The 2015 Accommodation Law Conference (Winnipeg)

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Approved by the Human Resource Management Association of Manitoba for 11 CHRP Continuing Professional Development hours.


New legal breakthroughs in the duty to accommodate and their impact on union and employer representatives in Canada

The Fort Garry Hotel
March 25 & 26, 2015

Attend this state-of-the-law conference and stay on top of the latest legal breakthroughs in the duty to accommodate and their impact on unionized workplaces in Canada.

ATTENTION LAWYERS: A total of 10.75 Continuing Professional Development (CPD) credit hours may be claimed from the Law Society of Manitoba for attending this conference.

Registration: 8:30 - 9:00 a.m.

MORNING SESSION - 9:00 a.m. to 12:00 p.m.
David Lewis and Grant Mitchell

The Year's Top Accommodation Cases
A review of important new accommodation cases in Canada and their impact on Manitoba unions and employers.

AFTERNOON SESSION - 1:15 to 4:30 p.m.
Tracey Epp and Keith LaBossiere

Family Status: What's New?
From daycare arrangements to disclosing medical information about family dependents: A review of recent cases.  

The Union's Evolving Duty to Accommodate
The state of the union's duty to accommodate, including cases where unions have fallen short of their legal obligations.

Remunerating Accommodated Employees
When accommodated employees face a decrease in pay, job status or benefits: New cases set rules for compensating accommodated employees   

Accommodating Non-permanent Positions
Probationary employees, temporary workers, casual employees, agency employees: The rules for accommodating employees in non-permanent positions.


MORNING SESSION - 8:30 a.m. to 12:00 p.m.
Tracey Epp and Keith LaBossiere

Medical Questions You Can't Ask an Accommodated Employee
Learn the limits arbitrators have placed on medical questions an employer can ask an accommodated employee and take away a useful list of best practices. 

Discipline & the Disabled Employee
Recent cases shed new light on when disabled employees are subject to discipline, when they are not and when their disability can play a mitigating role.  

Post-discharge Evidence: How it Can Overturn a Dismissal
Recent cases on when unions can use evidence not available at the time of discharge to successfully challenge the dismissal of a disabled employee.    

Accommodation Remedies: New Trends to Watch
From reinstatement with creative conditions to significant damage awards, arbitrators continue to push the limits in accommodation remedies.   

AFTERNOON SESSION - 1:15 to 3:00 p.m.
Blair Graham (Chair), David Simpson and Mark Toews

Accommodation Allowed....or Denied? 
A labour arbitrator offers instant rulings on accommodation grievances presented by union and management counsel based on real cases.  


Shandra Czarnecki
Employer Counsel
Aikins MacAulay & Thorvaldson

Tracey Epp
Employer Counsel

A. Blair Graham, Q.C.
Labour arbitrator
Thompson Dorfman Sweatman

Keith LaBossiere
Labour Law Counsel
Thompson Dorfman Sweatman

David Lewis
Union Counsel
Manitoba Government and General Employees' Union

Grant Mitchell, Q.C.
Employer Counsel
Taylor McCaffrey LLP

David Simpson
Employer Counsel
Fillmore Riley

Bill Sumerlus
Regional Director
Canadian Union of Public Employees

Mark Toews
Union Counsel
Deeley Fabbri Sellen Law Corporation

Hotel accommodations
A special guestroom rate of $129 (standard, single/double plus taxes) has been arranged for registrants at
The Fort Garry Hotel, 222 Broadway, in downtown Winnipeg.

Phone hotel reservation directly at (204) 942-8251 and ask for the group rate for "The Accommodation Law Conference." Reserve early as availability is limited.

The Fort Garry Hotel is a unionized hotel.


Individual: $795 (plus $39.75 GST = $834.75)
Group (3+ each): $745
(plus $37.25 GST = $782.25)
Super Group (7+ each): $695
(plus $34.75 GST = $729.75)
To qualify for group rates, registrants must be from the same organization, or union local, and register together.

Cancellations must be in writing and received by March 18, 2015 in order to qualify for a full refund less a $50 administration fee. Non-compliance will result in liability for the entire tuition.

Substitutions may be made at any time.


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