A multidisciplinary faculty will explain the law and best practices for reducing legal risk while creating and maintaining a psychologically safe work environment. Practical case studies and accompanying toolkits and precedents will be provided to maximize your understanding of this evolving and notoriously vexing area.
Topics covered include:
- How to have the conversation when you are concerned about an employee’s mental health
- What resources are available in responding to mental health problems?
- To what extent do employers face a legal duty of care in relation to employees’ psychological wellbeing?
- Does the existence of the voluntary National Standard For Psychological Health and Safety In the Workplace create a default standard by which courts will measure employers?
- The effect of Bill 132 and the Occupational Health and Safety Act on employers’ duties
- Are employers liable for negligent or intentional infliction of mental harm during the employment relationship and after it ends?
- Trends in the caselaw on damage awards for mental distress claims
- Accommodating mental health disabilities in the workplace: the AODA and the Human Rights Code
- Addressing substance abuse problems – including impact on performance, legal liabilities, accidents, sick leave and benefit costs, and the status of ‘last chance’ agreements
- Creating inclusive attendance management policies and return-to-work programs that appropriately consider mental health contexts
- Early and successful returns to work after mental-health-related absences
- How unions, health and safety committees, occupational health nurses and employers can effectively work together and further the organization’s due diligence strategy
Who Should Attend?
- HR Professionals
- Health and Safety Professionals
- Union Representatives
Lauren Bernardi, Bernardi Human Resource Law
If you have any questions or would like more information please contact:
Paul Truster email@example.com
This program has been approved for 24 CPD hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). Be sure to note the program ID number on your CPD log. For more information about certification or continuing professional development, visit the HRPA website at: www.hrpa.ca