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Pre-Conference Survey: 2011 Human Rights & Accommodation Conferences (Vancouver and Toronto)

Introduction

We would appreciate your input in planning the annual Lancaster House Human Rights and Accommodation Conferences and Workshops which will take place in Vancouver at the Hyatt Regency Vancouver on March 28-31, 2011, and in Toronto at the Sheraton Centre Toronto Hotel on April 26-29, 2011.

Your opinion is very important to us. Please take a few minutes to answer the following questions. We will use the results of this survey to help structure this year's program.

Everyone who fills out the survey will have his/her name entered into a draw for a free registration to the conference of his/her choice. Please respond no later than Monday, September 20th, 2010.

All personal details will be kept strictly confidential.
HUMAN RIGHTS & ACCOMMODATION IN THE WORKPLACE

Please indicate your relative interest in the following panel discussion topics. Each panel will include a management and union counsel or representative, as well as an arbitrator/neutral/academic.

(a) Harassment and Violence Issues

Not Interested
Somewhat Interested
Interested
Very Interested
Sexual Harassment
Conducting Harassment Investigations
Harassment Policies
Harassment Education
Remedies for Harassment
Choosing a Forum for Harassment Complaints
Personal Harassment
Psychological Harassment
Threatening Behaviour and Speech
Review of Bill 168: An Act to amend the Ontario Occupational Health and Safety Act with respect to violence and harassment in the workplace
(b) Accommodation: General Issues
Not Interested
Somewhat Interested
Interested
Very Interested
Hybrid Cases: Balancing Discipline and Accommodation
Role of Employer, Union and Employee in Accommodation Process
Undue Hardship: Outer Limits of Accommodation
Accommodation and Attendance Management Programs
Accommodating Prospective Employees
Balancing Accommodation Against Health & Safety Concerns, Cost, and Operational Constraints
Last Chance Agreements and the Duty to Accommodate
Accommodation and the Impact on the Collective Agreement
Leaves of Absence (Other than Sickness and Disability-Related)
Sick leave, Long-Term Disability, and Short-Term Disability Leave
Medical Information: What is Needed or Protected in the Accommodation Process?
(c) Accommodation: Specific Grounds
Not Interested
Somewhat Interested
Interested
Very Interested
Accommodation of and Duties towards Employees on Maternity or Parental Leave
Accommodating Addictions (Drugs, Alcohol, Etc.)
Accommodating the Older Worker
Accommodating Family Status: Parenting Responsibilities and Family Illness
Accommodating Innocent Absenteeism
Accommodating Chronic Disability and Degenerative Disorders
Accommodating Mental Illness
Accommodating Anxiety and Stress
Accommodating Religious Practices
Accommodating Learning/Developmental Disabilities
Accommodating Obesity
Accommodating Chemical Sensitivities
Accommodating “Invisible” Disabilities
(d) Discrimination Issues
Not Interested
Somewhat Interested
Interested
Very Interested
Varying Standard for Prima Facie Discrimination
Deemed Termination Clauses
Mandatory Retirement Issues
Discrimination in Pension Plans
Systemic Discrimination
Establishing and Terminating Employee Benefit Plans: Avoiding Human Rights Pitfalls
Update on Pay Equity Issues
Investigating and Responding to Allegations of Discrimination
Discrimination and Pregnancy
Retaliation and Reprisal
Employer Obligations in Guarding Against Discriminatory Acts of Employees and Third-Party Contractors
Family Status
Sexual Orientation and Gender Identity
Cultural Diversity in the Workplace: Legal Issues
Perceived Disabilities
Discrimination Based on Criminal Record
Post-65 Retirement Benefits
Drug and Alcohol Testing: Update and Analysis of Case Law
Lay-offs, Termination, and Business Closures: Avoiding Human Rights Pitfalls
Discharge of Disabled Employees
Who is an “Employer”/“Employee” for the Application of Human Rights Legislation?
Managing Absenteeism/Attendance Management
Avoiding Discrimination in Hiring and Promotion
Overlapping Grounds of Discrimination
(e) Return to Work
Not Interested
Somewhat Interested
Interested
Very Interested
Return to Work and Modified Work Programs: Drafting Effective Policies
Resolving Disputes About Return to Work
Mental Fitness to Return to Work
(f) Remedies
Not Interested
Somewhat Interested
Interested
Very Interested
Innovative Remedies in Human Rights Cases
Overlapping Jurisdiction Among Human Rights Tribunals, Aribtrators, Employment Standards Adjudicators and Courts
Remedies for Harassment at Arbitration and Before Human Rights Tribunals
Damages for Human Rights Violations
Calculation of Damages
Remedies in Accommodation Cases
Systemic Remedies
Cost Remedies
(g) Other Issues
Medical Interventions: Human Rights and Privacy Issues
Freedom of Expression in the Workplace
Human Rights Claims Against Unions
Improving the Process: Procedural Matters in Human Rights Claim Adjudication
Human Rights Agencies Across Canada: A Performance Review
Update on the Ontario Human Rights Tribunal: A Review of Recent Decisions and Audit of the Process
Mandatory Unpaid Leave: Legal Issues
Emerging Issues in Human Rights Law
Human Rights and Privacy: Major Caselaw and Legislation Update
Please list two other human rights topics that you would like to see offered at the conference.
PRIVACY ISSUES

