As HR professionals we tend to encounter many situations that don’t have a clear resolution and we often lean on the expertise of employment lawyers to help us make decisions and create plans for moving forward.
Please join us for a half day session where we can soak in the expertise and real life examples provided by the lawyers from Lakhani Campea LLP, a boutique law firm located in Oakville, Ontario.
The topics we will cover include the following:
Messing With My Head: Subtle or Insidious Harassing or Discriminating Behaviours
- Harassment and discrimination in the workplace is not always blatant or overt.
- Behavior can be subtle, or based on bias/prejudices and manifest as differential, adverse or unwelcome treatment.
How to identify subtle but unwelcome behaviors in the workplace?
- Examples of subtle harassment (exclusion, gaslighting, hostility, or microaggressions, ) or discrimination - explained
- Guiding principles to be gleaned from cases where courts have found [or not found] behaviour amounting to harassment or discrimination contrary to OHSA or Code.
- Even if the behaviour does not rise to the level of bullying and harassment, it can poison the work environment
- Practical Considerations
- Where Do We Draw the Line?: Addressing Subtle and Inappropriate behaviors in the workplace
- Respectful Workplaces & Awareness, Training
- Protection from reprisal under OHSA s. 50
- Performance management and legitimate management direction
- Issue resolution best practices
Not As Represented: What To Do When You Know An Employee Has Lied
- Can an employer discipline or terminate an employee who misrepresented themselves during the hiring process?
- Degree of seriousness of misrepresentation) – when does it matter?
- Can employer repudiate (terminate) the employment contract/relationship by employer?
- Considerations- change terms or terminate for cause?
- What if the misrepresentation is benign and the employee has no other performance concerns, can employer ignore/waive?
- Consideration of risks & issues
- Employer liability for ignoring the misrepresentation
- Advice for ensuring recruitment process and employment contracts protect your organization from such misrepresentations
- Learn which subtle behaviours can be considered harassment, performance management and legitimate management direction, along with the practical considerations such as protection from reprisal under OHSA s. 50
- Learn what you should / should not do when you found our your new employee lied: Do you terminate or discipline the employee? Do you ignore the misrepresentation and, if so, is there a liability for doing so? How to ensure your contracts or offer letters protect your organization from such misrepresentations.
Presentation/Panel: 10:00am – 1:00pm
Closing Remarks: 1:00pm
A “no show/late cancellation” fee will be charged if cancellation is not provided to firstname.lastname@example.org at least 3 business days in advance.
Registrations will not be accepted at the door
Any required Proof of Vaccination and/or PPE safety protocols for this in-person event will be shared closer to the event date.
Registration Difficulties or Questions: Please reach out to our Chapter Experience Coordinator, Tracey Gallacher email@example.com