Workshop Archive: 2024

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:

Ø                  What type of incident or complaint must be investigated?

Ø                  How to prepare for and conduct an interview.

Ø                  How to deal with tricky investigation situations.

Ø                  How to reach defensible findings of fact.

Ø                  What is (and is not) workplace harassment?

Ø                  How to write a complete, well-organized and effective harassment report.

Ø                  What to do after the investigation is complete.

Half-Day Intensive Virtual 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 handle some of the trickiest situations that can arise when terminating an employee. Using interactive learning and real life-scenarios, topics include:

• • Wilful Misconduct & Just Cause: What do these terms mean and why do they matter? When will an employee have no entitlement to notice of termination, or pay in lieu of notice?

• • Statutory Leaves: Can an employee on a statutory leave of absence ever be terminated? What special considerations apply?

• • Disability Leaves: When does a long-term disability leave end the employment relationship? What is an employee on disability leave owed if the employment relationship ends?

• • Bad Faith: When will an employer be liable for damages arising out of the manner of termination? What can an employer do to reduce this risk?

• • Strategic Considerations: When and why might an employer offer a settlement to an employee when the relationship ends?