16th June, 2015   I  Vancouver Convention Centre
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8.00

 

NETWORKING BREAKFAST AND REGISTRATION  

8.50

Event Chair: Carman Overholt

Lawyer

Overholt Law

WELCOME ADDRESS 

     

9.00

 

THE ESSENTIALS: WHAT YOU NEED TO KNOW FOR 2015

Martin Sheard

Lawyer

Tevlin Gleadle  

 

 

David McWhinnie

Lawyer

Tevlin Gleadle 

Update your labour and employment law toolkit with the most significant legislative changes for 2015 and a recap of the top labour and employment cases of 2014.

Leave this session equipped with the essentials for seamless operations in 2015 and into 2016. 

  • The most significant headlines of 2014
  • Top emerging risks for 2015
  • What's on the horizon for 2016

9.50

 

FOSTERING A RESPECTFUL WORKPLACE: HARASSMENT, BULLYING AND HUMAN RIGHTS

Eleni Kassaris

Partner

Blakes 

 

  

Michael Howcroft

Partner

Blakes

With over 40% of Canadian workers experience bullying on a weekly basis, employers cannot afford to be unprepared.

Avoid the workplace disruption, costly legal battles and tarnished employer brand by getting proactive on the increasingly important issue. 

  • What you need to know about WorkSafeBC's Bill 14
  • Defining harassment and bullying in the workplace and outlining the key elements of an employee education strategy
  • Managing claims - steps to documenting cases of harassment and bullying
  • A roadmap to a swift and complete internal investigation
  • Outlining your emergency response plan and protecting your reputation in the event of an allegation

10.40

 

NETWORKING COFFEE BREAK

 

11.00

 

EMPLOYER  BEST PRACTICES FOR MENTAL HEALTH DISABILITY MANAGEMENT

Scott Brent

Client Services Manager

Mental Health Claims Unit

Work Safe BC

In any given week, at least 500,000 employed Canadians are unable to work due to mental health problems.

Mental health is the fastest growing and most costly segment of disability claims for employers accounting for 40% of claims volume. Get the mental health disability management best practices that are integral to an effective and proactive program.

  • The careful balance of the employer's duty to inquire and an employee's right to privacy
  • Human rights considerations and the duty to accomodate
  • Return to work: successful steps for transitioning employees back to work and performance management best practices
  • Steps to overcoming stigma and creating a psychologically healthy workplace
  • Q&A

11.50 

 

RE-DESIGNING THE EMPLOYMENT RELATIONSHIP

Shelley-Mae Mitchell

Partner

Borden Ladner Gervais 

PROGRESSIVE STRATEGIES TO STAY AHEAD OF FAMILY STATUS ACCOMMODATION AND AN AGING WORKFORCE

As Canadians continue to work increasingly long hours, part-time jobs and under ever demanding workloads, the line between life and work has become virtually non-existent. The challenge of accommodating family obligations and sustaining social support systems has never been more difficult on both employers and employees.

Learn what your legal obligations are in today's employment environment and what you can do to move beyond the basic legal requirements and position yourself as a progressive and desired employer of choice.

This session will outline:

  • The role that you are legally required to play as an employer
  • The importance of evolving your role of employer to being partner in the relationship 
  • The employee engagement benefits of fostering a truly mutually respectful employer-employee relationship
  • Considerations for union partnerships

Get the facts straight on the complex issue of family status accommodation while engaging in a timely discussion on the evolution of the employer-employee relationship. 

12.40

 

NETWORKING LUNCHEON

 

1.10

 

LUNCHEON KEYNOTE: MEDICAL MARIJUANA IN THE WORKPLACE

 Terry Roycroft

President

The Medicinal Cannabis Resource Centre Inc. (MCRCI)

Separate fact from fiction on this controversial topic in workplace accommodation.

Health Canada estimates the number of users of medical marijuana will increase tenfold over the next decade from approximately 40,000 to nearly 450,000. For employers, this trend raises significant concerns about occupational health and safety, addiction, absenteeism and employee accommodation.

In this fascinating luncheon keynote, our expert speaker will debunk the most common misconceptions of the medicinal use of marijuana and the important facts that employers need to understand to appropriately accommodate their employees.

Get practical and factual answers on the real questions:

  • Illicit vs. Therapeutic Use: Is marijuana really a medicine?
  • When is marijuana an appropriate treatment option?
  • How do safety-sensitive and non safety-sensitive workplaces differ with respect to employee medical marijuana use?
  • How should an employer handle an employee who wants to use medical marijuana at work? 

  2.00 

 

NETWORKING COFFEE BREAK

 

2.20

 

MANAGING COMPLEX TERMINATIONS AND LITIGATION

Valerie Dixon

Partner

Miller Thomson

Get practical and implementable advice in this scenario based session on the do’s and don’ts of having the difficult conversations during terminations.

From the meeting to the demand letter, work through real examples of how to best handle the most complex, high-risk terminations.

  • Navigating long-service employee terminations
  • Dismissing a disabled employee
  • Severance best practices

This session will feature a special focus on implications for unionized environments.

3.10

 

NAVIGATING THE TEMPORARY FOREIGN WORKER PROGRAM

Gabriel Chand  

Immigration Lawye 
 
Chand & Company  

Get the critical updates on the program that has challenged some of Canada's largest employers.

  • Knowing what qualifies as a violation and the penalties that are involved
  • Mastering the LMIA - the most common employer common pitfalls in documentation
  • Transition from Temporary to Permanent Residence status – Options, Strategy and Timing
  • Revisiting the business case for temporary foreign workers

4.00

 

EVENT CONCLUDES

 

 

 

 

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