Barrie: 10.23.19 Today's HR in the Workplace: Developing Employees Through Engagement and Compliance

Date and Time

Starts:10/23/2019 8:00 AM

Ends:10/23/2019 4:30 PM

Event Type: Conference

6.5 Hours Hour(s)

Liberty North 100 Caplan Avenue Barrie, ON


Members: $99 + HST | Non-members: $149 +HST | Students: $99 +HST


Additional Information

Event Sponsor

Barrie: 10.23.19 Today's HR in the Workplace: Developing Employees Through Engagement and Compliance

Today's HR in the Workplace: Developing Employees Through Engagement and Legislative Compliance A full day conference designed to provide Human Resources Professionals with the Information and Knowledge about Engaging Employees and Legislative Compliance.  Learn about legislation updates and best practice recommendations.  This event includes inspirational and motivational keynotes, and legal update sessions designed as interactive learning experiences.   Don't miss this opportunity to learn and network with industry professionals!


  • 8:00 - 8:30 am - registration and continental breakfast

  • 8:30 - 10:00 am - Marion Grobb

  • 10:15 - 11:45 am - Jennifer Britton

  • 12:00 - 12:45pm - Lunch

  • 1:00 - 2:30pm - David Turner

  • 2:30 - 4:30pm - Brittany Taylor


Presentation Details:

I - Marion Grobb Finkelstein Workplace Communication Consultant and Speaker

Topic: Have Your Say, Get Your Way™ (a.k.a., How to influence without being a bully or beeyotch)

Do you remember a time when you wish you had spoken up? Maybe you had a great idea, but no one in the boardroom heard it. Or worse yet, someone else blurted out what you wanted to say and got all the credit. Have you ever been so upset about something that you just couldn't find the words to productively express yourself, so you either exploded in anger or burst into tears? Maybe you walked away in avoidance, resignation or frustration? On that very day, you wanted to have your say, to share your expertise, to stand your ground and be heard; you just didn't know how. With the "IDEAL Say it System", you'll be equipped to influence the decision-makers in your life. Learning Outcomes: Decisively determine if it's best to speak up or step down Influence decision-makers (get your expertise heard) Position yourself as a leader Be active in meetings when it makes the most sense Get noticed by clients, peers, and your industry Present your contrary viewpoint and feedback, respectfully Decrease stress, frustration and regret in what you said or didn't say Foster honest and authentic relationships with clients, colleagues, bosses and employees


II - Jennifer Britton, CHRP, PCC, CPT

Topic: Building Your Coaching Toolkit for Enhanced Leadership and Results

Coaching skills are a core competency for leaders and professionals at all levels today. Whether we are coaching individuals, expanding the coaching conversation to groups and teams, or facilitating peer coaching, coaching conversations can lead to enhanced results and relationships in organizations. Coaching is part of a leader's toolkit to support enhanced results and performance. The bulk of the day will focus on developing and refining our coaching skills. The afternoon will connect coaching skills into three areas for leadership success today - creating high performing teams, boosting our communication ability and getting to root cause of performance issues. Join author of From One to Many: Best Practices for Team and Group Coaching, Jennifer Britton, for an interactive one-day workshop where we: Discover and practice core skills for enhanced coaching conversations Explore three related leadership skill areas for leaders today – creating high performing teams, enhanced communication, and getting to the root cause of performance issues. Leaders will leave with a mini-coaching toolkit of skills and approaches they can apply right away into their work.


III - David Turner, Principal Lawyer, Turner, A Human Resources Law

Topic: Performance Management - Woulda, Coulda. Shoulda

The best-laid plans are of little value to an employer if they are not carried into action and properly applied in the workplace.

Far too often – either in the regular course of workplace management, or the context of litigation (such as when preparing to go to court or appear before an administrative body including a workplace tribunal, labour board, or otherwise in the context of Employment Standards, Human Rights, or Occupational Health and Safety) – issues, documents and questions of evidence arise that will have a direct and very real impact on not only the specific issue at hand, but also the broader workplace including ongoing relationships, processes, policies and procedures. 

This session will focus on some of the core, pre-emptive considerations that employers should be mindful of in the course of managing their business, enterprise, and workplace relations.

Included in the discussion will be a review of the following:

- Effective performance management;

- Managing expectations and dealing with errors in judgement;

- The benefit of proper documentation

- The potential for disaster with thoughtlessness/angry emails/texts etc.;

- Revisiting the employment contract; and

- Employment realities in 2019 and looking forward


IV - Brittany Taylor, Senior Associate, Rudner Law

Topic: Harassment Investigations

In today's legal landscape, with changing legislation and increased public scrutiny, it is essential that employers, and their HR teams, are fully prepared to deal with issues of harassment in the workplace. This includes not only understanding what to do when an issue arises, but how to mitigate against workplace harassment in the first place, as well as how to move forward after an incident has occurred. 

In this interactive session, we will walk you through the stages of a thorough and impartial workplace investigation with the aid of case studies based on recent decisions. We will discuss: creating an effective written policy against workplace harassment, training workers, responding to allegations of harassment in the workplace, determining when an independent investigator may be necessary, conducting the investigation, reaching a conclusion, and taking appropriate remedial action in the circumstances.