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Policies Regarding Drinking and Drug Use in the Workplace
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February 23rd 2012, 1:00 pm to 2:30 pm N/A |
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| Chapter: | Webinar |
| Language: | French |
| URL: | http://www.portailrh.org/formation/fiche.aspx?f=77470 |
| Cost: |
Members - $108.22 Non Members - $153.80 (CDN, HST included) |
Presenters: |
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| An associate with Lavery de Billy, Marie-Claude Perreault, CIRC, practices in all areas of labour and employment law, serving clients from both the private and public sectors. She frequently represents her clients before administrative tribunals and courts of law in proceedings tried by grievance arbitrators, dispute arbitrators, the Commission des relations du travail and the Commission des lésions professionnelles. The negotiation of collective agreements is also a major component of her practice. She also takes part in managing labour relations matters. In addition, she frequently handles matters relating to pension plans, whether it concerns plan mergers, terminations, splits, initiations or negotiations. She handles dispute issues relating to pension plans. She has been retained to act as an assessor on behalf of employers in the arbitration of complex matters involving pension plans. Ms. Perreault was admitted to the Quebec bar in 1990. | ||
Description: |
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| The session will examine the legal consequences of drinking or using drugs in the workplace as well as the tools that allow employers to act in accordance with various applicable laws and higher courts decisions. Learning Objectives At the end of this webinar, the participant will be able to: • Understand the reasons behind implementing a policy on drinking and drug use • Draft a policy that will hold up in court • Understand employer and employee duties and obligations • Understand the limitations of screening tests • Understand the duty to accommodate regarding addiction problems • Properly use last chance agreements Content • Why implement a drinking and drug use policy in the workplace? • Is it a question of authority or of duty for a business where there are jobs at risk for health and safety issues? • Can drinking and drug use be prevented at work by implementing a policy? • What factors are applied by the courts to determine the validity of a policy? • What should be included in a policy and what should be its scope? • What are the limitations of different screening tests? Can an employer make them mandatory? • The duty to accommodate as it relates to drinking and drug use at work and its limitations • Last chance agreements as management tools: some guidelines and the role of courts regarding breached agreements Targeted Participants Human resources or industrial relations management professionals Do you have any questions regarding this activity? Contact us by email at inscriptions@portailrh.org. | ||
Special Notes: |
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| To register, visit http://www.portailrh.org/formation/fiche.aspx?f=77470. |