HR Training & Resources - (705) 268-6492

HR Training Seminar

November 19, 2018 - November 23, 2018 for federally governed employers

December 10, 2018 - December 13, 2018 for provincially governed employers

As you are probably aware, one mistake in dealing with employees (Human Resources) can expose your business/organization to a very costly settlement or litigation because once a step has been taken in Human Resources you simply cannot take it back.

Not all businesses that are big enough to warrant the hiring of a Human Resources Representative. Often, the task is left to Upper Management such as the owner, the executive director, the manager, the Band manager, whose work is to run the business but often they do not have all the skills and the knowledge required to deal with employees. Unknowingly, they can quickly get themselves in hot water simply by the manner they chose to deal with an employee. Therefore, it is important to invest in HR/Human Resources Courses/ Training and Development for Upper Management so that when faced with a HR situation in the workplace, they will know if they can handle the problem themselves or if they should reach out for help from a lawyer who specializes in that type of work before making a faux pas.

HR/ Human Resources Training and Development

With the HR/Human Resources training provided to your Upper Management Team, we will be providing practical information based on real case studies which set out the fact situations of the case in question and the Court decision as it relates to that fact situation. Your management team should acquire sufficient knowledge to know when they should reach out to a lawyer before taking a step in order to avoid the common pitfalls.

Human Resources Management Course for your Upper Management team is geared to both federally governed employers such as First Nations, airlines and banks and provincially governed employers.

Please click on the PDF icon to download the training Registration Form.

Human Resources Training/ Human Resources Courses for Upper Management

In addition to providing legal advice on Employment Law related matters to both federally and provincially governed employers, this firm also provides HR/ Human Resources courses/ training to Upper Management by way of seminars/workshops in HR/Human Resources related areas.

As of July 1st 2017 the following training/seminars are available: (See details of the training seminars/courses set out below)
  1. Human Rights Sensitivity Training Seminar;
  2. Workplace Investigation Training Seminar;
  3. Training on steps to ensure enforceability of an employment contract;
  4. Steps for effective progressive discipline in the workplace:
  5. Steps to ensure a proper termination;
  6. The key differences between the Canada Labour Code and the Employment Standard Act 2000 (ESA 2000);
  7. Harassment and bullying in the workplace training;
  8. Executive Director and Board Relationship Building

Details of the HR training:

1. Course/Training/ Seminar on Human Rights Sensitivity Training for the Workplace :

Those in attendance will learn:

  • What are the grounds are a human rights complaints;
  • What constitutes discrimination and harassment in the workplace;
  • What are the duties of an employer as it relates to Human Rights?
  • What are the consequences for an employer if discrimination is proven?

No one purposely sets out with the intention to discriminate against an employee. Often employers do not realize when they are, in fact, discriminating against an employee because they are looking at the situation from a different angle. Examples:

  • Terminating an employee because of absences related to alcoholism is considered an act of discrimination. Why? Because alcoholism is regarded as a disability, which is a protected ground of discrimination.
  • Age is also a protected ground of discrimination, therefore expressing to an Employee, that he/she is too old for the position can be considered an act of discrimination.
  • Refusing to re-hire an employee following a pregnancy leave is considered an act of discrimination as sex is a protected ground of discrimination.

2. Course/Training/Seminar on how to Conduct a Workplace Investigation;

Those in attendance will learn:

  • When to conduct a workplace investigation;
  • How to conduct an interview;
  • Who should be interviewed;
  • In what order should the interviews be conducted;
  • Conclusion of the investigation;
  • Action required;

3. Course/Training/ Seminar on the Steps to ensure the enforceability of an Employment Contract ;

Those in attendance will learn:

  • How to determine the validity of an employment contract/letter of offer. There is more involved in validating an employment contract/letter of offer than requiring an employee’s signature.
  • When will an employment contract or a letter of offer be declared null and void? What are the consequences of an employment contract being declared null and void?
  • Serious changes in the law regarding terminations for employers governed by the Canada Labour Code, such as First Nations.

4. Course/Training/Seminar on the Steps for effective progressive discipline in the workplace:

What you will learn:

  • How to apply progressive discipline;
  • When to apply progressive discipline;
  • What type of discipline to apply and when;
  • How to draft a discipline letter.

