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UID:26606-1786019400-1786024800@nsbs.org
SUMMARY:Addressing Gambling\, Technology\, & Pornography Addictions at Work: Legal and Human Rights Obligations
DESCRIPTION:Behavioural and technology-related addictions\, from online gambling to excessive pornography use\, are pushing the limits of traditional policies and unsettled laws. As caselaw develops\, employers and unions are facing tough questions about evolving human rights obligations and workplace accountability. Panelists will explore: \n\nDo employees with gambling\, technology\, or pornography addictions have legal protection in the workplace? Must the addiction be formally diagnosed?\nHow should employers assess credibility and evidence when addiction by an employee as a defence is raised only after misconduct has occurred?\nWhat steps must employers take if they merely suspect an employee has an addiction?\nWhat are employer accommodation obligations when an addiction is behavioural or technology-related?\nWhich monitoring mechanisms for technology or inappropriate online activity have been found to violate privacy rights?\nWhat disciplinary measures have been applied when addictions lead to misconduct such as time theft\, misuse of employer equipment\, or financial improprieties? Are there differences in how courts and arbitrators treat behavioural versus substance-related addictions in the workplace?\nHow have employers and unions address addiction in workplace policies and collective agreements?
URL:https://nsbs.org/event/addressing-gambling-technology-pornography-addictions-at-work-legal-and-human-rights-obligations/
LOCATION:Virtual
ORGANIZER;CN="Lancaster House":MAILTO:cchan@lancasterhouse.com
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UID:26608-1787229000-1787234400@nsbs.org
SUMMARY:Effective and Privacy-Compliant Medical Inquiries: Getting the right info from medical practitioners for accommodation\, leaves\, and return to work
DESCRIPTION:Navigating an employer’s duty to accommodate while respecting employees’ privacy rights presents an ongoing challenge. This webinar will explore how to effectively request medical information and determine when a request for medical information is inappropriate. Specifically\, the panel will address: \n\nWhat are the privacy concerns associated with an employer requesting an employee’s medical information\, especially information related to mental health disabilities? What measures should employers and unions implement to safeguard an employee’s medical information and limit access to authorized individuals?\nDoes the extent of the medical information that an employer is entitled to request vary depending on the underlying purpose of the request (e.g. for accommodation\, leave\, or return to work) or the length of the absence? Do employers ever have a right to obtain an employee’s diagnosis rather than simply restrictions on work?\nWhat are best practices for drafting letters to medical practitioners regarding an employee’s accommodation\, leave\, or return to work? Can employers or unions communicate directly with an employee’s medical practitioner?\nWhen can an employer request an Independent Medical Examination (“IME”)? What is the union’s role in this process?\nHow should employers and unions assess medical information that relies exclusively or primarily on an employee’s subjective self-reporting of symptoms? Does the assessment differ in the context of mental health disabilities where diagnoses are predominantly based on self-reported information?\nHow should employers and unions approach an employee who is reluctant to provide medical information or fails to provide the requested information?\nHow should employers and unions update collective agreements and workplace policies to ensure that they are compliant with recent changes to legislation in various jurisdictions (e.g. restrictions on sick notes for short-term absences\, long-term illness leave)?
URL:https://nsbs.org/event/effective-and-privacy-compliant-medical-inquiries-getting-the-right-info-from-medical-practitioners-for-accommodation-leaves-and-return-to-work/
LOCATION:Virtual
ORGANIZER;CN="Lancaster House":MAILTO:cchan@lancasterhouse.com
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