Heath