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Overview

Half-day Workshops: $269.00

Occupational Health and Safety - Details

Accessibility for Ontarians - Details

Labour-Management Relations - Details

Workplace Conflict - Details


 Full-day Workshops: $429.00

Disabilities in the Workplace - Details

WSIB Case and Claims - Details


 

 

Occupational Health and Safety

Occupational Health And Safety Act Compliance - Bill 132

Thursday, August 18, 2016 1:00 PM - 4:30 PM

Or

Wednesday, September 14, 2016 1:00 PM - 4:30 PM

REGISTER

On March 8, 2016, the Ontario Legislature passed Bill 132, the Sexual Violence and Harassment Action Plan Act, which amended a number of statutes by adding provisions regarding sexual harassment and sexual violence. In particular, Bill 132 included a series of changes to various provisions of the Occupational Health and Safety Act . These amendments, which will be in force on September 8, 2016 , could profoundly change how workplace harassment is addressed in Ontario workplaces and create new and challenging issues for employers.

Expected Learning Outcomes

The Participant will:

  • Discuss the new OHSA workplace harassment requirements and compliance
  • Discuss the history and development of Bill 132 and workplace harassment in OHS legislation across Canada
  • Discuss how media attention in sexual assault and harassment cases could result in significant increased attention on this matter as an OHS issue
  • Discuss how OHSA harassment will continue to intersect with Human Rights Code related issues and complaints
  • Current OHSA workplace violence and workplace harassment provisions and interplay with other Ontario legislation
  • Define "workplace sexual harassment" in the OHSA
  • Explain clearly the OHSA workplace harassment definition to exclude reasonable management action
  • Explain the expanded employer obligations to develop harassment programs in consultation with the JHSC or representative as appropriate
  • Describe the expanded OHSA obligations to investigate and inform the parties involved of the results of the investigation
  • Describe the new confidentiality and non-disclosure provisions
  • Explain the new powers of Ministry of Labour inspectors to order impartial third party investigations at the employer's expense, and when that might occur
  • Discuss Bill 177: Other potential OHSA and ESA changes relevant to workplace harassment and violence
  • Discuss important distinctions between OHSA workplace violence and workplace harassment provisions including determining the scope and content of human rights and health and safety policies and determining the processes for investigating incidents or complaints of violence and workplace harassment in light of the Bill 132 changes

Accessibility for Ontarians

Accessibility for Ontarians with Disabilities Act – Compliance

Wednesday, September 28, 2016 1:00 PM - 4:30 PM

REGISTER

In 2005, the Ontario Government passed the Accessibility for Ontarians with Disabilities Act "AODA" to make Ontario accessible by 2025.

Accessibility standards have been created as part of the Accessibility for Ontarians with Disabilities Act. These standards are rules that businesses and organizations in Ontario need to follow to identify, remove and prevent barriers so that people with disabilities have more opportunities to participate in everyday life. 

Expected Learning Outcomes  

The Participant will be introduced to the Act, and the various Standards e.g. Customer Service Standard, Transportation Standard, Integrated Standard of which includes Communication, Technology and Employment.

Through the use of a "self-audit" tool, the Participant will have a better understanding what is required for meeting due diligence compliance, the timeframes of which the compliance is required, the reporting obligations and the liability exposure for failing to comply.

Labour-Management Relations

Effective Labour Management Relations in the Broader Public and Non for Profit Sector Workplace Environments

Wednesday, October 5, 2016 8:30 AM – 12:00 PM

REGISTER

Ontario has a history of reasonably good labour relations, with some periods of conflict. In general, there have been fewer work stoppages in Ontario's BPS than in the private sector.

Employment has increased steadily in the past two decades across the major BPS sectors and industries, including education, health and social services, and public administration.  Over the period from 2000 to 2011, Ontario public-sector employment in health care and social services increased by 39 per cent and in education by 34 per cent. By 2011, Ontario BPS employment accounted for just over 17 per cent of total employment in Ontario.

About 70 per cent of BPS employees are unionized - a far higher percentage than the roughly 15 per cent unionization rate in the private sector.

This high level of unionization produces a two-way street that requires joint oversight to foster effective union-management relationships. Any organization that wants to change the way in which services are delivered must work with the people who deliver those services and with the unions that represent those people.

This session has been designed for individuals that currently work in a unionized workplace environment.

