Topics

Presenters

Return-to-office mandates
Better together: Implementing and managing return to office mandates

Key points
How to implement return-to-office mandates in a way that minimizes the risk of discrimination complaints and constructive dismissal claims, and how to address and respond to accommodation requests from employees who resist returning to the office or who are unable to work in an office setting.

Dana Hooker
Partner, Vancouver
Email

Scheduling
Scheduling challenges: Accommodating the work week for family status, religion, disability, and other scheduling demands

Key points
How to deal with employees who request leaves and alternative schedules on the basis of prohibited grounds of discrimination under applicable human rights laws, and how to deal with implementing accommodation plans including with respect to preferred accommodation versus reasonable accommodation and broader morale issues.

Richard Press
Partner, Vancouver
Email

Invisible disabilities
Reasonable in practice: Addressing invisible disabilities, accommodation requests, and flexible solutions

Key points
How to address mental illness, neurodivergence, and other invisible disabilities in the workplace including typical accommodation requests and how to consider practical accommodation alternative options.

Giovanna Di Sauro
Counsel, Toronto
Email

Leaves of absence
Effectively and lawfully managing leaves of absences in challenging situations

Key points
How and when to communicate terminations to individuals on a leave of absence, when to implement terminations for individuals on a leave of absence, and understanding the impact of termination on disability benefits. We will also discuss how to deal with employees who take leaves in response to perceived or actual discipline arising out of harassment complaints, performance management, and investigations into wrongdoing and to avoid termination meetings.

Leslie Frattolin
Partner, Toronto
Email

Required leaves of absence
Sick leave, sick notes, and staying compliant: Managing medical absences without crossing the line

Key points
We will provide a cross-Canada update on medical note restrictions and available paid and unpaid sick leave under provincial and federal employment and labour standards legislation. We will also discuss when to rely on the brief “XX is sick” note, when to use a medical questionnaire, independent medical examination, or functional capacity evaluation, including a high level discussion of applicable privacy concerns.

Tania Da Silva
Partner, Montréal
Email