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

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Toronto Full Day Conference May 2, 2018

Topic:
Today’s Critical Issues in Employment Law presented by Michelle Henry, J.D., Partner, Borden Ladner Gervais LLP

The Work of Leaders: Connect to real-world demands presented by Murray Janewski, MBA, President, ACT One International Corp.

Ignite Your Culture! 6 Steps to Fuel your Organization’s Profits, People and Potential presented by Carol Ring, CEO & Founder, The Culture Connection, Speaker, Facilitator and Author

Peak Performance: Become a GameChanger! presented by Orlando Bowen, M.Sc., Motivational Speaker, Executive Director, One Voice One Team Youth Leadership Organization

Click here for the printable PDF version




Today’s Critical Issues in Employment Law

This presentation will provide recent cases, updates and developments in the following areas:

Human Rights, WSIB and Mental Health Issues

In this session we will:

• Discuss recent cases on assessing the duty to accommodate and undue hardship
• Examine WSIB mental health claims and WSIB decisions on traumatic mental stress
• Obtain insights on what medical information employers are entitled to request
• Consider Health and Safety Issues and Confidentiality
• Review the process of discipline of employees with mental health issues
• Discuss best practices for approaching stress and mental health claims
• Review recent damage awards in human rights cases
• Discuss Best Practices to Avoid Large Damage Awards

Click here for information on Michelle Henry




The Work of Leaders: Connect to real-world demands

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

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

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

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

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

Click here for information on Murray Janewski




Ignite Your Culture! 6 Steps to Fuel your Organization’s Profits, People and Potential

According to Gallup, employee engagement isn’t getting any better despite a recent uptick in attention and effort. From Nov 2011 to Nov 2015 the % of engaged employees has risen a mere 1.8%. You see, employee engagement only measures the symptom, it isn’t as helpful when it comes to solutions. Measuring culture and cultural entropy directly is a much better strategy to inspiring human performance.

In this session you will hear real life stories about how an organization’s culture can either propel it forward or create barriers that hold it back. Learn how the Values Centre methodology and tools can change the conversation and where your organization fits on the 7 Levels of Organizational Consciousness. Discover a unique 6-step process that demystifies the course of action leaders need to take to shift from a default culture to one designed for success.

When it comes to culture, do you need to be a Google or a Zappo’s? No. Could you be substantially and dramatically better than where you are today? Absolutely!

Click here for information on Carol Ring




Peak Performance: Become a GameChanger!

Leadership – “Leading by Example, We ALL Have Stories AND Gifts to Give”. The expression “A good example has twice the value of good advice” still works today.

We all have unique skills, talents and gifts that we bring to our organizations and teams. In this dynamic presentation, discover new ways of being a catalyst in creating and fostering powerful environments where your people know that they are respected and that their voices matter. They will also be engaged around how they can celebrate each other’s contributions and powerfully tap into their own gifts for the betterment of all.

Click here for information on Orlando Bowen


Toronto Full Day Conference May 3, 2017

Topic:
Today’s Critical Issues in Employment Law presented by Ruben Goulart, LL.B., Lawyer & HR Advisor, Bernardi Human Resource Law LLP

WSIB, Social Media and Investigations Update: What Employers Need to Know presented by Brian Sartorelli, President, Investigative Risk Management and Sarah Bunder, OSINT Specialist, Investigative Risk Management

Harmonious Relationships: Keeping Them All Happy presented by Judy Suke, Motivational Humourist, Professor, Coach and Author

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

Click here for the printable PDF version






Today’s Critical Issues in Employment Law

This session will provide an overview of new and emerging legal trends that have quickly become front of mind for HR and other senior administrators.

Legal hot spots to be covered include:

* Mental Health issues in today's workplace: The ever increasing challenges associated with managing mental health issues in the workplace, including best practises for dealing with accommodation and managing the flow of information to other employees.

* Bill 132: An overview of these new amendments to the Occupational Health and Safety Act and what they mean to employers faced with the need to investigate harassment complaints. How is the Ministry of Labour approaching these new changes?

* Drug/Alcohol Testing in the Workplace: What, where and how? What can employers do and not do? How does the usage of medical marijuana impact the discussion?

Click here for information on Ruben Goulart




WSIB, Social Media and Investigations Update: What Employers Need to Know

This session will provide information on recent developments in the areas of WSIB, Social Media and other corporate investigation issues.

* WSIB Update, New Case law and Admissibility

Discuss how to apply the best practices for privacy rights, how to use the hard evidence and red flags. Review current case law, admissibility and PIPEDA compliance. Discover how to utilize OSINT for WSIB cases.

* Social Media- A Professional View

Gain valuable insights on the use of social media for pre-employment, intelligence and investigation. Learn about the best practices for digital storing and privacy rights. Explore the use of social media for WSIB investigation and learn more about data mining.

Click here for information on Brian Sartorelli

Click here for information on Sarah Bunder




Harmonious Relationships: Keeping Them All Happy

Many of us are more capable than some of us, but none of us is as capable as all of us. To be successful, we need to work in harmony.

In this interactive and upbeat presentation, learn about the five common human factors that determine how people act, react and make decisions. Explore various ways to create an atmosphere of harmony. Obtain tips to help you get control, keep control and gain cooperation in a positive and gentle way. Your actions will be received with appreciation and respect.

Understand how to get along with others and handle any situation and gain insights that will help you in all areas of your life.

Click here for information on Judy Suke




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

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

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

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

Click here for information on Jacqueline Throop-Robinson


Toronto Full Day Conference May 4, 2016

Topic:
Today’s Critical Issues in Employment Law presented by Malcolm MacKillop, LL. B, Senior Partner and Hendrik Nieuwland, LL.B., Partner, Shields O'Donnell MacKillop LLP

Workplace Violence & Sexual Harassment: The Changing Legal Landscape presented by Adam Guy, BA, LL.B., Associate, Borden Ladner Gervais LLP

Changing Problem Behaviour Without Discipline presented by George Raine, President, Montana Consulting Group and Maxime Labbé, Senior Partner, Montana Consulting Group

Beyond Engagement: A Brain-based Approach presented by Brady Wilson, Co-Founder of Juice Inc., Author, Trainer and Speaker

Click here for a printable PDF.






Today’s Critical Issues in Employment Law

This session will address three important workplace issues that are rife with complex and developing legal risks: hiring, drugs and alcohol, and social media.

We will first examine the legal pitfalls in the hiring process. Obtain the latest information on human rights, privacy and tort liability that can arise from improper job ads, background checks, interviews and job offers.

Next we will review the use and abuse of alcohol and drugs in the workplace. Discuss workplace drug and alcohol policies, obligations to disclose and/or investigate employee addictions and how to deal with employees with addictions.

You will then get updates on social media and electronic misconduct in the workplace. This area of the law has rapidly expanded over the last five years. Learn about the new test for terminating employees who damage an employer’s reputation using social media, online harassment and how social media can be used to uncover employee fraud.

Click here for information on Malcolm MacKillop

Click here for information on Hendrik Nieuwland




Workplace Violence & Sexual Harassment: The Changing Legal Landscape

From Ghomeshi to Parliament Hill, workplace violence and sexual harassment have been dominating the headlines in Canada and around the world. Many employers are struggling to keep pace with their ever evolving legal obligations and responsibilities. Even the definition of today’s workplace is now blurred with harassment occurring offsite at social functions and online through social media.

In response, the Ontario Government has released an Action Plan that will impact employers and the way in which they deal with these complex issues. Planned amendments to legislation will create new duties and potentially new liabilities for employers that every manager, senior executive and in-house counsel should be aware of.

Learn about the rapidly changing legal landscape of workplace violence and harassment. Obtain practical tips and strategies to take back to your workplace to protect both your employees and your organization.

Click here for information on Adam Guy




Changing Problem Behaviour Without Discipline

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

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

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

Click here for information on George Raine

Click here for information on Maxime Labbé




Beyond Engagement: A Brain-based Approach

This keynote asserts something surprising-that although employee engagement is the primary strategy leaders rely on to get employees to produce a great customer experience, it rarely delivers it. In fact, many leaders and employees today are caught in the grip of the paradox that employee engagement policies can actually lead to employee disengagement. Discover a unique brain-based approach that blends the engagement managers want with the energy employees need.