Problems I see regularly: The employer gives the employee a series of verbal warnings, of which there is no written record or has made note of it but nothing provided to the employee. Once the situation has escalated to a point where the employer can no longer tolerate the employee’s inappropriate behaviour, the Employer decides that they want to terminate the employee. They proceed with the termination and when the employee pushes back the Employer consults a lawyer only to realize they don’t have Just Cause to terminate. They did not apply progressive discipline. If they choose to consult prior to terminating an realize the problem, the employer suddenly bombards the employee with written reprimands, a suspension without pay, and finally terminates the employee, all within a very short period of time. This is the WRONG WAY to apply progressive discipline and can be very costly to proceed this way and will likely give rise to litigation.

5. Course/ Training/Seminar on the Steps to ensure a proper termination of employment

What you will learn:

  • What you need to consider before proceeding to a termination;
  • What to look for in the employment contract/ letter of offer, if any;
  • What to look for in the Human Resources Policies, if any;
  • What to look for when you review the discipline record, if any;
  • Consider if you are going to terminate the Employee for Just Cause or without alleging Just Cause.
  • Your termination letter will be viewed under a microscope after it is delivered, and it is important that it is well done;
  • You will be bound by the content of the termination letter and you won’t be able to change the reason for the termination down the road;
  • What you need to include in the termination letter;
  • How to conduct the termination meeting;
  • Who should be present during the termination meeting;
  • How to protect yourself;

6. A Course/Training/ Seminar on the key differences between the Canada Labour Code and the Employment Standard Act 2000 (ESA 2000) ;

What will you Learn:

  • How the C.L.C. applies to federally regulated employers including First Nations;
  • How the ESA 2000 applies to provincially regulated employers;
  • Why it is important to understand the difference between the two systems as they are not the same and you cannot just pick and choose from both systems.


  • Termination pay and the severance pay are not the same under both systems;
  • Under the C.L.C. it is much more difficult to terminate a permanent Employee as you must have just cause, and you must first apply progressive discipline;
  • Under the E.S.A. you can terminate at any time and for any reason as long as you pay the right amount of money;
  • Overtime under the C.L.C. is paid differently than under the ESA

7. Course/Training/ Seminar on Harassment and Bullying in the workplace:

Those in attendance will learn:

  • What are the grounds for harassment and bullying complaints;
  • What are the definitions of discrimination and harassment in the workplace;
  • Federal and provincial definitions of harassment and differences;
  • How to identify an act of bulling and/or harassment;
  • How to report incidents;
  • What are the responsibilities and duties of an employer are as they relate to Human Rights;
  • What are the general and specific duties of an employer;
  • What are the responsibilities of an employer;
  • What are the consequences for an employer if a claim of discrimination is proven;
  • Various Human rights cases, their outcomes and financial awards.

8. Training on the Steps to consider before proceeding to an Effective Termination for Provincial Employees:

  • Step One: Are there termination policies in place?
  • Step Two: Is there an employment contract?
  • Step Three: Is the employment contract valid?
  • Step Four: Is there just cause to terminate the employee?
  • Step Five: Can you terminate the employee without just cause?
  • Step Six: Are you exposing yourself to a Human Rights complaint?
  • Step Seven: Are you wanting to terminate an employee who is exercising his/her rights under the ESA?
  • Step Eight: Are you wanting to terminate an employee who is exercising his/her rights under OHSA?
  • Step Nine: Do you want to terminate an employee for participating in a Union Organizing Drive?
  • Step Ten: Did the employee resign from his/her employment voluntarily?
  • Step Eleven: Did you provide the employee with a termination letter? and
  • Step Twelve: Did you have a termination meeting?

9. Executive director and Board relationship building

What you will learn:

  • Goals;
  • The role and responsibility of the executive director
  • The role and obligations as a director;
  • The roles and responsibilities of the Board of directors;
  • The legal duties of the executive director
  • The legal duties as a director;
  • The legal duties of the Board;
  • The director’s exposure to risk.

To assist you, we are working on other training as it relates to Human Resources. For more details please feel free to call at 705-268-6492 or email me at THESE COURSES/ SEMINARS/WORKSHOPS ARE GEARED TO UPPER MANAGEMENT AND CAN BE OFFERED: