Calendar of Events

The Webinar will include: 

1. Considering the mandate of the investigation
2. Considering the evidence to be collected
3. Creating a Timeline
4. Pre-Investigation consideration
5. Who to interview and in what order 

HR professionals have a new set of pressing challenges to deal with in 2024. While talent acquisition, employee well-being, and DEI are not new, they now demand urgent attention. You can add to that the recent need for HR to play an increasing role in helping their employers manage environmental, social, and governance (ESG) matters. 

This presentation will help HR professionals understand the expanded offerings and services employers are now asking from HR. The presenters will examine the impact these broader requirements can have on the training, knowledge and capabilities HR practitioners need to meet those increased demands. Attendees will also take away some practical advice on how to effectively maneuver and thrive amidst the changing HR landscape.

Learning Objectives:

1. Discover how the traditional expectations and role of HR are shifting
2. Explore the implications for HR with the growing emphasis on DEI
3. Identify tips to help HR professionals navigate HR’s expanding role

International Women's Day is a wonderful opportunity to celebrate the achievements and successes of women. As we are all bound together by our common humanity, it is our responsibility to shine a light on each other and make our stories visible. We must ignite a spark, fan the flames, embrace our differences, break down system barriers, challenge old traditions that separate us, and draw on each other's strength to succeed. Let's continue to empower and uplift one another every day. #InternationalWomensDay #InspireInclusion

Susan will share some Best Practices in the area of Disability Management and the Duty to Accommodate as it relates to Human Resources and how to navigate through medical notes, medical forms, and requests for accommodation.  Human Resource professionals may benefit from a different perspective on the topic.

Join AC and Amy as they present a tried and tested blue print for affecting real organizational culture change. Service New Brunswick, a Part 1 government organization of just over 2500, has been on a 3 year journey as they continue to implement programs and strategies, demonstrating results and incrementally building the team’s capacity to have a measurable impact on Employee Experience (with survey results to prove it!). Whether you have a large HR team or are a team of 1, AC and Amy hope to be able to share some advice and recommendations on how to ensure you can play a key role in shaping your organization’s culture!

In the dynamic landscape of today’s business world, the key to sustained success lies not only in recruiting top talent but also in effectively nurturing and retaining that talent. This session will delve into optimizing your talent strategy to attract, develop and retain critical contributors within your organization.

People are warned all the time of workplace hazards but not so much about the health hazards of not working. When an individual is off work due to illness or injury, there can be significant negative impacts to both physical and psychological health and wellbeing.  The Canadian Medical Association’s Policy Statement from 1997 stated “prolonged absence from one’s normal roles, including absence from the workplace, is detrimental to a person’s mental, physical and social well-being.” Additionally, research has found that the relative risk of increased mortality for being unemployed is greater that that of diabetes, hypertension, smoking, obesity, or poverty. Worklessness is also associated with increased rates of suicide, obesity, heart attack, depression, alcohol consumption, illicit drug use, and more.

We need to help workers, employers, physicians, healthcare providers, and others understand the importance of stay-at-work and/or return-to-work.  We also need to change the thinking that the workplace is a harmful environment when a person has an illness or injury. It is usually in the worker’s best interest to remain in the workforce.   Returning to work as soon as possible after an illness or injury must be encouraged. When an individual is removed from the work environment for a prolonged time, serious and often long-lasting adverse events can occur.  

This presentation will cover the connection between health and work, the detrimental effects of worklessness and what employers can do to support workers and remove barriers to return to work.

Learning Objectives

• Understand the relationship between health, work and worklessness.
• Understand why it is usually in the worker’s best interest to remain in the workforce.
• Understand what employers can do to support early and safe return to work and remove barriers.

Join us to discuss:

The HR Response to a Changing Work Environment – Together, we’ll explore workplace trends and challenges along with our response as HR professionals to an ever shifting talent landscape. We’ll review current employer needs as it relates to their business and their people and explore how we can take a lead role in defining the future of work. We’ll also talk about how we balance our desire to serve our clients and our need to protect our own personal time as the demand for HR support continues to rise.

This 21h virtual certification course is spread over 3 days of intensive and interactive learning. Participants will receive:

• WCI Designation and Certificate
• 4 Risk Assessments to help you assess and analyze your organization’s current culture.
• 4 White Paper templates to help you articulate the need for change to Senior Leaders.

Identify and Resolve the underlying issues that are impacting your talent attraction and retention.

 Session Topic

Do you find yourself…

…dealing with challenging organizational culture?

…wanting to make a difference, but not knowing how?

…struggling to get buy-in for change?

By taking the course — and becoming WCI certified — you will have a clear understanding of how workplace cultures are built, and a series of tools that will assist you in assessing and analyzing your organization’s risk, allowing you to create the business case for change.

In this course, you will…

• Build on your existing skills and experience to take ownership of your learning.
• Explore the fundamentals of the Workplace Culture Hierarchy, and how it can be used to create innovative strategies for strengthening relationships and better human connections.
• Investigate and mitigate your company’s risk at each stage of the Hierarchy.
• Use tools and strategies that will provide the data you will need to create targeted and meaningful interventions.
• Increase your business acumen and create a plan for how to put this learning into action in your workplace.
• Build your profile as a leader capable of getting the best work out of employees.