Brady Wilson will explain revolutionary brain science principles to help leaders shift their strategies, unlock results and experience the benefits that come with true employee engagement. He will also share a gripping story centered around the Boston Marathon bombing and the powerful life-lesson it offered: it’s energy, not effort that deploys your strength. This presentation is based on Brady’s latest book, Beyond Engagement.

Participants will learn:
• The reasons why traditional employee engagement efforts aren’t working
• 10 brain-based employee engagement principles to help you shift your strategy
• Real-life examples of successful engagement initiatives using brain science
• Tips to immediately “Make It Work”

Click here for information on Brady Wilson


Toronto Full Day Conference May 6, 2015

Topic:
Today’s Critical Issues in Employment Law presented by Ruben Goulart, B.A., LL.B., Lawyer & HR Advisor, Bernardi Human Resource Law LLP and Zaheer Lakhani, B.A., J.D., Lawyer, Bernardi Human Resource Law LLP

Don’t Look at Me- Creating a Culture of Accountability presented by Luc Beaudry, Principal, Cygnus Training & Consulting

Transform your Workplace: Harness Passionate Productivity presented by Eddie Lemoine, International Speaker/Author and Employee Engagement Expert

Click here for a printable PDF.




Today’s Critical Issues in Employment Law

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

• Recent Amendments to the leave provisions under Ontario Employment Standards Act: what they are, what they mean for your business and common issues associated with managing statutory leaves in the workplace.

• Occupational Health and Safety: emerging issues, including mandatory awareness training and dealing with contractors in your workplace.

• New and Emerging Human Rights issues: an overview of current challenges and very recent developments in the law of accommodation. How far do you have to go?

• The Stronger Workplaces for a Stronger Economy Act, 2014: This proposed legislation will impact various workplace laws in Ontario. How will it affect you? What does it mean for your employees?

Click here for information on Ruben Goulart

Click here for information on Zaheer Lakhani




Don’t Look at Me- Creating a Culture of Accountability

Look up an organisation’s website and chances are you’ll find that their values include personal accountability, integrity, openness and honesty. Walk through their workplace and chances are you’ll hear and see countless examples of blame, avoidance, deflection and fear. This culture destroying behaviour has a direct impact on the quality and quantity of whatever service or product is offered.

There are seven levels of accountability and to get to the top, we need to understand the beliefs required to be accountable and learn the core skills that help us to put it to action. In this interactive session, explore the levels of personal accountability and the core beliefs of full accountability. Participants will be able to understand and apply the core skills of personal accountability and obtain practical tips on how to do an organizational accountability health check.

Discover how systems and processes support or hinder accountability and how we leverage accountability moments. Learn how to cultivate an environment where people say what they think, feel and want as part of collaborative dialogues that value varied perspectives and styles in order to make better decisions, save time, leverage strengths and build trusting collaborative relationships internally and externally.

Click here for information on Luc Beaudry




Transform your Workplace: Harness Passionate Productivity

Are your top employees planning to quit? Can’t get your employees to care as much about their work as you do? Is your organization stagnating? Anybody can lead an organization during the good times. It’s the tough times when the true leaders produce results.

What are you doing to stem the tide and change the trend? How do you inspire your team members to new levels of achievement? Experience the proven process for engaging your employees. Employees who are on board will deliver higher levels of customer service, work better with their teams and recommend your organization as a place to work and to do business. Productive, focused employees create a great return on investment. And, they want their leaders and organizations to achieve.

In this high energy session, learn how to:
• How to stand out as an employer of choice
• Attract, engage, and retain your all-star employees
• Harness the expertise of long-term employees
• Successfully navigate diverse demographics and skillfully integrate five generations in one workplace
• Fully recognize your team’s strengths and work collectively to produce a stronger output
• Understand age, gender, and cultural diversity and the role this plays in the workplace
• Interpret future trends and their impact on your organization
• Implement the three steps to effectively lead in today’s job market

Now is the time to steer change in your organization. Now you can align your employees’ ambitions with your organization’s long-term vision.

Click here for information on Eddie Lemoine


Toronto Full Day Conference May 7, 2014

Topic:
The Current State of Human Rights in the Workplace presented by Malcolm MacKillop, LL.B, Senior Partner and Hendrik Nieuwland, LL.B, Partner, Shields O'Donnell MacKillop LLP

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

Create a Performance Management System that Works presented by Craig Dowden, Ph.D., Managing Director, SPB Organizational Psychology Inc.

The Annoying Coworker- Civility in the Workplace presented by Suzanne Nourse, Founder & Director, The Protocol School of Ottawa

Click here for a printable PDF.




The Current State of Human Rights in the Workplace

2013 was a big year for human rights. In this session, we will explore the implications of these recent human rights milestones.

Discuss the findings of the Pinto Report and its proposed changes to the human rights tribunal process. Participants will get an overview of the types of workplace cases that are coming before the human rights tribunal.

Gain valuable insight into what types of cases employers can expect to see in the future in light of the following developments:

(a) the Federal Court’s inclusion of accommodation for child-care under “family status”;
(b) the recent publication of the DSM-5, which now includes 15 more mental disorders that would likely be considered “disabilities” (such as caffeine and cannabis withdrawal) that employers would be required to accommodate;
(c) the human rights commission’s recently released report that concludes “Canadian work experience” is prima facie discriminatory;
(d) the awarding of what appears to be the largest “back-pay” damages in Ontario (8 years back pay) by the human rights tribunal in the Fair v. Hamilton Wentworth case;
(e) the first-ever award of human rights damages under the new Code provisions by an Ontario Superior Court judge in the recent Wilson v. Solis case.

Most importantly, employers will learn what kind of damages they can be faced with when they are on the losing side of a human rights claim.

Click here for information on Malcolm MacKillop

Click here for information on Hendrik Nieuwland




Time Management: The New Focus

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

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

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

Click here for information on Marcel Bellefeuille




Create a Performance Management System that Works

The issue of performance management has intensified in recent years as organizations invest in systems to maximize their human capital. Despite this attention, many people have been critical of these processes, as they are seen as possibly causing more harm (or certainly more work) than what they are worth. Nonetheless, research has suggested that when done well, effective performance management reaps tremendous benefits for an organization at an individual, team and organizational level. Rather than adding another anecdotal model or series of recommendations to the mix, we will look at what the research has taught us so far about ‘what works’ in performance management.

Participants will gain a deeper understanding of how to create a win-win environment such that the goals of employees and their organizations are aligned. Learn how to structure feedback and coaching to support effective performance management and how to structure appropriate goals that maximize organizational performance and support employee development. Discover new ways to develop the capabilities of management to engage in this process most effectively.

We will also examine recent trends and learn how to deal with the necessary struggles and subsequent rewards that are part of this journey.

Click here for information on Craig Dowden




The Annoying Coworker- Civility in the Workplace

Frequently it's the small things like not respecting the time of others that can cultivate discontent in an organization. One act can affect staff morale which can affect work relationships, productivity and then on to client relationships which affects your bottom line. And it all started with one act of workplace incivility.

Studies (Pearson and Porath) have shown after one inconsiderate act, 28% of affected employees lost productivity avoiding the culprit, 37% of affected employees reported a weakened sense of commitment to their organizations and 53% of affected employees lost productive time dwelling on the incident. Rudeness costs!

Every workplace has at least one annoying employee. This could be the inappropriate talker, the late arrival at meetings and or one who’s late with every assignment. The employees could be great at their job, but they are simply annoying!

In this upbeat interactive session, you will acquire the skills to identify these irritating individuals, areas to avoid, how these situations can escalate and how to deal with them effectively. Don’t wait until you’ve lost your key employees or top customers to recognize this problem in your workplace! Every organization regardless of size will benefit from this presentation.

Click here for information on Suzanne Nourse


Toronto Full Day Conference November 5, 2013

Topic:
The HR World Keeps Changing: Today’s Critical Issues in Employment Law presented by Ruben Goulart, B.A., LL.B., Partner, Bernardi Human Resource Law Professional Corporation

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

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

Click here for a printable PDF.




