Vancouver Full Day Conference April 20, 2010
Today’s Critical Issues in Employment Law presented by Charles G. Harrison, LL.B., Partner, Fasken Martineau
Screening and Background Checks: Today’s Best Practices presented by Dave Dinesen, President & CEO, BackCheck
Ready, Get Set..Change! The Impact of Change on Workforce Productivity and Engagement presented by Lisa Ryan, MBA, Vice President, Talent Management, Right Management, Vancouver
Build Power Teams: Why Bad Teams Happen to Good People presented by Wayne Rawcliffe, MBA, CHRP, RODC, President, Senga Consulting Inc., Vancouver
Today’s Critical Issues in Employment Law
This session will explore today’s hot issues in Employment Law. Our legal expert will provide updates in several key areas including: social networking and blog law, additional damages available to employees upon dismissal and disability and frustration of the employment contract related to disability.
Blog Law Update: The Internet has evolved into a powerful "publication" tool available 24/7 to almost anyone through personal blogs, social networking sites such as Facebook, etc. Outspoken and disgruntled employees have used it as an outlet to vent both positively and negatively about workplace events and issues. As such, corporate and individual reputations may be harmed in the process. We will examine the current state of the law with respect to the limits of permissible online behaviour from an employment perspective.
From "Wallace Damages" to Keays & Honda and Beyond: Obtain updates related to a variety of "additional damages" available to dismissed employees. We will identify the current traps and pitfalls for employers that might lead to a "Wallace bump", aggravated or punitive damages.
Disability and Frustration of the Employment Contract: As with most contracts, outside events may occur that fundamentally undermine the employment contract. Employers continuously struggle with the fear of terminating an employee who has been on disability. Can it really be done and how? We will discuss strategies for resolution and establishing frustration of the contract or undue hardship. At what point does an employee's absence due to disability frustrate the employment contract and bring it to an end? Recent developments in our courts have brought greater clarity to this and other related matters.
As HR Professionals, we’ve all heard the horror stories. This informative session will provide participants with the latest tips, strategies, trends and recent cases to avoid needless litigation.
Click here for information on Charles Harrison
Screening and Background Checks: Today’s Best Practices
The recent economic slowdown has had a great impact on the applicant pool for organizations. There have been some dramatic shifts in the current employment landscape. As we are flooded with potential candidates, are we getting the needed information to make smart and effective choices in an efficient and timely manner?
This session will review typical screening standards for major Canadian industries as well as provide the latest background checking statistics. Participants will learn how to get the full story on candidates prior to making the hiring decision.
As employers, it's sometimes confusing to acquire the information related to background checking in the midst of evolving and innovative technology which includes social networking mediums such as Twitter and Facebook. We will also look at the organization’s extended workforce. Should organizations be looking more closely at how their vendors and suppliers meet the internal screening guidelines of their organization?
Discover the best practices and strategies for employment screening which include new technology offerings, systems for screening an organization’s extended workforce and how organizations can turn background checking into an employee benefit!
Click here for information on Dave Dinesen
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 Lisa Ryan
Build Power Teams: Why Bad Teams Happen to Good People
We all know the benefits of developing high performing teams. We know the impact that high performing teams have on productivity, exceptional service delivery and bottom line profitability. We work in teams all the time. The reality is that for most of us, our team experiences have often been less than satisfactory. We long for the unique experience of achieving amazing results with a top performing team. Some of us have had the privilege of leading or being a part of a high performing team. Why is it so difficult for great people to form great teams? What goes wrong and what can we do to make the experience different and improved?
This session is designed for participants to gain a deeper understanding of: the social background to teams, what teams are, the process effective of team formation, team leadership, and how to recover when things go wrong.
In this interactive session, participants will gain new insights on discovering the elements of team effectiveness, drivers of team success and the fundamental contradiction between working in teams in an individualistic society and how to increase the likelihood of team members achieving great things. Participants will learn that while great teams’ members get along and care for each other, togetherness is NOT the core ability of a high performing team. We will explore all of the critical elements of high performance in teams.
