Workshop Archive: 2020

Half-Day Intensive Virtual Workshop

In Ontario and many other Canadian jurisdictions, an employer is required by law to conduct an investigation in response to an allegation of workplace harassment.  A well planned and executed investigation will help management make sound and defensible decisions and minimize any liability that may arise.

In this workshop, you will acquire the knowledge and tools needed to conduct an effective workplace harassment investigation.  Using interactive learning and real life-scenarios, topics include:

• • What type of complaint or misconduct must be investigated?
  • How to conduct an interview.
  • The impact of COVID-19 on the investigation process.
  • Dealing with tricky investigation situations.
  • How to reach defensible findings of fact.
  • What is (and is not) harassment?
  • How to write a complete, well-organized and effective harassment report.

Half-Day Intensive Virtual Workshop

When most workplaces shuttered in March of 2020 due to COVID-19, work-from-home arrangements became a necessity for many employers. While most physical workplaces have now reopened, many employers continue to have all, or part, of their workforce work remotely.

In this practical, half-day workshop, participants will acquire knowledge and tools to address a range of issues related to remote work. Using interactive learning and real life-scenarios, topics include:

• Performance Management: Can an employer use surveillance or other forms of monitoring to
  manage remote work? Can a work-from-home employee be disciplined for low productivity?
• Health and Safety: Is remote work covered by WSIB and the Occupational Health and Safety Act?
  Does an employer have any obligation to protect health and safety in the home?
• Family Care: When is an employee entitled to work remotely for childcare reasons? Does an employer have an obligation to accommodate low productivity due to a home schooling arrangement?
• Compensation: Is an employee entitled to compensation for work supplies and equipment required at home? Conversely, can an employer reduce compensation when the employee is no longer required to commute to work?
• Making it Permanent: Can an employer require an employee to accept a permanent work-from-home
  arrangement? If remote work is to become the norm, what changes should an employer consider making to its employment agreements and workplace policies?

Half-Day Intensive Virtual Workshop

As the Ontario economy reopens, employers face a range of challenges related to COVID-19.  Among the most pressing is how to manage employees who fail or refuse to adhere to workplace policies designed to reduce COVID-19 transmission, and how to respond to employees who engage in “high risk” COVID-19 behaviour outside of the workplace.

In addition, while many businesses reopen, others face the prospect of long-term workplace reductions or even closure. What is the impact of COVID-19 on termination entitlements?  How can an employer minimize its exposure?

In this practical, half-day workshop, participants will acquire knowledge and tools to address a range of issues related to COVID-19.  Using interactive learning and real life-scenarios, topics include:

• Testing: Can an employee be required to undergo testing for COVID-19? What factors should be considered if an employee refuses?

• Workplace Policies: Can an employee refuse to wear a mask or adhere to other COVID-19 related health and safety policies? How might an employer respond? Can an employer restrict employee travel outside of Canada?  What are the appropriate considerations?

• Off-Duty Misconduct: Can an employee be disciplined or terminated for engaging in behaviour outside of work that increases the risk they may contract COVID-19? 

• Impact of COVID-19 on Termination Entitlements: Can a long-term reduction in hours or pay, trigger a termination of employment? Could an employee be entitled to a longer notice period because of the economic impact of COVID-19?

Half-Day Intensive Virtual Workshop

As the Ontario economy reopens and employees are permitted to return to work on-site, the potential for increased absenteeism is real. At the height of the pandemic scare, the Government of Ontario introduced a new COVID-19-related protected leave under the Employment Standards Act, 2000, to complement the general duty to accommodate disability and family status under human rights legislation.

In this practical, half-day workshop participants will acquire knowledge and tools to address a range of absenteeism and attendance issues related to COVID-19, including: when is an employee entitled to time off of work, what is an employer’s entitlement to medical (and other) information, and are there best practices to manage a request for time off or a refusal to return to the workplace?

Using interactive learning and real life-scenarios, topics include:

• Illness and Isolation: When should an employee be required to remain at home?
• Leave Entitlements: To what leaves of absence might an employee be entitled?
• Family Status: Is there an obligation to provide accommodation for childcare or eldercare?
• Medical (and Other) Evidence: What can be requested to substantiate a request for time off, or to verify an ability to return?
• Work Refusal: How to respond if an employee refuses work either related to COVID-19, or because of a desire to remain on government benefits?

HALF-DAY INTENSIVE WORKSHOP

Every employment relationship comes to an end.  Although termination of employment can trigger potential liability for an employer, liability can often be minimized or eliminated with planning and sound decision-making.

This practical, half-day workshop provides participants with the knowledge and tools to make good decisions about when, and how, to terminate an employee.

Using interactive learning and real life-scenarios, topics include:

• What constitutes “just cause” for termination?
• Assessing liability for a “without cause” termination.
• Human rights and WSIB considerations.
• Strategies when preparing a termination offer.
• Conducting an effective termination meeting.
• Managing the fall-out.