Not Interested
Somewhat Interested
Interested
Very Interested
Limits on Pre-employment Screening: Drug/Alcohol Testing, Medical Exams, Criminal, Credit and Police Record Checks
Employee Reference Checks
Fitness Tests and BFOR
Personnel Files: Contents, Access, Use
Privacy and Employer Investigations/Grievance Investigations
Latest Developments in Technology and Privacy Rights: Facebook, Instant Messaging, and Internet Use
Surveillance Inside and Outside the Workplace
Public Disclosure of Employees’ Safety Records
Application of Privacy Legislation to the Collection, Use, and Disclosure of Personal Employee Information
Biometrics in the Workplace
WORKSHOP TOPICS

Not Interested
Somewhat Interested
Interested
Very Interested
Winning Cases Before Human Rights Tribunals
How to Conduct an Effective Human Rights Workplace Investigation
Vetting your Collective Agreements and Policies for Discrimination and Privacy Pitfalls
Pre-Employment Screening: Avoiding Human Rights and Privacy Violations
Identifying and Accommodating Hidden Disabilities and Mental Illness
Preventative Strategies: Implementing Employee Wellness Programs
Determining the Cost of Accommodation
Meeting the Union’s Duty of Fair Representation in Human Rights Cases
Collection and Disclosure of Medical Information: Everything You Need to Know
Establishing a Disability Management Program
Designing a Privacy Compliance Program
Developing Policies on Social Networking in the Workplace
Threatening Conduct in the Workplace: Assessing Potential for Violence and Managing Risk
Designing a “Fair” Attendance Management Program
Investigating and Responding to Misconduct in a Potential Hybrid Case: Workplace Party Obligations
Expedited Methods for Dealing with Poisoned Work Environment Disputes
Reaching Pre-Hearing Settlement in Human Rights Cases
How to Create a Harassment-Free Workplace
Which of the following would you like to see included in the conference?
Not Interested
Somewhat Interested
Interested
Very Interested
Keynote Speaker
Interactive Polling
Case Studies
Panel Discussion with Questions
Moderated Debate
Breakout Sessions
Small Group Workshops
Would you find it useful to have a discussion panel which focused on a detailed fact scenario to illustrate how new legal developments apply to a specific case?
Please check below if you plan on attending either/both of these conferences.
If you do not plan to attend either conference, please indicate the primary reason:
Please provide any comments on your choice above.
I am a/ an (please choose one)
Thank you for your help in planning our conferences. We will contact you with the complete programs when they become available, along with registration details.

If you have any questions regarding this survey or the conference, please contact us for further assistance.

Sincerely,

Ania de Duleba

Conference Director