The HR World Keeps Changing: Today’s Critical Issues in Employment Law

This full morning session will provide an overview of critical HR developments that impact your business. Back by popular demand, Ruben Goulart will work through developments in these key areas:

*Updates on the relationship between Social Media, Privacy and Employment Law
This is an area that continues to grow as more of these issues are dealt with by our courts. What privacy rights do your employees have? How does this ever changing technology impact your legal obligations?

*Bill 168 and Domestic Violence
There is nothing more challenging than managing your legal requirements in the context of potential violent threats to your employees. What are your obligations under the Ontario Occupational Health and Safety Act? How do you manage legal requirements under the Act and the Privacy entitlements of your employees? Review some actual fact situations to help you to identify the issues and understand the optimal response.

*Access for Ontarians with Disabilities Act (AODA)
What does this legislation require? What are the time frames for compliance with your employees? How should you manage the compliance process? How does this legislation relate to existing legal obligations under the Ontario Human Rights Code?

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

Click here for information on Ruben Goulart




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




Innovation: Applied Innovation for Real People

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

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

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

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

Click here for information on Rick Boersma


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


Toronto Full Day Conference May 13, 2009

Topic:
Today’s Critical Issues in Employment Law presented by Richard J. Nixon, B.A., M.B.A., LL.B., Partner, Davis LLP

Background Checks & Our Changing Technology: An Update
presented by David Malamed, CA.IFA,CPA (Illinois),CFE, Partner, Specialist Advisory Services, Grant Thornton LLP

Building A Community of Leaders
presented by Dr. Vince Molinaro, Managing Director - Central Region, Knightsbridge Human Capital Solutions

Partner with Productivity- The Ongoing Challenge
presented by Ann Max, President, Productive to the Max






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 the latest word from the Supreme Court of Canada on an employer's duty to accommodate and the ability to terminate employment for excessive absenteeism, mandatory retirement, and the duty of fidelity and loyalty owed by employees towards their employer. Other topics include recent class actions over hours of work and overtime pay, employer restructuring during difficult economic times, and progressive discipline.

Participants will review the latest trends, cases and strategies to avoid needless litigation. Richard was named one of the "Best Labour and Employment Lawyers in Canada" by the National Post.

Click here for information on Richard Nixon




Background Checks & Our Changing Technology: An Update

In today’s volatile market, many employers don’t feel they have the time or luxury to do proper data verification on potential employees. We are all competing to hire in the shortest time possible so quite often background checks don't get done properly or at all. In addition, 99% of information stored is in electronic form and over 70% of documents that are created are never printed out. Social networking sites such as Facebook and MySpace are becoming one of the main places people connect with each other at home and at work, often without ever meeting in person.

What are the challenges of this changing workplace? This session will explore the current business landscape as it relates to electronic data and some of the related pitfalls in failing to do proper background checks. Participants will be given an understanding of the technology at play and some tools to set up procedures that meet the needs of the organization to properly check new employees. You will obtain a matrix that can be used by employers to ensure that the right checks are in place for the right position within an organization.

Discover how to implement a process to avoid litigation issues and costs. Lies on resumes may include everything from qualifications, education, past employment history and even real names. Professional investigators constantly deal with employees who have lied on their applications and end up under investigation for issues such as fraud or conflict of interest.

Avoid unnecessary expense and the "cookie cutter" approach. Know who you are dealing with, protect yourself, your organization and your employees and make the right hiring decision from the start!

Click here for information on David Malamed




Building A Community of Leaders

Building leadership capacity is mission critical. This is the conclusion of more and more senior executives who are making the connection between leadership capacity and competitive advantage. Unfortunately, many of these organizations have significant leadership gaps which are undermining their ability to succeed. What is especially alarming is that despite significant investments in leadership development and other strategies to build leadership capacity, these gaps are not closing.

Today’s organizations need communities of leaders to succeed. This session will describe what a community of leadership is and what it looks like. It will also present tools for assessing whether your organization has a strong community. We will present strategies for building strong communities of leaders.

This session will explain why it is important to have create this community in your organization. Participants will be provided with specific tools and checklists to assess whether your organization has a strong community of leaders. We will also discuss proven strategies to build and sustain a strong a community where leader trust, alignment and engagement are high.

Click here for information on Vince Molinaro




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


Toronto Full Day Conference Oct 30, 2008

Topic:
Minimize Mayhem: Disaster Management Done Right presented by David L. Ray, B.A., LL.B., CFE, Senior Practice Leader, Security & Investigations, Grant Thornton LLP

Link People to Profit: Employee Engagement & Organizational Performance
presented by Henryk Krajewski, Ph. D., Vice President & National Practice Leader, Organizational Consulting, Right Management Canada

Future Performance Starts Now: How to Hire and Coach for Engagement, Performance and Retention
presented by Chuck Reynolds, Principal & Chief Performance Officer, Excel Group Development

Empower for Better Results: A Communication Update
presented by Monika B. Jensen, Principal, Aviary Group






Minimize Mayhem: Disaster Management Done Right

Unexpected emergencies have a significant impact on any organization regardless of size. Whether the event is a kidnapping, bomb threat, natural disaster or epidemic, it may result in confusion, loss of operating sites, and shortage of staff and key personnel. Having a tested plan in place will help the organization to minimize the impact of these events and will assist in the recovery to normal operations.

This session will explore the role of an emergency plan and business continuity program to ensure continued availability of essential services, operations, programs and resources. Participants will acquire the latest techniques to permit rapid and cost effective resumption of the essential services and programs of your organization. We will also review tools available such as business impact analysis, crisis communications and the incident command system so that the organization can manage stakeholders and establish an effective plan. In order to demonstrate methods to test a contingency plan, we will review a case study of an actual kidnap and ransom exercise that was run in conjunction with a corporation and the police service.

Click here for information on David Ray




Link People to Profit: Employee Engagement & Organizational Performance

Welcome to the talent crunch! Recent research conducted by Manpower Inc. reveals that 31% of employers across the globe are finding it more difficult to fill key positions. Further research indicates this problem will only get worse in coming years with the changing workforce demographics.

So how do you engage your current workforce and attract future talent? Successful companies understand that while employee engagement is important, a strong, distinctive employee brand identity is absolutely critical for sustainable growth. When achieved, alignment, commitment and increased productivity are the ROI.

In this session, participants will discover the myths and truths of employee engagement, gain a better understanding of the effects of employee engagement on bottom line results, learn to identify the talent that drives value within their organization, and apply classic branding principles to a talent strategy that will keep talent choosing to join, stay, grow and contribute to the organization’s success.

Click here for information on Henryk Krajewski




Future Performance Starts Now: How to Hire and Coach for Engagement, Performance and Retention

Organizations don't achieve results. People do. The escalating challenge of the future is aligning and developing talent to achieve sustainable organizational performance. With the changing workforce, organizations will need to address two critical success factors to support what one CEO called the "PH Balance" : Profit High and People Happy. This session will look at Really Coaching Talent vs. Mismanaging It and the significance of Talent/Job alignment for superior engagement, performance, and retention with the power of understanding individual motivators.

In this session, participants will obtain a universal definition of what "Coaching" is and why, understand How to Coach for Commitment vs. Manage for Compliance and understand the significance of Talent/Job alignment for engagement and retention.

Bonus: Participants will receive a personalized complimentary Personal Motivators (PIAV) profile if registered prior to September 26, 2008.

Click here for information on Chuck Reynolds




Empower for Better Results: A Communication Update

Are you using your language to maximize positive change and build rapport with others? Do you want to know how to better influence and empower yourself and your employees? Discover ways to gain instant rapport with every person you communicate with and how to gain insight into another person’s unique way of thinking and understanding. The impact of your non-verbal communication or body language is far greater than you think! This interactive workshop will teach you how to shift people that are challenged by setbacks and difficulties, by the use of pure language techniques.

In this session, you will learn how to become a better and more effective motivator by developing your ability to establish and maintain rapport with others. Identifying the non-verbal body language in addition to tone, manner, voice, attitude, mood - all of these (and more) factor into the idea of rapport. Participants will gain insight into the interpersonal communication process and how to eliminate barriers that can otherwise result in misunderstandings, frustration and most importantly lost opportunities.

