Expanded my knowledge of duty to accommodate, and identified the significant factors at play in each instance.  
- HR Advisor
Canada Revenue Agency
Register  |  Day 1  |  Day 2  |  Speakers  |  Venue  |  Download Agenda (PDF)  ]
15th Annual Event!

Managing Your Duty to Accommodate

Mitigating the Increasing Expense to Organizations for Failing to Accommodate Employees

August 20 - 21, 2019  ·  Calgary, Alberta
Day Two - Wednesday, August 21, 2019
8:00 - 9:00        Registration and Continental Breakfast
9:00 - 9:10
Welcome and Opening Remarks from the Chair
Simon Gillingham, Senior Labour Relations Officer, Corporate Services Labour Relations & Total Compensation, City of Winnipeg
9:10 - 10:00
Silence is Not Always Golden: Sexual Harassment in the Workplace
Denise Koster, Workplace Violence, Threat Assessment Professional, Koster Consulting & Associates

Through the use of real life cases focusing the investigation process, case learning and outcomes, participates will learn through an interactive dialogue:

  • The differences between flirting and workplace harassment
  • How to apply the principles of nature justice when conducting an investigation
  • How to ensure that best practices are applied, and confirmation bias is avoided, and
  • How to attempt to heal an organization after a sexual harassment allegation and subsequent investigation
10:00 - 10:15        Networking Break
10:15 - 11:00
Managing Complex Accommodation in the Workplace
Simon Gillingham, Senior Labour Relations Officer, Corporate Services Labour Relations & Total Compensation, City of Winnipeg
  • Is there a time limit as to when an accommodated Employee can return to former position?
  • Recent interesting case law on religious accommodation?
  • Determining pay or salary for short term accommodation for up to 6 months?
  • Can employees on Maternity leave attend the workplace periodically to attend staff meetings, training or other events?
  • Family status Update; Do recent decisions from British Columbia change family status accommodation obligations for Employers?
11:00 - 11:45
Disability Management for Employers
David Rost, Manager, Employee Health Resource Centre, Calgary Board of Education
  • Review of the employer’s duty to accommodate
  • Understanding the impact of organizational culture and leadership
  • Overview of a holistic approach to address accommodations
  • Employer self-induced stumbling blocks
  • Review of real scenarios
11:45 - 12:30
D-Map: A Systematic Approach to Medical Accommodation
Kelly Thake, Disability Services Manager, ESS, Compass Group
  • Discuss the importance of documentation of all communication as it relates to the return to work process
  • Review medical information that is available and assistive to the accommodation process, what tools are available and when to use them
  • Look at how to interpret medical information in relation to job tasks and work environment
  • How to discuss and create an appropriate accommodation with stakeholders, troubleshooting concerns and managing the accommodation moving forward
12:30 - 1:30        Luncheon Break
1:30 - 2:30
Gender Diversity in the Workplace
Kai Scott, President, TransFocus Consulting
  • Increased familiarity with concepts and terms related to gender diversity
  • Understand unique challenges and barriers facing transgender people
  • Tips on how to respectfully interact with transgender people
  • Two examples of best practices to improve and expand inclusion of diverse genders within organizational practices, policies, and spaces
2:30 - 3:30
Establishing an Optimal Return-to-Work Approach While Managing Productivity & Human Rights
Chinekwu Ibeabuchi, Ability Advisor, HR Business Partnerships, Alberta Health Services
  • Key legal principles in establishing an optimal return-to-work approach
  • Family status and Duty to Accommodate Human Rights stories
  • Step-by-step procedures to guide your return-to-work approach
  • Bona Fide Occupational Requirement (BFOR) and duty to Accommodate (DTA)
  • Hear real life examples of how you can deal with various sophisticated scenarios
  • Learn how to resolve complex return-to-work cases
  • Insights into balancing an employee’s right to equality with an employer’s right to run a productive workplace
3:30 - 3:45        Networking Break
3:45 - 4:45
Pre-disability wage entitlement and the DTA process
Jessica Nuttall, Medical Duty to Accommodate Specialist, Human Resources, Vancouver Island Health Authority

Organizations accepting an employee’s medical clearance to return to work following a medical leave of absence under the NBA Collective Agreement there will be a four (4) week window in which the Employer will be required to find a suitable accommodation before a requirement to pay pre-disability wages commences

  • The collective agreement language itself and interpretation of this language
  • How 3rd party providers like LTD/Workers Compensation play a part
  • When there are changes in an employee’s medical or licensing/certification? How is this language affected?
  • Duty to accommodation obligation has been met then what?
  • This language is beginning to trend and be followed, be prepared
4:45        End of Day Two
Register  |  Day 1  |  Day 2  |  Speakers  |  Venue  |  Download Agenda (PDF)  ]



Recent legal decisions have expanded the scope of what you're required to accommodate in the workplace. Claims for issues like family status and stress have become more frequent and understanding when you're required to make an accommodation has become much more challenging. The increased variety of accommodation issues has made keeping up with case law developments and understanding your accommodation obligations more difficult and more time-consuming.

INFONEX's 15th annual Managing Your Duty to Accommodate has been designed to update you on all of the recent case law that impacts your organization and give you the skills and strategies you need to make these accommodations effectively. Our faculty of leading experts will ensure that you walk away from the course with a clear understanding of what you're required to accommodate, and what you're not required to accommodate.

Review the latest case law for issues like family status, mental health, stress, and aging. Get practical advice on how to spot mental health and stress issues in your staff and how to make effective accommodations. Hear active case management strategies that will help you make accommodations efficiently and get employees back to work quickly. Get strategies for facilitating productive communication with your employees' doctors. Improve your skills for having difficult conversations with your employees. Learn strategies for how to explain accommodation requirements to managers.

It has become increasingly difficult to understand when you need to make accommodations and how to manage them. Join us in Calgary to get caught up on case law developments and learn skills and strategies for accommodating your employees effectively. Register today!

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