Human Resources Management for Aboriginal and Northern Communities

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1 Explore practical approaches to meeting your human resources objectives. Human Resources Management for Aboriginal and Northern Communities January 19, 20 and 21, 2016 Yellowknife, NT YOur Faculty Hear from these leading experts Nora Taylor Human Resources Manager Yellowknives Dene First Nation Joel Gervais, Program Manager, Addictions and Mental Health Services, Vital Life Inc. Cynthia Levy, Managing Lawyer, DLA Piper (Canada) LLP Judy Kainz, Chief Safety Officer, Prevention Services, Workers Safety and Compensation Commission Scott McCann, Partner, Harris & Company LLP Explore Practical Approaches to Optimizes Your Organization's Human Capital Hear Aboriginal employers share their challenges and success stories Receive an extensive legal update on employment law tailored to your needs Explore the criteria for a robust human resources policy Learn about inexpensive and novel ideas for recruiting good talent Get strategies for recruiting staff that share in your community values Take time out to discuss with your peers the highlights of the day Understand how to get leadership buy-in for your HR projects Receive practical advice for improving employee morale and performance Overcome obstacles to effective employee evaluations Discover approaches to building a strong team Get an update on the revised occupational health and safety record Take home a tool kit for a return to work strategy Learn how to write legally binding employment contracts Lori Craig, Human Resources Consultant; Former HR Director, Register Today! Call Fax

2 Day One Program Agenda: Tuesday, January 19, :00 9:00 Registration and Continental Breakfast Human Resources at Yellowknives Dene First Nation Nora Taylor, Human Resources Manager, Yellowknives Dene Hear how we approach policy development Criteria we looked at Hiring and retention Teambuilding, and productivity Dealing with disagreement Documenting our concerns Professional development activities How a policy has improved our workplace Best Practices in Meeting Human Resources Objectives Policy Development Why policies are important - communicating values and expectations - keeping in compliance with legislation - documenting best practices - supporting consistent treatment - helping managers make decisions - protecting individuals Defining policy and procedure Steps in developing policies: areas where policies are commonly established Role of the leadership in HR policy development Documentation: operating considerations Planning for revisions Strategies for Hiring and Retention in Remote Communities Understanding the barriers - perception Provide lifestyle advantages - focus on the family - create flexible work arrangements Develop career plans and growth opportunities Facilitate access to IT resources Build your brand Sourcing and screening qualified delegates Retaining high performers 1:00 2:30 Employment Law and Regulations Primer Cynthia Levy, Managing Lawyer, DLA Piper (Canada) LLP Jurisdictions over workplace law Overview of federal and territorial employment standards legislation What terms govern the employment relationship - the employment contract - protection from competitive harms Minimum statutory standards - employment contract - hours of work and overtime pay Days of rest and statutory holidays Understanding vacation pay and entitlement Pregnancy, parental, sick and compassionate leave Other leaves of absence What happens when the employment relationship ends - terminations for cause, constructive dismissal, termination pay obligations - common law reasonable notice Discrimination in the pre-employment phase Responding to labour standards complaints Worker s compensation legislation Occupational health and safety legislation Corporate liability under Bill C-45 Criminal Code Amendments Legislation: labour relations, pay equity, privacy, social security, pension, benefits, and tax 2:30 3:00 3:00 4:00 Facilitated Open Discussion: Summary and Reflection Our facilitated open discussion session is designed to give conference participants an equal opportunity to discuss relevant human resources issues that they deal with in their workplaces. It will be a platform to reflect and express individual concerns, increase personal learning, and provide access to the opinions of peers and speakers. With a strong emphasis on sharing, this session will give you the opportunity to benchmark with your fellow HR practitioners. Interact with speakers and peers on: Observations of the day Outstanding concerns Catalyst for action

3 Day Two Program Agenda: Wednesday, January 20, :00 9:00 Continental Breakfast Teambuilding at Aseneskak Casino Suzanne Bracegirdle, Chief Executive Officer, Aseneskak Casino Being creative and resourceful filling key roles Drawing boundaries from the Band Council Getting support from Band Council Doing your homework Advancing your education and professional development Tackle complex issues collaboratively Empower employee's ideas Listen and respond to feedback Best Practices in Meeting Human Resources Objectives Strategic Human Resources Planning Introduction to strategic HR planning - linking HR management directly with the corporate goals of your organization - making HR management decisions now to support the future direction of your organization - factoring the costs of recruitment, training, etc. into your organization s operating budget The strategic HR management planning process Documenting the strategic HR plan Implementing the strategic HR plan Conduct Effective Employee Evaluations Why do employee evaluations? Best practice procedures for employee evaluations What are the questions you should be asking? Giving constructive feedback Receiving constructive feedback Maintaining open channels of communication after evaluations are done 1:00 2:30 Health and Safety in the Workplace Judy Kainz, Chief Safety Officer, Prevention Services, Workers Safety and Compensation Commission, Northwest Territories and Nunavut Understanding the 2015 Updated Occupational Health and Safety Record Overview of the updated Occupational Health and Safety Regulations Details of key changes and their implications for your organization Understanding the scope of the legislation: what does it cover? Avoiding risk: ensuring your staff and organization are compliant Rights and duties of the employee Legal and reputational ramifications for non-compliant employers Return-to-Work Strategies Assess the role of health care providers, workers, and employers Tools and resources from the WSCC Administers healthcare and compensation Arranges consultation with healthcare providers Explains and assists with RTW Monitors activities, progress, and cooperation of all parties 2:30 3:00 3:00 4:00 Facilitated Open Discussion: Summary and Reflection Our facilitated open discussion session is designed to give conference participants an equal opportunity to discuss relevant human resources issues that they deal with in their workplaces. It will be a platform to reflect and express individual concerns, increase personal learning, and provide access to the opinions of peers and speakers. With a strong emphasis on sharing, this session will give you the opportunity to benchmark with your fellow HR practitioners. Interact with speakers and peers on: Observations of the day Outstanding concerns Catalyst for action WHO SHOULD ATTEND This In-depth Event Chiefs and Councillors Directors and Managers of Finance and Operations Directors and Managers of Housing Directors and Managers of Land Management Executives and Program Directors Band Managers Housing Coordinators Renovations Coordinators Tenant Relations Officers CMHC/AANDC Account Coordinators Housing Administrators Housing Inspectors

4 Day Three Program Agenda: Thursday, January 21, :00 9:00 Continental Breakfast Joel Gervais, Program Manager, Addictions and Mental Health Services, Vital Life Inc. Our Human Resources Story Adam Sanderson, HR Officer, Sagkeeng First Nation Hear how we approached updating our human resources policy Criteria we looked at Leadership and expertise that we engaged Dealing with disagreement Documenting our concerns How an updated policy has improved our workplace Managing Addictions in the Workplace Joel Gervais, Program Manager, Addictions and Mental Health Services, Vital Life Inc. Impact of substance abuse in the workplace Recognizing a substance abuse problem in your workplace Legal obligation for providing assistance to the employee Overview of resources that are available to you Working with the employee to design a successful return-to-work plan Hear best practices Learn about hands-on case management Develop organizational capacity for employee support Participate in a hands-on exercise on developing a policy that allows for tailoring to each unique case 1:00 2:15 Writing Legally Binding Employment Contracts Scott McCann, Partner, Harris & Company LLP Why employment contracts are important Terms every employment contract should contain Differences between permanent and temporary contract positions Making sure your contract complies with the legislation Implementation of written contracts in existing employment relationships 2:15 2:30 2:30 4:00 Legal Termination: Progressive Discipline and Preventing Wrongful Dismissal With a Duty to Accommodate Overview Scott McCann, Partner, Harris & Company LLP What is the difference between "unjust dismissal" and "wrongful dismissal"? What constitutes just cause for dismissal? Determining "reasonable notice" and severance pay How to use progressive discipline effectively Strategies to prevent wrongful dismissal and unjust dismissal claims Recent case studies Overview of legal requirements to meet your duty obligations Scope of the duty to accommodate: what issues and areas does it cover? Disability management planning Planning and facilitating employees' return to work Example scenarios ABOUT YOUR FACULTY: Suzanne Bracegirdle is the Chief Executive Officer for Aseneskak Casino and also the President of Bob s Hauling in The Pas, Manitoba. She is a Certified Aboriginal Financial Manager, and Certified Aboriginal Professional Administration from the AFAO. She holds her Perfessional Aboriginal Economic Development certification from CANDO and her Certifiied Program Manager Certification from CIM, and is a Certified Payroll Manager. Lori Craig is a certified Canadian Human Resources Practitioner (CHRP) with more than 25 years of Human Resources / Organizational Effectiveness / Training and Development experience with a passionate focus on personal, interpersonal and organizational effectiveness. Prior to this role, she was the HR Director at. Joel Gervais has worked in the public sector in mental health and addictions for over 20 years. His experience includes 12 years with the Addictions Foundation of Manitoba (AFM) where he worked as a Rehabilitation Counsellor and Prevention Education Consultant. Joel s area of specialization while at the AFM was workplace services where he provided consultation and training to private and public workplaces in the area of workplace intervention. Judy Kainz has worked in the field of Occupational Health and Safety for over 25 years, in a variety of industries including manufacturing, construction, and utilities. She spent the last five years as a member of the Workers Safety and Compensation Commission s (WSCC) Prevention Services division as the Chief Safety Officer, with the responsibility of enforcing the Safety Acts and Regulations for Northwest Territories and Nunavut. Cynthia Levy practices civil litigation and corporate/commercial law in the Northwest Territories and Nunavut with particular emphasis on labour and employment matters and municipal law. She provides advice on employment standards and agreements, employment and termination agreements, and defends wrongful dismissal and constructive dismissal litigation on behalf of various municipal governments, associations and boards. Scott McCann advises and represents employers in all areas of labour and employment law. His practice focuses on HR, terminations, policy development and human rights. Scott has experience appearing before arbitration boards and a variety of administrative tribunals. As a member of the Aboriginal Employment Law Practice Group, he provides legal advice, policy development and training seminars for a number of Aboriginal employers in British Columbia, Alberta, and the Territories.

5 REGISTER by phone, on-line, or in these 3 easy steps! 1 Print your name and contact information Mr./Ms./Mrs. Title Organization Name of Approving Manager Title Address City Province Postal Code Telephone ( ) Ext Fax ( ) Address 2 Select your preferred payment method Prices subject to GST FULL PRICE for 3 Days Register by December 18 Course for Groups of 3 + Course for Groups of 2 Course for 1 Registrant $2,299 each $2,399 each $2,599 $2,199 each $2,299 each $2,499 * Groups must register together at the same time to be eligible for group rates. * * Days may be booked separately call for details! Please charge to my: VISA MasterCard Cheque enclosed, payable to INFONEX Card Number: Exp. Date: / Signature: Please check box if you are GST/HST exempt Exemption # Please sign to finalize this registration and to confirm acknowledgment of our cancellation policy. Signature of Attendee: Name of Approving Manager: Signature of Approving Manager: Register by DECEMBER 18 to SAVE $100 off the regular course fee. Financial Officer Responsible for Billing: Phone: Location: Human Resources Management for Aboriginal and Northern Communities will be held at a convenient location in Yellowknife, NT. Detailed venue information will be provided with your registration confirmation. Your Registration Includes: Registration fees include all course materials, continental breakfast, lunch, and refreshments. Parking and accommodation are not included. SPONSORSHIP, EXHIBITION, and promotional OPPORTUNITIES: Increase your visibility with Aboriginal HR professionals at Human Resources Management for Aboriginal and Northern Communities. A limited number of sponsorship options are available. Contact our sponsorship department by telephone at , ext. 224, or by at cancellation policy: Substitutions may be made at any time. If you are unable to attend, please make cancellations in writing and to or fax to no later than January 3, A credit voucher will be issued to you for the full amount, redeemable against any other INFONEX course and which is valid for twelve months (one year) from the date of issue. Registrants who cancel after January 3, 2016, will not be eligible to receive any credits and are liable for the entire registration fee. Confirmed registrants who do not cancel by January 3, 2016, and fail to attend will be liable for the entire registration fee. 3 SEND US YOUR fax: telephone: website: mail: INFONEX INC. 360 Bay Street, Suite 900 Toronto, Ontario M5H 2V6 GST/HST No. R DISCOUNT CODE: 1189-W INFONEX reserves the right to cancel any conference it deems necessary. In the unlikely event that a conference is cancelled, INFONEX's liability is limited to paid registration fees; INFONEX will not assume any further liability for incidental costs including (but not limited to) hotel and air fare. INFONEX also reserves the right to change the date, location, and content for event(s) offered herein without further notice and assumes no liability for such changes. Visit for current conference information. INFONEX is a registered business name of INFONEX INC.

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