The spoken word is only a small part of communication. Projecting the most positive non-verbal communication can have an enormous effect on how successful you will become, on the level of interpersonal relationships you establish, and on the overall impressions others have of you. Participants will gain a better understanding of how to impact or control the way others perceive them, resulting in increased confidence in the ability to make connections with others in any type of situation.

Click here for information on Monika Jensen


Toronto Full Day Conference May 14, 2008

Topic:
Today’s Critical Issues in Employment Law presented by Richard J. Nixon, B.A., M.B.A., LL.B., Partner, Davis LLP, Toronto

The Hard Side of HR: A Financial Management Toolbox
presented by Philip Gennis, LL.B., CIRP, Vice President, Financial Advisory Services, Grant Thornton Ltd

Better Qualifying Personality Fit and Closing Good Candidates
presented by Dianne King, President & CEO, Hays Specialist Recruitment (Canada) Inc.,Toronto

Beyond Training: Tap Your Internal Expertise to Build Your Leadership Pipeline
presented by Glain Roberts-McCabe, President, The Executive Roundtable Inc., Toronto






Today’s Critical Issues in Employment Law

This informative session will cover today's hot issues in Employment Law. Our well-known legal expert will provide updates in the following areas: managing absenteeism, employer’s rights to monitor email and internet use, reference checks, progressive discipline and drug and alcohol testing. We will also discuss the new Family Day in February and employers’ reactions. Participants will also obtain an update on Bill 107, how to protect employers from Human Rights charges.

Participants will review the latest trends, cases and strategies to avoid needless litigation from Richard Nixon, named one of the “Best Labour and Employment Lawyers in Canada” by the National Post.

Click here for information on Richard Nixon




The Hard Side of HR: A Financial Management Toolbox

The soft side of people management will always be a major part of the HR role, but more organizations have realized that HR managers have a major role to play on the financial management side of the business as well.

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. We are constantly hearing about the need for HR to 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. Traditionally, this has not happened- HR must be part of the strategic plan and must become more involved and more visible.

How does HR get to or sustain their role in the corporate boardroom? As major partners in the management of the organization, we need to 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.

This session will present participants with information and updates on various financial issues that senior financial experts examine with CEO’s and company presidents. Topics featured include risk management- new early warning signs and how to best monitor and manage them. Though you may not be involved in the strategic planning process now, you’ll obtain the insights you need to make informed decisions and recommendations in the future.

Click here for information on Philip Gennis




Better Qualifying Personality Fit and Closing Good Candidates

As senior managers, we are experienced interviewers and know how to qualify skill sets. In today’s market, there is an increasing need for people to fit in with the values of the organization and the team. The first part of this session will provide three techniques to qualify candidates in terms of personality types. We will review techniques including behavioural interviewing, situational interviewing, and role playing. With examples, participants will learn how and when best to apply each one. Learn how to get past the “professional interviewee” to the real candidate. Discover more effective methods of screening qualified candidates to make sure you have the right fit.

The task of closing the candidate is vital in the present marketplace. Most good candidates have multiple opportunities and offers. In this segment, participants will learn how to better define the corporate value proposition and to present your opportunity in the best light. Acquire the latest techniques and strategies with proven results to improve the percentage of offers closed.

This interactive session will provide participants 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. With the changing workforce, managers will learn how to be more competitive in selection of the best applicants, also saving time and effort during the interview process.

Click here for information on Dianne King




Beyond Training: Tap Your Internal Expertise to Build Your Leadership Pipeline

Leading today is probably more complex than at any other time in organizational history. Beyond the impact of globalization, diversity, shareholder demands and the 24/7 work culture, four generations are now vying for leadership roles in our organizations. To add to the pressure, the impending leadership gap that is expected as baby boomers move forward to retirement or “next careers” is leaving in its wake a talent gap in terms of hands-on, practiced leaders. The traditional response to developing leaders tends swing from (often too generic) classroom training all the way to high end – and often high cost - options like executive coaching.

In this interactive session, we will explore what you can do to tap into the most powerful forms of leadership development – goal setting, coaching, feedback, mentoring and peer interaction – by leaving external consultants at the door and harnessing the expertise from within your existing leadership ranks.

Throughout this session we’ll explore high impact ways that you can increase the sustainability and impact of your leadership development strategies by asking and answering the following questions:
- How robust is your current leadership development strategy?
- Are you over-relying on leadership training and development to accelerate your pipeline?
- What are three of the best ways to sustain leadership development and engage your multi-generational workforce at the same time?
- How do you leverage your executive team to build leadership capacity?

Leave with concrete and easy-to-implement ideas that will boost your leadership development ROI and increase your success in strengthening and engaging leaders at all levels of your organization.

Click here for information on Glain Roberts-McCabe


Toronto Full Day Conference Oct 17, 2007

Topic:

Building the NEXT-GEN of Human Resources presented by Steve Ashton, Director, Organizational Effectiveness, Bell Aliant, Halifax NS

Workforce Management in Turbulent Times- Leading Successful Change (PANEL) presented by Monika Morrow, M.B.A, Vice President & National Practice Leader, Right Management, Philip Gennis, LL.B., CIRP, Vice President, Financial Advisory Services, Grant Thornton Ltd., Howard Levitt, B.A., LL.B., Counsel, Lang Michener LLP

Conduct Internal Investigations- Do It Right! presented by Brian Sartorelli, President & CEO, Investigative Research Group

Creative Communication- Manage Conflict in the Workplace presented by Peggy Grall, Certified Executive Coach & Consultant, Peggy Grall & Associates






Building the NEXT-GEN of Human Resources
The good news is that progressive, organization-enabling HR strategies have never been more in demand. The bad news is that few leaders in HR have emerged to stake a claim to this new land of opportunity - and in their place are CEOs, consultants and academics. Should it surprise or concern us that some of the most influential minds in human resources in the past decade have not been HR practitioners?

It is true that, at their best, HR leaders are enablers who support the development of 'talentship' at every level of the organization. But more often than not, HR is not attracting enough individuals who truly want to rise to the leadership challenge and act as an equal member of the Executive team. In this interactive session, we will ask the questions that burden the minds of those who aspire to see more leadership from the HR office:

  • - Why is HR not attracting the best and brightest leaders?
  • - Why don't more CEO's rise from the ranks of human resources?
  • - Is HR ready to be respected as a body of knowledge and discipline?
  • - Are organizations investing enough in the function or simply paying it lip service?
  • - What are the true costs of not ensuring your organization is developing leadership in this discipline - both in the department and in each and every leader?

    In this interactive session, we will look at why investing in the next generation of human resources is not simply the responsibility of the specialists - but a competitive competency for any organization that wants to succeed in the future.

    Click here for information on Steve Ashton




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

    Session highlights will include the following:

    Monika Morrow will discuss what aspects of workforce integration are most in need of improvement among companies merging and acquiring. Is there a relationship between the handling of M & A people issues and the achievement of company objectives? You'll discover 26 lessons learned from past experience. We will review today's best practices around key talent utilization and retention, productivity, selection and placement, the integration plan, leader/manager effectiveness and focus and renewal of employees.

    Philip Gennis will talk about risk management, corporate restructuring, receivership and bankruptcy. Participants will gain an understanding of the early warning signs of commercial financial distress. We will also include an update on Bill C-62 being an Act to amend the Bankruptcy and Insolvency Act as well as Wage Earner Protection Program (WEPP).

    Howard Levitt will provide the legal perspective on mergers, employment contracts, traps with mergers, union considerations, bankruptcy and employer solutions. We will discuss how to manage employment contracts in each scenario, the issue of constructive dismissal, mass terminations, benefits, tracking the job market, severance as well as working with collective agreements and union considerations.

    Click here for information on Monika Morrow

    Click here for information on Philip Gennis

    Click here for information on Howard Levitt




    Conduct Internal Investigations- Do It Right!
    Workplace investigations may take many forms and take place for many reasons. They are a part of good corporate governance. Employers are obligated to investigate charges of crime, inappropriate behaviour or harassment in the workplace. Credibility is as serious a question for the employer as it is for the investigation itself. Further, an employees' right to privacy must be balanced with the employers' right to manage their operations.

    This session will provide participants with a complete framework for conducting an investigation. You will learn how to assess the complaint, determine the objective, how to do the investigation, legal implications, good vs. bad investigations, the test and how to handle the results. Using actual case studies, you will also obtain insights on the best practices for conducting investigations. The session will also include updates on WSIB, harassment, internal theft and workplace fraud.

    Click here for information on Brian Sartorelli




    Creative Communication- Manage Conflict in the Workplace
    Unresolved conflict costs the workplace time, resources and reputations. When leaders are faced with helping employees settle sticky issues, it requires skill, determination and a host of time-tested techniques. When relationships go wrong at work, it's common for people to want to blame and criticize the other person. During individual or team conflict you can find yourself thinking, "If it just wasn't for his/ her bad attitude," or "that little group" - this place would be great! It's a common - but deadly- first response to workplace conflict.

    This workshop will help leaders and managers to assertively engage each other to artfully resolve conflict and transform disputes into opportunities for creativity and innovation.

    In this advanced session, you will learn how to debunk the myths and misconceptions about conflict in the workplace, learn to quickly settle the question of, 'Who's problem is it anyway' in any dispute, distinguish assertive responses over aggressive or passive ones and select the right response. Discover the key factors that contribute to employee disputes, new approaches available and work with individual leadership skills necessary to help yourself and others resolve issues in a timely and professional manner.

    Click here for information on Peggy Grall


    Toronto Full Day Conference May 16, 2007

    Topic:
    Today’s Critical Issues in Employment Law presented by Richard Nixon, LL.B., Partner, McCarthy Tetrault LLP and Lorenzo Lisi, LL.B., Partner, McCarthy Tetrault LLP.

    Employee Financial Ill-Health-A Death Knell for Productivity presented by Philip Gennis, LL.B., CIRP, Vice President, Financial Advisory Services, Grant Thornton Ltd.

    Competitive Advantage: Talent Management Strategies that Make the Difference presented by Mary Marcus, Vice President & Practice Leader, Right Management Inc.

    The New Leadership Edge: Creating a ‘Yes and …’ Culture presented by Daneal Charney, Business Coach/Facilitator, Leadership Reframed.




    Today’s Critical Issues in Employment Law
    This most informative session will cover today's hot issues in Employment Law. Responding to the requests of our members and subscribers, our well-known legal experts will provide information in the following areas:

    Starting the Employment Relationship: Hiring Pitfalls to include: Recruiting: The Use of Headhunters, Enticement and Pre-Employment Representations, Applications for Employment and Interviews and Background Checks.

    Labour and Employment Legislation Update to include: Amendments to the Ontario Employment Standards Act, 2000: frustration of contract, Smoking in the Workplace Legislation and Regulation, Health and Safety Update.

    Significant Cases in Employment Law - Damages in the Employment and Labour Context to include: Wallace Damages and Honda vs. Keyes, Disability issues during the Notice Period: Egan vs. Alcatel, Arbitrator's Jurisdiction to Award Aggravated and Punitive Damages: OPSEU vs. Seneca College.

    Both our legal experts Richard Nixon and Lorenzo Lisi have presented to IPM Association audiences in the past with phenomenal reviews and have been requested back by popular demand.

    Click here for information on Richard Nixon

    Click here for information on Lorenzo Lisi




    Employee Financial Ill-Health-A Death Knell for Productivity
    Financial distress can kill employee productivity. Employees who find themselves in financial difficulty are not focused on completing their tasks; spend significant workplace time fending off phone calls from creditors and divert their attention from their jobs to trying to solve their personal financial problems. These problems lead to high stress levels and have an impact on other aspects of their lives outside of the workplace.

    In 2005, there were 102,660 new consumer insolvency cases filed across Canada, an increase of 1.6% compared to 2004. The same year, Ontario saw the second highest increase in the country in the number of new personal insolvency cases filed at 40,687, 3.2% higher than 2004.

    When confronted with an employee not performing up to par, managers should be able to recognize those factors involved with financial difficulty which would in turn enable them to suggest referrals to the appropriate resources and professionals.

    This session, designed specifically for human resource and administration managers, will provide a broad-based understanding of financial stress and the resources available to rehabilitate employees as a means of bringing their overall productivity up to satisfactory levels.


    The presentation will address such topics as:

    • Causes of financial difficulties
    • Warning signs of financial difficulties
    • Assessing the financial situation
    • Options available to get a desired result of rehabilitation
    • Financial counseling including money management, and spending habits
    • Obtaining and the use of credit
    • Power of collection agencies and credit reporting services

    An update on the status of amendments to the insolvency legislation in Canada as it relates to individuals will also be discussed.

    Managers attending will gain useful insight into personal financial ill-health as well an understanding of the strategies and resources available to assist those who might look to them for guidance.


    Click here for information on Philip Gennis




    Competitive Advantage: Talent Management Strategies that Make the Difference
    Getting things done through people. Ultimately, this is the business most of us are in. However, optimum performance only happens when your talent management infrastructure is designed around getting the best people for your strategy and getting the best from your people. Personal attributes, role definition, performance management and leadership culture are all drivers of this outcome.

    In this interactive and action-focused session, we will explore best practices and recent innovations related to talent management that focus performance on strategy. We will explore the issue of competencies and how these can drive or hinder productivity, identify assessment strategies that connect people to competencies, and explore an approach to role definition that increases the individual connection to organizational results. We will answer such questions as:

    • What are the cultural attributes that support your organization’s strategy?
    • Are these attributes that your organization really wants to support? And how?
    • What competencies drive success in your organization?
    • How are you ensuring that these attributes are what you are attracting to your organization?

    Click here for information on Mary Marcus




    The New Leadership Edge: Creating a ‘Yes and …’ Culture
    In Customer-Centred Growth, Richard Whitely states that 85% of employees are reluctant to offer a new suggestion or an innovation because of fear. Yet to increase efficiency, improve quality, and turn out new products and services, organizations need to encourage employees to speak up.

    In this provocative presentation, Daneal Charney shares her experience as an insider to the ‘yes but …’ corporate culture and discusses how we can begin to turn this around. She challenges her audience to find the root causes of disengaged employees in their organizations, starting with their communication practices, policies and structural layout. Daneal shares the positive benefits of promoting a ‘speak up’ culture: new innovations, harnessing our human capital and capitalizing on change.

    5 great reasons to attend this session …
    • Assess your organization’s cultural barriers to promoting a ‘speak up’ culture and bring the tool back to your organization
    • Harness the creative capital in your organizations
    • Be an agent of change for your organization
    • Gain 8 nuggets key in creating a ‘speak up’ culture
    • Learn ways to (re-)engage employees into the organization

    Click here for information on Daneal Charney,


    Toronto Half Day Workshop May 10, 2006

    Topic:

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

    Coping with the End of Mandatory Retirement: Management Issues

    Speaker:

    Jennifer Fiddian-Green, CA, IFA, CFI, Partner, Forensic Accounting & Investigative Services, Grant Thornton LLP, Toronto

    Mickey Mehal, Senior Career Management Consultant, Right Management, Toronto



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

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

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

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

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

    Jennifer Fiddian-Green

    is partner with Grant Thornton’s Forensic Accounting and Investigative Services in Toronto. She obtained her Bachelor of Arts (Honours) from the University of Waterloo in 1993, her CA designation in 1995 and her CMA in 1996. She is a certified Fraud Examiner and certified Forensic Investigator. She specializes in the areas of fraud, money laundering and identity theft. She has investigated, reported and managed numerous large fraud investigations for both government organizations and private companies. Previously, she completed a two-year secondment as the sole in-house forensic accountant for the RCMP. Jennifer has spoken to numerous corporate audiences on the topic of workplace fraud.

    Coping with the End of Mandatory Retirement: Management Issues

    With the end of mandatory retirement coupled with an older worker appetite to remain in the workforce, several discussion points have surfaced. Because of the increased number of older workers, age will add a new layer of complexity and diversity to the workplace.

