Human Resources Management for First Nation and

Transcription

1 YOur Faculty Hear from these leaders and More Lynn Roundpoint, HR Manager, Mohawk Council of Akwesasne Samuel Breau, Program Manager, Workplace Mental Health & Prevention & Promotion, Mental Health Commission of CanadA Joel Gervais, Program Manager, Addictions & Mental Health Services, Occupational Rehab Group of Canada David Law, Partner, Gowlings LLP Carrie Simard, Director, Human Resources, Ouje-Bougoumou Roger Beaudry, President, Aptus Conflict Solutions Inc. Human Resources Management for First Nation and Aboriginal Communities Gatineau, QC Get Forward-Thinking Solutions to Help You with Your Human Resources Challenges Michael D. Grodinsky, Associate, Borden Ladner Gervais Cheryl Waram, Associate, Hicks Morley Diane King, Consultant, Performance Management Consultant Claude Vincent, Occupational Health and Safety Manager, Commissionaires Ottawa Amanda Sarginson, Associate, Emond Harnden Dave Hemphill, Director, Consulting Services, Performance Get a refresher in employment law that impacts your organization Ensure occupational health and safety compliance Hear what to include in a disciplinary policy Write legally binding employment contracts Understand which incidents that have legal exposure and should be documented Clarify best practices for updating your HR policy Conduct effective employee evaluations Translate skills capacity in the community into employment Hear how to get buy in across the organization for your initiatives Identify warning signs for struggling employees Find answers to challenges to workplace substance abuse Explore the roots of lateral violence and how organizations' can influence a workplace culture to be kind Learn how to assess your organization's level of employee engagement Get insights onto developing a team-based culture that promotes a happy and devoted workforce Understand the impact of organizational culture and how to work as a team Register Today! Call Fax

2 Day One Program agenda: Tuesday, February 24, :00 9:15 Michael D. Grodinsky, Associate, Borden Ladner Gervais 9:15 10:30 Employment Law Essentials for Human Resources Practitioners Cheryl Waram, Associate, Hicks Morley Understanding which legal jurisdiction applies to First Nations Legal considerations at the recruitment stage Rights and responsibilities during employment Protecting employee privacy and confidentiality Ending the employment relationship Difference between employee versus contractor Learning the value of a good documentation process Meeting occupational health and safety standards Addressing absenteeism in the workplace Cheryl Waram practice involves advising and representing clients on a wide variety of human resources matters in both unionized and non-unionized settings. Cheryl appears before administrative bodies, such as grievance arbitrators and labour boards, and she is regularly involved in employment litigation and judicial reviews at various levels of court. Cheryl regularly advised clients in the areas of disability accommodation, access and privacy issues, collective agreement interpretation, employment agreements and dismissals. 10:30 10:45 10:45 12:00 Elements of a Workplace Harassment Policy Amanda Sarginson, Associate, Emond Harnden Include a value statement Define workplace harassment Outline the health and safety risks to persons and the business from workplace harassment Encourage reporting of workplace harassment Duties of employers, workers, and other persons Workplace strategies to prevent or control harassment Commitment to investigation allegations promptly Consequences of breach of policy Provide support services Amanda Sarginson represents management in all areas of labour and employment law. Prior to obtaining her law degree she worked for nine years in human resources, most notably spending four years working as the Human Resources Manager for First Air, an airline owned by the Inuit of Northern Quebec, through Makivik Corporation. Amanda has conducted harassment investigations for several First Nation Governments, in addition to assisting employers in hiring and terminating employees, drafting policy manuals, defending human rights applications and representing the employer at mediation, arbitration and collective bargaining. 12:00 1:00 Extended Session 1:00 2:00 Implementing an Occupational Health and Safety Program Claude Vincent, Occupational Health and Safety Manager, Commissionaires Ottawa Elements of an OH&S program Hazard identification Risk assessment Basic hazard control methods Policy and management commitment Roles and responsibilities Continuous Improvement 2:00 2:15 3:15 4:15 Enhancing Team Culture and Organizational Dynamics Diane King, Consultant, Performance Management Consultant Understand what causes poor group dynamics Strategies to improve group dynamics Know your team Define roles and responsibilities Break down barriers Communication strategies Interpersonal style inventory Develop strategies to work better together based on personality type Reduce stressors associated with personality type Diane King has facilitated in organizations and communities across Canada. She has provided management consulting services to federal departments and the non-profit sector. Diane has extensive experience in group facilitation, design and delivery of stakeholder consultations and focus groups, design and facilitation of senior management meetings and retreats, service excellence training, visioning, strategic and work planning, process mapping, change and transition management and learning and development. She also provides training in the areas of train the trainer, leadership, interpersonal communications, change and transition management and facilitation. She is a Certified Professional Facilitator, with the International Association of Facilitators. 4:15 4:30 Extended Session Who should attend This Event HR Managers, Officers, Assistants, Administrators and Trainees Band Managers, Band Administrators, Executive Directors Chiefs and Councillors Health Directors and Assistants and Community Health Professionals Social Workers and Assistants Consultants Personnel Officers, Directors of Operations and Workforce Development Labour/Employee Relations Staff Education Directors and Training and Development Personnel Directors of Support Services and Staff