Click here for information on Wayne Senga
Vancouver Full Day Conference March 31, 2009
Today's Critical Issues in Employment Law presented by Michael J. Weiler, LL.B., Associate Counsel, Lang Michener LLP
HR’s Role at the Executive Table- Get There & Keep Your Position presented by Mark Wentzell, CA, CIRP, Senior Vice President, Grant Thornton Ltd.
Workplace Tests: Navigating the Maze presented by Bruce Wagner, M.C., RCC, RRP, Partner, Lifework Design Group and Dr. R. Kirk Austin, Ph.D., M.C., Partner, Lifework Design Group
Today’s New Reality: Employee Productivity for Enhanced Business Results presented by Barbara Adams, Managing Director, HR architects
Today's Critical Issues in Employment Law
This session will explore today’s hot issues in Employment Law. Our well-known legal expert will provide updates in several areas including: employment contracts, employee vs. independent contractor, overtime class action lawsuits in BC, as well as some Supreme Court of Canada cases that have come out in the employment area in recent months. Participants will review the latest trends, cases and strategies to avoid needless litigation.
Michael has often appeared on radio talk shows and in other forums to discuss labour and employment law and is the Assistant Editor, Canadian Cases on Employment Law (Carswell).
Click here for information on Michael Weiler
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. Traditionally, this has not happened- HR must be part of the strategic plan and must become more involved and more visible. 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 Mark Wentzell
Workplace Tests: Navigating the Maze
Most of us have had some experience with workplace tests. We have taken or administered them in one form or another. But with the increasing inventory of instruments available for the workplace, how do you determine the best one for your needs? When used correctly tests can help organizations hire more effective employees, reduce turnover, and save time & money. Whether you work in management, HR, career development, or coaching, it pays to have an understanding of the available tools and what each can offer.
This session will provide an overview of common preference, capacity, and barriers tests. We will review a number of instruments in each category; discussing some pros and cons; provide a checklist of items to look for when selecting tools for your organization; and have sample tests available for viewing. Participants will learn what is required to administer various assessments; where to purchase them; and how to make the best use of test results.
You’ll learn about the MBTI, 16PF, FIRO-B, Strong Interest Inventory, JVIS, CISS, Values Driven Work Inventory, VS, LVI, RP, Wonderlic Personnel Test, CAST, WJIII, GATB, MCSEIT, BEQI, CDI-R, SASSI-3, STAXI. STAI and other tests relevant to recruiting, retention and development.
Click here for information on Bruce Wagner
Click here for information on Dr. R. Kirk Austin
Today’s New Reality: Employee Productivity for Enhanced Business Results
There is absolutely no doubt that enhancing employee productivity is critical in today’s tough business climate. Especially when we still face a shortage of experienced, qualified employees for positions left vacant through the retirement of current employees – including individuals in leadership positions. So what can we do to recruit the best and encourage them to risk changing employers in a less than secure job market? And what can we do to delay the retirement of those high performing employees possessing company knowledge, specialized skills sets, and desired competencies?
This is when human resources can truly add value by becoming a strategic business partner. Human resources must evaluate and project workforce requirements within the new business realities and create recruitment and retention strategies that are innovative, attractive to new recruits, and add value to existing, high performing employees. However, they must also identify and design new and creative methods of enhancing employee productivity and as a result, increase company results. They must also be concerned with helping employees feel confident and secure in an uncertain future.
So what can you do? This session will present participants with a strategic outlook on recruitment, retention, and employee productivity in today’s tough business environment. Participants will learn practical techniques, recommendations for key initiatives, and hear realistic methods of enhancing employee productivity.
Click here for information on Barbara Adams
Vancouver Half Day Workshop March 26, 2007
Today’s Critical Issues in Employment Law presented by Michael J. Weiler, LL.B., Associate Counsel, Lang Michener LLP, Vancouver.