    Studies show that people are living longer, healthier lives and that many so-called ‘retirees’ want to continue to work. This is good news for many individuals; from a social perspective, it could address concerns regarding labour shortages as boomers scheduled to retire in large numbers in the next few years entertain more creative options. From both a financial and meaningful activity perspective, many boomers have already started re-defining retirement by returning to work after a premature taste of Freedom 55. Books on retirement struggle to find a word to capture this life stage as it can include combinations of leisure, freelance, part time, full time or virtual work, as well as snow birding. Boomer fortitude, organizational needs and technological advances will play a role in redefining both retirement and the emerging workplace.

    In this globalized, changing world of work, HR continues to explore strategies for attracting and retaining talent, and cultivate a nimble workforce that can respond to just-in-time business requirements and satisfy needs of a diverse workplace. The age factor brings additional values, needs and interests into play. Studies tell us that today’s workforce is less engaged and change-fatigued as a result of restructuring and thwarted ambitions due to limited promotions in flatter organizations. Added to this existing profile, further issues could emerge as boomers continue to hold key positions in already de-layered organizations. While the end of mandatory retirement could answer the shortage question, managers also need to anticipate issues related to aging (accommodations), ageism (invisible yet pervasive assumptions about older workers, their worth, place, capabilities and interests), dynamics of entitlement, loyalty, succession, scarcity, privilege, diverse values and competing interests.

    These themes along with implications for managing employees in this emerging environment will be discussed in this session. We will explore the role that education, awareness and dialogue can play as necessary first steps toward encouraging healthy attitudes toward change.

    Coping with the End of Mandatory Retirement: Management Issues

    Mickey Mehal

    is a Senior Career Management Consultant with Right Management, a leading global human capital management firm. She has over twenty years as a Career Management Consultant, Trainer, Leadership Coach and Brief Psychotherapist. She works with organizations, teams and individuals in both one-on-one and group settings. Her expertise includes dealing with change, career management, leader and organizational effectiveness and preparing for retirement. She obtained her doctorate in 1989 in Adult Education. In her dissertation, she examined the psychology of humour and its role in adult learning, productivity, wellness and stress management.

    For the past nine years at Right, she has coached hundreds of downsized workers, witnessing many ‘Over Fifty’ executive to front line workers musing about why they were selected to leave. Themes of ageism prevailed. She believes that issues of aging and ageism once named, can be better managed.


    Toronto Half Day Workshop May 10, 2006

    Topic:

    Today's Critical Issues in Employment Law

    Speaker:

    Richard Nixon, LL.B., Partner, McCarthy Tetrault LLP
    Lorenzo Lisi, LL.B., Partner, McCarthy Tetrault LLP



    Today's Critical Issues in Employment Law


    This most informative session will cover today's hot issues in Employment Law. Responding to the requests of our members and subscribers, our well-known legal experts will provide information in the following areas:


    The first half of the session will focus on the amendments to the Ontario Human Rights Code definition of age, resulting in the elimination of mandatory retirement at age 65 in Ontario. This will include effects on Collective Agreements, Pensions and the Ontario Pension Benefits Act, Employment benefits such as life insurance, weekly indemnity, long term disability, Wrongful dismissal litigation, Canada Pension Plan benefits, Workers' Compensation benefits, and the Ontario Employment Standards Act. Finally, in what circumstances will employers still be able to terminate employees at 65 because 65 is a bona fide occupational requirement?


    Other workshop highlights will include:

    The recent amendments to the Ontario Labour Relations Act

    Wrongful Dismissal Update

    Bullying and Other Aggressive Behavior in the Workplace: How should an employer respond?

    Inappropriate Use of Technology in the Workplace

    Occupational Health and Safety Inspections and criminal prosecutions.

    All managers in any size organization should attend this workshop to learn how to comply and avoid the courts.



    Today's Critical Issues in Employment Law

    Richard Nixon is a partner in the Labour and Employment Group with McCarthy Tetrault in Toronto. His practice focuses on labour and employment law, acting on behalf of management.

    Richard regularly advises employers with respect to arbitrations, collective agreement negotiations, employee terminations, wrongful dismissal actions, employment standards claims, human rights complaints, occupational health and safety charges, Workplace Safety and Insurance Act matters and corporate transactions. He regularly represents employers before arbitration boards and tribunals.

    Richard received his MBA from the University of Western Ontario in 1975 and his LLB from the University of Toronto in 1980. He was called to the Ontario bar in 1982. He appears in the 2002 Canadian Legal L'Expert Directory, a guide to the leading law firms and practitioners in Canada, as a leading lawyer in the areas of employment and labour. He regularly chairs and speaks at conferences on labour and employment law. He has also been a lecturer for the Advanced Human Resources Management – HRPAO program at the Rotman School of Management at the University of Toronto.

    Richard has presented to IPM Association audiences in the past with phenomenal reviews and is back again by popular demand.

    Lorenzo Lisi is also a partner with McCarthy Tetrault LLP in their Labour and Employment Group in Toronto. He joined the firm in 1992 after practising as Legal Counsel and Labour Law Specialist for the Canada Post Corporation.

    Lorenzo represents clients in both the public and private sector in connection with collective bargaining, grievance arbitrations, union certification matters, Labour Board proceedings, human rights issues, applications for injunctive relief and strike-related litigation and proceedings before the Canada and Ontario Labour Relations Board.

    He also represents management clients in actions for wrongful dismissal and regularly provides management advice on both federal and provincial labour and employment legislation, as well as employment related issues arising from business transactions.

    Lorenzo received his BA (Hons.) from the University of Toronto in 1987 and his LLB from Queen’s University in 1988. He was called to the Ontario bar in 1990.




    Toronto Half Day Workshop June 8, 2005

    Topic:
    Today's Hottest Issues in Employment Law

    Resiliency – Managing our Energy is the Key to High Performance

    Speaker:
    Richard J. Nixon, LL.B., Partner, McCarthy Tetrault LLP, Toronto

    Michael H. Ballard, President, Michael Ballard & Associates, Toronto



    Today's Hottest Issues in Employment Law
    Discover the latest trends and obtain the most current information in today's Employment Law. This session will explore a wide number of topics to include Human Rights, Employment Standards and Privacy Legislation updates. The topic of Employee References will give you clear and concise details on what should and should not be done. Get the current details on compassionate leave and sick leave. The topic of Employment Contracts- Do's and Don'ts will also be explored.

    Every organization, regardless of size, stands to benefit from this most informative session. You'll hear about recent court decisions and help your organization avoid the courts!

    Today's Hottest Issues in Employment Law

    Richard J. Nixon is a partner in the Labour and Employment Group with McCarthy Tetrault in Toronto. His practice focuses on labour and employment law, acting on behalf of management.

    Richard regularly advises employers with respect to arbitrations, collective agreement negotiations, employee terminations, wrongful dismissal actions, employment standards claims, human rights complaints, occupational health and safety charges, Workplace Safety and Insurance Act matters and corporate transactions. He regularly represents employers before arbitration boards and tribunals.

    Richard received his MBA from the University of Western Ontario in 1975 and his LLB from the University of Toronto in 1980. He was called to the Ontario bar in 1982. He appears in the 2002 Canadian Legal L'Expert Directory, a guide to the leading law firms and practitioners in Canada, as a leading lawyer in the areas of employment and labour. He regularly chairs and speaks at conferences on labour and employment law. He has also been a lecturer for the Advanced Human Resources Management – HRPAO program at the Rotman School of Management at the University of Toronto. Richard has presented to IPM Association audiences in the past with phenomenal reviews and is back again by popular demand.

    Resiliency – Managing our Energy is the Key to High Performance
    Gain insight and understanding how changing the way you and your organization think can enhance the quality of work life. This influences recruitment, retention, productivity and organizational reputation. Obtain key information on how one health care facility cut 31% off the cost of managed care for several types of chronically ill patients through resiliency training.


    Does your organization have what it takes to grow your staff and organizational resiliency? Do you have a plan or system in place yet? Gain the information, insights and ideas you need during this session. Discover how the process works. Learn to recognize the key components every individual, team and organization needs to use to maximize their resiliency. Learn the five core mindsets and seven vital skills that people and teams need to use and how to tap into them to maximize their resiliency.


    Resiliency – Managing our Energy is the Key to High Performance

    Michael H. Ballard has an active human performance practice that specializes in helping individuals, teams, organizations and communities to develop more resiliency.