3 Day Two Program agenda: Wednesday, February 25, :00 9:10 Michael D. Grodinsky, Associate, Borden Ladner Gervais 9:10 10:10 Implementing a Respectful Human Resources Policy That Fits in with the Community Culture Lynn Roundpoint, HR Manager, Mohawk Council of Akwesasne Why developing a policy matters Creating a policy that fits with their culture How the policy has helped the organization and the community Dealing with workplace complaints Lessons for other communities 10:10 10:30 10:30 11:30 Administering the Disciplinary Process Michael D. Grodinsky, Lawyer, Borden Ladner Gervais Preparing for discipline: clear expectations, proper supervision, and regular feedback Establish a discipline policy and procedures including behaviors that could result in immediate termination (after investigation) Assess the role of investigation Consider who is responsible and accountable for the disciplinary decision Role of a code of conduct and an appeals process to support the disciplinary process Establish the minimum number of verbal or written warnings, options for witnesses to enter the discussion, suspension, clean slate' Accommodation situations Training managers Clear communication across the organization Applying policy fairly and consistently Michael D. Grodinsky is a member of BLG's Labour and Employment Law Group. His practice encompasses virtually all aspects of labour, employment, human rights and privacy law. Counseling small, medium and large-size employers on issues relating to effective human resources management, Michael has been recognized for his sound and practical advice and his strategic guidance. 12:30 1:30 Keynote 11:30 12:30 Human Rights and Employer Obligations: Duty to Accommodate David Law, Partner, Gowlings LLP Introduction to accommodation Learn the grounds of discrimination Performance and obligations Supporting documentation Limits on employer obligations How to determine undue hardship What is a bona fide occupational requirement How to establish a bona fide occupational requirement Responsibilities of the employee A toolkit for a general process for managers David Law provides advice, education and advocacy for organizations dealing with labour, employment, occupational safety, workers' compensation and related matters. Mr. Law has appeared before Boards of Arbitration, the Canada Industrial Relations Board, the Ontario Labour Relations Board, the Workplace Safety and Insurance Appeals Tribunal, the Ontario Provincial Court, the former Divisional Court of Ontario, the Superior Court of Justice and the Ontario Court of Appeal. 1:30 2:00 Social Media at Ouje-Bougoumou Carrie Simard, Director, Human Resources, Ouje-Bougoumou Background to developing our social media policy Social media for recruitment and retention Rules and codes of conduct for employees and social media Guidelines for what employees can post on Facebook Guidelines for usage at work Challenges and success stories 2:00 2:15 2:15 3:15 Managing Addictions in the Workplace Joel Gervais, Program Manager, Addictions and Mental Health Services, Occupational Rehab Group of Canada 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 3:15 4:15 Developing a Drug and Alcohol Policy Joel Gervais, Program Manager, Addictions and Mental Health Services, Occupational Rehab Group of Canada 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 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. Joel has also worked on several national substance abuse initiatives including a 2 year secondment with the Canadian Centre on Substance Abuse (CCSA) where he provided support to Canada's National Alcohol and Drug Strategy. Joel is a certified Drug Tester and has helped many organizations set up their own drug and alcohol policies. 4:15 4:30

4 Day THREE Program agenda: Thursday, February 26, :00 9:10 9:10 10:10 Managing Conflict and Lateral Violence Roger Beaudry, President, Aptus Conflict Solutions Inc. Defining lateral violence and recognizing it in your workplace Strategies for responding to lateral violence Strategies for minimizing lateral violence Accommodating victims of lateral violence How to start difficult conversations Dealing with strong emotions Disentangling impact and emotion Being facilitative rather than evaluative Listening interactively Dealing with a situation when one of the players remains hostile How to be hard on the problem but soft on the people Moving forward Roger Beaudry is an experienced mediator, arbitrator, facilitator, investigator, team coach and dispute prevention/resolution consultant. A 1982 University of Ottawa law school gold medallist, Roger went on to obtain a Master of Laws from the University of Toronto. The first two years of his career were as a law professor in the Faculty of Law of the University of Ottawa, teaching various subjects including Commercial Law, Evidence and Wills. 10:10 10:30 10:30 11:30 Part I: Ongoing Performance Management Dave Hemphill, Director, Consulting Services, Performance Law and policies related to managing performance Managing performance that does not meet minimum expectations Providing constructive feedback Coaching employees for success Steps of progressive discipline and employment termination Part II: Conducting Effective Employee Evaluations Dave Hemphill, Director, Consulting Services, Performance Establishing clear, measurable, agreed-upon adjectives Documenting successes and failures on a regular basis Importance of frequent meetings with meaningful feedback Getting the employee to weigh in Dave Hemphill is a human resources specialist with a master s degree in human resources and industrial relations. His specialty is capacity building, and he has prepared job descriptions, evaluated jobs and provided training in managing performance gaps to Aboriginal clients. 12:30 1:30 Two-Part SESSION 1:30 2:30 From Prevention to Resolution: Understanding the Business Case for Investing in Workplace Mental Health Samuel Breau, Program Manager, Workplace Mental Health and Prevention and Promotion, Mental Health Commission of Canada (MHCC) The business case for investing in workplace mental health Promising practices and tools to support mentally healthy workplaces The National Standard for Psychological Health and Safety in the Workplace Practical steps to becoming an organization that protects and promotes psychological health Samuel Breau is Program Manager for workplace mental health at the MHCC, where he leads workplace mental health strategies for the public sector and labour/ unions. Prior to joining the Commission, Samuel developed and led education and awareness strategies as a policy advisor for the RCMP's national youth strategy. 2:30 2:45 2:45 3:45 Techniques for the Occasional Trainer Diane King, Consultant, Performance Management Consultant Principles of adult learning Designing a successful training session How to deliver the training session successfully Evaluating your training effectiveness 3:45 4:30 Open Forum Discussion What issues addressed at the conference resonate the most with you? How are your peers approaching those same issues? What are the take aways from the conference? Develop an action plan to bring back to your place of work 4:30 4:45 SPONSORSHIP AND EXHIBITION Opportunities If you would like to increase your visibility with Aboriginal professionals and HR executives, you need to be at Human Resources Management for First Nations Governments. A limited number of sponsorship options are available: exhibit space, cocktail reception, luncheon, breakfast, and conference documentation. Exhibit Space Cocktail Reception Luncheon Breakfast Conference Documentation For more information or to check availability, contact our sponsorship department by telephone at , ext. 224, or by at sponsorship@infonex.ca. Choose to participate at this event and ensure your brand is front and centre at this great marketing opportunity.

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 Early-bird rate available UNTIL JANUARY 30, 2015 Prices are subject to GST+QST Group of three or More One Conference Day $899 per person Two Conference Days $1,599 per person Three Conference Days $2,199 per person Optional Workshop REGULAR FULL PRICE PRICES Prices are subject to GST+QST One Conference Day Two Conference Days Three Conference Days Optional Workshop Day One: February 24, 2015 Day Two: February 24, 2015 Day Three: February 26, 2015 Please charge to my: VISA MasterCard 3 SEND US YOUR REGISTRATION fax: register@infonex.ca telephone: website: Group of two $999 per person $1,699 per person $2,299 per person $400 per person 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: Financial Officer Responsible for Billing: Phone: mail: ONE registrant $1,199 $1,899 $2,499 Group of three or More Group of two ONE registrant $999 per person $1,699 per person $1,099 per person $1,799 per person $1,299 $1,999 $2,299 per person $2,399 per person $2,599 $500 per person INFONEX INC. 360 Bay Street, Suite 900 Toronto, Ontario M5H 2V6 GST/HST No. R Location: Human Resources Management for First Nation and Aboriginal Communities will be held at: Crowne Plaza Gatineau-Ottawa 2 Montcalm Gatineau QC J8X 4B 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 First Nation and Aboriginal Communities. A limited number of sponsorship options are available. Contact our sponsorship department by telephone at , ext. 224, or by at sponsorship@infonex.ca. cancellation policy: Substitutions may be made at any time. If you are unable to attend, please make cancellations in writing and fax to no later than February 10, 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. If you prefer, you may request a refund of fees paid, less a 15% administration fee. Registrants who cancel after February 10, 2015, will not be eligible to receive any credits or refunds and are liable for the entire registration fee. Confirmed registrants who do not cancel by February 10, 2015, and fail to attend will be liable for the entire registration fee. DISCOUNT CODE: 1151-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.