The panel will examine how Canadian firms can handle changing practices in the U.S. assess legal and reputational risks of altering EDI commitments, and identify strategies to advance equity amid shifting legal and political climates. Specifically, the panel will discuss: - How are U.S. political and legal developments around EDI influencing Canadian law firm approaches to EDI? What should workplace leaders be paying attention to as they monitor developments? - To what extent could offering EDI initiatives conflict with provincial law society mandates on EDI education, human rights, and rules of professional responsibility? - Are rollbacks of EDI permissible under Canadian human rights and employment equity legislation? How might legislative and Charter provisions permitting “special programs” impact that analysis? - If a firm discontinues a specific EDI initiative, what steps should it take to ensure continued alignment with its values, avoid reputational harm, and protect the well-being of employees? - What practical strategies can Canadian firms adopt to maintain EDI integrity while navigating cross-border business pressures and polarized public discourse? - In a shifting regulatory environment, what steps can workplaces take to uphold EDI values in hiring, client relationships, and firm culture?

This intensive professional learning program is designed to develop the advanced dispute resolution skills that labour relations professionals need in order to be successful in their roles. Participants will have the opportunity to observe dispute resolution techniques used by experienced professional mediators — and to use those techniques as they attempt to resolve a workplace dispute. To make the simulation as realistic as possible, actors will play the role of the aggrieved party. Aimed at labour relations professionals with basic to intermediate knowledge of mediation and workplace dispute resolution techniques, this session aims not to create professional mediators but to equip participants with the knowledge and skills necessary to: - Defuse tensions and manage workplace conflict - Resolve grievances without resorting to lengthy and expensive arbitration processes - Make effective use of informal and formal mediation as a management or union representative Who is this program designed for? - Graduates of the Lancaster House–Toronto Metropolitan University Labour Relations Certificate Program - Labour relations professionals with 3 or more years of experience working full-time for an employer or a union, including: -- Human resources professionals -- Labour relations officers -- Local union leadership -- Managers -- Union staff -Labour and employment lawyers in their first 5 years of practice

So many updates, so little time! 2025 and 2026 are jampacked with evolving issues in Canadian family law, especially in relation to parenting and support. In this 90-minute webinar, Professor Rollie Thompson will take you on a whirlwind tour of the parenting and support issues that matter most to your clients — what’s changed, what’s coming, and what it all means for your practice. You’ll get insights into the impact of the 2021 federal Divorce Act parenting amendments and the mirror provincial laws — especially on relocation outcomes. Who gets to move — and who doesn’t? In addition, Professor Thompson will examine the increasing use of the AFCC Parenting Plan Guides — for good or ill, plus, the treatment of family violence in parenting. Will the Supreme Court recognize a tort of family violence? Finally, you’ll dive into key trends in both child and spousal support: section 9 child support; retroactive child support — everyone wants it; entitlement issues in spousal support; retirement; lump sums; the possible death of Miglin; using the Spousal Support Advisory Guidelines for your clients; and, of course, retroactive spousal support. Don’t miss this high-speed tour of the parenting and support issues dominating family law in 2025 and 2026. There will be something for everyone. Register early to avoid disappointment! Live webinar with chat includes 60 day replay. This program features real-time video of the presenter with synchronized presentation slides, and a chat feature that allows for live Q & A.

Stay current on the latest cases, legislative developments, and compliance trends in employment law through this comprehensive annual cross-country update. The webinar and materials will address key issues relevant to unionized and non-unionized workplaces, such as: - Are employees entitled to work remotely and for how much of the work week? Who has the last word in determining whether employees must attend the workplace or work remotely? The employee or the employer? - What restrictions apply to an employer’s ability to lay off employees? How are employees’ entitlements on termination be impacted if they are let go due to large-scale downsizing or restructuring, whether for economic reasons or as a result of technological change such as adoption of artificial intelligence? - What words or phrasing invalidate a termination clause in an employment contract? Will stating that an employer can terminate an employee without cause “at any time” render a termination clause unenforceable? What trends are emerging in terms of how courts in different provinces approach such clauses? - What types of conduct have recently been found to constitute “just cause”? When can employers successfully rely on “after-acquired cause”? - When terms of termination are not set out in a contract, how much notice or pay in lieu thereof will be considered reasonable? What factors do courts now take into account? - How do courts determine whether employers have met the duty to mitigate their damages by seeking other employment? - What factors have prompted courts to award aggravated/moral or punitive damages for an employer’s conduct when terminating an individual’s employment? When may a party’s conduct during litigation warrant an award of damages? The webinar and materials will also address the latest legislative and regulatory changes, such as: - New and amended leave entitlements; - Increasing restrictions on employers’ entitlements to medical notes in support of certain short-term statutory leave requests; and - Recent employment standards changes introduced through Ontario’s Working for Workers legislative series.

The Canadian Bar Association (CBA) is proud to launch its training on Understanding Gender Diversity and Inclusion. This training module responds to recommendations from the CBA’s Access to Justice for Trans People Report (recommendations 11-19). It is designed to equip legal professionals with essential knowledge and practical tools to foster inclusivity in their practice. This engaging and self-paced module explores five key areas: - Language, Definitions, and Principles - Transphobia in Canada - Access to Justice - Implementing Change - Intersectionality and Allyship Presented by members of the CBA Gender Diversity Advisory Group, this module is complemented by a newly developed infographic on sexual and gender identity and a set of recommended best practices to further support legal professionals in their work. This self-paced training is open to lawyers, judges, law students, and legal professionals seeking to deepen their understanding of gender diversity and enhance their ability to serve trans and gender-diverse clients with respect and competence.