“Financial Fiends”: Effectively Dealing with Fraud in the Workplace presented by James P. Blatchford, BA, MBA, CMA, FCMA, CFE, Principal, Grant Thornton LLP, Vancouver.
Today’s Critical Issues in Employment Law
This session will cover the following hot topics in Employment & Labour Law:
* Mandatory Retirement at age 65 is still lawful in British Columbia but for how much longer? A number of factors point to the abolition of Mandatory Retirement in BC likely following Ontario's lead. The Premier's Council on Aging, chaired by Dr. Patricia Baird, has completed its hearings and her report is expected this fall. It is quite possible she will recommend amending the Human Rights Code to prohibit age discrimination at age 65 which would make mandatory retirement prima facie contrary to the Human Rights Code. What are the issues that will confront practitioners in 2007 without mandatory retirement? Will the exceptions to Ontario's law survive a Charter of Rights challenge?
* Drug and alcohol testing are becoming more prominent in employment policies, especially with the expansion of the duty to accommodate obligations on employers and unions under the Human Rights Code. Is drug testing illegal? Is it effective? Recent jurisprudence suggests that pre employment drug testing might also be attacked as contrary to the Human Rights Code--what does that mean to hiring practices? Is someone who has no relationship with the company entitled to the same level of accommodation as a 20 year employee who tragically succumbs to a drug or alcohol addiction?
* How often does an employer, in dealing with an employee performance problem,end up embroiled in a human rights dispute because, unbeknownst to the employer, the employee suffers from a physical or mental disability? Electronics Arts recently found itself in that type of dilemma and was ordered by the BC Human Rights Tribunal to pay a dismissed employee who was on LTD $20000 for "loss of severance", $20000 for injury to dignity, feelings and self-respect, $6000 for loss of health care costs, $3300 for legal fees and $70000 for the lost value of her stock options. Find out what might be done to avoid these types of judgments and minimize the risk in dealing with the disabled employee.
Click here for information on Michael J. Weiler
“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.
• 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
Click here for information on James Blatchford
Vancouver Half Day Workshop May 26, 2004
Topic: Hot Update in Employment Law- The Latest in Wrongful Dismissal
Developing and Implementing the Strategic HR Plan
Speaker: Michael J. Weiler, LL.B., Partner, Coutts Weiler & Pulver, Vancouver
Geoffrey Crampton, Vice President, Human Resources & Organization Development, Fraser Health Authority, Vancouver
Hot Update in Employment Law- The Latest in Wrongful Dismissal
Discover the latest updates on the topic of Wrongful Dismissal. Learn about the differences between an employee and independent contractor. What kinds of circumstances define “just cause”? What is the permissible period of notice to be given to an employee? What types of damages will be awarded by the court? What are the latest findings in actual settlements? We all know that the courts are still clogged with Wrongful Dismissal cases. Attend this session and find out how your organization can avoid this issue.
Michael Weiler is a founding partner of Coutts Weiler & Pulver headquartered in Vancouver. Mike obtained his B.A. (Honours) from the University of Toronto and his LL.B. from Osgoode Hall in 1976. He was called to the British Columbia Bar in 1977. Mike specializes exclusively in labour relations and employment law. He represents a wide variety of employers and employees in wrongful dismissal and other employment-related actions. A significant part of Mike's practice involves providing proactive, strategic advice to employers in both unionized and non-union environments, to assist them in anticipating, avoiding, and solving workplace problems. As senior counsel, he appears regularly before federal and provincial labour relations boards, arbitration boards, employment standards tribunals and human rights tribunals. Mike is also Chair, Labour & Employment Committee, BC Chamber of Commerce, Assistant Editor of Canadian Cases on Employment Law, Member, Labour Law Section, Canadian Bar Association (BC Branch), in addition to being a well-known personality speaking on legal issues for radio, television as well as numerous conferences, symposiums and seminars.