"To anyone dissecting workplace culture - start here! The Roman 3 team were engaging and accessible, and the content is presented in a very practical, out-of-the box format applicable to many different environments. I appreciate their willingness to support participants after the course, and will not hesitate to recommend this to my network."

"This course provided tools (in excess of my expectations) to help me within my role, and my organization, move towards a cultural shift. The material is provided in an organized manner and the presenters' wealth of experience, in addition to the experiences of other attendees, made this course exceptional. I highly recommend this course if you are looking to systematically address culture within your organization, and you are a leader, manager or HR professional."

“This is one of the best programs that I have experienced in a long time. The Roman 3 team take high-level, often emotional concepts (employee engagement), and breaks them down into both understandable and measurable components that are justified with data. It is rare in HR that there are operational tools that create measurements that we can use so directly.”

As an HR professional, you play a key role in shaping your organization’s culture. DEI is likely not new to your hiring practices, and neither is making accommodations for your employees. But, the reality is, most companies do not think of persons with a disability as the talent pool they are looking to attract. 

Hiring people from different backgrounds and with different abilities can lead to more innovation, increased creativity, and better connections with customers. It also shows your organization cares about the community where it operates. You can support employees who are on the autism spectrum or have an intellectual disability to succeed and thrive.

But where do you start? 

Creating or expanding inclusive hiring practices can be daunting or even overwhelming. The good news is that you don’t have to do it all at once. This webinar will provide you with action steps that you can use throughout your recruiting, hiring, onboarding and employee training processes. You will learn the business case on why businesses should hire individuals with an intellectual or developmental disability and how to do it successfully. 

Psychological safety directly effects employee attention and engagement, innovation, creativity, and the ability to work together and solve the complex challenges that organizations face. According to the National Standard, “Workplaces with a positive approach to psychological health and safety are better able to recruit and retain talent, have improved employee engagement, enhanced productivity, are more creative and innovative, and have higher profit levels”.

Aligned with the National Standard CSA-Z1001 for Health and Safety in the Workplace, this 3 month program follows the principal of 'spaced out learning' combined with a mix of asynchronous learning and virtual or in-person workshops. A variety of materials and lots of interaction will also ensure learners of all styles can maximize their experience.

CPHR Atlantic Exclusive! Learners who complete this program will get dedicated one-on-one support from Phil to bring their learnings back to their workplaces! 
In the month following the course, Phil will collaborate with each participant to support the development of a focused action plan tailored to their organization's needs. Through strategic guidance, they'll distill key insights from the certification into actionable steps, laying the groundwork for impactful implementation and the enhancement of psychological safety within each participants organization. 

Program Agenda

How do HR careers develop, and which paths are HR professionals likely to explore to advance their ambitions? This talk dives into the current reality of HR careers, drawing from a global study of more than 3 million HR profiles, surveys with 350 HR professionals, and in-depth career stories of 10 senior HR leaders to explore the following questions: 

 1. How and why do people choose a career in HR?
 2. How are HR careers changing, and what are the five patterns we see? 
 3. How can you manage your own HR career?
 4. What skills underpin a future-proof HR career in the age of GenAI? 

The presentation shares practical insights that HR individuals can apply to navigate their careers, as well as guidance for HR leaders responsible for building sustainable HR skills and teams within their organization.

Pay equity is a question of social justice that aims to ensure equitable remuneration between jobs that are predominantly held by women, and jobs of equivalent value that are predominantly held by men. 

Did you know that pay equity is also an innovative human resources management tool, with several benefits for both employees and employers? In addition to correcting gender-based inequities between certain job categories, pay equity helps to tackle recruitment and retention problems. Moreover, it helps to improve the atmosphere of the workplace, along with employee motivation, thus limiting rates of absenteeism. 

As human resources specialists, this directly concerns you! 

The New Brunswick Coalition for Pay Equity invites you to attend a webinar to learn more about the subject and some related projects that could affect you. 

For any questions: sophie.huguet@equite-equity.com

FREDERICTON, NEW-BRUNSWICK

OCTOBER 7th to the 9th

The economic burden of mental health has been well documented, and much of the cost is absorbed by employers, but the human cost of this crisis is immeasurable. More people than ever before report increased stress at work and the impact it has on their mental health. Across the globe, employers are increasingly being required to address and mitigate the risks of psychological injury. In this presentation, Dr. Ashley Spetch will discuss the connection between workplace health and safety and mental health, and outline a call to action for employers to proactively address these risks.

Join Rubin Thomlinson LLP partners Janice Rubin and Elizabeth Bingham as they take a look at recent trends in workplace investigation case law and provide key takeaways that anyone who deals with workplace investigations should know.

Understanding the impacts of sleep disorders in the workplace, both on physical and mental health, is crucial. It is important to comprehend the prevalence of sleep disorders in the general population, as well as the causes of insomnia. Differentiating between acute and chronic insomnia is essential to gain a comprehensive understanding of these conditions. Additionally, comprehending the effects of the pandemic on sleep quality is vital. It is also necessary to understand the impacts on employers, including organizational costs and qualitative effects. By gaining knowledge in these areas, we can work towards implementing effective strategies to address sleep disorders and promote overall well-being in the workplace.