    Michael became interested in resiliency eighteen years ago. He has lectured at the Dalhousie University Medical School on the price we pay when there is a lack of resiliency training for medical professionals, staff and patients. For over fifteen years, Michael has had clients as diverse as CMA Ontario,Prudential Assurance, Alberta Literacy, Mead Johnson, Manitoba Rural Development, Council for the Status of Women, Hastings County, Nortel, and Bell Canada. He has appeared in countless media interviews across North America and has written several articles on resiliency.

    Michael delivers his programs with warmth and wit making him one of the most sought after speakers today.




    Toronto Half Day Workshop June 9, 2004

    Topic:
    Best Practices- Learning from the Best Employers

    Today's Hot Issues in Employment Law

    Speaker:
    Christopher J. Howe, Senior Consultant, Hewitt Associates, Toronto

    Howard A. Levitt, LL.B., Employment and Labour Law Group, Lang Michener, Toronto



    Best Practices- Learning from the Best Employers
    Does YOUR organization have what it takes to be one of Canada's Best Employers? Hewitt Associates has conducted the Best Employer Study, in conjunction with the Globe and Mail Report on Business for five years.

    This session will provide an overview and the research finding from the 2004 Best Employer Study. The presentation will pinpoint the key drivers and correlations that help explain what makes an organization one of the Best Employers in Canada.

    Explore the key qualities of the Best Employers: leadership, doing the basics well, employee connectedness, and people practices that align to business strategy. Understand what it takes to excell as an employer of choice. Learn what drivers work best to connect your employees to the business.
    Learn about the benefits of being a Best Employer and how to help your organization become one.

    Chris Howe is Hewitt Associates’ Line of Business Leader for Talent and Organization Consulting located in the Toronto office. Chris works predominantly in the areas of organizational change and talent and reward strategies. Chris helps organizations with business issues such as: helping organizations to become a great place to work, workforce strategies and employee promises, attraction and retention strategies, mergers, acquisitions, and motivation and performance strategies.

    Chris has over 20 years experience in Human Resources. He has worked as both a consultant and a corporate HR leader. As a consultant, Chris’ clients have included companies in industries such as oil and gas, high technology, telecommunications, distribution, utilities, banking, and manufacturing.

    Chris holds an MBA from the University of Toronto and a Business Administration degree from the University of Western Ontario.

    Today's Hot Issues in Employment Law
    This session will cover the most recent developments in Employment Law. Learn about defending against a constructive dismissal claim, what is the proper way to terminate an employee, the conduct of a proper investigation.
    You'll discover the latest court findings on discrimination in the workplace, how to deal with absenteeism in the workplace.

    Explore the matter of employers suing employees and how to determine an appropriate termination package.Lastly, we'll cover the most recent developments on the issue of Privacy.

    All managers will benefit from this most informative law update and learn how to avoid needless litigation.


    Howard Levitt obtained his B.A. in 1974 and his LL.B. in 1977 from the University of Toronto. He was called to the Ontario Bar in 1979. Howard has received training as a negotiator at Harvard Law School in both general and advanced programs and is presently counsel to the firm and member of the Employment and Labour Law Group at Lang Michener's Toronto office.

    Howard Levitt has acted as counsel on numerous grievance and interest arbitrations, human rights tribunals, employment standards fact findings and adjudications, occupational health and safety matters, Ontario Labour Relations Board, Provincial Court and wrongful dismissal actions on behalf of management throughout Canada. He has conducted numerous unjust dismissal federal adjudications across Canada for a range of clients.

    As a leader in the field of Employment and Labour Law, Howard is listed in the "Guide to the Leading 500 Lawyers in Canada", LEXPERT Publishing.


    Toronto Full Day Conference June 9, 2004

    Topic: Today’s Hottest Issues in Employment Law

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

    Solving Today’s Human Performance Problems- A New Perspective

    Corporate Security and Fraud- An Update for Managers

    Speaker: Richard J. Nixon, LL.B., Partner, McCarthy Tetrault, Toronto

    Marge Watters, Partner, KWA Partners, Toronto

    Brian W. Pascal, President, IPM, Publisher, Workplace Today® Journal

    Brian Sartorelli, President, IRG-Investigative Research Group



    Today’s Hottest Issues in Employment Law
    Obtain the latest information and trends in today’s Employment Law. We’ve all heard about and implemented new policies pertaining to Privacy Legislation, but where has it gone? We’ll discuss the Limitations Act Update as well as new developments in Human Rights and Notice Period requirements in Ontario. Where do most problems lie with Employment Contracts?

    You’ll acquire the information and systems you need to have in place as well as discover other recent trends in Employment and Labour Relations so your organization can avoid needless litigation!

    Richard Nixon is a partner in the Labour and Employment Group with McCarthy Tetrault in Toronto. His practice focuses on labour and employment law, acting on behalf of management.

    Richard regularly advises employers with respect to arbitrations, collective agreement negotiations, employee terminations, wrongful dismissal actions, employment standards claims, human rights complaints, occupational health and safety charges, Workplace Safety and Insurance Act matters and corporate transactions. He regularly represents employers before arbitration boards, Workplace Safety and Insurance Act tribunals, the Ontario Labour Relations Board the Canada Industrial Relations Board, Workplace Safety and Insurance Act tribunals and various courts. Richard served for two years as the Senior Vice-President, Government Affairs of the Human Resources Professional Association of Ontario.

    Richard received his MBA from the University of Western Ontario in 1975 and his LLB from the University of Toronto in 1980. He was called to the Ontario bar in 1982. He appears in the 2002 Canadian Legal L'Expert Directory, a guide to the leading law firms and practitioners in Canada, as a leading lawyer in the areas of employment and labour. He regularly chairs and speaks at conferences on labour and employment law. He has also been a lecturer for the Advanced Human Resources Management – HRPAO program at the Rotman School of Management at the University of Toronto.

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

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

    Marge Watters is a coach, consultant, author and entrepreneur who has spent more than eight years planning and delivering a wide variety of career transition and professional development programs for individuals.

    As co-founder in the Toronto office of KWA Partners, Marge is active in consulting with organizations to plan and implement strategies to support executives, professionals, managers and staff as they move through organizational change initiatives including re-structuring, outsourcing, acquisition integration and downsizing. She is also a senior member of KWA Partners’ national team. Marge also works with organizations in the development of strategies and programs that use career management as a retention tool.

    Marge holds a Master of Divinity degree from Wilfrid Laurier University and a Bachelor of Arts in Economics from Northwestern University. She has been an integral part of a team that planned and implemented the reorganization of a 200,000 member national, not-for-profit organization. Marge’s previous experience includes 19 years in the financial services industry including corporate finance, and investment banking. She was a Vice President of Citibank Canada, and co-founder of Penfund Management Ltd. and Permanent Commercial Corporation.

    Some of Marge’s most notable achievements include: co-authoring It’s Your Move – A Personal and Practical Guide to Career Transition and Job Search for Canadian Managers, Professionals and Executives, published by HarperCollins in 2001 and developing JOB SEARCH PARTNERS©, a distance-learning program that offers clients a highly effective combination of high-touch and high-tech job search support.

    Solving Today’s Human Performance Problems- A New Perspective
    Training is big business. The last 50 years have seen a huge growth in training programs. North American employers are estimated to spend up to $200 billion per year on training, including $50 billion in direct costs for formal training alone.

    The traditional outlook is to see these figures as strictly part of the cost of doing business. If this is the case, how much money could have been saved if training was found not to be the right solution for the perceived problem? Not all performance issues require a training solution. With so much on the line, it is just as important to know when training is NOT the best solution as it is to know how to put a good training program together. Gain an understanding of both these issues at this most informative session!

    Brian Pascal is President of IPM as well as Publisher/Editor of Workplace Today® Journal. He has spent over twenty years in Management and Training.

    After graduating from Concordia University in 1967, he became directly involved in the professional development of human resources including the design, development and delivery of skill workshops and certificate programs. In 1984, Brian left Northern Telecom as Manager, Human Resources and founded the Institute of Professional Management. His dynamic style and unique approach make him one of the most effective business presenters in the country. Brian and his associates have successfully provided skill training to thousands of participants across Canada. Brian is a recognized author and has been widely published in journals and newspapers.