Developing and Implementing the Strategic HR Plan
This session will focus upon how to develop and implement a Strategic HR Plan that will transform your HR Department into a key Strategic Business Partner.
Using the example of restructuring in the Fraser Health Authority, you will acquire the principles and steps to take back and develop your own organization’s strategic plan applicable to all organizations, regardless of size. After the restructuring of British Columbia’s healthcare system (reducing 52 health authorities to six “mega” authorities, and legislative changes turning collective agreements on their ears), the newly formed Fraser Health Authority has strategically focused its approach to human resources in a way that can address the dramatically different relationships among operating entities, the need for HR to be a strategic partner within the organization, and a requirement to manage $100 million cost reduction annually. Its recently approved strategic plan heralds a comprehensive change in the role of HR.
In this session, you will obtain vital information on the following issues: strategies and timelines for transforming HR, integrating business process systems across the formerly separate authorities, a new approach to organizational and professional development, addressing occupational health and safety and absenteeism, and the impact of the changing labour environment.
Geoffrey Crampton is responsible for providing support services across Fraser Health in the areas of human resources consulting services, compensation and human resource systems, organization development, recruitment and workforce planning, workplace safety and wellness, and professional practice. During 2002, Geoffrey was Acting Vice President, Human Resources at Vancouver Coastal Health Authority. Before that he was Vice President of Human Resources, Organization Development & Information Services with the former South Fraser Health Region and previously served six years as Senior Consultant for the Health Labour Relations Association of BC. Geoffrey’s career also includes senior HR positions in the hotel sector and the retail food industry. Geoffrey is a trustee of the Healthcare Benefit Trust. Serving a five-year appointment as chair of the Employment Standards Tribunal, Crampton was responsible for establishing the Tribunal in 1995, to hear appeals from employers and employees under the Employment Standards Act. He also has an ongoing affiliation with the University of British Columbia. After graduating from UBC with a Bachelor of Commerce degree, he acted as Human Resources/Labour Relations Advisor for the University and later as Executive Director for the UBC Faculty Association.
Vancouver Spring Half Day Workshop: May 22, 2003
Topic: Employment Law Update- Today's Hottest Issues
Speaker: Michael J. Weiler, LL.B., Partner, Schiller Coutts Weiler & Pulver, Vancouver, BC
Michael Weiler is a founding partner of Schiller Coutts Weiler & Pulver
headquartered in Vancouver. Mike obtained his B.A. (Honours) from the
University of Toronto and his LL.B. from Osgoode Hall in 1976. He was
called to the British Columbia Bar in 1977. Mike specializes exclusively
in labour relations and employment law. He represents a wide variety of
employers and employees in wrongful dismissal and other
employment-related actions. A significant part of Mike's practice
involves providing proactive, strategic advice to employers in both
unionized and non-union environments, to assist them in anticipating,
avoiding, and solving workplace problems. As senior counsel, he appears
regularly before federal and provincial labour relations boards,
arbitration boards, employment standards tribunals and human rights
tribunals. Mike is also Chair, Labour & Employment Committee, BC Chamber
of Commerce, Assistant Editor of Canadian Cases on Employment Law,
Member, Labour Law Section, Canadian Bar Association (BC Branch), in
addition to being a well-known personality speaking on legal issues for
radio, television as well as numerous conferences, symposiums and
Part 1: Human Rights - Drug and Alcohol Testing and Substance Abuse
Learn about the recent changes made to British Columbia's Human Rights
Code. What restrictions apply to an employer regarding implementation of
drug and alcohol testing? What questions can be asked during hiring
regarding these issues? What disciplinary action may be taken against an
employee with a drug or alcohol problem? What remedies are available to
an employee who is improperly disciplined or terminated as a result of a
drug or alcohol testing program?
Part 2: Employment Standards Act Update
As part of its legislative reform program, the Liberal government
enacted substantial changes to the Employment Standards Act and
Regulation in 2002. The purpose of these changes is to modernize
employment standards legislation and provide the appropriate amount of
flexibility within the workplace. Learn about these changes, to include
hours of work provisions, vacations, statutory holidays and specific
exclusions. The legislation also provides for significant monetary
penalties as a deterrent to employers who are subject to determinations
made by the Employment Standards Tribunal for breaches of the Act. What
are these penalties and how do you avoid them? You will also gain vital
information about the new procedures incorporated into the Act for the
filing, processing and adjudication of complaints.
Vancouver Spring Half Day Workshop: May 13, 2002
Topic: How to Conduct Investigations - What You Need to Know, BC Human Rights - An Update
Speaker: Giselle E. Stonehouse, Labour Relations Consultant, Fraser Health Authority, Vancouver, BC, Chris L. Finding, Executive Director, BC Human Rights Commission
has over 22 years' Labour Relations experience in the
healthcare field as well as private sector organizations, including
expertise in collective agreements and a full range of labour relations
issues. Stonehouse has investigated over 30 Human Rights complaints and
provides training for management staff on Grievances, Misconduct and
Corrective Action for Non-culpable Behaviour. Stonehouse has participated in
numerous Third Party hearings and is presently Labour Relations Consultant
for Fraser Health Authority.
Chris Finding has a Master of Industrial Relations degree from Queen's
University and BA from the University of Victoria in Economics. Finding has
worked as a human rights investigator for 10 years and as the Lower Mainland
Manager of Investigation and Mediation for 4 years. Finding is currently the
Executive Director of the BC Human Rights Commission.
Why bother conducting a proper investigation? What sorts of situations
require this process? What is involved? The effectiveness of managers and
supervisors is based on their credibility with their staff, peers and
unions. Credibility must be earned based on making decisions and taking
action that is based on factual information about a subject. Credibility
that is lost is even harder to regain.This session will explore situations
that may require an investigation in the workplace, how to properly conduct
an investigation, the process itself and the final decision and review as
well as the latest information on the legal issues pertaining to corporate
In today's workplace, Human Rights is one of the most vital issues. We are
all familiar with the legislation as it applies to employment. What are the
hot topics and latest developments which affect us? This session will
explore the latest findings and things to watch for in Human Rights issues
with respect to the duty to accommodate and where it ends, terms of physical
and mental disability, essential elements of a corporate anti-discrimination
policy and the new early mediation process, to name a few.
Vancouver Chapter Meeting: May 13, 2002
Topic: Mind the Gap - Gen X'ers, Boomers and Veterans at Work
Speaker: Cindy McKinley, Manager, Human Resources Planning and Development, BC Hydro and Alison King, Human Resource Planner-Analyst, BC Hydro, Vancouver
Cindy McKinley, like a majority of employees at BC Hydro, is a baby boomer.
She is the Manager of Human Resources Planning and Development, which
includes the corporate HR functions of strategic workforce planning,
training and development and employment equity/diversity. Cindy joined BC
Hydro in 1995, and prior to that, worked in several departments and agencies
within the federal government.
Alison King is a definite Gen X'er in a sea of Baby Boomers as Human
Resource Planner-Analyst at BC Hydro. Since joining BC Hydro in 1996, Alison
has worked in a variety of HR related areas, including training and
development, change management and management development.
How do you manage the changing demographics in today's workforce? What
motivates and retains Gen X'ers is not the same as what motivates and
retains Baby Boomers or Veterans. This presentation will explore the
demographic shift and its impact on strategic attraction and retention. What
is the theory behind generational research? How might the generation you are
born in define who you are, what you value and how you show up for work? BC
Hydro has done extensive research on demographics and recruiting and is a
national leader in addressing these emerging issues. This session will
provide you with vital information to assist you in attracting, motivating
and retaining members of each generation and how they can work well