Expected Learning Outcomes

  • Participants will have a general understanding what gives rise to unionization in a BPS and/or NPO environment.
  • Participants will have a better understanding of the Employer and Union philosophies as they relate to Labour Management Relations in today's workplace. Participants will also gain a better understanding of the role and function of unions today.
  • Participants will be provided with current Collective Bargaining Trends.
  • The Participant will acquire the fundamental skills to enhance their role within their organizational function e.g. Operational Management, Finance, or Human Resources and assist them in looking at issues with a different perspective.

*Continental breakfast is included

Workplace Conflict

Effective Management of Workplace Conflict

Wednesday, November 16, 2016 8:30 AM – 12:00 PM

REGISTER

Conflict is inevitable in any workplace. In any size of organization, dealing with conflict is part of your day-to-day responsibilities. The ability to recognize and understand the causation of conflict, to assess and minimize the risk and/or impact of conflict, and to effectively resolve conflicts will serve you well as an organizational leader.

You will be exposed to alternative approaches to minimizing or avoiding conflict in the workplace and leave with a general understanding of the importance of seeking common ground for early resolution and for achieving mutual gain.

The participant will acquire the fundamental skills to enhance their leadership role and assist them in looking at issues with a different perspective.

Expected Learning Outcomes

 In this workshop, with the use of a standardized "Dealing with Conflict Instrument" the Participants will:

  • Learn their dominant conflict style.
  • Learn when it's most appropriate to use the five conflict styles.
  • Become more flexible in conflict situations by learning that one approach is not optimal in all situations.
  • Identify which styles of conflict resolution need the most improvement.
  • Explore the characteristics of each conflict style.
  • Identify which style is best for a given situation and its effect on the outcome. 

*Continental breakfast is included

Disabilities in the Workplace

Managing Physical and Psychological Disabilities in the Workplace

Wednesday, October 19, 2016 8:30 AM – 4:00 PM

REGISTER

Workplace Accommodation and Return to Work planning for Physical and Psychological Disabilities can become a daunting task for any sized organization. What are our legal obligations? What are we allowed and not allowed to ask for from our Employees and their Physicians in support of meeting our obligations? What about Health and Safety risk factors? Do we manage work related issues differently than non-work related issues? This session has been designed for individuals that currently manage Workplace Accommodation and Return to Work planning. This session will provide to you, best practice techniques and tools on how to meet your obligations.

Expected Learning Outcomes:

  • The Participant will have a better understanding of the legislative framework that drives the "due diligence" obligation for accommodating employees in the workplace as it relates to Physical and Psychological Disabilities.
  • The Participant will have a better understanding on how to develop effective workplace accommodation and return to work program.
  • The Participant will learn what is required for meeting due diligence compliance as it relates to Human Rights and Accessibilities for Ontarians with Disabilities (AODA) legislation.
  • The Participant will be orientated to "best practice" techniques, processes, resources and tools for developing workplace accommodation and return to work plans.
  • Through the application of real case studies the Participant will learn how to prepare an actual Return to Work Plan.

 

*Continental breakfast and light lunch is included

 

WSIB Case and Claims

WSIB Case and Claims Management

Wednesday, November 2, 2016 8:30 AM – 4:00 PM

REGISTER

Organizations are challenged with the complexities of a never ending evolving change to our Workplace Safety and Insurance reporting obligations here in Ontario. Individuals responsible for this organizational function e.g. Finance, HR, OH&S, etc. are required to assess, and minimize risk as it relates to work related claims and how they should be managed for minimizing liability exposure.  

Expected Learning Outcomes:

  • The Participant will have a better understanding of the legislative framework that drives the "due diligence" obligation for compliance for Employers operating in Ontario.
  • The Participant will have a better understanding on how the WSIB Adjudication process works today.
  • The Participant will have a better understanding on the difference between Claims and Case Management.
  • The Participant will learn how to monitor and manage cases.
  • Through the application of real case studies the Participant will learn how to apply "lessons learned" in establishing a WSIB claim and how to manage it , proactively
 

*Continental breakfast and light lunch is included

Location

Seneca College Employment Office

1490 Major Mackenzie Drive West, Unit D5, Vaughan, ON L6A 4H6
Tel: (905) 417-1781

Eagles Landing Plaza

Program Contacts

Lori Bursey
lori.bursey@senecacollege.ca