    Corporate Security and Fraud- An Update for Managers
    Have you ever heard the line “Let’s leave security issues to the security department”? That is definitely not the case. Do you really know who you are hiring? Are you sure that all your WSIB claims are legitimate or not? What is the best way to handle employee terminations?

    Fraud is likely the leading source of criminal profits in North America, second only to illegal drug sales. Corporate security and fraud have an effect on every member of an organization, regardless of size.

    This session will provide you with a complete update on key issues. Get the latest information on resume frauds, WSIB claims, Privacy matters and corporate surveillance. You’ll obtain tips and strategies on effective employee termination, how to terminate a high risk employee, security issues that have changed since Sept 11 and VIP protection. We have all been confronted with these issues. We will present the latest developments and legal perspective to ensure that your organization operates efficiently and within the guidelines.

    Brian Sartorelli is President and CEO of Investigative Research Group, headquartered in Barrie with offices across Eastern Canada. Brian has extensive background in police work, and nearly 20 years experience in the private sector in Insurance and corporate areas. His educational background includes: RCMP College, RCMP Drug Investigational Techniques, Federal Business Development Bank of Management, Link Analysis as well as various Management, Supervisor and Leadership courses.

    He established, developed and operates The Ontario Institute of Private Investigation. Investigative Research Group provides services for police agencies, law societies, major insurers and Fortune 500 companies. IRG provides a vast network of specialized professionals helping corporations to mitigate potential claim damages and participates in all levels of criminal, civil and insurance litigation processes. He has developed and taught programs in the areas of Private Investigation, Security/Audit, Civil & Criminal Law as well as Surveillance Techniques. He has spoken to numerous corporate and convention audiences and done extensive writing on the topic of corporate fraud and surveillance. He is also Chair of Insurance Institute of Canada, Georgian Bay and Past Director of Crime Prevention for the Chamber of Commerce.




    Toronto Spring Half Day Workshop: Sponsorship package 2003

    Topic: Employment Law- Today's Hottest Issues and "The Stay Interview"- What's New?

    Speaker: Kristen Lopes, LL.B., Partner, Ogilvy Renault, Toronto, and Marge Watters, Partner, Kenebel Watters & Associates Toronto

    Kristen Lopes graduated from the University of Windsor in 1993 and was called to the Ontario Bar in 1995. Kristen's expertise lies in labour and employment law. She has represented employers before the Ontario Labour Relations Board, the Grievance Settlement Board, grievance arbitrators, the Ontario Superior Court of Justice and the Ontario Court of Appeal. She has extensive experience in collective bargaining. Kristen is a member of the Canadain Bar Association and the Advocates Society and is also an instructor at the Law Society of Upper Canada's bar admissions course.

    Marge Watters is a coach, consultant, author and entrepreneur who has spent more than 8 years planning and delivering a wide variety of career transition and professional development programs. She is an active consultant with numerous organizations as they move through organizational change initiatives including restructuring, outsourcing, acquisition integration and downsizing. She also works in the development of strategies and programs that use career management as a retention tool. Marge co-authored "It's Your Move-A Personal and Practical Guide to Career Transition and Job Search for Canadian Managers, Professionals and Executives". Marge's previous experience includes 19 years' senior management positions in the financial services industry. Marge is presently a Partner in Knebel Watters & Associates based in Toronto.

    Employment Law- Today's Hottest Issues

    This session will provide you with the latest developments in employment law on issues you encounter on a daily basis. What types of discrimination occur in the hiring practice? What is the status of the law with respect to drug and alcohol testing and substance abuse? How do you avoid workplace discrimination? What is the real definition of "disability" under the Ontario Human Rights Code? How far does the employer have to go in accommodating an employee? What factors will be considered in assssing undue hardship? Is addiction to gambling, pornography or obesity included in the definition of disability? What special challenges apply in dealing with mental illness in the workplace. These and other questions will be addressed in this most informative legal session.

    "The Stay Interview"- What's New?

    Retaining valuable employees is a key objective for every organization. Good career management practices on the part of both the organization and its employees can be a powerful means of reaching these goals. "The Stay Interview" is an effective career management technique. In this session, you'll discover how good career management practices relate to retention, what managers need to know about good career management practices, and the "Stay Interview" technique itself. Rather than waiting until valuable employees leave the organization for other opportunities and conducting "exit interviews" to find out why, every manager can incorporate "The Stay Interview" into regular manager/direct report conversations and significantly improve retention, which improves your bottom line.


    Toronto Spring Half Day Workshop: 8, Toronto 2002

    Topic: Retaining Employees in Today's Economic Climate - What has Changed?

    Speaker: Brian W. Pascal, Publisher/Editor of Workplace Today® Journal, Howard A. Levitt, Employment and Labour Law Specialist, Lang Michener

    Brian W. Pascal B. Comm, R.P.R, is Publisher/Editor of Workplace Today® Journal and President of IPM - Institute of Professional Management. Pascal is founder of the Association of Professional Recruiters of Canada and has designed, developed and delivered training programs in recruitment, management and supervision since 1984. Pascal has extensive experience in both training and consulting in both the private and public sectors and is a leading national expert on recruitment. Pascal has also been featured as a keynote speaker and facilitator for numerous corporate and association conferences across Canada.

    Howard A. Levitt received his B.A and then LL.B from the University of Toronto, called to the Ontario Bar in 1979. Levitt has also received calls to the Alberta, BC, Manitoba, New Brunswick and Nova Scotia Bars. He is considered a leader in Employment and Labour Law, presently counsel to the firm Lang Michener and member of the Employment and Labour Law Group. Levitt has acted as counsel on numberous grievance and interest arbitrations, human rights tribunals, employment standards fact findings and adjudications as well as occupational health and safety matters. Levitt is labour employment counsel for many of Canada's largest corporations. He is a leading expert in employment law, featured commentator on radio and television and has written hundres of articles in numerous publications and professional journals as well as having spoken at numerous conferences across the country. Levitt is a member of the Canadian Bar Association and practices exclusively in labour and employment law.

    It has become much easier today to recruit top candidates as compared to a year ago due to the economic downturn and the vast number of highly qualified people being laid off. How will organizations retain their top employees? Most companies have had experience in some level of downsizing and budget cuts which means that people are doing more than ever in their jobs. How are these employees being treated? This session will explore the latest changes and what companies can do to keep these top performers when the economy rebounds. The top performers are willing to stay at their present jobs now and weather the storm, but most perks and programs that we have seen enter the workforce within the past couple of years have been cut or reduced. Are you doing the right thing to keep these top performers?

    The latest revisions to the Employment Standards Act affect every single organization, regardless of size. With the Employment Standards Update, the session will focus on the hot issues including: how to deal with the emergency leave provision, the extension of maternity leave and dealing with absent employees, increasing the workweek, flexibility in overtime and new penalties to be assessed. We all have copies of the Act in our workplace, but do we fully understand all the new implications? Every manager will benefit from this session which will present the latest developments and help your organization avoid hefty litigation costs!


    Toronto Chapter Meeting: 13, Special 2002

    Topic: Employment References = Informed Hiring Decisions

    Speaker: Elaine Cruise Smith, Partner, Janus Integration, Toronto

    Elaine Cruise Smith is a Partner at Janus Integration, a consulting firm providing human resources services and corporate organizational solutions. Her expertise in these areas has developed from numerous years' experience in various Human Resource Management roles in retail, manufacturing and banking in both Canada and the U.S. Elaine also holds a B.A. in Law.

    For most organizations, reference checking is a standard practice in the recruitment process. Are organizations getting what they need from utilizing this "standard operating procedure"?

    This session will explore how to identify and retain top performers, reduce the risk of bad hires and avoid messy legal situations. Get the latest information and tips on why to bother checking references, who should be involved, when to check, what to ask and what to do with the information. You'll get to hear about counter intelligence for "fishy" situations and providing references for former employees.

    We have all heard about the legal aspects of reference checking in relation to Human Rights and the Privacy Act. This session will enlighten you on other issues to help you get the job done right the first time!






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

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

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









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